Why Becoming Superbold Is The Key For Unlocking Your Best Life written by Sara Nay read more at Duct Tape Marketing
About the show:
The Agency Spark Podcast, hosted by Sara Nay, is a collection of short-form interviews from thought leaders in the marketing consultancy and agency space.
Each episode focuses on a single topic with actionable insights you can apply today. Check out the new Spark Lab Consulting website here!
About this episode:
In this episode of the Agency Spark Podcast, Sara talks with Fred Joyal on why becoming superbold is the key for unlocking your best life.
Fred Joyal is an author, speaker, entrepreneur, and business advisor. He co-founded the most successful dentist referral service in the country, 1-800-DENTIST.
He has previously written two books on marketing, has dabbled in standup and improv comedy, acted in bad movies and excellent TV commercials. His latest book, Superbold: from Under-confident to Charismatic in 90 days, is an Amazon and Wall Street Journal bestseller.
He once beat Sir Richard Branson in chess and was also a question on Jeopardy. He is an avid cyclist, a below-average tennis player and an even worse golfer. He lives in Los Angeles.
More from Fred Joyal:
Fred’s Website
Superbold: from Under-confident to Charismatic in 90 days
This episode of the Agency Spark Podcast is brought to you by Monday.com, a powerful project management platform. Monday.com helps teams easily build, run, and scale their dream workflows on one platform. I personally am a user and big fan of Monday.com – I start my workday pulling up the platform and spend my day working within it for everything from task management to running client engagements. Learn more about Monday.com at ducttape.me/monday.
Weekend Favs May 7 written by Shawna Salinger read more at Duct Tape Marketing
My weekend blog post routine includes posting links to a handful of tools or great content I ran across during the week.
I don’t go into depth about the finds, but I encourage you to check them out if they sound interesting. The photo in the post is a favorite for the week from an online source or one that I took out there on the road.
This week’s featured tools can help you save time searching the web, conduct more efficient team meetings, and teach you the psychology behind product pricing.
HeyDay – Heyday is your research helping hand. This nifty browser extension automatically saves your content and uses A.I. to resurface it when appropriate.
Vowel – Vowel makes meetings better with video conferencing, meeting transcription, instant recordings, and collaborative agendas + notes — all in one place.
The Science Based Playbook of Pricing – An enticing sneak peek into the first of a series of playbooks by Ex-Googler, Thomas McKinlay, featured on the popular tech platform Product Hunt. This playbook could prove helpful for anyone looking to price a new product or having trouble with selling their current ones. Check it out!
These are my weekend favs; I would love to hear about some of yours – Tweet me @ducttape
Finch (Eddie Kaye Thomas), tries to seduce Stifler’s mom (Jennifer Coolidge), after The Prom … [+]“American Pie.” Photo by Getty Images
Getty Images
Modern observation of motherhood began only in 1908, although celebrations of moms can be traced back at least to ancient Greeks and Romans. They each had festivals honoring the Mother Goddesses Rhea, Cybele.
Ann Reeves Jarvis started the “Mothers’ Day Work Clubs”, in mid-19th century, to help women of West Virginia learn how to care for their children. She organized a Mothers’ Friendship Day, which promoted reconciliation within the nation after the American Civil War.
Anna Jarvis, Jarvis’ daughter, created a holiday in honor of the sacrifices that mothers made for her children after Jarvis died in 1905. It was then that “Mother’s Day”, which was established in 1908 and made official in 1914.
Now, it’s 2022, and Mother’s Day this year has been celebrated on social media with #MILF instead of #MothersDay. This refers to an extremely raunchy acronym.
According to some reports, this term originated in long-forgotten comedy magazines. Motorbooty MagazineIn 1990. However, the term was added to the Internet Usenet Group’s vocabulary on January 12, 1995 by a user called “ChiPhiMike”, who introduced “MILF” during a discussion about an issue of Playboy magazine.
This term was first used to refer to Jennifer Coolidge who played the role of “Stifler’s Mom” during the 1999 Teen Sex Comedy. American PieMILF quickly became an enviable slang term with college students. It also became popular among teens. PornHub says that MILF is now one of most used search terms to find adult content.
Trending on Mother’s Day
The hashtag #MILF trended on Sunday morning with over 88,000 followers, many of whom shared images featuring models and actresses. Many people were not amused by the #MILF trending day, which was meant to celebrate mothers and motherhood.
Susan Schreiner (C4Trends) said, “People have to be careful about taking such things in the modern world.” There is so much in this world to be upset about.
Schreiner stated that this year’s timing was particularly bad.
She explained that it could be asked if this was ever in good humor. Although it would not be normal to become upset, the Supreme Court leak makes it offensive. It’s not an honorable way to honour the mothers in the world.
Und es gab es! Family Guy
One tweet that included #MILF came from Fox Broadcasting’s official social media account. Family Guy (@FamilyGuyonFox). It featured an image of Lois the TV mom, dressed provocatively with the caption: “Let’s milf this up tonight!”
Although the show is about pushing boundaries in all aspects, some might feel that it went too far on Mother’s Day.
Scott Steinberg (brand marketing expert, social media pundit) said: “It all depends upon which side of your coin it is.” It may be distasteful for some people. We’ve had decades of raunchy humor which has gained an audience. This is why it’s unlikely that there are any viewers. Family Guy You will feel offended. This is not how I would choose to honor the women in my family, but it isn’t for everybody.
The post Social Media Celebrates Mother’s Day With #MILF appeared first on Social Media Explorer.
UNITED STATES – NOVEMBER 18. Representative Madison Cawthorn is seen as House in the U.S. Capitol. … [+]Kevin McCarthy (R-Calif.), Minority Leader, spoke long on the House Floor to postpone the vote for the Build Back better Act on Thursday, November 18, 20,21. (Photo by Tom Williams/CQ Roll Call, Inc via Getty Images
CQ-Roll Call, Inc via Getty Images
An opposition group, which is actively campaigning against Madison Cawthorn (North Carolina freshman congressman), released Wednesday’s video. It showed Cawthorn naked and pointing his groin towards another person. American Muckrakers PAC published the video in its entirety, ahead of the May 17th primary.
The video, which had been passed to the group by a “former supporter” of Cawthorn, has since trended across social media with the hashtag “madisoncawthornvideo.”
Video appears to have the 26-year old freshman congressman screaming as he presses his pelvis on an unidentified male. A second individual is suspected to have recorded the encounter using a smartphone. He could be heard telling Cawthorn that he should “stick it to his face” and laughing behind Cawthorn.
Rep. Cawthorn responded via Twitter to Wednesday night’s video (@CawthornforNC), “Another strike against me just fell.” This video was taken years ago by me and a friend. I tried to be humorous. The two of us were laughing and acting silly. That’s it. I’m NOT backing down. You were warned that there would be a drip campaign. The blackmail campaign will not win. We’ll.”
It is the latest scandal for Cawthorn who, for an incumbent congressman is currently facing a very crowded GOP primary. Last month several images of Cawthorn in women’s lingerie emerged online.
Career Ruining Moments?
Edwin Edwards (Democrat, Louisiana Governor) famously stated during a winning election campaign in 1983 that “The only thing I can lose is if I am caught in bed with either a deceased girl or a living boy.”
It was. LongBefore the advent of social media and smartphones, past actions and “deeds could be relived and haunt anybody.
According to Dr. Chris Haynes (associate professor of international affairs at the University of New Haven), “Today, social media and Internet can amplify a message such as this.”
Haynes cautioned that anything embarrassing can endanger a career, not only for politicians. Anyone with an iPhone is able to quickly capture something embarrassing or controversial and then send it out around the globe.
Cawthorn is certainly a hot topic, but he’s not the only one who has been criticized for his controversial statements and acts that have quickly made the rounds via social media.
Haynes thought, “This begs the deeper question of what we should expect from our politicians.” We want them perfect. “We also want them to stand out from others, but we don’t expect them to be authentic. That is an unrealistic standard.”
Social Media is Weaponizing the Past
Although it is not clear when Cawthorn and Cawthorn met, American Muckrakers PAC got the video. However, this isn’t necessarily the first instance of actions taken in the past being shared online.
Haynes said that “In this manner, social media revolutionized politics. For good and for bad.” We have witnessed a new generation of politicians that use social media to gain popularity. Social media is their lifeline.
Although it’s more challenging than ever for people to “keep the skeletons in their closet”, there is a question about whether politics should be about digging up even more dirt, particularly in an age where misinformation is rampant. It is easier than ever for technology to modify video. Cawthorn doesn’t doubt the authenticity of the video. However, we have already seen how Deepfakes or edited images are making the rounds on social networks.
Haynes warned that “anyone can manipulate the message” and should be worried. Haynes warned that once a story has been published, it will be impossible to conceal. It is also important to consider the potential dangers posed by actors from other nations, as well as those who are trying to start an information war. Because social media can be so immediate, it can prove difficult to preserve our freedoms when there is disinformation that can quickly spread.”
Scorched Earth
The other worrisome trend – whether it is a video of Cawthorn or tweets about Hunter Biden’s laptop – is that both sides have increasingly engaged in a scorched earth policy to use social media to destroy the other side. Instead of being focused on what a candidate stands for, the focus is shifting to finding and sharing the worst actions they have taken.
Haynes said, “It is sad that we are so divided that people won’t even think before posting the dirt about their political opponents.” It is about more than the country and our tribe. But, I do not know how to stop this age.
The post Video Of Rep. Madison Cawthorn Trends On Social Media – Has Politics Reached A New Low? appeared first on Social Media Explorer.
If enacted, AB2408 will allow parents to sue the state Attorney General for social media. … [+]Companies on behalf of children who have been harmed by social media addiction.
Getty Images
If parents are concerned about their child’s addiction to social media, they may soon have the ability to sue them. California State Assemblymember Jordan Cunningham (R-San Luis Obispo), and Assemblymember Buffy Wicks, (D-Oakland) introduced a bipartisan bill that would enable parents to sue social networking companies for their children. This bill passed unanimously the Assembly Judiciary Committee earlier this week.
Assembly Bill 2408, if passed into law would give parents the right to sue social networks companies for harming their children through a social media addiction. This bill is called the “Social Media Platform Duty to Children Act”. It outlines safe harbors to protect social media platforms from liability, provided that they identify and eliminate addictive elements within the specified time frame.
Next, the bill will head to the Assembly Floor where it will then be discussed later in this month.
“Social media companies’ own research shows how addictive their platforms are for kids – and there’s nothing parents can do to stop it,” said Cunningham. “If you’re going to create a product for children, you need to design it in a way that doesn’t result in some of those kids becoming addicted and having to seek psychiatric care. We propose that social media companies change their methods or they will be held responsible for any addictions caused by their products.
Companies earning less than $100 million annually would be exempt from the bill. Businesses found to be in violation of the bill could face civil sanctions up to $25,000 for each violation and $250,000 per violation if done intentionally.
Larissa May (founder of #HalfTheStory), a non-profit organization that promotes social media, stated, “Social Media is a Lifeline for the Next Generation.”
Recently, she testified in support of the bill before the Assembly Judiciary Committee located at the State Capitol.
In an email exchange, May explained that “young minds” are more susceptible to weaponized algorithms because their prefrontal cortex (the place of executive function control and decision-making) has not been fully developed. “At a young age, their neurochemistry is being disrupted by technology, and quite frankly, it’s moving faster than the human mind. But it doesn’t have be like this.
May stated that abstinence from technology is not a good idea for teenagers and can sometimes make it worse. May stated that there are major misunderstandings around tech and wellness, which supports the need for AB2408.
May stated, “Social Media can be a coping tool.” Social media is a coping mechanism for teens. They use it to escape daily challenges and self-soothe. Teens who spend more time on social media are more vulnerable to emotional distress and the temptations offered by the endless games that we call “social media”
Some experts suggest turning off your device to fix the issue, but others point out that it is not possible to turn off all of your screen time.
It is not possible to measure social media usage through the quantity of followers. May stated that social media is similar to zero-calorie candy. This makes it more dangerous than something with higher calories. While many teens have positive experiences with technology, it is important that our platforms are held responsible for creating safer environments for all our youth, particularly the most vulnerable.
May said that although this policy may not resolve all of the youth problems, it will make infrastructure safer. “We would not take our children across an insecure bridge. We shouldn’t also send them to platforms that use predatory algorithms. This crisis will not end unless our society considers mental health the same as physical health. Tech companies must be held responsible for online time spent by teens.
You could wonder if the social media sites are to blame for the excessive usage by the younger generation.
Roger Entner, a technology analyst at Recon Analytics said that while social media companies may be to blame for many things, parents have a responsibility to their children as well. There are many apps that allow parents to restrict the activities of their children on mobile devices.
The post Social Media Liability Bill Passed California State Committee appeared first on Social Media Explorer.
The Role Operations Plays In Marketing written by John Jantsch read more at Duct Tape Marketing
Marketing Podcast with Sara Nay
In this episode of the Duct Tape Marketing Podcast, I interview Sara Nay. Sara is the COO at Duct Tape Marketing, Co-Founder at Spark Lab Consulting, and host of the Agency Spark Podcast.
Key Takeaway:
Marketing systems and operations systems are two halves to a whole company – bringing the two together can give you the full picture and ultimately, effective control over your organization. In this episode, I talk with Sara Nay about her responsibilities as COO at Duct Tape Marketing, the role operations plays in marketing, and how creating and utilizing systems can help you double down on what’s working and avoid spinning your wheels on what’s not.
Questions I ask Sara Nay:
[1:22] What does being COO of Duct Tape Marketing look like?
[1:48] How does the COO work with the CEO?
[2:51] What’s been the hardest thing for you to learn or adapt to in your role?
[4:10] How do you think it’s different working with family?
[5:25] What role does operations really play in marketing?
[7:29] Could you talk a little bit about operationalizing marketing so that you can deliver it consistently and in a repeatable manner?
[12:35] How do you view your system as a way to get better?
[15:18] Where could we make improvements after somebody becomes a customer and how do we connect marketing and operations and then add systems?
[18:31] Could you talk a little bit about what you do with Spark Lab when someone comes to you who is trying to take this operationalized approach?
[20:42] Could you tell us where people can find that and find out more about Spark Lab consulting?
More About Sara Nay:
The Spark Lab Assessment
Take The Marketing Assessment:
Marketingassessment.co
Like this show? Click on over and give us a review on iTunes, please!
John Jantsch (00:00): This episode of the duct tape marketing podcast is brought to you by the salesman podcast, hosted by will Barron and brought to you by the HubSpot podcast network. Look, if you work in sales, wanna learn how to sell, and frankly who doesn’t check out the salesman podcast, where host will Barron helps sales professionals learn how to find buyers and win big business ineffective and ethical ways. And if you wanna start someplace, I recommend the four step process to influencing buying decisions. Listen to the salesman podcast, wherever you get your podcast.
John Jantsch (00:44): Hello, and welcome to another episode of the duct tape marketing podcast. This is John Jantsch, and I’m gonna do a solo show today. It’s actually been a while, but I wanna cover a topic that is very high on a lot of business owners’ minds. And that’s the idea of retention of internal team members, internal customers, whatever you wanna call them, employees, staff, team members. This has been a really hot topic of the last year, and I think it’s not going away. There’s a lot of pressure for a lot of reasons on this. So I wanna talk about it as the subject that it is, obviously it turns into production issue or fulfillment or capacity issue for a lot of organizations, but it’s really a marketing problem, or at least can be solved I think, with a marketing solution. So that’s what I’m going to present.
John Jantsch (01:34): Hey, I also wanted to let you know that I have been working very hard on a unique marketing strategy assessment. A lot of people have these, uh, marketing assessments out there that that really are just measuring your tactic approach. What you’re using, what you’re doing. I’ve created something that really is heart and soul to the idea of strategy before tactics marketing as a system. And I’d love for you to check it out. Uh, the URL is marketingassessment.co. So it’s marketing assessment.co go on over there and, uh, check it out to go through. It takes about, I don’t know, five minutes to answer the 20 questions and, and the report that you get at the end of it, frankly, is, is enough gold to, to have you actually, uh, improve or find area of for improvement in your, in your marketing strategy. So, uh, check it out, marketing assessment dot C.
John Jantsch (02:29): All right. So let’s talk today about rethinking the recruitment journey. You know, one of the things that I think that certainly I’ve said this many times to anyone that will listen, one of the things that I think the pandemic and, and a great deal of what went on with the, the, the chaos of the last couple years is that, you know, a lot of businesses do pretty well in good times just by being in the right place at the right time. A lot of businesses during the pandemic learn that, but boy, in tough times, growth comes from being important in the lives of your customers and your employees. And it’s a constant, uh, battle. It’s constant shifting there’s the leverage changes, you know, so to today we work with a lot of folks that are saying, Hey, I don’t need more customers. I need more people.
John Jantsch (03:12): So the leverages in many cases is, has gone squarely to the employee. And I think that changing dynamic, I think does have a tendency to allow people or, or to get people in the habit of thinking, oh, this is just a vending machine approach, need more customers, put some money in run, some ads, run a funnel and create more customers, oh, need more employees just go run. Some ads, go to the job boards, put in some and voila pops up some new employees. And I, I wanna share, I’m gonna rifle through. ’em pretty quickly a few statistics that should shed some light on how we have to be thinking about this in a much different way than the vending machine or the funnel approach. Apparently less than 15% of the, of every job that’s advertised on those job boards, you know, monster indeed, et cetera, gets filled by candidates who actually apply through the job board.
John Jantsch (04:07): So we’re spending a whole bunch of money there, and it’s not really producing the results. 50% of candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase S true of customers coming to us. Why wouldn’t it be true? Of course of employees as well, 79% of candidates use social media in their job search. We have to be where they are. That’s, that’s true. Again for customers as certainly as much as it is for staff. 92% of consumers will visit a brand’s website a first time for reasons other than making a purchase, guess who is visiting your website for reasons other than making a purchase people you might hire, or you might wanna hire 71% of employees say that they would accept a pay cut for a better working experience. A flip side of that is I know I’ve paid more or a product or a service when I got, or was expecting to get a better experience.
John Jantsch (05:05): I think it’s just the flip side of that exact same thing. 89% of employers think employees leave for more money. That’s why everybody defaults to more money. That’s why everybody defaults to lowering their prices when, uh, they’re trying to attract new customers. It, again, it’s the flip side of the exact same thing, but according to a very large gala poll, only 12% of employees actually leave for money. And I think the thing that, the point that I’m really trying to drive home here, in fact, if you’re really in a hurry, just take note of this idea and, and you’ll have the essence of where I’m gonna go with this, uh, today. People really aren’t candidates or consumers. They’re both, there’s no distinction. I mean, people are just people. So the vending machine approach of let’s put money in and get more customers, put money in, get more employees, lower prices, you know, advertise bonuses, you know, for getting employees.
John Jantsch (06:05): I mean that, that approach will draw some people, I suppose to you, but you know, people who come to you for a price increase or price decrease, or employees that come to you because they get a dollar, two more, an hour are gonna leave for the exact same reason. So when I talk about the customer journey and the employee journey, or how somebody, uh, comes to, to join an organization, it, it it’s really in a lot of ways, it’s not even a marketing issue. It, it is a strategy issue that I think can be solved with of the marketing approach. So here’s the three steps for creating the perfect recruitment strategy. First one is to know who you’re trying to recruit. And I know everybody says that, but what people forget to say is that you probably already have some ideal employees in your organization.
John Jantsch (06:51): Just like I talk about narrowing your focus to the top 20% of your customers, look at your team. You can do the same thing. What is it about your highest performing, uh, folks, the people that thrive in your organization? What is it about them that you need to understand? What behavior, what characteristics, what objectives, what problem can you promise to solve as an organization? That’s always been true from a, an attraction standpoint for a, a differentiator for your customers is going to be true, certainly for employees. So how can you create an end to end customer journey? Think in terms of employee recruitment pipeline, it’s something that doesn’t, it isn’t meant to be an event. Oh, I have a position to fill. We need to do X that’s. What gets people in, in the mindset of, oh, I have to offer more money. That’s the only way to get more people or I have to spend more money on the job boards.
John Jantsch (07:45): That’s the only way to get more people. It has to be something that becomes part of the DNA of, of all of your marketing. So look to your current employees and I’m gonna give you four questions and you might come back to this, uh, part of the recording. I’m gonna give you four questions. If you need to write these down to, to try to either think about, or even even ask your employees sometimes asking is tough because it’s the boss ask asking. And it’s like, is my answer really gonna ? Is it gonna be used for good or bad? But here, your question to ponder, what does their current work life situation look like? You’ll find that they probably have certain goals or in a certain point in their life that they, you know, have certain values. Now that doesn’t, I, this is not an appeal to say everybody in your organization needs to think and look alike.
John Jantsch (08:35): It’s just that there are gonna be certain situations that I think might be keys or might be signals to, you know, what you’re looking for, or, or at least what you start promoting. If you find that many, uh, folks in your organization enjoy a certain type of work or a certain type of environment, they Excel in, then you wanna start talking about that. That that’s what we do here. All right. Second question. What do they enjoy? What frustrates them in what work environment do they Excel? Number three, and number four, what factors were involved in them making a decision to come to your organization? If you could start to understand doesn’t mean you have to have all the answers, but if you can start to at least think about the answers to those questions, you’re gonna have a better idea of the message you need to take out there to the world and start talking about why your place is a great place to work.
John Jantsch (09:25): And speaking of that, one of the greatest marketing messages, this is to attract customers is to talk about your people is talk about how exceptional your place is to be an employee. In fact, we’ve actually moved many of the marketing messages to be, you know, for example, a remodeling contractor, our people make your remodeling experience exceptional. That is a very positive, attractive message for the people that want to remodel their kitchen, because maybe they’ve were worked with not such so exceptional people, but it’s also a great message for the potential employee. You’re leading, talking about the fact that your people are exceptional. Hey, I wanna work there now. Also, don’t forget. As I reminded you many times, don’t forget about Google reviews. If you’re getting some amount of Google reviews, pour over those word for word first off, what you’re probably going to see is that if your people are truly exceptional, your customers are going to be noting that they’re going to be actually naming them by name.
John Jantsch (10:29): In fact, they might not even name your company, but they might name somebody who works at your company. So start understanding what they about your people, about the experience that they’re having. Those are some real cues to what maybe you ought to be saying. The promise that you ought to start making, uh, to, to demonstrate that you can deliver a better experience. You know, customers don’t actually change comp I mean companies, I mean, I don’t think we want to jump around and say, well, that didn’t work outs, or maybe it did work out, but I’m gonna go look for a new one. Uh, I think we want to stay with companies. And so we don’t really leave them. We leave the experience that we’re having with them. And now let’s hear from our sponsor. Look, if you’re tired of slowing down your teams with clunky software processes and marketing that is difficult to scale, HubSpot is here to help you and, and your business grow better with collaboration tools and built in SEO optimizations.
John Jantsch (11:23): A HubSpot CRM platform is tailor made to help you scale your marketing with ease, integrated calendars, tasks, and commenting, help hybrid teams stay connected while automated SEO recommendations, intuitively optimize your webpage content for increased organic traffic ditch, the difficult and dial up your marketing with tools that are easy to use and easy to scale learn how your business can grow better @ hubspot.com.
John Jantsch (11:52): are the third component of this strategy idea is that is, is to think about this end to end journey. You know, a lot of handing these days about all the things that have changed in, in, in marketing and in business. But, you know, I think the thing that doesn’t get talked about enough, the thing that’s changed the most is how P people choose to become customers and employees. They have so many options today and how they decide on the company that they’re going to, to hire is, is all about the research that they do.
John Jantsch (12:24): And they go out there and, and in a lot of ways are making a decision, you know, before we even know that they’re looking at our organization and this, this is certainly true of some be coming to be hired as, as an employee. So we have to think about the marketing hourglass as we apply it to the employee journey. And so, uh, as a reminder, I know I talk about this all the time, but the marketing hourglass for us is, has seven stages. They are no like trust, try by repeat and refer. And so what I’m asking you to consider is what is, what are you doing to intentionally guide somebody to come to know about you and, and start to think, Hey, this is a place I might wanna work, but then as they start to dig in, you know, what message are they seeing as in terms of a story, are, are they connecting with your values?
John Jantsch (13:10): Who do they meet first? Is it easy to find out more information? If for me, how often people will have a, Hey, come, you know, we’re hiring and then you click on a button. And before you ever find anything out about the company, you have a, a five and a half page application to fill out. That’s like going from, Hey, you know about us now, I wanna buy you wanna buy and, you know, skipping the steps of trust, building that, that really make you, you, the obvious choice, obviously reviews, employee stories, your values and actions mentions in the media. Those are all things that are part of the employee journey today. And in fact, as I started to say, I think the, the beauty of this idea of branding your organization is a great place to work is it’s a killer marketing message. I mean, how could that possibly be a, for anybody who wants to hire you or, or buy your products and services?
John Jantsch (13:59): So promoting, uh, part of your content strategy ought to be in fact, a huge part of your content strategy ought to be, to promote things that your employees, your team members are doing, how they’re advancing, the fun that you’re having at your organization. I mean, these are things that go in many cases in the early part of the journey, they go a lot farther than the benefits that I’m gonna actually receive, because I think people, uh, more and more are, are leaving organizations maybe even for pay cuts or, or certainly not staying at organizations because the 401k is the bonus is great. If the environment is not great, if the experience of being an employee there is not great, then none of that really matters. So then if we slip over to the try and buy and, and obviously substitute higher for buy, if you like, , it’s not a real stretch in my mind.
John Jantsch (14:53): So the try process, what, what is that application process look like? The phone screening, you have so many, and again, what happens is a lot of organizations don’t have an HR department, don’t have a professional who’s charged with the hiring experience. It’s the manager or the VP of something that actually has another job, and this is just something they are doing. And so the follow up and the experience, and, you know, once they come on board, the onboarding, the who, who their manager is, you know, how they interact with current employees. I mean, all of that, their training plan that’s laid up. The statistics are pretty crazy about when people leave organizations within the first night days. It’s because there was, there was no onboarding. It’s true of customers. You know, you’ve heard me talk about Joey. Coleman’s great book, how to keep, I can’t remember now the title, but how to keep an employee no, how to keep a customer for life.
John Jantsch (15:43): Although he is actually working on the employee one too, he tells me, but the idea behind it is make the first 90 to a hundred days an amazing experie. And you will not have the turnover that many organizations, uh, experience today. And speaking of that, you know, just like keeping customers is, is a far better way to grow a business. Keeping your employees is a far better way to grow, not just your team, but your organization. You know, the number one, uh, reason people are citing now for leaving organizations is a lack of respect, a, of a growth path or any kind of personal development. I mean, pay and benefits certainly shows up on the list, but it’s way down from things like respect and, and personal development. And then finally refer, I work with a lot of organizations that have happy, happy employees and happy customers.
John Jantsch (16:30): And, and we always scratch our heads say, well, why aren’t they referring us? And most of the time, it just comes down to the process. The, you know, it’s almost with, with employees, a lot of organizations almost treat it like, uh, you know, an expectation, a part of the job, you know, they offer a bonus. So it just becomes part of the pay. But the biggest reason people don’t make recommendations or referrals, both as customers. And it lawyers is they don’t understand or worse don’t trust the process. Maybe the hiring process for them was kind of wonky. Hey, they like being there now. but the, uh, the process itself was a little bit stressful. Do they wanna put their friend or, or neighbor, you know, through that kind of thing. And last thing about retention people don’t change jobs. I mean, they change about, so the, again, a lot of it has to do with the experience that they’re having, you know, maybe with the person they’re directly reporting to, and not necessarily with the organization, I’ve been running recruiting ads, a skilled labor positions for a number of years, and we test different headlines in different approaches.
John Jantsch (17:32): And the number one recruiting a for the past two years simply just says, respect with a question, mark, you know, do you feel like a respected member, uh, of a team in your current, uh, position? And it beats everything else. We try, you know, time and time again, because that is the, that is what’s missing for a lot of people in the, uh, positions. And I don’t care what type of job it is. I think that’s, uh, the piece that’s really missing. So think in terms of this idea of the marketing hourglass and, and applying that journey to the recruiting process, intentionally helping move people through the stages of no, like trust, try higher retained and refer. All right, that’s it for me today. Um, again, I wanted to remind you to check out the new assessment that, uh, I built it is a marketing strategy assessment.
John Jantsch (18:24): You can find it @ marketingassessment.co – not.com – marketingassessment.co. All right. Take care.
John Jantsch (18:32): All right. So that wraps up another episode. I wanna thank you so much for tuning in and, you know, we love those reviews and comments. And just generally tell me what you think also did you know that you could offer the duct tape marketing system, our system to your clients, and build a complete marketing consulting coaching business, or maybe level up an agency with some additional services. That’s right. Check out the duct tape marketing consultant network. You can find it at ducttapemarketing.com and just scroll down a little and find that offer our system to your clients tab.
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Despite Twitter’s reputation as a political hotbed, most U.S. adults don’t use political language in their bios, though Democrats, people who tweet often and people with many followers were among the most likely to do so, according to data published Thursday by Pew Research Center.
Twitter is used by young adults at Local 16 restaurant and bar in Washington DC. Televised … [+]Political debate watch party.
Chip Somodevilla/Getty Images)
The Key Facts
Pew discovered that only 6% of Americans use Twitter to express their political views. This includes 7% of Democrats, Democratic-leaning Independents, and 2% Republicans, and independents who are Republican-leaning.
This confirmed data suggesting that most political content on Twitter comes from a small group of users—a 2018-2019 Pew survey of tweets by U.S. adults found that 97% of tweets mentioning national politics came from just 10% of users, while nearly two-thirds of users didn’t tweet about national politics even once.
Thursday’s survey found that users who averaged 20 or more tweets a month were about six times more likely to mention politics on their profiles than users who tweeted less often, reinforcing previous findings that frequent tweeters are more politically engaged on the site than less frequent tweeters.
Pew discovered that users in the top 25 percent of followers were eight times more likely than others to include politics in their profile, twice as likely as to list occupations, and four times more likely as to identify their employers, than those with less followers.
The majority of twitter users mention their personal information more than their political views. For example, 23% refer to their jobs and 12% cite their hobbies and interest. 8% also mentioned family.
Pew analysed data from 1,021 valid, active Twitter accounts who had previously participated in an earlier Pew survey on January 31.
The Key Background
Critics on the left have often accused Twitter of discrimination in politics. In 2018, then Twitter CEO Jack Dorsey conceded most Twitter employees leaned leftward, but insisted this did not influence how they applied the company’s policies. Parler and Gab are right-wing Twitter alternatives. However, they remain marginal relative to Twitter’s 229,000,000 active users. Twitter’s most prominent right-wing challenger is Donald Trump’s “censorship-free” Truth Social, which became the most downloaded free app on Apple’s App Store despite being plagued with glitches and fake accounts. Elon Musk’s proposed $44 billion purchase of Twitter has been popularly viewed as a win for the right, as Musk has accusedPlatform for Suppressing Free Speech
Contra
Twitter’s internal research suggests its algorithms tend to promote content from right-wing politicians and media outlets over content from left-wing sources. Yale, University of Exeter, and MIT researchers found that while Republicans are four times more likely that they will be removed from Twitter than Democrats were, Republicans were more likely than Democrats that they would post misleading information. violate the platform’s content guidelines. This study was not peer reviewed and did not uncover evidence of Twitter bias.
Tangent
Mentioning preferred pronouns such as “she/her” and “he/him” in Twitter bios was rare among all groups, but more common among Democrats. Pew found that 4% of U.S. adults mentioned pronouns, including 6% of Democrats but none of the Republicans included in Pew’s 1,021-account sample.
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“#ArrestTrumpNow Trending On Twitter – Is This Rhetoric Bad For Democracy?” (SME)
The post Democrats More Likely To Mention Politics On Twitter Profiles, Study Finds appeared first on Social Media Explorer.
In this episode of the Duct Tape Marketing Podcast, I interview Sara Nay. Sara is the 
is an incredible organization revolutionizing productivity with its virtual assistants, bookkeepers, website specialists, and social media managers for growing organizations. To help you get started, BELAY is offering its latest book, Delegate to Elevate, for free to all our listeners. In this ebook, learn how to reclaim time to focus on what only you can do by delegating. To download your free copy, click here to claim or text TAPE to 55123. Accomplish more and juggle less with BELAY.