Google Tests More Results Button On Desktop Search Results Page

April 2018 Google changed the mobile search results page from having the option to go to the next page of results and instead show a "more results" button. Well, now Google is testing this same user experience on desktop search.

How Benefit Segmentation Will Take Your Marketing Campaigns to the Next Level

If you're a fan of HubSpot's Inbound Marketing Methodology, you probably understand the importance of customer success. If you don't, just know that 70% of businesses with growing revenue prioritize customer success as "very important." We can compare that to companies with decreasing revenue where only 49% believe it's important. So, if you want your business to succeed you must make sure your customers do, too.

But, how can you stack the odds in your favor? How can you ensure the leads that your passing to your sales team are a good fit for your business?

With benefit segmentation, you can organize your customers and leads based on the value you provide them. That way, you can make sure you're attracting customers who will develop a strong relationship with your business over time.

In this post, we'll go over what benefit segmentation is, why you should use it, and where it can be seen in the real world.

 

Why should you do benefit segmentation?

Benefit segmentation makes it easier for sales reps to convert leads into customers. That's because your marketing campaigns will attract customers who are better suited for your product or service. Since these people need your business the most, your sales team should have an easier time closing deals.

Marketers and salespeople can use benefit segmentation to engage customers as well. By identifying the key value that your business provides, your team will create more compelling marketing campaigns and sales pitches. They'll know exactly how to differentiate your product or service to make it attractive to your target audience.

Benefit segmentation also improves customer retention. Converting leads that are a good fit for your organization will decrease your churn rate over time. Customers will be happy your product or service is fulfilling their needs and will be less likely to shop with your competitors.

Now that we understand what benefit segmentation is and why you should use it, let's take a look at some real examples where this marketing technique helped businesses attract and close leads.

Benefit Segmentation Examples

1. Samsung

The cell phone has become one of the most fundamental products of modern technology. Almost everyone has a cell phone to get them through their day-to-day tasks. But, depending on who you are, how old you are, and where you're from, your cell phone needs may differ dramatically from the next customer. Most of us need a cell phone, but often for a different reason. So, how do phone companies manage to fulfill these customer needs?

Samsung uses benefit segmentation to personalize ads for different target audiences. In the cell phone industry, age is a major determining factor of customer needs. As customers get older, what they need from their cell phone changes. It goes from fun features like cameras and apps to more practical benefits like battery life and security.

We can see this play out in the two advertisements below. The first one is aimed at a youthful audience and inspires them to "Do bigger things." The phone comes with two cameras and lets the user draw on images using the included stylist.

Source: Tv Advert Songs

Compare this to the next ad where Samsung focuses on the practicality of the phone. Its tagline, "Designed for humans," lets the reader know the phone is user-friendly and easy to set up. The phone is designed for optimal performance so that it never slows down no matter how many apps are running at once. This is particularly useful for an audience that may have a busy professional schedule and is working on multiple tasks at once.

Source: Android Guys

2. Ford

Car companies often use benefit segmentation to position different types of vehicles. For example, we can look at Ford to see the difference in advertisement between its Ford Fusion and F-150 models.

The Ford Fusion is a practical, four-door sedan that's described as "sophisticated" and "cool." Ford recognizes that people who are interested in this car will value its style in addition to its performance and price. The company highlights this by using vibrant colors in its advertisement to compliment the car's eye-popping design.

Source: Retail News

Now, compare that image to the image of the Ford F-150 below. The F-150 is a work truck designed for people who need a powerful, durable vehicle. Customers who are interested in the F-150 would value the truck's impressive towing capacity and ability to navigate difficult terrain. That's why the image below shows the truck towing a large piece of equipment with a tagline of "Built Ford Tough."

Source: YouTube

3. Airbnb

Airbnb's market segmentation is interesting because it has to account for two main target audiences: hosts and guests. Not only does the company have to find customers to book the rooms, but they must also attract welcoming hosts with desirable living spaces. This forces Airbnb to perform benefit segmentation to create ads that appeal to both guests and hosts.

In the example below, we can see how Airbnb uses benefit segmentation to attract hosts in New York City. New Yorkers have a lot of pride for their city and value companies sharing that passion. So, Airbnb created these subway ads to educate New Yorkers on why Airbnb is good for local business owners as well as community development.

Source: The New York Times

We can compare that educational message to the inspirational one below. This ad is aimed at potential guests who are planning a future trip but haven't made concrete travel plans. Airbnb capitalizes on this opportunity by creating a message that embraces uncertainty. Rather than pointing to a specific location, Airbnb makes the destination irrelevant and instead focuses on how the company will help, no matter where you go. This makes Airbnb look more trustworthy to customers who may be nervous about making a major financial decision.

Source: Pinterest

4. Nike

Nike offers a wide range of products to a variety of target audiences. It needs to use benefit segmentation to develop different marketing campaigns that appeal to each group of customers. The most notable example we can pull from Nike is its ads featuring tennis superstar, Serena Williams.

These ads are aimed at Nike's female target audience, particularly at its youthful demographic. Nike understands that these customers value the athletic confidence they experience when wearing Nike products. That's because Nike's apparel is not only stylish but designed for elite performance. The company uses the tennis phenom, Serena Williams, as an icon to demonstrate how this added confidence can improve your athletic ability.

Source: Etsy

5. Hulu

Amidst the "cord-cutting" phenomenon, Hulu has been able to position itself as a viable alternative to cable TV. Hulu's users value convenience and efficiency and don't want to spend money paying for television channels they never watch. So, the company has created an ad campaign that explains how Hulu users can save money while maintaining access to their favorite content.

In the ad below, we see how benefit segmentation influenced Hulu's marketing campaign. For example, the copy highlights how users can view "current episodes" and "hit movies." Since many cord-cutters worry about losing access to new content, this lets users know that Hulu's content is updated so they'll never miss a recent episode. That's incredibly important for people who follow series like Game of Thrones, where it's vital to watch the episode as soon as it airs.

Source: Hulu

For tips on marketing your products and services, read our simple explanation to product marketing.

8 Tips to Avoid Decision Fatigue (Infographic)

Even with a good night's sleep and a big cup of coffee, many of us begin to lose steam only halfway through our morning. Running from meeting to meeting or pouring over tedious documents can take a lot out of you.

If you struggle to stay focused or even awake throughout the day, you may be combatting decision fatigue.

Simply put, decision fatigue is a loss of energy and focus after making too many decisions.

It may not seem all that serious, but we make anywhere from 10,000 to 40,000 decisions each day. From deciding which shoes to wear to planning our grocery list, we are constantly making choices.

The decision-making process requires us to evaluate new information, compare it to our past experiences, and weigh the pros and cons of multiple outcomes. This can cause a mental drain, impacting both our willpower and self-control.

Decision fatigue can cause you to make careless mistakes or even poor decisions at work, as well as in your personal life. But, while it isn't possible to avoid making decisions completely, there are ways to avoid letting decision fatigue bring you down.

Mint created this guide with tips on how to take some of the work out of making decisions. Simplify your day-to-day life and take on big decisions with ease.

Image courtesy of Mint. 

Google Indoor Dinosaur �

The 8 Most Common Leadership Styles & How to Find Your Own

"A good leader should always … "

How you finish that sentence could reveal a lot about your leadership style.

Leadership is a fluid practice. We're always changing and improving the way in which we help our direct reports and the company grow. And the longer we lead, the more likely we'll change the way we choose to complete the sentence above.

But in order to become better leaders tomorrow, we need to know where we stand today. To help you understand the impact each type of leader has on a company, I'll explain eight of the most common types of leadership styles in play today and how effective they are.

Then, I'll show you a leadership style assessment based on this post's opening sentence to help you figure out which leader you are.

1. Democratic Leadership

Commonly Effective

Democratic leadership is exactly what it sounds like -- the leader makes decisions based on the input of each team member. Although he or she makes the final call, each employee has an equal say on a project's direction.

Democratic leadership is one of the most effective leadership styles because it allows lower-level employees to exercise authority they'll need to use wisely in future positions they might hold. It also resembles how decisions can be made in company board meetings.

For example, in a company board meeting, a democratic leader might give the team a few decision-related options. They could then open a discussion about each option. After a discussion, this leader might take the board's thoughts and feedback into consideration, or they might open this decision up to a vote.

2. Autocratic Leadership

Rarely Effective

Autocratic leadership is the inverse of democratic leadership. In this leadership style, the leader makes decisions without taking input from anyone who reports to them. Employees are neither considered nor consulted prior to a direction, and are expected to adhere to the decision at a time and pace stipulated by the leader.

An example of this could be when a manager changes the hours of work shifts for multiple employees without consulting anyone -- especially the effected employees.

Frankly, this leadership style stinks. Most organizations today can't sustain such a hegemonic culture without losing employees. It's best to keep leadership more open to the intellect and perspective of the rest of the team.

3. Laissez-Faire Leadership

Sometimes Effective

If you remember your high-school French, you'll accurately assume that laissez-faire leadership is the least intrusive form of leadership. The French term "laissez faire" literally translates to "let them do," and leaders who embrace it afford nearly all authority to their employees.

In a young startup, for example, you might see a laissez-faire company founder who makes no major office policies around work hours or deadlines. They might put full trust into their employees while they focus on the overall workings of running the company.

Although laissez-faire leadership can empower employees by trusting them to work however they'd like, it can limit their development and overlook critical company growth opportunities. Therefore, it's important that this leadership style is kept in check.

4. Strategic Leadership

Commonly Effective

Strategic leaders sit at the intersection between a company's main operations and its growth opportunities. He or she accepts the burden of executive interests while ensuring that current working conditions remain stable for everyone else.

This is a desirable leadership style in many companies because strategic thinking supports multiple types of employees at once. However, leaders who operate this way can set a dangerous precedent with respect to how many people they can support at once, and what the best direction for the company really is if everyone is getting their way at all times.

5. Transformational Leadership

Sometimes Effective

Transformational leadership is always "transforming" and improving upon the company's conventions. Employees might have a basic set of tasks and goals that they complete every week or month, but the leader is constantly pushing them outside of their comfort zone.

When starting a job with this type of leader, all employees might get a list of goals to reach, as well as deadlines for reaching them. While the goals might seem simple at first, this manager might pick up the pace of deadlines or give you more and more challenging goals as you grow with the company.

This is a highly encouraged form of leadership among growth-minded companies because it motivates employees to see what they're capable of. But transformational leaders can risk losing sight of everyone's individual learning curves if direct reports don't receive the right coaching to guide them through new responsibilities.

6. Transactional Leadership

Sometimes Effective

Transactional leaders are fairly common today. These managers reward their employees for precisely the work they do. A marketing team that receives a scheduled bonus for helping generate a certain number of leads by the end of the quarter is a common example of transactional leadership.

When starting a job with a transactional boss, you might receive an incentive plan that motivates you to quickly master your regular job duties. For example, if you work in marketing, you might receive a bonus for sending 10 marketing emails. On the other hand, a transformational leader might only offer you a bonus if your work results in a large amount of newsletter subscriptions.

Transactional leadership helps establish roles and responsibilities for each employee, but it can also encourage bare-minimum work if employees know how much their effort is worth all the time. This leadership style can use incentive programs to motivate employees, but they should be consistent with the company's goals and used in addition to unscheduled gestures of appreciation.

7. Coach-Style Leadership

Commonly Effective

Similarly to a sports team's coach, this leader focuses on identifying and nurturing the individual strengths of each member on his or her team. They also focus on strategies that will enable their team work better together. This style offers strong similarities to strategic and democratic leadership, but puts more emphasis on the growth and success of individual employees.

Rather than forcing all employees to focus on similar skills and goals, this leader might build a team where each employee has an expertise or skillset in something different. In the longrun,, this leader focuses on creating strong teams that can communicate well and embrace each other's unique skillsets in order to get work done.

A manager with this leadership style might help employees improve on their strengths by giving them new tasks to try, offering them guidance, or meeting to discuss constructive feedback. They might also encourage one or more team members to expand on their strengths by learning new skills from other teammates.

8. Bureaucratic Leadership

Rarely Effective

Bureaucratic leaders go by the books. This style of leadership might listen and consider the input of employees -- unlike autocratic leadership -- but the leader tends to reject an employee's input if it conflicts with company policy or past practices.

You may run into a bureaucratic leader at a larger, older, or traditional company. At these companies, when a colleague or employee proposes a strong strategy that seems new or non-traditional, bureaucratic leaders may reject it. Their resistance might be because the company has already been successful with current processes and trying something new could waste time or resources if it doesn't work. 

Employees under this leadership style might not feel as controlled as they would under autocratic leadership, but there is still a lack of freedom in how much people are able to do in their roles. This can quickly shut down innovation, and is definitely not encouraged for companies who are chasing ambitious goals and quick growth.

Leadership Style Assessment

Leaders can carry a mix of the above leadership styles depending on their industry and the obstacles they face. At the root of these styles, according to leadership experts Bill Torbert and David Rooke, are what are called "action logics."

These action logics assess "how [leaders] interpret their surroundings and react when their power or safety is challenged."

That's the idea behind a popular management survey tool called the Leadership Development Profile. Created by professor Torbert and psychologist Susanne Cook-Greuter -- and featured in the book, Personal and Organizational Transformations -- the survey relies on a set of 36 open-ended sentence completion tasks to help researchers better understand how leaders develop and grow.

Below, we've outlined six action logics using open-ended sentences that help describe each one. See how much you agree with each sentence and, at the bottom, find out which leadership style you uphold based on the action logics you most agreed with.

1. Individualist

The individualist, according to Rooke and Tolbert, is self-aware, creative, and primarily focused on their own actions and development as opposed to overall organizational performance. This action logic is exceptionally driven by the desire to exceed personal goals and constantly improve their skills.

Here are some things an individualist might say:

I1. "A good leader should always trust their own intuition over established organizational processes."

I2. "It's important to be able to relate to others so I can easily communicate complex ideas to them."

I3. "I'm more comfortable with progress than sustained success."

2. Strategist

Strategists are acutely aware of the environments in which they operate. They have a deep understanding of the structures and processes that make their businesses tick, but they're also able to consider these frameworks critically and evaluate what could be improved.

Here are some things a strategist might say:

S1. "A good leader should always be able to build a consensus in divided groups."

S2. "It's important to help develop the organization as a whole, as well as the growth and individual achievements of my direct reports."

S3. "Conflict is inevitable, but I'm knowledgeable enough about my team's personal and professional relationships to handle the friction."

3. Alchemist

Rooke and Tolbert describe this charismatic action logic as the most highly evolved and effective at managing organizational change. What distinguishes alchemists from other action logics is their unique ability to see the big picture in everything, but also fully understand the need to take details seriously. Under an alchemist leader, no department or employee is overlooked.

Here are some things an alchemist might say:

A1. "A good leader helps their employees reach their highest potential, and possesses the necessary empathy and moral awareness to get there."

A2. "It's important to make a profound and positive impact on whatever I'm working on."

A3. "I have a unique ability to balance short-term needs and long-term goals."

4. Opportunist

Opportunist are guided by a certain level of mistrust of others, relying on a facade of control to keep their employees in line. "Opportunists tend to regard their bad behavior as legitimate in the cut and thrust of an eye-for-an-eye world," Rooke and Tolbert write.

Here are some things an opportunist might say:

O1. "A good leader should always view others as potential competition to be bested, even if it's at the expense of their professional development."

O2. "I reserve the right to reject the input of those who question or criticize my ideas."

5. Diplomat

Unlike the opportunist, the diplomat isn't concerned with competition or assuming control over situations. Instead, this action logic seeks to cause minimal impact on their organization by conforming to existing norms and completing their daily tasks with as little friction as possible.

Here are some things a diplomat might say:

D1. "A good leader should always resist change since it risks causing instability among their direct reports."

D2. "It's important to provide the 'social glue' in team situations, safely away from conflict."

D3. "I tend to thrive in more team-oriented or supporting leadership roles."

6. Expert

The expert is a pro in their given field, constantly striving to perfect their knowledge of a subject and perform to meet their own high expectations. Rooke and Tolbert describe the expert as a talented individual contributor and a source of knowledge for the team. But this action logic does lack something central to many good leaders: emotional intelligence.

Here are some things a diplomat might say:

E1. "A good leader should prioritize their own pursuit of knowledge over the needs of the organization and their direct reports."

E2. "When problem solving with others in the company, my opinion tends to be the correct one."

Which Leader Are You?

So, which action logics above felt like you? Think about each sentence for a moment ... now, check out which of the seven leadership styles you embrace on the right based on the sentences you resonated with on the left.

Action Logic Sentence	Leadership Style
S3	Democratic
O1, O2, E1, E2	Autocratic
D2, D3, E1	Laissez-Faire
S1, S2, A3	Strategic
I1, I2, I3, A1, A2	Transformational
D3	Transactional
D1	Bureaucratic

The more action logics you agreed with, the more likely you practice a mix of leadership styles.

For example, if you agreed with everything the strategist said -- denoted S1, S2, and S3 -- this would make you a 66% strategic leader and 33% democratic leader. If you agreed with just S3, but also everything the alchemist said, this would make you a 50% transformational, 25% strategic, and 25% democratic leader.

Keep in mind that these action logics are considered developmental stages, not fixed attributes -- most leaders will progress through multiple types of leadership throughout their careers.

 

Google Rolling Out June 2019 Core Search Ranking Update Tomorrow

Google, in a rare move, pre-announced that they are going to be rolling out a core update tomorrow. They are calling this Google search algorithm ranking update the June 2019 Core Update and sometime tomorrow, Google will be rolling this update out.