Jaslyin Qiyu 4/29/24 Jaslyin Qiyu 4/29/24

Be the Good Leader You Never Had

Not everyone is born into leadership at a young age; most would have made it after years of working. I had the honour of being invited to a few networking sessions last week, including one that talks about women empowerment and leadership in the workplace. This topic is always close to my heart as I have worked with numerous leaders and people managers in the course of my career since 2000.

I like to differentiate between leaders and managers as there is a clear distinction between both per what I wrote in my earlier post around leading versus managing. Most people I have observed, including peers I have worked with, are more managers by appointment rather than true people leaders as they either lack empathy or are purely self centered in their outlook.

The worst would be people who have been so affected and influenced by bad people managers that they failed to learn the right lessons and instead become one of them. It might have been an unconscious choice or shaping of the behaviour simply because they just have not been exposed to a positive management style.

This article is specifically targeted at this group of folks, especially if they have been told the ugly truth in the employee surveys/performance reviews or they have a sneaking suspicion that their admiration by their reporting lines are as real as the smiles they get whenever they tell their subordinates bluntly to “do as they are told; because I said so”.

If you even have trouble remembering the name of your reporting lines and you are managing less than 20 people who are all located in the same country/office as you; you’re likely to be one of the so-called “bad managers”.

If you enjoy layering your reporting lines as much as you enjoy layering your club sandwich and not make an effort to talk to your one-downs’ reporting lines at least once a quarter or check in on how they are doing even if it’s through your direct managers; you are also likely to be one of the so-called “bad managers”.

Regardless of what your personal experience have been with previous managers, as long as you now have a chance to be a people manager, remember how you felt back then when you had that bad manager.

Ask yourself:

What was so bad about that person’s management style?
What did you wish he/she would have done differently?
How would it have made you act/think/behave if he/she had a different management style?
Are you spending more time just managing upwards instead of downwards?

In a nutshell, be the kind of people manager and leader that you never had but wish you did. Be the kind of leader that you would want for your kids/siblings/partners/friends and not the kind of leader you wish on your worst enemy.

As leaders, you are responsible for shaping and nurturing the next generation of leaders. Cause and effect; what goes around, comes around and karma can be a bitch sometimes. Karma aside, it is a wonderful opportunity and privilege that not everyone can have, so why not make something good out of it.

About the Author

Mad About Marketing Consulting

Ally and Advisor for CMOs, Heads of Marketing and C-Suites to work with you and your marketing teams to maximize your marketing potential with strategic transformation for better business and marketing outcomes.

Jaslyin Qiyu 4/22/24 Jaslyin Qiyu 4/22/24

The Case of the Misunderstood MarTech - Concept of “Power Users”

There was once a bakery who was trying to get better at creating more pastries for their increasing customer base at a more efficient manner, including pastries on demand and that can accommodate different dietary preferences. They had a head baker who is also the owner of the bakery, 2 baking assistants, a cashier, 2 servers and 1 marketing person who also oversees pop-ups at designated customer events.

One day, a baking supplier introduced them to this state of the art baking oven that seemed to be everything they have ever wanted; customized settings allowing for tailored dietary needs, self regulating temperature control to avoid burnt pastries, pre-set recipe function so they can just choose any setting easily, pop in the ingredients and get their key pastries all done without having to keep referencing the recipe list each time they bake.

The supplier said the best part of this new oven is that anyone can be a baker and everyone should learn to be a baker using this oven. However, the training comes at an additional cost though they will be accredited as professional xx oven practitioner after that, which apparently is a very prominent accolade to have in the industry.

The head baker was over the moon at this prospect that she can get everyone to chip in and bake even more pastries in a shorter time that way since they can just use the preset functions moving forward. She insisted that everyone needs to be trained, pass the test and get certified, else they will get penalized in their performance review.

However, many of them soon realized that it wasn’t that easy to be certified as it does require some baking knowledge, experience and even appreciation. This resulted in a few of them having to take up certain baking modules that were added as part of the entire “package” sold to the baker by the vendor. That’s not all, if they fail the test, they need to pay and retake the test again. The entire training, test preparation and certification took each of them 4 to 6 months at varying speed, depending on their appetite and aptitude to really learn all the modules and be able to pass the test.

During this time, things started to fall into pieces.

The head baker managed to pass the certification herself. So did her baking assistants. The cashier, servers and marketing person however struggled to cope while trying to do their current jobs as efficiently as possible.

As the baking assistants became very good with using the oven to churn out pastries, they also ran out of ingredients faster than usual but as they were so obsessed with using this new technology, they then asked the head baker to help with getting the ingredients faster so they can be loaded into the oven. Initially the head baker thought why not but soon she realizes it’s not practical as she, herself can also use the oven and she wants to be the chief designer to design new baking recipes to fully maximize the oven. Thus, she then delegated this task to the cashier, servers and marketing person to help instead, adding to their level of stress in trying to cope with yet another additional ask.

Eventually, it led to chaos as everyone was in the kitchen trying to prepare ingredients, use the oven and essentially be a baker, which was the vision sold by the supplier; no one was serving, taking orders, getting payment or promoting the bakery. Customers started complaining about this lack of attention as queues started forming not for pastries to be ready as they were all piling up in the kitchen but for them to be ready, packaged, displayed, served and to even make payment. Some of the bakes also became quite inconsistent in taste as it depended on the non bakers to prepare the original ingredient list when the assistant bakers were too held up baking. This led to bad reviews of the bakery for its service, poor maintenance of the shop front and inconsistent quality.

Yet, the head baker was still trying to recover the cost of investment on the oven and training modules as well as test modules to be able to hire more people to help. Worse, business became impacted and sales were dipping, which then led to unconsumed ingredients and pastries going bad. Frustrated, the bakery owner blamed the oven and decided to sell it; the supplier agreed but persuaded her to go for another newer model that has an added function of doing ingredient quantity forecasting to solve her problems instead. She was tempted yet again as she thought that was the cause of her problems.

This is not a piece about ovens, the baking industry or even pastries. It essentially is an observation I made while helping companies to review their MarTech stacks and/or implement their MarTech adoption process.

Just as not everyone is a Baker and should be a Baker in that story, not everyone should be required to use the tool in the exact same manner and level. There are job roles and expertise for a reason and a good one. Whoever is designated to maximize the use of it to benefit the rest of the company, should be your power users, your expert users and your most certified users. There should be different levels of users who should then be trained to use the tool differently so they can reap the most benefit out of the tool to in turn, benefit the rest of the company and your customers.

Remember, before you blame the tool, look instead at your original purpose, objectives and what you were trying to solve for with the tool.

About the Author

Mad About Marketing Consulting

Ally or Advisor for CMOs, Heads of Marketing and C-Suites to work with you and your marketing teams to maximize your marketing potential with strategic transformation for better business and marketing outcomes.

Jaslyin Qiyu 4/15/24 Jaslyin Qiyu 4/15/24

Why Your Employees Can Be Your Best Brand Ambassadors

Today’s post is back to one of my favorites around employer branding, social media profiling and how some companies are still under utilizing it.

In the aspect of social media profiling and using it for brand, I personally find B2B companies slightly more advanced, especially in the LinkedIn space as compared to B2C. B2C brands have been largely posting more entertainment type of content when it comes to employer related branding efforts or lots and lots of corporate social responsibility types of content. Photos of tree planting, employees walking or running or swimming or all three for charity, shaking hands with the local government officials, sharing the limelight on some customer events and then some…

B2B companies do that too of course but they do also often go a step further to empower their employees more to be their brand advocates. This is often done through their own subject matter experts or key opinion leaders aka KOLs in the original context that share their perspectives of company updates, happenings around their industry or sometimes, around the world.

They also empower their employees with content that they have produced as part of their content strategy, enabling them to share through social media advocacy tools. LinkedIn used to have a function that enables that called “LinkedIn Elevate” that I have helped companies implement previously. They retired it in 2020 but integrated a similar function onto LinkedIn’s “My Company” tab and allows for admins of the page to recommend organic posts and curate content for other employees to share. Other social media content management platforms like Hootsuite and, SproutSocial have the same functions.

Usually, the folks who hold the golden key to social guardrails and policies for employees are marketing and communications, corporate communications or sometimes even human resource. While there is no right or wrong, I personally think all parties need to hold joint ownership of the policy and enablement of their employees in the right way.

Most companies are still way too cautious about employee advocacy or rigid on policies around what their employees can share, some going as far as wanting to clear every single post, dictate every single post or simply only allowing selected employees of certain seniority to post on their social pages. They often are also ignorant (maybe too blissfully) that not all senior level employees have either time, actual interest, interesting views or sufficient “social clout” versus some other employees who might have one or all of the above.

My personal belief is that every employee has the potential to be your next brand ambassador on social and should be encouraged, empowered and enabled in the right way to share posts on activities your company has participated in publicly, views related to their professional field and/or the industry your company is specializing in. This can be done with varying levels of review and control instead of just clamping down with a hard “no” out of fear.

If this is new to your company, you can start small with curated key messages and posts they can use, though that to me is becoming almost too infancy in nature and looking like boring corporate spiel. Classic examples are when you see employees all copying and pasting the exact same message and photos and posting on their own LinkedIn/other social accounts without even bothering to add their own one or two liners. It’s almost like robots have taken over the control of their accounts and helping to spam the social platform with the exact same thing - next!

It’s not rocket science actually to come up with your own thoughts, even if you are not as good in writing, at least it comes from your head and heart. It’s about sincerity and being authentic when it comes to content and social content.

Some guiding principles for employees and companies to consider are:

Is this sharing something that will be helpful for your network and their network to know?
Will it cause unnecessary pain, conflict or worse, tensions in race, religion, creed and culture?
Is it harmful to someone’s reputation if you share it? If so, do you have facts to back it and how is it helpful for others to know about this?
Will it inspire others to learn and benefit from the learning in a positive way?
Imagine if your parents, siblings, partner or best friend or someone you profoundly respect and care about were to read it; would it be something they would be proud or supportive of?

Think about it the next time your splurge thousands on some KOLs; look within your employee network to see if there isn’t already some who can be your true brand ambassador and KOL. Afterall, if they work for you, they should genuinely like, support and believe in what you offer as a value proposition, correct?

About the Author

Mad About Marketing Consulting

Ally for CMOs, Heads of Marketing and Fractional CMO for other C-Suites to work with you and your marketing teams to maximize your marketing potential with strategic transformation for better business and marketing outcomes.

Jaslyin Qiyu 4/8/24 Jaslyin Qiyu 4/8/24

Passion, Purpose, Potential or Profits - What Motivates You?

This came as an inspiration as I spent the last few weeks catching up with various folks be it from my previous companies or conferences and even the recent SMU Mentoring Event I had the honour of attending as a guest speaker.

It struck me that regardless of the stage of their career they are at, many people are still seemingly either searching for that ultimate professional end-goal or just going through the motions of what they are doing for work with a view of what they ultimately want to achieve for their personal end-goal.

It also occurred to me that many people are still unsure of what really motivates them to take on certain roles or join certain companies beyond say “being able to meet their pay expectations”, “being stable and unlikely to cut jobs”, “being well known in the industry, region or country”, “being able to fully utilize their skills and learn something new”, and recently, “having flexible or hybrid working arrangements”, just to name a few that I have heard.

During the course of my career, as I often made conscious decisions to join certain companies and leave others, I also struggle sometimes between what I really want versus what I could get at that point of time. Not everyone has the luxury of time and choice and during the earlier parts of my life, that was definitely the case. Time and choice plays a dependent role in whether you are able to take time to choose and if circumstances allow you to.

Ultimately, as I moved into my 40s, I started thinking a lot more about this as I used my 20s as an exploratory stage of learn, learn and learn. 30s for me was a stage to harness my past learnings, expand on what I have garnered previously and apply that experience while still learning.

What hasn’t changed for me though is what really drives me professionally and to join certain companies, then stay on with them and later leave them. It has always been first and foremost - the ability to apply my Passion for 1) helping people to solve their problems and 2) the field of marketing and communications, the Purpose of the company that ties back to my personal values, which are 1) enabling people and other living beings to live quality lives, thrive and sustain and achieve my Potential based on the stage of my career with them. Profits, which you can say are monetary benefits I always believe will come as part of the reward if I am good at what I am doing for a purposeful company.

Thus sharing below what I interpret in terms of passion, purpose, potential and profits in terms of what motivates you ultimately in choosing your career journey:

Passion - some people choose roles and companies that enable and empower them to fully utilize their passion in what they are skilled to do, maximizing their skillsets and love for their craft. This typically is rare it seems as most people are not sure if what they have been trained academically and later professionally to do is really what they are passionate about. This causes quarterlife or midlife crisis sometimes and they can change their career paths once they have uncovered that passion. This also sometimes mean that certain people will prioritize being able to continue to apply those skills beyond what the company’s ultimate purpose stands for, be it good or bad.
Purpose - some people choose roles and companies that tie back to their personal values that translates to a purpose that they can identify and relate with. It doesn’t always have to be the holy grail status of being up there with Nobel peace prize types of purpose so long as it is something that speaks to them. It can be as simple as providing happiness to people or animals and supporting their personal values to live a happy life no matter what they do. For such folks, often they do get disillusioned after spending some time in their companies and realizing that their perceived purpose is not quite true to what they had signed up for. Thus people who highly value that will also choose to leave despite being still able to apply their passion or make profits.
Potential - this can be considered as your aptitude, ambition and attitude. Some people know they have the potential to achieve certain career heights be it expansion of their portfolio, moving up the ranks or achieving certain career milestones and be recognized for it. Most of who could, would actually want to as well, especially if it is something they are passionate about. However, the opportunities to reach one’s potential in the companies they are with might not always be possible or available. It is sometimes a tricky one as it depends on a lot of factors beyond your actual potential, including availability of opportunities, availability and access to the right career mentors and supporters to help you achieve your potential. People who highly value being able to fulfil their potential would choose to leave certain companies once they have ran out of pathways to either move up or laterally, depending on their ambitions
Profits - other people choose roles and companies that pay the best or enable them to fulfill their earning potential. Again, there’s nothing wrong with this as such folks might also see the ability to earn being a type of fulfilment and achievement for them even if they are not truly passionate about what they do. They will instead use what they have earned to support their personal passions outside of the companies. They might also place less emphasis on the values and intended purpose of the company. They are thus less impacted by the company’s values as long as it doesn’t directly impact their ability to continue to make money or fulfil their earning potential. For such folks, they will choose to leave if the company is showing signs of financial instability, unless it benefits them to hold on and wait for some sort of payout.

As I am closing the most recent chapter in my professional journey working for someone else by end April, I am glad that I have been able to fully maximize my time during this winding down period to reflect, learn, write, network, advise, travel, enjoy life and create something new and close to my heart. This new venture allows me to fully maximize both my passion, purpose and potential, staying true to my values. I am thankful that I am at the stage of my life where I do have time and choice.

For those who are still searching for their north star and exploring different paths, I hope you can do the following, come what may:

explore as many pathways as possible especially if you have both time and choice
don’t hesitate to create your own path(s) and journey(s)
try to make the best of your journey even if the path turns out rocky
if the path reaches a dead-end, you can always create your own or turn back and start on a new one

About the Author

Mad About Marketing Consulting

Ally for CMOs, Heads of Marketing and C-Suites to work with you and your marketing teams to maximize your marketing potential with strategic transformation for better business and marketing outcomes.

Jaslyin Qiyu 4/2/24 Jaslyin Qiyu 4/2/24

The Case of the Misunderstood MarTech and more…

Has marketing technology, content marketing and need for customer driven insights changed all that much in the last 4 years since I first wrote this post in 2020?

In 2020, I observed that companies were moving into Adobe experience management as their go-to content management platform. Come 2024, I am still experiencing some late bloomer companies especially in the content marketing game, now only moving into Adobe experience management or AEM for their content management platform in a bid to get ahead of the game in personalization of the customer experience and engagement.

They will soon be in for a surprise as AEM alone will not differentiate them from their competitors who are doing the exact same thing or have done the exact same thing as it’s after all a technology and a platform. It is merely an enabler but not the solution itself.

It doesn’t negate the need and the fact that it still boils down to having insightful and forward looking content that is useful to their customers. It certainly doesn’t negate the need for them to first have a close connection with their new and existing customers in order to know what kind of content matters to them above all the noise in the market. It certainly doesn’t remove the fact that you need a robust content pipeline to feed the hungry beast of a machine to fully maximize its capabilities especially in organic SEO and to supplement your SEM strategy.

That unfortunately is still a missing piece in lots of companies. Why is it so hard to get that thought provoking viewpoint? Why do so many so-called subject matter experts still behave and think they know it all when the truth is, they are merely regurgitating facts and what others are already saying or just passing the content strategy buck to their agencies? Why are companies who claimed to know their customers, not asking them the right questions in order to help them get the right answers?

Another common mistake is when companies don’t really know the full potential of a particular technology, including MarTech or marketing technology that they have and what they are investing in next.

What then happens is they start shopping for the next latest technology without first reviewing and fully understanding what they already have, how it’s being used, who has been using it and how it else it should actually be used. Often times, you’ll find the technology is perfectly fit for purpose but being used either by the wrong people or the wrong way. In addition, the existing organizational structure and culture might also not provide an ideal process of supporting its use.

But instead of changing that first, they start looking at the next big thing, adding to the mess of integration, implementation, adoption and usage problems that their employees and sometimes customers need to deal with. This leads to stack bloat.

4 years on and stack bloat is still a problem; in fact it has worsen and will continue to as even more MarTech tools get added to the market.

Therefore, instead of blindly investing in all sorts of MarTech tools and platforms, companies should also make sure they have the right objectives, people, processes and plans in place to fully maximize the capabilities of the MarTech. Else, they will end up with yet another white elephant and a misconception that it wasn’t a good enough technology. A case of the blind leading the blind is anything but fine.

Same goes for having the right expertise in who they hire to be thought leaders, spokespeople and making an effort to invest in getting consistent feedback and sentiments from both customers and prospects alike. This is to avoid an echo chamber situation, which is common in hierarchical organizations.

Ultimately, companies who wish to embark on their MarTech journey especially to better support their content marketing efforts need to look at it holistically and not cut corners on doing the needful. Start with your customers, then be clear with your objectives and then plan with a view to buffer for the what, who, where and how in terms of tools, processes and people in your organization.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 3/25/24 Jaslyin Qiyu 3/25/24

You Don’t Always Need Rainbows to Feel Good - Try A Balanced Mindset

Today’s post is a reflection of the encounters I have had over the last couple of months since I started my leave. In a strange twist of fate, people from the past started reaching back out to me again to connect.

The people include those I met and worked with in the past, those whom I have not spoken to for ages and those whom I have always wished I could find time to connect more with.

Taking time to self-reflect. That concept has been lost to me for the last 3.5 years or so since I started working in the bank that I’m now transitioning out of. This post is not about my experience in the bank, so I’ll leave it as that. This post is more on the importance of self-love, self-care and just cherishing the present and learning to move forward into the future.

I know many have chosen to go into all sorts of coaching - life, relationships, love, career, health and so on especially after the pandemic, in response to people who have suddenly become more conscious about how they want to live their lives and thus created a demand, and now what looks like a booming industry. It seems to also be a self reflection of the takeaways these coaches have uncovered of themselves that they hope can help others.

I’m not in the coaching profession nor am I intending to go into it but I just wanted to share my own honest observations and personal take-aways based on my encounters since end Jan.

Many of us have become too caught up in our own little world and that world is largely our work that we do for at least 8-12 hours a day. Once we don’t have a job, we lose our identity as a person.

Some of us have also become numbed to the problems our families have raised to us, almost becoming deaf to them and therefore merely hearing and not truly listening.

Many have also been so obsessed with keeping healthy due to fears of death from Covid health scares that we forgot how to let loose a little and enjoy the pleasures that food can bring.

Some are equally obsessed with money - earning as much as possible and saving as much as possible for fear as well of being caught off-guard on a rainy day and ironically, gotten into family issues and disputes over money, causing much unhappiness.

At the other end of the spectrum, we have those of us who have been obsessed with just eating, drinking, spending and just splurging on ways to ‘fix’ ourselves because we are always feeling ‘incomplete’.

The lessons I learnt, whether you agree with it or not are as such:

no one can make you feel complete so long as you keep entrapping yourself in this vicious cycle of feeling incomplete due to low self esteem
one is incapable of loving another person so long as one still doesn’t know the concept of self-love
self love is not just defined by how you treat yourself but also how you allow others to treat you
we are not defined by our job titles, companies we work for, salary we earn, residential address, schools we used to go to, schools our kids go to, cars we drive or don’t drive, holiday destinations, brands we love, amount of money we have in the bank, educational certifications, awards, accolades, etc, etc
while making a living is important, we should make money work for us and not the other way around
principles of integrity, compassion and determination are priceless and without them, we are nothing but an empty shell
although everyone values different things, think about what you want others to say about you during your eulogy or be written on your tombstone that would make you feel like you have lived a meaningful life
live a little, let loose a little, love courageously, eat moderately, drink moderately, splurge selectively, save sufficiently and work for passion, not just money; live a balanced life
cherish the people you have in your life so long as they are supportive of your self-love, self-esteem, dreams, happiness, success and never make you feel like you are not enough
whenever you think or feel like everything is against you or its too much to deal with, remember that we are all just a part of a much bigger universe that is going through the same, if not much worse situation than you

And that’s all I wanted to share in terms of my own learnings from the encounters I had. Hopefully it’s useful for you as well.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 3/15/24 Jaslyin Qiyu 3/15/24

Companies - Stop Launching Mediocre Products, Please.

Just as marketing is sometimes guilty of not going deep enough into the hoods of the true value proposition of what they are promoting on behalf of the company, business is just as guilty of launching mediocre products.

What is considered as a mediocre product? Is there such a thing as a bad product if it can sell?

In my experience, a mediocre product is one that is positioned largely on the following:

being first to market as its pure competitive advantage and nothing else
offering an incentive or price based positioning that can be easily displaced by its competitor who is willing to go lower or offer better
not making a real effort to tailor the products/services based on the needs of your target customers. Instead, you rely on marketing to position it and pretend that it is tailored for their needs when in fact, it is just a generic product/service that is catered for everyone

Based on above, it is telling that if a company focuses purely on quick wins and conversions, they are not looking to build a sustainable solution based product that addresses their customers’ actual needs. They are in it purely to make a quick buck from willing customers and what they usually end up with is a bunch of products/services that they have to keep topping up with more and more incentives/discounts/promotions/fancier taglines or creatives just to outdo their competition. I.e., they realize they don’t really have a truly unique selling point as they didn’t put in enough effort and thinking into developing something that cannot be easily replaced. Such approach will only work if you are the only seller or if the product and service is really hard to develop, thus you are confident most of your competitors are not able to achieve it..

Take for example, if you decide that there is a need currently in the market by for student aftercare services to support working parents who don’t have supportive company policies and flexible working arrangements. If you are offering a mediocre service, you will simply offer say - Free aftercare service for the first 3 months of signing up and 30% off if you sign up now for the next 3 months.

If you want to look at a more sustainable approach to avoid situations where a competitor offers say free aftercare for the first 4 months and 40% off if you sign up now, you will make an effort to find out more the other pain points associated with working parents and their children and try to bundle it into a more holistic “working parents aftercare services package” centered around - aftercare services, guided special out of school curriculum based on their children’s interests, customizable late afternoon snack option to cater for dietary preferences, access to resources for working parents and their children to adjust to such situations etc. Of these, some might be easily replicated but some like the out of school curriculum is not, as that’s unique to your company’s methodology and pedagogy.

It might take more effort and cost more but at least you won’t be caught in a pricing and promotional warfare with your competitors by tapping on your true strengths and unique capabilities. You might even be able to charge more or give less of a discount as you are selling the whole solution that addresses their pain points instead of a single, purely price/discount as-a-value based service/product that is more like a band aid that can be easily torn off and replaced.

The above is just a simple example of looking at why as marketers, we should pride ourselves as being valued business partners to bring the perspective of the customer to the table. Don’t be afraid to ask them hard questions, putting on the customer’s lens to ensure the outcome is a sustainable one, unless it’s part of the strategy to build something that is more seasonal or once-off to capitalize on a specific consumer trend.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 3/12/24 Jaslyin Qiyu 3/12/24

Identifying an Addressable Need

I recently came across an analysis by someone showcasing the success of the oat milk brand called Oatly and how they created a need that led to their success.

I have a slightly different take on Oatly’s success in that they didn’t create a need but rather, they identified an addressable need in the consumer market, developed their product to suit the addressable market and designed their packaging and campaign that speaks to the addressable market.

Why is it addressable and why is it not a need creation in their case?

First of all, looking at the fundamental principles of the hierarchy of needs, oat milk in itself is not new. Oatly was not the one who first came out with Oat milk as an alternative to other plant milk varieties that are not from nuts, legumes or fruits. People don’t need Oatly as yet another oat milk alternative. Even for the use in beverages, especially coffee drinks for example, Oatly is not the first entrant in this market.

If you look at the consumer and fast moving consumer good space. there aren’t that many products that are really needs based in this modern day and age. Ask yourself in all seriously as a consumer, do you really need to have say a burger or a pizza or that soft drink? For such cases, what brands and companies are creating is a want and not so much a need, which makes it a lot harder of course.

How we can take a step further however to see if these wants actually can be addressed at a deeper layer, going into the consumer psyche and how we think, behave and act, perhaps there is an addressable need tagged to that specific want. For example, consumer A, let’s call him Billy, wants to eat pizza because it makes him feel good and why does it make him feel good? It reminded him of his grandma who used to make really nice pizzas for him when she’s still around. It makes him feel safe, warm and loved whenever he thinks about pizza now. The feeling of loved, security and safety is a need and not a want as we all know.

This is where the fundamental need that can be addressed by a company who wants to give their consumers the same warm, fuzzy, safe and feelings of love with their pizzas is more likely to win over consumers and build a sustainable brand versus a company that just serves pizzas to make money from pizza lovers.

In Oatly’s case, they identified an addressable want by consumers who are avid coffee drinkers who might fall into a few categories:

1) those who are lactose intolerant or vegan or just prefer not to take dairy with their coffee but yet prefer not to have black coffee

2) those who in 1) but are allergic to nuts or don’t like the taste and thus have been relying on other plant milks like soy or coconut

3) those falling into 1) and 2) but who don’t quite like the tastes of other current plant milk types available

Looking at the wants and preferences of the consumers, we can also look at what are the underlying needs of the consumers who don’t take dairy and prefer plant milk in general that are being addressed. For example, it might be a feeling of being healthier, which is more basic survival or a feeling that they are doing their part in supporting the rights of animals, which is more altruistic or self actualization.

I find that doing an extensive mapping by going back to basics of what your target consumers want and need helps to better identify what is that addressable need that you as a brand or company can cater for ultimately to form your proposition.

Going back to Oatly’s case, after they have identified the preliminary wants and needs, they would be looking at pain points their consumers are facing based on how, where and when they are consuming plant milk. In this case, oat milk is not new to the market, including in the coffee shops but it is just beginning to make some headwinds. Almond was the first to lay claim and make their presence felt after soy was dominating for a while as the alternative milk for barista brewed coffees. Oatly would have studied this for a while and gotten some feedback from prospective customers who are avid drinkers of coffee paired with plant milk, once they decided this would be a good place to target in terms of their distribution network.

They would need to consider not just the taste of their product when brewed with coffee but the price point as well both on the consumer side and the business side, meaning the cafe owners who will be buying the stocks from them before they developed their barista edition oat milk. If there are already a few other plant milk or early entrant oat milk varieties being supplied, what would be that key differentiator so Oatly can win? They would need to think about product variations to cater for standalone oat milk drinkers versus coffee drinkers who choose plant milk over dairy.

At this point, it wouldn’t just be the packaging. It would be taste, quality, price and ability to retain their flavour or even their flexibility in order quantities, inventory management and payment management, especially for smaller cafes.

This article is just a high level of how I personally like to work with brands as a marketer, on their positioning and campaigns. It’s not meant to be an exhaustive list as there is much more to think about. But for starters, as marketers, we should always go back to the fundamental principles of the consumer psyche, marketing principles, proposition and business viability when working on our campaigns.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 3/8/24 Jaslyin Qiyu 3/8/24

What I learnt from my Late Father About Women’s Rights

Seeing it’s International Women’s Day tomorrow, I just wanted to share my personal thoughts about this Global Day that dates back to the early 1900s.

I am thankful that I am born and raised in a country where both women and men enjoy equal opportunity and gender is not something we have been made to be super self conscious about in our daily lives.

In fact, I grew up in a household where though my mum was a home maker during the years we were in school, my dad never once made me feel inferior just because I am female. He never used gender as a reason to push back on me for things that I wanted to do but he was not supportive of and never showed any form of bias when interacting with me and my brother. Thus growing up, I was never that conscious of this gender disparity, which ironically became evident to me only after I started out in the workforce.

During the course of my career, I have been involved in setting up women programs and had the chance to work with influential and powerful women leaders. I have also met a few who have supported me in my career alongside men of course. I personally think there’s nothing more encouraging and powerful than seeing women supporting other women. Not in a biased “all men suck and women are better” kind of way but simply in making an effort to mentor, coach or give other women a helping hand in a professional or social setting when you know that it would make a huge difference to them in crossing that important milestone of their life.

On the same note, I can also not think of anything worse than women being biased against other women, consciously or unconsciously. Statements like “oh lady bosses are usually like that” or “I don’t like working under a lady boss because they usually emotion-driven” and often vocalized by women themselves to me are far worse.

Don’t get me wrong as I think ultimately, it’s about meritocracy and may the best person “win” but I do think we need to ask ourselves a few hard questions as to just how far have we progressed since the 1900s?

Is it good enough to have a woman at the very top of your organization but with the majority of your management still being men?

Is it good enough that till today, we are seeing asks of men to be sponsors so as to pave the way to more opportunities for women? Will there be a day where we finally no longer even need to rely on men to be sponsors?

Are we really hiring on merit if everything else being equal, we just cannot find a woman to fill a certain position? Or is there something else we need to address to ensure there are enough female talent to fill the positions?

Just how far have we come in curbing unconscious bias and systemic bias?

I don’t have answers to these questions in all honesty but I just remember how my father made me feel back then. No different from my brother as in what he could accomplish, I could accomplish too. No special treatment and we both could pursue the educational pathways we wanted. And we both would get punished if we skipped school.

So why is it so much more complex in the working world? Is it down to whoever is at the top making that first decision, causing a domino effect, which in turn leads to a male dominated culture and unconscious/conscious bias?

As we note this year’s theme for International Women’s Day to be - Invest in women: Accelerate progress, companies and their board members should perhaps ask themselves seriously just how far they have progressed beyond just ticking off a checklist and gender and diversity quota.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 3/4/24 Jaslyin Qiyu 3/4/24

Corporate Succession Planning: When the King of the Jungle Vacates and Monkeys Run Amok

I liken the corporate environment for certain organizations to a jungle sometimes in terms of the power plays that come into the picture when the king of the jungle vacates its position for whatever reason.

This happens often in organizations that are undergoing transitions or that lack a good succession plan to prepare for senior movements. This, I have come to observe is regardless of organizational size and years in existence. The situation worsens for sure if both are true for the organization - lack of a good succession plan when you are undergoing a transition.

When it comes to succession planning, just having bums to fill seats is not good enough. It needs to be the right bum for the right seat so you avoid a square peg in a round hole situation. You also need to ensure these transitional leaders are actually capable of leading and not just PowerPoint slide reviewers or campaign and content approvers since both roles can be replaced by Gen AI strictly speaking.

By leading it means, they need to be capable of planning, developing a strategy and capable of engaging their new teams as part of the planning process. In short, treat them like people that matter and not treat them as just arms and legs to do the work that you don’t wish to do or are incapable of doing yourself.

This is also where the power plays start coming into the picture like monkeys having a field day calling the shots and insisting that every animal should only eat fruits and nuts like them and swing around by their tails from tree to tree because that is how they know to eat, live and act. There is a reason why monkeys are not the king of the jungle just as there is a difference between a leader versus a manager by appointment.

Although it’s normal to have layers of reporting lines if you have a huge team of more than 15 people or where you need to split the team into sub functions and appoint team leads or function leads, I personally believe every leader should still remain connected with even the most junior member of their team. This is especially during times of transition and if you are a newly minted lead. Until you are fully confident and sure of your functional leads or team leads’ capabilities as well as alignment on the way forward as a team, you should ensure the rest of the team is not left behind in terms of important communications, planning sessions and not being relinquished to silent executors or you will end up with a bunch of quiet quitters.

The power plays become more evident especially when you have team leads or functional leads who are actually in a square peg, round hole situation and act out their insecurities with a few obvious actions, including:

pushing down work and delegating all the hard to do stuff to their one-downs, who might not even be able to do the work without guidance or clear direction of how this fits into the intended plan or bigger picture. I.e. they are told to just do blindly.
fighting for the limelight by focusing on presenting the nice and showy stuff instead of doing actual work that matters to customers. I.e. power point becomes their best friend and their one-downs spent most of their time doing slide after slide showcasing how well they have done, so they can in turn present that to their bosses.
taking credit for others’ work or worse, not giving credit to their one-downs for fear that they themselves will be made redundant.
thinking and acting selfishly by not working with other colleagues on projects that they know would be relevant to what they are doing currently and by working together, it would enhance the output. Instead, they choose to shut them off having access to the project so they can be seen as the sole owner for that project though it would create win-win outcomes for their customers.

Organizations therefore should always take succession planning and leadership development seriously, regardless of whether they are in transition mode or not. Succession planning should not be a game of thrones, musical chairs or a case of appointing people you are familiar with or like even if they don’t actually have the capability to be that bum on the seat without breaking the chair.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 2/27/24 Jaslyin Qiyu 2/27/24

Marketing is not just a change of underwear

Someone once asked me what I do as “a marketing person” in a bank. Too fatigued at that time to give a lengthy explanation, I simply said, “I take a bunch of old products, repackaged them a bit in terms of visuals and tagline, and make them look new”. The person laughed and acknowledged it’s the same for his “marketing people” as well.

The above is partially true for most product marketing efforts and how it’s often applied across industries basically.

For example, Person A wakes up one day and realises he’s been losing out to the hotter guys in the dating scene. He took one look at his wardrobe and his grimy face in the mirror, and decided to go for a makeover with a visit to the hair salon and hip downtown mall. With his trendy new look, he does attract some girls but then these girls just somehow don’t become lasting relationships, much to his exasperation.

Talking to some of his previous relationships, close friends and family members, he finally has an epiphany. He realises that due to his tendency to blow up at the slightest displeasure and having too big an ego to apologise thereafter, many of his relationships have failed to progress into something more serious. This means that regardless of how well-dressed he looks, as long as he doesn’t make an effort to change for the better, he will still likely to be a single, lonely and forlorn bachelor ten years down the road. He will date, yes but he cannot be in a relationship for long. In this situation, Person A can choose to go either way - 1) ignore the gaps and continue with just a physical makeover for short term gains or 2) to really spend time to overcome the gaps for longer term gains.

The above is a very simple way of demonstrating the difference between two different business scenarios - 1) a business that simply sells products by repackaging and/or redesigning on the surface or by throwing freebies to attract customers only to have them churn after a year or two or 2) a business who actually makes an effort to transform the mechanics and/or features of their product or service offering in order to keep up with changing customer needs/demands in order to build longer lasting relationships with them.

Based on the same example, if the business realises what is the real problem with its products and make an effort to actually improve them to better cater to the needs of the same customer base, they will find it easier to start building relationships with them. To put it blindly, it’s not as simple as just changing your underwear.

This improvement actually moves the business from selling just a product to selling a solution that resolves a problem or need for their customers – ahead or on par with its competitors.

Again, as organisations move towards solution-selling, they also increasingly realise how daunting a move this is and that it goes beyond just making changes to its products but the way it operates too. Story for another post.

That said, this doesn’t dispel the need for marketing and promotions. It simply means that businesses should move first from product to solution-selling before it goes out to buy a whole new wardrobe.

Meanwhile, before organisations make this move, most marketers can only continue to “make a bunch of old products look new”. As a self respecting marketer, we should also seek to influence the business positively to move towards solution selling by making consistent effort to engage them in our planning and vice versa. Marketing doesn’t exist on its own but more as an enabler of the business to be that voice to bring their proposition to life.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 2/21/24 Jaslyin Qiyu 2/21/24

What I learnt about Customer Centricity in Japan

While I pride myself to be largely empathetic and customer centric in thinking and approach, I learnt something new and meaningful as well in my recent travel to Osaka and Kyoto. The experience epitomizes the true spirit of customer centricity and provided lessons for me as well in my thinking and approach.

During our trip, all our various interactions have left a deep and lasting impression on the service and customer oriented mindset of the Japanese living and working there. From the big actions taken to the smaller details observed, even when things didn’t go as planned, they more than made up for it.

Experience one - we left a bag of personal belongings in the driver’s car and he unfortunately lost touch with us and our guide as his mobile phone malfunctioned. We were initially anxious and even disappointed that he wasn’t at the pick up location for our next pit stop. Our cynical minds started wondering about all sorts of scenarios, including lost items and what-nots. Turned out, he was equally anxious and was shuffling to and from various places he thought we would be, before he finally dropped the bag off at our accommodation during dinner time. The next morning, he arrived bright and early with a little token of apology though he didn’t have to and showed us not one but 4 mobile phones he has brought along as back-up! In return, we got him a little gift token in exchange on our last day as we know tipping is considered as an insult to the Japanese.
Lesson learnt here - always place yourself in the shoes of the customer when trying to solve the problem at hand. Treat others the way you would like to be treated.

Experience two - the chefs, regardless of whether its the head chef or sous chef at all the small dining establishments would make an effort to see each set of diners out after their dinner, including ensuring they are able to get to their mode of transport. They would stand outside of their restaurant, seeing the guests off, which reminds us of a house owner seeing their guests off after a visit. The interactions with the service staff, be it hotels, cafes and shops were always unhurried and attentive even during peak periods. No one tried to peddle their stuff or hard-sell to us or the people around us. They went out of their way to show us the exact location of where certain things were if we looked uncertain. It shows us not just the hospitable side of the place as a whole but the pride as well they take in ensuring the experience with them is complete and satisfactory. The end result of this is that we were happy to buy or order more on our own accord without needing any push from them.
Lesson learnt here - take genuine pride and ensure you have a solid value proposition in what you do and offer as a complete service to your target customer. This goes a long way in demonstrating the value you bring to them without needing to hard-sell.

Experience three - We were enroute to a restaurant located at an obscure building and part of the city. The location was such that we would need to walk by foot after alighting though we were blissfully unaware of the fact. The wise and knowing taxi driver parked at the side of the road, stopped the meter and directed us all the way to the entrance of the building and showed us to the lift up to the restaurant with a big smile and zero hint of impatience. In another instance, we needed to head back after dinner but chose the wrong pick up location unknowingly. The second driver we encountered made the effort to find his way to us though we were at fault for choosing the wrong pick up location at an obscure spot. Throughout the process, he was polite and extremely patient with us and when he reached our pick-up spot, he remained cheery and even apologetic though we were in the wrong! The end result of these two incidents were that we were equally apologetic for causing much hassle and provided tips through the app to try and make up for the lost time and additional mileage they needed to cover in order to help us.
Lesson learnt here - although the customer is not always right, the point is not to harp on mistakes or who is right or wrong. Instead, enable your employees to use such situations to identify opportunities to create a win-win outcome.

I know that providing consistent good customer experience and service is tough and the truth is, not everyone is cut out for it. It helps to have the right mindset to start with and I always believe as well that it starts from how organizations treat their own employees and enable them with the right mindset as happy employees will often result in happy customers. It’s a type of pay it forward attitude.

Although good customer experience don’t always pay off in terms of direct or immediate revenue or growth, it does pave the way to longer term rewards and loyalty. The current consumer psyche is also such that catering for such experiences should almost be a given and not conditional based on how much commercial value you think you can derive out of each customer. This is especially if you are not the only player in the market offering the same set of products and services. What differentiates you could also be the experience you offer as a whole. It could be part of your total value proposition.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 2/19/24 Jaslyin Qiyu 2/19/24

Helping Employees Cope with Transitions & Transformation

When companies go through transformation and restructuring, it’s almost inevitable that some roles might be displaced. Similar to coping with loss and grief, some employees are more emotionally and mentally impacted than others, be it whether they are the ones being displaced or seeing their peers or managers being displaced.

Just based on personal experience of what’s been done well and what has room for improvement, companies who are truly people centric will try to do the following to help their employees:

1) redesign the roles that are to be displaced and work with the employees to reskill and realign to the new scope if possible

2) help the displaced employees to look for alternative roles within the organization and options for them to be reskilled if needed

3) help the displaced employees to look for roles outside of the organization and options for reskilling, coaching, counselling and resume reviews where needed.

I have intentionally positioned this in sequential order as I think companies should ideally start from 1) and utilize 3) as the very last resort. I recall when I was involved in a transformation exercise in a previous company, I had to go through this flow and after discussing with the direct manager and CEO potential options, I eventually went with 2) for the employee concerned as it was simply the right thing to do in order to be truly people centric and empathetic. Also from a business viability perspective, as long as your company is still planning to remain in business, you will save more time, resources and money with 1) and 2) as the recruitment as well as onboarding process usually take an average of 6 months to a year in totality, depending on the seniority of the role.

There is a reason why certain talents are hired to join you in the first place and it should go beyond their hard skills or academic background to the soft skills. These employees should also have accumulated new skills and knowledge with you as their employer over the years. If you say these are no longer needed, it’s as good as shooting yourself in the foot and saying you have basically not done a good job with developing your own employees with viable skills to help your company’s growth. The question then you also need to ask yourself is - what have you been doing all this while? What processes then do you need to relook to improve upon that?

In terms of employees who are impacted by other employees leaving in option 2) and 3), it is ideal for companies and their senior leadership to be both transparent and timely in communicating such impact to them. Openly acknowledge the decisions made and consult the outplaced employee beforehand as well if he/she would prefer to be present when the news is shared or would prefer to be the one sharing the news to his/her team concerned.

Importantly, acknowledge the contributions of the displaced employee and be transparent as well if the remaining employees are to expect further displacements to take place. Be upfront of the options explored and offered as well, so they know what to expect if their own roles are likely to be transformed or made obsolete during the transformation process.

Be sure to avail avenues of two-way communications to them, be it directly to the senior leadership or an independent channel similar to a counselling hotline for those who just want a listening ear to voice their fears and distress.

Companies and their leaders should always bear in mind that their decisions and actions, including the way they have handled the entire process and managed the communications will have a downstream impact on their employer brand reputation. Such impact is often longstanding and no amount of employer related awards can help salvage once the damage is done.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 2/15/24 Jaslyin Qiyu 2/15/24

Why Brand Management is Everyone’s Responsibility

Something I’m sure that has every marketing leader or brand leader tearing their hair out besides seeing their brand scores tank is when they get all the blame for it. If only brand preference building and management is as easy as putting out your brand ad on a big bus, taxi or whichever platform that gets as many eyeballs as possible. If so, why not just put it on a huge sky scrapper (hey that’s done before actually!).

Such tactics (I call them tactics and not strategies) work better for “will you marry me” types of wedding proposals but to build brand preference, it takes way more than that. Similar to good customer experience management, brand management takes the whole organization, including your client facing employees and your client facing touchpoints to help uplift your brand.

Firstly, your brand needs to serve a purpose and address a need or multiple needs for your defined target customers. Secondly, you need to know what differentiates you from your competitors even if you are selling the same things. Just like Pepsi and Coca Cola, both are cola drinks but both have their differentiating factors and ultimately, appeal. Thirdly, is your brand voice, message and identity that you are bringing to life through your marketing campaigns, news about your organization, things that your client facing teams are telling your clients or prospects, right down to the things you do in the broader public facing community. Finally, you need to clearly define as well as upkeep the key channels you are positioning your brand on that serve as a communication touchpoint with your target audience.

Many business leaders think the buck stops with the marketing campaigns but the trickiest part about brand management is how to make your target audience see you the way you want to be perceived. This approach leads to a dystopia state of brand reputation and perception as you will see almost conflicting activities and messages being shared from your organization by various business functions working in silos but not realizing they are all trying to steer the same ship to avoid hitting an iceberg. This is because everyone ends up trying to chart their own course to reach the same destination instead of playing to their strengths and working as a team.

There is nothing more dysfunctional than multiple teams trying to launch different variations of what they think your brand stands for in order to meet their own KPIs (key performance indicators). A tactical offer, is not a brand management strategy, a segment representation is not a brand management strategy and a campaign telling people how good you are is certainly not a brand management strategy but all this will affect the perception of your brand. Companies need to take a giant step back to reflect on what you are trying to position out there in terms of your brand identity and whether that still stays true to the fundamental reason you deserve to exist as a brand that customers care about.

The third and last part of the brand management aspect is actually also the hardest to maintain. You have to make sure your client facing touchpoints are keeping up with the demand from a tech, process and user design perspective so nothing falls through the cracks for your customers trying to engage with you. Concurrently, you need to have a joint-up approach in what you do and say to your target audience, including the timeliness and/or appropriateness of certain actions or messages. It goes beyond having a good crisis communications protocol.

For example, if your digital platform or servicing touchpoint is having a breakdown, you definitely do not want your key spokesperson to go out with a media commentary boasting about how great your digital or client servicing capabilities are or run an ad showcasing “seamless digital or client servicing capabilities”.

It’s more important to ensure business functions are working collaboratively as part of business-as-usual in keeping each other abreast, including your brand, marketing and communications team when something breaks or if they are preparing for a major enhancement so they can pre-empt the customer impact for the better or for the worse. Your management meetings should have a cadence to exchange such information so it can be cascaded to working group level to formulate a pre-emptive and proactive communications and customer management approach.

Simply said, the brand is the soul of the company and everyone is responsible for brand and reputation management but in the right way and not just checking off a list.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 1/29/24 Jaslyin Qiyu 1/29/24

Why Is It Hard for CMOs to Transform Their Teams

Any sort of transformation is disruptive to business-as-usual (BAU) and any disruption to BAU also means that productivity is hampered. Amidst trying to meet business and marketing goals, targets and objectives, CMOs and their teams often find it hard to simply adhere to BAU and transform concurrently, and you cannot blame them.

CEOs and COOs simply have to first understand that the transformation journey is not a simple one where you can see the end of the tunnel right from the beginning of where you start. It’s more like a long winding road with hoops, turns and circles, depending on the complexity of the problems you are trying to unpack, the processes you need to overhaul to the skillset and mindsets of the people you need to enhance and change.

It throws a spanner into the works and takes time away from the CMOs and their one-downs to even try and formulate a plan swiftly while still carrying the major decisions they need to make to deliver their plans on time. Often times, they simply don’t know where or how to start without putting a halt to certain initiatives, campaigns or programs.

It is also a case of over familiarity and attachment to current processes, tools and scope of work that can build up an inertia for change of any sort that calls for an overhaul of the marketing department. While some companies choose to refresh their CMO leadership team, they find themselves in an even worse-off situation.

Why you may ask. Well, if you look at it objectively, a new CMO as in any new leadership person who just joins an organization will need to learn about the culture, processes, team capabilities from scratch. That is the so-called teething or onboarding period where the old team is likely to view the new leadership with suspicion and is less open to sharing information on how things actually work for fear of judgment.

Worse, you expect the CMO to already have a plan on how to transform while trying to settle into the organization without knowing the ins and outs of how things work. This journey itself will take at least 9 months to a year to complete before transformation can actually take place. It definitely cannot be a cookie-cutter approach that the CMO brings and applies from their previous company as every company is unique. Also, not all CMOs even have that approach they can rely on, which means even more time trying to plan or learn it from scratch.

In my experience working with various leadership and organizational structures, often I find that as marketing leaders, we are not given a lot of leeway and time to transform, resulting in having to look at quick and cheap wins, often at the expanse of people. This is not ideal nor is it sustainable even if you see initial positive results in terms of either business or marketing returns. These results are often not sustainable for longer term growth and retention of their key talents.

This is simply because good people who are working for something beyond just a pay check would not want to be associated with such an organizational culture. And that culture is often changed for the worse or established as a result of the hasty changes to be made.

It might be worth considering having independent third parties partnering with you and your CMO to help alleviate some of the pressure of planning for that change, so they can still focus 100% on the BAU to keep the engine running on full tank. After all, that is what you are paying your CMO for and not simply to do a once-off transformation. In other words, think bigger picture and longer term.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 1/24/24 Jaslyin Qiyu 1/24/24

Leading Others, Managing Self

I believe that leadership is something that is attributed by others and not something that you bestowed upon yourself. Management on the other hand is given as a result of your title and official responsibility but leadership is earned and not given.

Having spent the last two decades both being managed under various types of leaders and managing others, I can safely say I have a pretty clear idea of the type of leadership that works for me. Alongside that, I also have a good idea of the type of leader I aspire to be.

I have met several outstanding managers who are inspiring leaders that command respect no matter where they go and what they do.

On deeper reflection, I have narrowed down to the following admirable traits that serve as a personal guide to me:

Knowing what you want and how to get it

Good leaders are decisive, confident in their decisions and not easily influenced and swayed without good and sound reasoning. They don’t let their emotions get the better of them, especially in times of extreme stress and pressure. Eagle-eyed in their target and end goal, they know the path to victory and though the course might change along the way, the end goal is crystal clear once their minds are made up.

Instead, they inspire others and ignite excitement in them to follow their vision and work jointly in their own ways to achieve success.

Good decisions are not always popular

If they are in only to be popular, they will never be a convincing leader that does the right thing. Leadership is not meant to be a popularity contest. The best leaders often make the most difficult and unpopular decisions if these are deemed to be for the greater good in the long run.

They are not afraid to face up to the judgment of the people especially those who don’t see the benefit of it from the onset. They know they cannot please everyone and their purpose is not to please everyone but to do what is right.

Empowerment, trust and impartiality

Everyone has a place and a role to fulfil within the organization in accordance to their expertise and talent. Good leaders know and appreciate that. They know they are not supposed to know everything and be able to do everything themselves. Instead, they empower and trust the people working with them to do exactly that and giving advice where needed along the way.

Importantly, they don’t let the politics get in the way of empowering and disempowering people to take on certain responsibilities for the common goal they set out to achieve. Micromanagement and favouritism have no place in good leadership.

Admitting to your own fallacies

We are not meant to be saints and good leaders know that. They don’t let their egos get in the way of admitting to their mistakes when certain wrong decisions have been made. Instead, they bite the bullet like everyone else, are not afraid to apologize and own up to it instead of throwing their employees under the bus.

Good leaders know as well that when mistakes are made, there is no time for finger pointing. They don’t get lost in their mistakes and wallow in them for too long. Instead, they quickly pivot to the right course of action, taking recommendations as well where needed from the people they have empowered.

Having your life together

It’s not about having the perfect life, if there is such a thing but keeping how you manage it in check. Everyone has their own issues to sort through but what’s more important is how you deal with your personal versus professional life.

Good leaders are not emotional rollercoasters and by that it doesn’t mean to be a cold and heartless person. Instead, it is to be able to compartmentalize and segregate the issues and whatever emotions you’re facing at the home front and the work front.

An easy way to do a sound check on yourself is when you observe people walking on tip toes around you and do ‘weather checks’ before they speak to you.

Being connected and seeing the bigger picture

Interpersonal connection doesn’t come naturally to most people. This has to do with the level of connectivity you have with the team on the ground and understanding their challenges and issues faced.

It’s only then that you can see the bigger picture of how it works and how your team can put their skills and talent to good use collectively. It involves looking beyond their background, what they have done on the surface and actually understanding them as a person, how they work and mentoring them to be better.

Good leaders should not find themselves so far removed from the ground that they no longer see the complete picture but a blurry mirage that will soon be out of their grasp of reality.

Personally good leaders and managers should not be mutually exclusive but the former is a lot harder to achieve. There is no golden rulebook or educational pathway to being a good leader.

Some people do have certain personality traits that put them in a more favourable position then others but all in all, it comes as part of our experience on the field and willingness to learn, adapt and improve.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 1/23/24 Jaslyin Qiyu 1/23/24

Who rules - Preference or Performance Marketing?

Companies who are still keeping two separate team strategies between performance and preference marketing are setting themselves up for longer term failure

Such companies are failing to connect the dots between full funnel marketing and over simplifying the consumer decision making process and mindset.

This is especially in the digital ad space where borders are blurred or non-existent and privacy settings no longer allow for precision targeting the way we desire.

Preference and performance simply should go hand in hand as end day, we don’t simply blow marketing dollars for the sake of it. What’s awareness to someone is consideration to another and conversion to someone else, depending on the decision making journey your customer sits in relation to the product or service and your company.

This is certainly not that new, when I went through the Google certification course back in 2019 but am still surprised that some are only talking about this in recent years.

What’s more shocking is the way some companies are still insisting on measuring marketing returns on investment by not having attribution beyond vanity impressions, page views and clicks on pretext that it’s just for awareness. On the other end of the spectrum is insisting that if a certain ad doesn’t result in immediate conversion, then it’s a failed campaign on pretext it’s for performance.

Whatever happened to looking at the funnel, who you really are trying to target, where in the decision making funnel they are at, how compelling is whatever you are offering, and ensure you are connecting the dots on your messaging in different formats, in order to determine the right metrics to measure at each touchpoint?

Example – this week, you have an ad talking about how xx product will help solve xx issue that customers face today. A few days later, you have another ad referring to the same product promoted on a site that your target customers frequent. A few days later, you serve up another ad that has a tactical offer with a buy by xx date.

Companies who know who they are targeting and who are responding to their ads versus those who aren’t, will create segmented lists that differentiate the two. They will use one for remarketing with differentiated messaging to help catch their target customers along the funnel with the above messaging and offer so they maximize their media budget. This process should ideally be automated.

Another critical thing to do is to try to get target customers to sign up and start a relationship with you, by giving them reason to of course through insights, tips or deals that matter to them, especially critical with the sunsetting of cookies.

This goes hand in hand with understanding their digital footprint so you have a multi-dimensional view of your target customers as real people with interests, preferences and needs, beyond outdated attributes like age.

All in all, companies need to invest in the full funnel and have different measurements for each stage of the funnel.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 1/21/24 Jaslyin Qiyu 1/21/24

The Sandwiched Leadership

The majority of us who have been working for at least two decades and grown into people management roles can probably identify with what I’m about to say.

Not all of us are able to move into the C-Suite level at this point, meaning the bulk of us would be sitting somewhere in mid to upper mid management with direct and indirect reports.

Concurrently, we would also have both direct and indirect managers hovering above us and around us.

This makes us a sandwiched leadership as we constantly need to think about upwards and downwards management and best ways to manage both without tipping that intricate balance.

Team management is not something for everyone nor does having the title automatically makes you a ‘real’ manager.

Having been in roles where I have inherited teams and grown teams from scratch, each has its own unique challenges but also satisfaction when the team flourishes over time.

Team management is also not about micromanaging or throwing them into the pits and leaving them to their own demise. Again, it’s a fine line as it depends as well between individuals. One man’s meat is another man’s poison as we say.

It’s also not about talking down or talking up for that matter but about paving the way to enable your team’s success while managing your bosses’ expectations and enabling their own success.

We are not expected to know everything and be a specialist in every single area that we’re managing but rather, we need to have the strategic view, forward looking vision and appreciation of the ground up challenges and pitfalls to be addressed.

The majority of our time is spent anticipating issues and identifying ways to prevent or address them. We also need to balance the dynamics of the team’s emotions, strengths, weaknesses, chemistry and expectations towards each other. The last part is simply shielding them from the upper management’s own expectations, pressures and politics so they can function seamlessly.

It’s not a walk in the park and one thing at least to me for sure is that one can never effectively lead a team to succeed without genuinely caring for them as people.

With that said, I think the sandwiched managers have it the hardest and it’s also not surprising that many have given up, especially when they don’t get the appreciation or support needed from their managers as well as their own teams.

Some simply decided to go back to being individual contributors while others might decide to just venture out to smaller companies where they can be the top management instead with a more manageable leadership structure.

There’s no right or wrong but companies who truly cherish talent and their people should pay more attention to the sandwiched managers before it’s too late.

In my upcoming post(s), I’ll highlight a few key challenges facing sandwiched managers, the impact they have on business continuity and culture, as well as how companies can better support them.

About the Author

Mad About Marketing Consulting

Jaslyin Qiyu 5/28/19 Jaslyin Qiyu 5/28/19

MarTech - is it Technology or Marketing?

Lightning Interview with The MarTech Summit

The MarTech Summit Lighting Interview

Jaslyin Qiyu 5/28/19 Jaslyin Qiyu 5/28/19

The Dying Empathetic Leadership

Empathy is something not every senior management or leader has unfortunately and it’s very telling in their behind-the-scenes speech and actions.

In all my years of working, I have come across very few truly empathetic leaders who are genuine in their treatment of their employees and customers.

Some I wish I can work with them longer when I choose to move on for other reasons as I know they would have taught me a lot more than I know now in terms of thinking, doing and communicating with empathy.

Empathy is something not every senior management or leader has unfortunately and it’s very telling in their behind-the-scenes speech and actions.

It’s undervalued simply because leaders don’t really get rated on their ability to connect with their employees and treat them with empathy.

I have witnessed many failures in terms of leaders in 1) not communicating emphatically to their people, 2) not showing true empathy in trying to understand the challenges faced by their workforce and 3) not listening with empathy when their employees provide feedback through forums.

It ends up being lip service or more trying to appear to do what is expected of them to look good and not because they genuinely care.

Classic examples are when there are organizational layoffs or restructuring.

The onset of how decisions are made have nothing to do with empathy but rather the bottom line of cost, profitability and returns.

That is why things never really change for the better in the longer term for most organizations and their leaders that make decisions without empathy.

Over the years, I have been privy to how such decisions are made, sometimes callously and without even sound logic. Rather, it’s more a stop-gap and band-aid approach where true impact on the people are not even considered in the decision making process.

What is worse though is the way such changes are communicated or not communicated to the workforce.

They talk about stock prices, shareholders equity and customers but forget their employees, the backbone of the company carrying that mission on their shoulders and believing in the promises made during the town halls, leadership emails and pep talks.

Poorly worded communications, which is as clear as mud and clueless management sitting around trying to find the right things to say or lend some insights to their team doesn’t help either.

Good, solid, reliable and empathetic corporate communications is a dying art in this sense.

For any self respecting CEO, my advice is to at least make sure you have a solid and empathetic communications advisor if you, yourself are not empathetic by nature.

Empathy might not bring you immediate revenue but it will have longer term benefits to the organization as you will make decisions that actually solve problems for both your customers and employees for the longer term.

Less attrition, less churn and more sustainable growth.

About the Author

Mad About Marketing Consulting

Be the Good Leader You Never Had

The Case of the Misunderstood MarTech - Concept of “Power Users”

Why Your Employees Can Be Your Best Brand Ambassadors

Passion, Purpose, Potential or Profits - What Motivates You?

The Case of the Misunderstood MarTech and more…

You Don’t Always Need Rainbows to Feel Good - Try A Balanced Mindset

Companies - Stop Launching Mediocre Products, Please.

Identifying an Addressable Need

What I learnt from my Late Father About Women’s Rights

Corporate Succession Planning: When the King of the Jungle Vacates and Monkeys Run Amok

Marketing is not just a change of underwear

What I learnt about Customer Centricity in Japan

Helping Employees Cope with Transitions & Transformation

Why Brand Management is Everyone’s Responsibility

Why Is It Hard for CMOs to Transform Their Teams

Leading Others, Managing Self

Who rules - Preference or Performance Marketing?

The Sandwiched Leadership

MarTech - is it Technology or Marketing?

The Dying Empathetic Leadership

Hours

Follow