Busting the following myths-
MYTH 1: Every brand needs a Facebook strategy. Or a Twitter strategy. An Instagram strategy. An email strategy. Don’t they?
MYTH 2: Marketing deserves a free pass when it comes to business strategy.
MYTH 3: We need to be digital first.
MYTH 4: Gate content if you want leads.
MYTH 5: Search has better RoI than online advertising.
Imagine dealing with a business that offers products that always work, deliveries that arrive as promised, instructions that are clear and understandable, and self-service that’s easy to use. Their customers never have to contact them for the wrong reasons. They’ve created a frictionless customer experience.
Industrial Revolution 5.0 is human-centric with focus on socio environmental sustainability and brings the power back into the hands of humans. Industry 5.0 will bridge this gap to create future systems and services that focus on social and environmental aspects utilising data and technological advancements from Industry 4.0.
If employees find meaning in their work and are valued for whatever they do, their motivation levels will always be at their peak. The best that any organisation can do is attach meaning to the employee’s work as a sense of meaning will win over the impediments that hinder employees’ growth in the organisation.
Employees are pretty observant; they do not miss much. The actions and behaviours they see modeled and the ideals their immediate supervisor appears to value will inform their decisions and behaviour at work. If they see a management team that prioritises tasks, efficiencies, and productivity (job functions), then that is what they will focus on—often at the expense of the company’s own mission.
Busting the following myths-
MYTH 1: You get rejected—that is just part of the job.
MYTH 2: Whether you feel like prospecting matters.
MYTH 3: When prospecting, your job is to sell.
MYTH 4: Your clients and customers know what your ideal prospect looks like.
MYTH 5: Once you hear “No,” the discussion is over.
Culture is not just literature, arts, music, dances, theatre, scriptures, mythology, or our literary festivals; not even just the way we dress up, eat, conduct ourselves with close family and friends; neither is it merely our ancient temples, forts, palaces, cave paintings, sculptures…it is actually a combination of all these and more...it is our ‘way of life’, the way we live.
To allay fears around change, make people aware that there is another side to this mountain and help them move toward it and around it. Remember that many innovations brought into the workplace throughout the twentieth century—the telephone, the computer, the internet—were greeted with resistance until they, too, became the new normal.
Embracing lopsidedness will—and it must—become more prevalent. The modern business world is complex. Dealing with complexity is a team sport. It requires deep expertise across a range of topics, each of which may be possessed by different individuals on your team.
Who hold the onus of managing generational diversity then? Is it the more mature generation i.e., boomers and Generation X or the relatively younger generations millennials and Generation Z? Undoubtedly, this onus lies with every generation.