How can you build a team that is resilient and adaptable in B2B Marketing Strategy?

Here is my hiring playbook for B2B marketing - Curiosity: B2B marketing will NOT be the same next few months. So hire folks who are curious to learn. Curious to ask questions. - Question the status quo: Everyone is everything. We need people who can break the mold and experiment the shit out of everything. - Data + gut: Data never lies. never. Hire for folks who trust in data-driven decision-making. Also, someone who is strong in connecting the dots. - Problem-solving: Hire someone who loves ambiguity and problem-solving. - Accountability: Hire folks who love to OWN stuff end to end. - functional knowledge: Get someone who has done it hands-on. Not some who talk "fluff". all the best for your hiring :)

The purpose and values are the DNA of a brand. They are at the core of all decisions. As the chief communicators for a brand, marketers need to be aligned with both. Another critical component for a resilient team is diversity of skills. A team of T-shaped marketers makes collaborative work easier. T-shaped team members have breadth across many skills and depth or expertise in a key skill. Strategically choosing a team whose members have complementary breadth/depth in different skills gives flexibility as the market and brand evolve. T-shapes can wear more than one hat on projects, and become the go-to person for their area of expertise. This collaborative style also gives team members room to grow as their area of expertise expands.

I always talk to my team about the Bruce Lee quote "be like water." This means that, like flowing water, there will always be obstacles and blockages that get in the way but as long as you know where you're ultimately headed, you can adapt and pivot and make your way where you want to go. Built into this idea is the fundamental tenet of leadership that you have to have focus and you have to articulate the objectives clearly and repeatedly so that everyone does, in fact, know where we're trying to go. For example, if you know that you're trying to build a strong lead pipeline that will guide your actions, even when one lead gen program has to get cut due to budget and another can't get approved. The team will adapt and find new paths.

Building a resilient and adaptable B2B Marketing Strategy team requires: - Diverse Hiring: Blend specialists and generalists for broad capabilities. - Prioritise continuous learning and ups killing. - Openness: Encourage transparent communication for idea-sharing.

I would suggest the following: - Align your team's goals and vision with the needs and expectations of your clients and stakeholders. - Encourage a culture of feedback and learning, where mistakes are seen as opportunities for improvement and innovation. - Empower your team to make decisions and take ownership of their projects, while providing them with the necessary support and guidance. - Celebrate your team's achievements and recognize their contributions, while also challenging them to grow and develop their skills.

It is incredibly important to understand fit as it relates to: - The role - The hiring manager - The business - Role What skills are needed? Is this a role that requires heavy previous expertise or can they learn it here? - Hiring manager Does the hiring manager have a hands-off style or prefer to be very involved? The candidate needs to match well to that. - The business What stage is the business in? Do you need someone who can move fast + take on a number of things? Do you need someone who can navigate red tape? What does growth in the company look like for them?

Hiring 'agile' talent has been the best decision for my team. When interviewing candidates I explained that the role would likely change based on the priorities of the business. Hiring marketers that have strong digital skills and traditional marketing skills has helped my team avoid making drastic cuts when business priorities change. Hiring people with a flexible mindset is critical when building a resilient startup.

In hiring situations I am consious of people that try to mirror me or try to be who they think I want. Instead have the courage to show you are not afraid to bring a different perspectivt to the table, right from the start. People that are not afraid of new things and have the courage to try them out are key in a team. A team that consists of both traditional and digital marketers would most probable be well prepaired for sudden change. I also like a team set up of different generations to get a good mix of experience and potential risk takers. The fit perspective is also really important for the new hire to adapt and be a good team player. You do not want a one man band hire, especially in a small team.

To create a resilient and adaptable B2B marketing team, hire for diversity and fit. Diversity is important because it brings together people with different perspectives, which leads to better decision-making and problem-solving. Fit is important because it ensures that your team members are aligned with your company culture and goals. When team members share the same vision and values, they are more motivated and engaged. Hiring tips: - Start by defining your company culture and values. - Include diversity and inclusion in your job postings and interviews. - Look for candidates with a variety of backgrounds and experiences. - Get buy-in from your existing team.

Diversity is critical, having a mix of senior and junior team members. By encouraging collaboration between people with different levels of experience encourages learning & growth for the juniors, and coaching for the seniors. Time and patience is the only constraint however, I know I lost my patience with junior team members when I was managing a team. Results should always be balanced with empathy and support when working in a team.

I highly recommend assigning a mentor within your team to your new hire. In my experience leading a marketing agency, mentors help to ensure a smoother onboarding process by introducing your new employee to internal processes and best practices.

Encourage team members to share best practices and trainings they have enjoyed. Having an open dialog of what others are learning will encourage everyone on the team to continue focusing on developing and growing.

If your business model depends on Employees, you MUST provide them with training and development, and keep their interest in working with you. Give them value: why you are the best choice. Set up Sharing sessions every Quater we significantly increased our team performance

Continuous learning is the bedrock of adaptability. In the ever-evolving realm of B2B marketing, what worked yesterday might not work today. Hence, investing in regular training and development sessions is non-negotiable. But it's not just about formal training; creating a culture where team members share their learnings and insights from individual projects can lead to collective growth.

Investment in training and development is non-negotiable. Continuous learning and development opportunities empower our team, keeping them abreast of industry trends and enhancing their skill sets. This not only boosts confidence and proficiency but also contributes to the overall growth and competitiveness of our team.

Be open to being vulnerable so your team knows they can be vulnerable too. The team won't be able to adapt to changes if you are not transparent.

If you're not creating feedback loops you're doing yourself and your team a disservice. B2B marketing changes - fast. Here are 2 pretty simple tactics to make sure your team can adapt are 1. Ask what they're prioritizing. This provides space to confirm alignment (woohoo!) or address any variances in what's planned vs what's needed 2. Make a dedicated space in standing meetings to share business updates. The game of corporate telephone can cause a lot of information to get lost between the c-suite and execution teams. As a manager, make sure you have a place you can add details in as you get them so that your team isn't out of the loop

Open channels of communication are the lifelines of a resilient team. Encouraging feedback, both positive and constructive, ensures that the team is always in tune with what's working and what's not. Moreover, fostering a culture where feedback is viewed as a tool for growth, rather than criticism, can significantly boost team morale and productivity.

Honestly feedback and communication is one of the most difficult things to establish in a team. Unfortunately the built in power dynamics of a workplace often have an adverse impact on this and many people will hold back or alter what they say based on who they are speaking to and the impact they think it may have. Building trust over time with both vulnerability and authentic actions that help to slowly build up that trust over time will limit that effect and enable the team to open up more over time. Negative events like reorganizations and layoffs can significantly detractors to this effort.

Open channels of communication and a receptive approach to feedback have been instrumental in our team’s resilience and adaptability. It fosters a supportive environment where team members feel valued and heard, promoting a sense of ownership and accountability, and facilitating continuous improvement and innovation.

Microsoft run over 1000 AB-tests per month. Out of those, two thirds fail. But one third is successful! What can we learn from that? Trial and error is the only way to grow. And most likely, we will fail much more than we will succeed.

Empowering the team to make decisions is one of the most important things a leader can do. Micromanagement destroys risk taking and creativity. Teams become more worried about tinkering and not upsetting the status quo.

To cultivate a resilient and adaptable B2B marketing team, it's crucial to foster a culture that supports risk-taking and experimentation. Encourage team members to step out of their comfort zones and explore innovative approaches. Provide a safe space for trying new strategies, even if they carry some uncertainty. Celebrate both successes and valuable lessons from failures, emphasizing that experimentation is a crucial part of growth. Invest in continuous learning and development to equip your team with the skills needed to adapt to evolving market dynamics. By embracing a culture of calculated risk-taking and experimentation, you empower your team to thrive in the ever-changing landscape of B2B marketing.

A good marketing team is constantly experimenting, promote taking calculated risks and a scientific method approach to experimentation and you will always have new and exciting ideas to work with.

A key tip here is to establish a "Fail Fast, Learn Faster" culture. Encourage your team to run small-scale experiments that can either prove a hypothesis or provide valuable data for why something didn't work. The idea is to create a safe space where failure is not punished but seen as a learning opportunity. For instance, you could allocate a small percentage of your B2B marketing budget specifically for experimental campaigns. This financial "safety net" allows team members to try out new strategies without the fear of wasting valuable resources.

Always praise in public and criticize in private. Constructive feedback should be delivered one-on-one, while rewards should be celebrated and shared with the team.

Create a company culture that has a core Fundamental of celebrating success. Whether it's a team-wide email from the CEO or a company-wide Slack message, sharing successes within the organization can foster a greater desire among people to succeed.

When I recognize achievements, especially in a virtual world, it's all about building trust and strengthening our ability to win as a team. I like to celebrate micro achievements with small tokens of appreciation. For example, I’ll send a $5 Starbucks ecard for a "Saturday morning coffee" after a team member finishes a difficult project, or Venmo over $25 for a “celebration round” after a great win. These little treats are my simple way of spreading gratitude, keeping spirits high and recognizing great work.

Recognition is a powerful motivator. Celebrating achievements, big or small, not only boosts team morale but also reinforces positive behaviors and strategies. Whether it's a shout-out in a team meeting, a certificate of achievement, or a tangible reward, recognizing efforts goes a long way in building a resilient and motivated team.

Recognition and reward are powerful motivators. Celebrating achievements, big or small, and acknowledging the hard work and dedication of our team members, enhances morale, motivation, and job satisfaction, fostering a positive and high-performing team environment.

1. Hire Generalists 2. Continuous Learning 3. Cultivate a Growth Mindset 4. Data-Driven Decision Making 5. Clear and Transparent Communication 6. Agile Processes/Ship fast mindset 7. Customer-Centric Approach

Hire people who are hungry for self development. Support them with a budget for learning. Give them a list of aspirational brands that you want to be like. Encourage them to build a network with people at other successful companies, to trade secrets with.

After 20 years leading marketing programs for fast-growth startups, I learned a few things. First, identify the strengths and goals of your teammates. Then give individuals ownership of different aspects of the program. Finally, provide feedback, encouragement and accountability. People just want to be treated fairly and given the opportunity to excel.

While the steps outlined are fundamental, the evolving nature of the business landscape necessitates flexibility and a willingness to adapt our approaches. Keeping a pulse on global best practices, technological advancements, and emerging trends is essential to ensuring that our team-building strategies remain effective and relevant.

To build a resilient and adaptable B2B marketing team: Cultivate a Learning Culture: Encourage continuous learning and skill development. Effective Communication: Foster open and transparent communication. Cross-Functional Training: Promote skills that span different marketing disciplines. Embrace Change: Instill a mindset that change is an opportunity, not a threat. Diverse Perspectives: Encourage diversity to bring fresh ideas and adaptability. Data-Driven Decisions: Base strategies on data insights to adapt quickly. Test and Learn: Promote a culture of experimentation and adaptation. Leadership Support: Leadership should set an example in resilience and adaptability. Celebrate Successes: Recognize and reward adaptability and resilience.