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How To Lead An Effective Marketing Team

This issue is a little different.

This is for the individuals responsible for managing a team.

Marketing Leaders, Founders, Business Owners, etc.

I could write a whole book on this topic, but today I will cover some of the major points often left out of other "leadership" guides.

Setting The Foundation

Let's get the basics out of the way first.

Effective team leadership relies on a few things being established upfront.

• Expectations
• Daily Processes
• Responsibilities
• Long-Term Vision
• Communication Standards

Let's briefly dive into each.

Expectations - what will the team member be doing, and how will you be measuring if they're doing a good job?

Daily Processes - how will the team member do what they do to ensure quality?

Responsibilities - what goals or KPIs will the team member be ultimately responsible for?

Long-Term Vision - what is the long-term vision for this team member? Likewise, what is the company's long-term vision for this team member?

Communication Standards - who will the team member communicate with? How? When?

These are the basics for any good leader > team member relationship, especially in marketing.

It's Not About You

As the leader, you must remind yourself that it's not about you.

In every conversation you have with your team, you should be thinking:

• How are they doing?
• What do they need?
• Am I in the way?
• How can I help?

Being a good leader isn't about 'duplicating yourself'

It's about empowering your team to be the best versions of themselves.

To achieve their goals and improve their abilities.

This is why setting the Long-Term Vision mentioned in "Setting The Foundation" is so important.

If your vision is the same as your team members, then there is no question that you're working toward the same goal.

Let Them Fail

Leaders often have a lot of skills.

They've been doing 'it' for a long time and know how to get results.

The problem is when this gets in the way of your team learning the skill themselves.

It's easy to get stuck in the "I'll just do it myself" mindset when things aren't going how you'd like them to.

It's the default for most managers.

But to build an impressive & capable team, you must be willing to let them fail.

Then support them as they give it another shot.

Over time, they learn to succeed without you.

Identifying Good Talent

The age-old question.

'How do I find good talent?'

There are only three things that matter to identify a good hire:

• Adaptability
• Vision
• Skill

We've talked about vision already, so I'll skip the explanation here.

Adaptability - how easily can the team member take on new challenges in uncharted territory and achieve good results?

Skill - how skilled is the team member at handling the responsibilities they're being hired for?

Most hiring managers understand that base-level 'skill' is required for any role.

Copywriters should write good copy. Email marketers should understand how to manage a campaign. So on.

What's often overlooked is Adaptability.

This is more art than science but is the #1 stand-out characteristic of an organization's most successful people.

Individuals with high Adaptability often become leaders themselves.

Handling new, unpredictable problems as they arise is a skill you should treasure like gold in your team.

Anyone can develop a 'Skill,' but adaptability is rare.

In marketing, everything changes from day to day. New platforms, algorithm updates, and what was cool yesterday is overdone today.

Having an adaptable team means you can stay on top of the constantly moving tide of the industry.

Your Next Hire

Save this email in your inbox. Star it, stick it in a folder, or whatever works for you.

The next time you hire a new team member, read this over.

I guarantee you'll make a better hire.

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ps. if you're struggling to scale your marketing program & build a high-functioning team, reply to this email. I have a few other ways I can help you!

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