How to Manage Relationships Better As a Social Media Marketer

One of my biggest fears as a Social Media Marketer used to be the people. I was scared of trying to sell something to business people. But I learned very soon that you should never try to sell anything to anyone. You need to build relationships. Let me show you the fundamentals of building successful and productive relationships.


Don't sell, build relationships.

First, never sell anything in your entire life. What I mean by that is simply that you should never focus on trying to sell something to someone. I'm talking in terms of you as a marketer to your client.

Sure, we want to end up working with them to fulfill a part of our why (See post on how people still get their why wrong), and for that we need to sell them a service. But if you keep your why at your core, you build relationships, you don't sell a service.

Selling your service as a Social Media Marketer should never be hard selling. You need to have a conversation about problem solving with your client. You need to be the person to solve their problem, and they need to be the person you want to work with. So, having gotten that seemingly obvious, yet forgotten value out of the way. Let's move onto how to manage people. Not just in a business setting, but also in life in general. Being able to manage people will garner you great results in your quest to build

relationships between yourself and others.


The Four Steps To Great Management

Adapt to Change - Even These Steps

You need to be able to adapt to change while the change is still happening. Don't be a rock in the stream of change, flow with it. You hear all these business and management techniques till your ears start to fall off. In just a few years, those techniques are useless. So keep in mind that these management techniques I'll be sharing shouldn't even survive for a year as they are now. See these techniques as a foundation, and change them as your industry changes.

Setting Mutual Goals

You need to let people know what you expect of them. If you or they don't know what you are expecting from each other, you'll go on doing your work hoping you're doing the right thing, or in the more terrible cases, hope you are not doing the wrong thing.

Get together and create goals collaboratively. Make it knows what is expected both ways. Each main goal shouldn't take more than a paragraph to describe. This is so that the goal can be quickly looked over and revised, and you can thus determine whether what you are doing is contributing to the goal.

And just like that, setting goals, summarizing them, adding a date to them, and revising your actions in coordination with the goal, you know what to do, and you know if you are doing it.


Catch People Doing Something Right

Someone is doing what is expected and moving towards the fulfillment of a goal? Praise them for it. Tell them specifically what they are doing right and tell them how it makes you feel. Take a pause for the praising to sink in.

Then encourage them to keep on with the great work.


Don't wait until some meeting to tell or hear from someone everything you did wrong and what you need to do differently.

Catch people doing something right as soon as possible, praise them, and encourage action that deserves praise.


People's Mistakes Don't Define Them

If someone is doing something wrong and not using their time effectively to move towards the goals they set, immediately tell them what they specifically did wrong and tell them how it makes you feel. Pause for a moment for them to realize the consequences of their actions. Then tell them that the mistakes don't define them as a person and that they can do better. Let them know that you still want to see them succeed.

They won't make the mistake again, and they'll feel damn good that they weren't attacked for it. But it's crucial that you make sure it is truly something they are doing wrong. If you catch them doing something wrong, but it doesn't actually effect anything negatively, is that really them doing something wrong?

Be tough on behavior, but supportive of the person.

If you want a more in depth expiation of why all of these things work, you can read the book, "New One Minute Manager" It's a very short book.


In Conclusion

  1. Adapt To Change

  2. Set Goals Collaboratively

  3. Catch People Doing Something Right

  4. People's Mistakes Don't Define Them

Please comment below if you have any ideas to ad or if you want to challenge the above ideas. I'd love to have a conversation.


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