The Marketing Mix Has Changed

Marketing

For those of us that have studied Marketing on our own or in college, we learned of the 4 P’s, either in a book, or in our first marketing class.  The idea of the 4 P’s was founded in 1960 by E. Jerome McCarthy, a marketing professor at Michigan State University. Professor McCarthy created what became known as the “marketing mix” which contained four specific elements including: Product, Price, Place, Promotion.

Every business has to decide what Product it will sell.  Features, benefits, and functionality must be defined. Once complete, the business moves to the next P which is the Price of the product (or service). Most times, the price is dictated by how much the business owner wishes to make…profit.   After pricing is complete the owner decides where he/she will sell their product – the Place. Traditional approaches assume that the bigger the city the better the opportunity. And so businesses take their product, and their price and head toward the cities with the largest populations assuming success. Finally, the owner makes the decision on how to best Promote, advertise or communicate their product to the marketplace.

Many business schools and books still tout the 4P’s of the marketing mix with little change. Unfortunately Marketing students end up with a very elementary view of the subject, not fully comprehending the seismic shift in the role and importance of this crucial business function. So what’s changed?

Perhaps the biggest change in the marketing mix is the arrival of 2 new P’s;  Person and Proof.

For years products and services were developed based upon an inside-out view…what the business felt was needed in the market. Little concern was given to what the market was lacking, needing, desiring. Build it and they will come, was the general sentiment.  However, companies like Apple, Samsung, Wegmans, Southwest, and Google came along and turned this belief on it’s head by focusing heavily on the Person. They looked at the market to determine what was there and what was missing. They listened closely to consumers to understand what they wanted. Instead of slamming a square peg in a round hole they changed the shape of the hole and in many cases created a custom fit, which has lead to an era of innovation.

Complimenting the Person was the arrival of Proof…or data.  Marketing automation systems, metrics, and dashboards have all contributed to marketing’s evolution as a profit center versus a cost center.  Data drives proof or disproof of the effectiveness of actions or activities.  Blending these two new P’s with the traditional P’s in the marketing mix allows marketing practitioners to create strategies and tactics that yield predictable and consistent results.

Two resources that offer great insights into the importance of these new P’s include:  What The Customer Wants You To Know by Ram Charan and Hubspots 120 Awesome Marketing Stats, Charts and Graphs.

Great Mentors. The Difference Maker.

partner

In my previous blog, 5 Important Differences Between a Coach and a Mentor, I provided clear differentiation between these two advisers. Both play a valuable role in your development but go about it in entirely different ways. Understanding your current circumstances and having semi-clear objectives – goals – is critical in knowing which, a coach or mentor, would provide the greatest value.

While most coaches tend to have very specific areas of expertise, mentors are completely opposite. Mentors bring a broad set of skills, perspectives, insights and opinions to your developmental party. If you are fortunate enough to have a real mentor in your life consider yourself blessed…and lucky…for they’re not all that common. Remember, you select a coach, a mentor selects you. Great mentors can come from a variety of areas in your life. A relative, a friend, co-worker, boss, or business associate can all be potential mentors. What are the ingredients that make a great mentor?

  1. Deep life experiences. These experiences do not need to be in the area of your specific profession. The mentor has been in and around many different situations that have provided them with incredible insight and perspective.
  2. Demonstrates a personal interest in you. The mentor takes a proactive role in wanting to help you by providing valuable feedback, and guidance. Often times they proactively reach out to check in with you rather than waiting for your call.
  3. Excited and passionate about your development. The mentor never makes you feel like you’re on the clock. Instead they make you feel like they exist specifically to help you. Their energy and authenticity is tangible and easily recognized.
  4. Honest in a positive and constructive way. The mentor provides hard-hitting, honest feedback and observations, but does so in a way that doesn’t put you on the defense, or belittles you.
  5. Teacher, Coach, Counselor, Motivator all rolled into one. The mentor has a natural ability to weave in and out of these roles effortlessly with a near “cloak of invisibility” as they do so. Their deep understanding of you allows them to take the role most effective for the situation at hand, with the genuine intent to aid in your development, while never lecturing or criticizing.
  6. Trust. The single most important ingredient for any great mentoring relationship is trust. A strong, trusting relationship with a mentor creates the bond that is necessary for free-flowing, honest, personal, and sometimes difficult feedback without the fear of embarrassment or intimidation.

Great mentors do all these things and more. Having the benefit of a mentor gives you the ability to make better decisions, broadens your perspectives, and often times provides the clarity you need to move forward. These unique and wonderful people grace us with their active presence in our lives, teach us in ways others can’t, and provide us with the strength we need during life’s most crucial moments. Great mentors are in fact the difference makers in a life full of success and personal fulfillment.

5 Important Differences Between a Coach and a Mentor

Helping-Mentor

Throughout your career, you will encounter moments that will present great challenges and/or opportunities.  Knowing what to do at those specific times depends on several things including experience, attitude, skills and capabilities, and the strength of your personal support network.    As you grow personally and professionally, the complexity of these circumstances increases and may create anxiety as you determine your next steps.  And while this is perfectly normal from a developmental standpoint, having a coach or a mentor by your side can make a huge difference in the quality of outcomes.  Understanding the difference between the two is the first step to making the right selection.

Many people believe mentors and coaches are the same…interchangeable terms.  But they’re not.  Mentors are quite different from coaches.  The key differences between the two are listed below:

  1. You select a coach, a mentor selects you.  As such, mentor relationships tend to last for years, if not a lifetime.  By the mentor selecting you, he or she is demonstrating their personal commitment and genuine desire to help with your personal development.
  2. Coaches focus on improving specific performance, usually on the job, while a mentor focuses on your overall development with a much greater focus on you, the person.
  3. Coaches interact through a formal structure, usually the same day and time each week – office hours.  The session follows a certain flow or formula for the review and update on the items discussed in your last meeting.  A mentor interacts as needed.  They’re “on-call” and happy to be so.  Less formal in nature, free-flowing, and very personal.
  4. Coaches tend to be “career-point-in-time” resources.  Meaning, few coaches can provide value in all stages of someones career.  A great high school football coach does not automatically equate to a great NFL coach simply because he understands the game of football.  As the stakes grow higher in your career, you will need to find a coach whose skills are equally equipped for the circumstances you are encountering.  The coach you had when you were 35, and in your first senior manager role, most likely will not be as effective for you when you are 45 in an executive role.  In contrast, a mentor is always focused on the “broad YOU”, gathering deep and intimate knowledge of the real you, thereby allowing them to provide valuable insights and guidance in nearly any circumstance.
  5. Finally, and perhaps the biggest difference between a coach and mentor is how they are paid.  Coaches, at least professional coaches, charge a fee for their service.  These fees range anywhere from a few hundred dollars per session into the thousands depending upon the circumstances, and length and frequency of the engagement.  A mentor has no fee.  They’ve taken you under their wing.  They have a personal connection with you and are committed to your development and success.

It’s important to understand that while different, there is a need to have both a coach and mentor in your life.  Both play very different, yet important roles in your personal and professional development.  Having a general understanding of your circumstance, time frame, and objectives will help guide your decision on selecting the right coach or mentor.  I will visit specific benefits of coaches and mentors in upcoming blogs.

The Best 6 Inspiration Books You’ll Ever Read

enlight

The self-improvement or self-help book market is estimated to be an $11 – $12 billion dollar business.  While the notion of self-improvement dates back to Greco-Roman times, self-help did not become a real industry until the last third of the 20th Century, marked as the post-modernism period.  Currently Amazon.com shows nearly 60,000 titles in their self-improvement category.  The question is, with that many titles and that much material being written, how much is really unique?  Of those 60,000 titles how do you know which ones provide the greatest insights that lead to those ever-coveted “ah-ha” moments?  To help you bypass sifting through 60,000 titles I’ve included my 6 favorite  self-improvement books that have inspired me over the years.   I have read each of them several times over as I have encountered different life situations.   I included some key learnings and some valuable excerpts from each below.

  1. Failing Forward, by John C. Maxwell.  Key Learnings:  Failure is the price you pay for progress.  “I’m not a failure, I failed at doing something.”  In 1922, Harry S. Truman was thirty-eight years old, in debt, and out of work.  In 1945, he was the most powerful leader of the free world.  Failure is not forever.  George Bernard Shaw said, “A life spent in making mistakes is not only more honorable but more useful than a life spent doing nothing.”  The problems of people’s pasts impact them in one of two ways:  They experience either a breakdown or a breakthrough.
  2. Authentic Leadership, by Bill George.  Key Learnings:  When leading people recognize that the collective knowledge and wisdom of the team vastly exceeds your own.  Spend time identifying your life’s “crucible moments”, those times during which your circumstances and experiences resulted in life altering perspectives.  Authentic leaders must have:  Purpose (Passion), Values (Behavior), Heart (Compassion), Relationships (Connectedness), Self-Discipline (Consistency).  Cultural change is never an easy task, and far more cultural efforts fail than succeed.
  3. Quite Strength, by Tony Dungy.  Key Learnings:  If you want to win, do the ordinary things better than anyone else does – day in and day out.  Why would you let anything stop you from doing what you have the ability to do?  Focus on the job, not the surroundings, and embrace each situation rather than try to change it.  People look more closely at our actions during rough times, when our emotions are raw and our guard is down.  What’s important is not the accolades and memories of success but the way you respond when opportunities are denied.
  4. Who Says Elephants Can’t Dance? by Louis V. Gerstner. Jr.  Key Learnings:  The marketplace dictates everything you should do.   Manage by principle, not by procedure.  When addressing groups of people whether employees, clients or shareholders, stand up and speak from the heart.  Sooner is better than perfect.  Sales is about fulfilling the demand that marketing generates.  Organizations are nothing more than the collective capacity of its people to create value.  If you don’t know where you are going, any road will get you there.  Stay connected to your top 25 clients…always.
  5. Thanks For The Memories Mr. President by Helen Thomas.  Great presidents (leaders) set great goals for mankind.  Be who you are.  Be consistent.  Focus on what matters most…the truth…and have no agenda.  Treat everyone equally regardless of their (political) affiliations.  This book showcases the importance of humor especially during times of extreme conflict, stress, and pressure.  Plain old funny.
  6. His Excellency by Joseph J. Ellis.  A powerful book that chronicles the unassuming rise of our first President.  Stresses the importance of possessing qualities including perseverance, commitment, determination, honesty, and courage.  Also suggests a role that perhaps fate played in George Washington’s rise to become President.  In the face of constant adversity, the necessity of a powerful and enduring will to keep moving forward appears almost super-human.

While these are just a handful of favorites, I have also found a great deal of inspiration in reading biographies, and autobiographies of historical leaders.  Presidents, world leaders, and even those of celebrities who conquered extreme childhood trauma or disappointments yet rose to become revered and respected are true inspirations.  I believe the greatest opportunities for learning and improving ourselves, can be found in the footsteps of the great ones who have walked before us.  Sometimes being reminded to do the basics well, can produce incredible world-changing results.