A Weekly Onboarding Guide for Your New Content Manager

As you start out on your They Ask, You Answer journey, you’ll certainly be eager to begin seeing results. The most consequential step you’ll take in this whole process (other than choosing to work with IMPACT) is hiring your content manager.

As fast as you want to move, this is a hire you have to get right. (If you’re still looking for the right candidate, this course will help you interview and hire the best fit for your company.) 

But if you’ve moved past that step, with an accepted offer and a penciled-in start date for your new content manager, you’ve now got another challenge: How to get this person up and running to be the voice of your company.

The good news is this: Within four weeks of the day you hire your new content manager, that person should be fully onboarded, producing three articles per week and confidently representing your brand in written content.

To get to that point, this new employee needs a balance of training and support. If you follow the right steps, your content manager will feel challenged and accomplished without feeling overwhelmed.

So, how do you get your new content manager comfortably situated in their new position?

The key is frequent touchpoints, supportive accountability, and trust. 

  • Make sure you’re checking in regularly — once a week formally, with frequent informal checkups in between.
  • Make sure this person is clear about what they need to produce, as well as the process they’ll need to follow to produce it.
  • Make sure this person feels trusted to figure out their own way to produce content and to develop their own writing voice.

Micromanagement and impatience could lead to an unhappy, unproductive employee, so do your best to get this right. 

This article has everything you need to get your new hire onboarded:

  1. A deep look at the “why” behind the onboarding process.
  2. How to prepare your company for the cultural shift that a content manager represents.
  3. A week-by-week onboarding guide so your new content manager doesn’t miss a step.
  4. Essential relevant resources to round out their learning.

If you’re about to bring on a content manager, bookmark this page. You’ll want to come back to it to check your progress.

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What Is a Learning Center and Why Does My Website Need One?

There is a good chance that your business blog will be bad.

Lots of companies totally miss the mark in their blogging style. I’m here to tell you now that what many of them are doing is wrong.

Oftentimes, organizations see their blog as a place for occasional ads and other kind content like Meet the newest members of our team! or Summary of the annual fundraising.

We need to reimagine what a blog should be.

Now, I’m not saying these topics aren’t important – I’m saying that Not likely to resonate with your target audience. In other words, this content will not make it easier for your customers to buy from you.

To actually impact your revenue goals, your blog should only accomplish one thing: Educate your customers about what you’re selling and why they should buy it.

This does not mean that your blog should be filled with ads for your offers. Ads are biased, and only offer one solution to a customer’s problem.

No, your blog should contain factual and honest content that helps your customers make the right buying decision for them. (More on this in a minute!)

However, when your blog is viewed as an educational resource, you quickly run into another problem. How do you organize all this content in an intuitive and easy-to-navigate way for your site visitors?

At IMPACT, we help our clients create ‘learning centers’ on their websites to solve this very problem.

In this article, I’ll cover the basics you need to know about learning centers:

  • Why useful content is the best way to connect with customers.
  • How the Learning Center helps your visitors find the information they need to become customers.
  • How do you add a learning center to your website.

Let’s dive in.

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Who Should Be On Your Content Marketing Team? 5 Critical Positions

Something magic happens when businesses find and hire the right content marketing team. When the team is finally in place, and the content creation process is figured out and chugging along, that’s when the traffic, leads, and sales begin to really take off.

Putting these teams together, however, isn’t always as straightforward as it might seem. It’s important to have the right people in the right roles from the start — at least if you’re going to see the type of results you’re looking for.

Many of the business owners or team leaders we speak to aren’t confident about which content marketing roles they really need to hire in-house, which they can hold off on, and what skill sets should be paired with each. But, over the years, we’ve worked with hundreds of companies to grow their businesses using the They Ask, You Answer approach to inbound — and we’ve helped our clients put together some incredible content marketing teams that have generated big results.

We’ve seen these content marketing team structures work for our clients, who have grown to generate millions in revenue, and we’ve also seen these content marketing roles work for our own growth here at IMPACT.

So, whether you’re ramping up your content marketing efforts in general or implementing They Ask, You Answer for your business, a strong content marketing team couldn’t be more important to your success.

In this article, we address what you need to put together the best content marketing team possible, including:

  • Why you need an in-house content marketing team.
  • The ideal content marketing team structure.
  • The one step you must take before hiring anyone for your content marketing team.

Ready to finally succeed with content marketing by hiring perfect-fit candidates for the exact roles you need, and avoid hiring those you don’t?

Here’s what to know.

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Asia Pacific Motor Insurance Market Overview, Size, and Competition: Ken Research

According to the analysis of the report,Asia Pacific Auto Insurance Market 2020-2027 by Policy Type (Liability, Comprehensive, Collision, Personal Injury), Premium Type (Personal, Commercial), Distribution Channel (Brokers & Agency, Financial Institutions, Direct Sales, Other), and Country Trend: Outlook and Growth Opportunities” It states that the auto insurance market in the Asia Pacific region is expected … Read more

Why Can’t I Just Read ‘They Ask, You Answer’ and Become a Coach on My Own?

Think of it this way: There is nothing stopping you, for the time being, from becoming an expert in the stock market. Or a real estate agent. Or the world of Shakespeare. Depending on where you live, You can even become a lawyer Without spending a single day in law school.

If you choose to pursue one of these areas of expertise, you can find all the necessary educational materials online or at your local library. You can read everything, study and take an exam if necessary.

All you need is a library card and some diligence.

But you won’t.

The reason why so few people pursue these kinds of things on their own is simple: Learning is more successful when you have a guide and a course of study.

And it’s not just the experience that’s the best. The results are also superior. You’re more likely to pass the bar if you go to an accredited law school, for example.

According to Harvard University Professor Eric Mazur, the effectiveness of Learning doubles or triples when this learning is interactive. In other words, when learners discuss, debate and exchange notes, the process is significantly more productive.

to be Certificate they ask, you answer coach It is an experience full of rich learning opportunities that cannot be replicated by reading the book and trying to do it yourself.

If you are interested in becoming a coach ask, you answer so you can revolutionize the way you work with clients, there is only one path forward: working with the IMPACT team to earn your certification.

The certification process has been carefully designed to deliver value that you cannot get anywhere else.

Below, we will detail the aspects of the program that contribute to the unique learning and growth our training candidates experience, including:

  • Why they ask, you answer Training is much more than a marketing framework.
  • How our candidates benefit from Impact’s past mistakes.
  • The value of feedback, discussion and role playing.

Keep reading to see how our certification program offers more value than you could possibly get on your own.

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