Benjamin Gumpert’s Post

The problems with hiring an in-house marketing team and CMO (this might ruffle some feathers). Hn-house marketing leaders and teams face inherent biases shaping their decisions in ways that can negatively impact success. You can acknowledge some common vulnerable points upfront, and can negate these biases that could be hindering your in-house success: 1.) The Familiarity Bias - Brands that have risen internally often lean disproportionately on strategies and partners they first knew success with. But the context changes as we grow. What defined results 5 years ago can lose relevance. It takes constant challenging familiarity by saying “Yes...and what else can we try beyond the usual?” to avoid falling behind category and consumer shifts. 2.) The Self-Service Bias - (this is a big one) When you build capabilities internally, it’s tempting to over-index yourself and your team assuming your marketing must be better than external options simply because it’s yours. But the height of strategic leadership means admitting gaps and seeking platforms, external talent, and solutions that complement and strengthen, not compete with, your internal capacity and abilities. 3.) The Budget Protection Bias - It’s easy for marketers to avoid honest assessments of resource allocation out of fear of mistakes that may jeopardize future budgets from finance and higher-up leadership. But transparency and room for calculated risk are ESSENTIAL to your growth. Don't fear failure. You don't fail, you learn. While overcoming bias starts with awareness, it leads to courage and leadership excellence that few actually act on and exhibit. Now I'm curious... have you dealt with any of these biases within your team? Comment below! #marketingadvice #biasawareness #marketingteam #cmo #chiefmarketingofficer #marketingagency #marketingcompany #marketingfirm

The organization works best when we hire the right people for the job, give them the tools they need, and get out of the way. When we say "the right talent" we don't necessarily mean multiple years of experience. Green talent can grow into extraordinary talent with the right guidance and support. But this cannot happen if your hires are thrown into the deep end and left to fend for themselves. Development often comes from opportunities to do the job, but without having some sort of safety net of an experienced mentor, there is far too much room to make preventable mistakes. This safety net usually comes from hands-on support from your marketing leaders, or experienced marketing peers. But what do you do in a small marketing team? Or when you can't afford to bring in a VP or a CMO? #imagineif your high-potential marketers had the opportunity to get guidance from a seasoned marketing leader that understands your business and objectives... without having to bring in a marketing executive full time. This is where a fractional marketing executive, or a dedicated marketing advisor can bring significant impact without significant cost. #marketingtalent #talentdevelopment

Marketing and comms is a line of work where you constantly have to reinvent yourself. If you’ve had an in-house mar/comms role within the built environment, chances are you’ve been in standalone roles with little to no guidance. If you’re alone, how do you survive? If you’re leading a team, how do you upskill your team members? How do you stay on top of it without burning out? If you’re hiring, what do you look out for? How do you understand how your current role fits into the bigger picture, and what’s the best way to identify a path to becoming a department lead? Join Rachel Birchmore and Renée O'Drobinak and from the Build Up - Networking Community steering group – all of us have worked in-house marketing or comms jobs in the built environment – for a workshop on how to turbo-charge your career. Sign up via our website: https://lnkd.in/eVGdtq3e #Architecture #Marketing #builtenvironment #StrategicCommunications #Leadership

The most natural career path for marketers is to move from a Director of Marketing to VP or a CMO position. This is the obvious path. Less obvious is what comes next. Where do you go from CMO? The most natural path is to evolve into the Chief Growth Officer for organizations (Note: A Chief Growth Officer is not the same as a CRO). Chief Growth Officers bring together Product, Marketing, Sales and Customer Success to work on the biggest growth levers of a business. While you could argue this is the role of the CEO, as organizations grow the CEO transitions his or her efforts to leading bigger picture items like Vision, Culture, M&A, Investor Relations and more. This typically happens as companies cross the $10M ARR mark. This leaves a gap in the organization -- whose responsibility is it to lead the overall growth strategy of the organization? The answer to this question is a CMO who can think about strategy at the highest level across functions and bring people in the organization together to execute. CMOs are better positioned to execute on the role of the Chief Growth Officer than any other role because they are connected to the market, customers, product, sales and customer success already. #marketing #digitalmarketing

Hiring new marketing leaders is a common step after an acquisition. But finding marketing leaders that suit the company, its objectives, and your ideal roadmap can be a challenge. With a limited time to grow the company’s revenue and deliver a return, PE firms can’t afford the kinds of setbacks that come with mis-hiring a CMO. But PE-backed companies also have specific needs that are more complex to hire for. The ‘wrong marketing leader’ is often a great candidate—they’re just not the right pick for a PE-backed company. In this article, we cover how to hire marketing leaders who have the skills and attitude to collaborate with PE firms and help the business hit your targets. You'll learn: - Why hiring marketing leaders is different for PE-backed companies - Which marketing leadership role you really need - Why you shouldn't be looking for a CRO to lead marketing You can find the article here --> https://lnkd.in/gQwZJGWM

4 KEY MOVES TO LAND THAT EXECUTIVE ROLE YOU'RE AFTER Are you on the brink of the executive suite but can't seem to step through the door? Recently, I guided three directors into executive director or VP roles they had been eyeing for years. Their career leap wasn't accidental—it was strategic. These leaders transformed their trajectory by adopting the strategies we developed based on their unique strengths and the specific demands of the executive roles they aspired to. 1️⃣ Personal Brand Overhaul: We began by re-engineering their LinkedIn profiles and resumes to showcase not just their history, but their potential impact. 2️⃣Strategic Networking: They engaged in targeted networking, connecting with key influencers and decision-makers in their desired industry. 3️⃣Leadership Storytelling: We crafted compelling narratives around their achievements, turning experiences into stories that resonate with boards and search committees. 4️⃣ Interview Mastery: Focused preparation on critical issues facing today's leaders, ensuring they could speak with authority on how they'd navigate these challenges and resonate with the problems keeping the decision-makers up at night. Start today by reassessing your professional brand. Does it reflect where you're going, or just where you've been? Then, reach out to someone in your desired role and request a brief, informational discussion. Ready to step up? Let's talk. Message me or Comment "Elevate" below!

In my experience this phenomenon is about personality types and styles common to Chief Marketing Officers (CMOs). Good CMOs are, by definition, good communicators and generally have high emotional intelligence. These factors enable CMO candidates to “sell” themselves effectively for the current role (and be more mobile the next one). A major contributor is also willingness of corporate leaders to overvalue the relative importance of marketing versus other capabilities such as practical strategy and effective execution. As the article notes, “the hiring process turns into a popularity contest that favors charismatic candidates. Everyone instead needs to focus on real job specifications and setting achievable expectations.” #startupjourney #executivesandmanagement

🎯 EXPLORING REPORT: Financial Services Marketing Leadership Breakdown 🚀 Access Full Report 👉 https://lnkd.in/eHZr6Xfc 1️⃣ We have more female (19512) marketing leaders than male (15695). Majority being from the United States (33503), especially from metropolitans like New York & California. 2️⃣ Majority work in companies sized 1-10 & 10001+. Their key skills are marketing, social media strategy, leadership etc. Their top job roles revolve around 'Marketing Manager' & 'Creative Director'. 3️⃣ Most are in mid-level (28310) & executive level positions like 'Director & VP' (14368). Suggests they have decision-making capabilities. 4️⃣ Most of them earn between $100,000- $150,000 which indicates purchasing power. 5️⃣ They have interests in education, arts and culture, health which suggests they value knowledge, creativity & wellness. Insights for Sales & Marketing Strategy 🧠: 💡 As the majority of leaders are female, sales pitches can use language that resonates with women & leverage their interests & job titles in creative campaigns. 💡 Companies like Google, Amazon, AT&T etc. employ the majority of these leaders. Hence, make technology-focused strategies. 💡 Products & services that cater to marketing efficiencies, social media tools, leadership workshops, creative skills enhancement etc would likely appeal to this segment. #DataInsights #MarketingStrategy #SalesEfficiency #FinancialServicesMarketing

Maximizing Executive Influence:The advantages of Social Media As an executive, leveraging social media is no longer optional—it's essential. Here’s how social media can elevate your leadership: -Strategic Communication: Share your vision and company updates directly with a global audience, ensuring your message is clear and impactful. -Influence and Authority: Position yourself as a thought leader by sharing industry insights, trends, and expertise. Build credibility and influence within your sector. -Authentic Connections: Foster authentic relationships with employees, partners, and customers. Humanize your brand by showcasing the people and stories behind your business. -Agile Insights: Stay ahead of the curve with real-time insights and feedback. Adapt and innovate based on the latest trends and audience interactions. -Talent Attraction: Attract top talent by showcasing your company culture and values. Demonstrate why your organization is a great place to work. -Crisis Management: Address crises swiftly and transparently. Use social media to manage your brand’s reputation effectively in challenging times. Embrace the digital age and lead with confidence. Social media is a powerful tool,use it to drive success and innovation. #Leadership #ExecutivePresence #SocialMedia #BusinessGrowth #DigitalLeadership #BrandReputation

Data reveals a 9% year-over-year increase in posts by C-suite leaders on LinkedIn, accompanied by a remarkable 37% increase in engagement. CEOs are leveraging the platform to become brand ambassadors, sharing personal insights, company updates, and industry knowledge. Authenticity and relatability are essential for effective leadership branding. CEOs who weave personal experiences and lessons into their content build stronger connections and foster relatability. LinkedIn is also a vital channel for acknowledging and celebrating employee contributions, fostering a sense of community, and enhancing the company's image as an employee-centric organization. CEOs can use LinkedIn to attract and recruit top talent by showcasing company culture, achievements, and unique benefits. They can also contribute to a culture of learning and growth by sharing expertise and engaging in meaningful discussions on industry trends and challenges. Engaging on LinkedIn requires a mindful approach to ensure that content aligns with personal and corporate values. Setting boundaries and being thoughtful about the timing and nature of disclosures can help maintain a positive and constructive online presence. LinkedIn has unmatched potential for personal and professional branding. Strategic, authentic, and mindful engagement can profoundly impact organizations and the wider community. So, my appeal to all CEOs and Founders Start today Your next post could inspire change, foster community, and attract the brightest minds to your organization. #thoughtleadership #contentcreation #personalbranding #successwithshweta -------------------------------------------------------------------- If you found value in this, please consider resharing ♻️ and don't forget to hit the 🔔 on my profile to stay updated with similar content. Need help in starting your personal branding journey, book a free discovery call.