The Secret To Online Marketing

As a small business owner where do you start with online marketing, what is really going to get you the results you’re looking for and the sort of return your business needs. We have touched on previous articles all the different ways you can actually market your business online, so let’s do something a little different.Let’s look at things a little more general and really get into what the secrets of successful online marketing, really comes down to.There are 5 keys to ensuring your business can grow through the use of online marketing strategies. Let’s take a closer look at each one.1. You Must Hit The TargetBeing relevant is the most critical part of online marketing. You got to remember that in the online world a billion people have the potential to see your site, content and business. Unfortunately depending on what business you have you can’t cater for a billion people and for most businesses they can’t cater for people outside of their geographic location. Your website and the way you promote it, needs to be as relevant as possible to your target market. Otherwise you will be paying for traffic or getting leads from people in which you can’t do business with. Not a smart way to grow. You have to remember that traffic to your site that doesn’t automatically turn into paying customers. Taking the time to research your target market thoroughly and what makes them tick will save you a lot of wasted resources.2. Always Measure and Test Your ResultsEverything you do online in the marketing world you should be testing and measuring its effectiveness. This at the start should be daily and weekly and then could ease off to monthly. The online marketing world changes day to day, new inventions are created, new traffic forms are generated, so you need to ensure you’re watching what is going on. If something isn’t getting the results you want, ask why, do some more research, make simple little changes and see if the results improve. Businesses that succeed at online marketing are those that are willing to test and measure and make changes as required.3. Take ControlI have said many a time that business owners should be spending 80% of their day on marketing and sales. Doing activities that will create sales that will build the business profile and that will generate leads. As a business owner writing your own blogs, doing articles, video’s, building relationships, being on social media should all be at the for front of the weekly activity list. Not only does this ensure those crucial activities are being done but it can save you a lot of money to spend elsewhere.4. Set Your Key Performance IndicatorsIn order to get the most value from your online marketing spend you need to monitor your results on a regular basis. You need to set key performance indicators and you need to be hitting them weekly. The online marketing world is very fragile and you can’t know what is going to happen next. Things can change very quickly, you might be getting great pay per click conversions one month, and the next they are dreadful because your competitors have altered their strategy and effected your results. Set weekly, monthly and quarterly KPI’s5. Invest In YourselfMarketing online does not take an abundance of time, it really is a magical myth out there that to be online you need an extra 6hrs in a day. In our business marketing online takes approximately 1hr per day and we complete the following. – Social Media updates for 8 pages – Blog written and posted – Articles sent to over 10,000 article sites – Video shot and sent to over 300 channels – Forums checked and questions answered – Relationships targeted or continued to be builtSo you can see a lot can be achieved once you systemise things. The most important thing you can do is invest in your own knowledge and education on the topic. This means you can take control of your own business, if you can complete the tasks rather than outscoring them, you can save your business tens of thousands per year. To think a 10k course to save you 50k over a year, knowing you have the knowledge and education for the rest of your business life. To me it’s a no brainer.

Is Learning Tennis Important?

Learning tennis can start at various ages. Some pick it up at a tender age of 3 – 4 years old. Others do not have the opportunity until later in life. Nevertheless, learning tennis is important for all ages, especially for kids for the following reasons and arguments:• Tennis is a form of exerciseNo matter how you see it, tennis will always give you some cardio work out which makes it a form of exercise. Tennis involves running, sprinting at times, stretching for the ball, power and grace. It not only requires physical agility but mental prowess as well. I thoroughly enjoy tennis as it gives me a good work out;• Tennis stimulates the mindFor most people, tennis is merely a physical sport. Nothing more. But, if you look closely, you will realize that tennis requires more mental toughness and mental alertness than one would think it requires. For the competitive player, it is easily more than 80% mental than physical. Choosing the correct shot at the appropriate time is more important than just whacking the ball hard. This requires the mind to be nimble and agile to quickly discern the appropriate shot to make in order to win the point.


• Tennis improves your social network and self esteem.We are all human beings. We require to be amongst people. Tennis will give you that opportunity to mingle and interact with people in a fun and engaging environment. It will help you to form or enter an already established social group. It helps to build you up as a person too. Not all of us are champion tennis players. That said, being able to hit a tennis ball well at times certainly gives me a sense of satisfaction and raises my self-belief a little more. It allows you to make more friends and feel that you belong.• Tennis improves your mental toughnessTennis, unknown to most players, requires one to really focus and execute an action within a split second. For competition players, tennis helps to improve their self worth and esteem. One has to be able to lose graciously, pick one self up and move on in life to the next match. Losing helps to humble oneself. It teaches one how to lose and yet be happy about it. One has to realize that here is more than life than just winning.• Tennis is good for young kidsIf you have the ability, let your kids try tennis at a young age. It will help to build them up physically and mentally. Tennis will open doors for these kids ie they may be able to get scholarships to various universities. It will help to toughen them up mentally. Of course, the physical aspects of tennis training will also make one stronger and fitter.• You could learn tennis and be a coachTennis can be a means for making a living for some. Ideally, a competitive player, once retired or being injured could decide to take some coaching courses and become a tennis coach. Coaching can be rewarding financially but more importantly it can also be beneficial emotionally as you see your charges grow up to be men or women of stature in society. For some, tennis could give you an extra bit of income while you are studying in university.


• Tennis can be a businessApart from being a coach, there are many business aspects relating to tennis. One can open up a sports shop selling tennis gear and equipment. You can sell tennis rackets, tennis shoes, tennis bags and many other items related to tennis. You could start and run a tennis club with membership fees. It can be quite lucrative and fun at the same time. Organising tennis tours to various tournaments globally can be another venture to look into.Ultimately, if you ask any tennis enthusiasts what he thinks of tennis. You will get the answer that tennis has become a part of his life because of all or some of the reasons above. So, what are you waiting for? Sign up for your first tennis lesson and you will not look back again!. Happy Playing and Learning!

Benefitting Health With a PhD in Health Education

Imagine this real case scenario: In Africa, many people die daily due to malaria. This can be avoided by the use of mosquito netting, which protects the malaria-carrying mosquitoes from biting them. However, people are still ignorant and uneducated about how these nets can save their lives, and go on living without them.Now, picture this: If the people in Africa were educated from young about the dangers of these deadly insects, they would take precautions to save themselves. If, with that knowledge, they also knew that mosquito netting can reduce the number of incidences, many would be alive today.


As the examples given, the education of living healthily is extremely important. Even without such an extreme case, health education helps us maintain a healthy life. Health education refers to learning about how health can be promoted, restored, and maintained. ‘Health’ does not only refer to the physiological aspect; it also includes the psychological and spiritual aspects.A profession in this field is where one educates others about health and wellness. Being in this profession demands a big heart and dedication towards helping others live a good life. While many might come in as volunteers, having a PhD equips you with the proper knowledge and credentials to educate others on health and wellness. You will also be able to conduct researches, formulate, implement, and evaluate health interventions, one like the mosquito netting example. Of course, this would mean that you would continuously be monitoring and correcting interventions so that society will be more aware of their health, which on the long-term is beneficial to our future grandchildren as they would have known how to live healthily.


Lastly, with a PhD in Health Education, you are also able to advance your career in the field of health education. This field is never outdated as our society is constantly seeking methods to improve their lives and well being. At the same time, you are also able to discover ways to improve your own mental, physical and spiritual health.

The Role of Change Management in Successful Information Management Solutions

IntroductionImplementation of Information Management solutions necessarily brings change to any organization. Business practices, role and relationships all affect the way in which people work and interact on a day-to-day basis. Whether the driver for implementation is for productivity, compliance or risk reduction there is always the need to consider what impact there will be on user communities.Document and records management practices in organizations are not often front-of-mind for most managers and employees and asking them to think about information in a different way or even at all, as a corporate asset requires a fundamental mindset change. This will take many employees out of their comfort zone, impact on their confidence and competence to perform the work and creates a situation where individuals can sense a loss of control in their work context.It is natural that most people initially react with caution with concerns about their future, security and where they will fit in to a new order of things. In any group there will be 10% who are excited by the prospect of change and at the other end 10% who will resist change regardless. This means that there are 80% who can be influenced one way or the other.The successful implementation of an information management system extends far beyond the design and implementation. It extends beyond the support and operation. Effective information management requires a fundamental mind-shift by stakeholders and everyone in the organization that relies on information in their work activities. This shift needs to be carefully executed to create a requisite culture in which information is appropriately and thoroughly managed as a key organizational asset.What is Change Management?Change management is the art of influencing the majority to positively accept and commit emotionally to the change. Many of the issues arising as a response to change can be real or perceived and are closely related in a cause and effect network. Either way, they need to be addressed to avoid resistance or rejection of the change. This requires a combination of communication, understanding, mentoring, coaching and general support with the aim of building trust. It is from this position of trust that the task of building the work culture required for successful information management begins. The ’4 Cs’ of change management help us think about the change from an effected user point of view.Comfort People are creatures of habit and develop patterns of working within a comfort zone of daily activities.Control Changed practices may cause a loss of control over daily routines and activities. This may come through changed reporting lines or responsibilities which can evoke a level of discomfort.Confidence The introduction of new practices may undermine employee confidence in their ability to perform. Some may see this as challenge, for others it can be stressful. Often the introduction of computer equipment is something that can be discomforting. Some people, particularly older workers may have no experience with computers and can cause self doubt over their abilities to learn the new skills required.Competence To be able to operate in a changed work environment there is always an element of re-skilling required. This necessarily means that current skills, often developed over an extended period of time will need updating or may become redundant. This uncertainty can impact on an employee’s competence and ability to perform.The management of the complex web of responses, issues and perceptions requires focused attention. The skills of a change manager are built on an understanding of human behavior and the change manager’s role is to assist people to understand the change and what it means in personal terms and has been proven to be a significant success factor in building Information Management capability.Why is Change Management important?As volumes of information inevitably grow and our regulatory obligations increase amid the ongoing business pursuit of productivity, we cannot afford to waste the opportunity to exploit the benefits of information management solutions.Studies repeatedly show that a key risk in the success or failure of information management solutions is stakeholder resistance to change. Through an investment of time and effort in preparing the user community for the coming change the chances of resistance are lowered. In short without a disciplined approach to managing stakeholders through the change then realization of anticipated benefits is put at risk. This has impact on business productivity, staff moral and the bottom-line. So it would seem logical for us to deploy our information management solutions in the most effective manner.Some common Change Management pitfalls of an IM solution implementation


We are seeing an ongoing consolidation of the information management vendor community and a subsequent convergence of the underlying technology. There is a growing recognition by organizations that an information management capability is needed. Further, audit activity frequently highlights any shortfalls in performance and organizations react accordingly.The selection of an information management solution is an important corporate investment and common pitfalls addressed by change management include:Focus on TechnologyIgnoring the emotional needs of users in the rush to get the technology in place can create a real project risk. Many organizations with an information management solution already in place experience a negativity of opinion towards the system. Often the cause of this perception can be traced to an initial technical implementation focus that neglected the needs of those who consequently struggled to apply new functionality in their work activities. An effective change management approach including awareness building and communication can turn this perception around.Recognition of the Business importance of InformationThe low profile that information management has in most employees’ minds can be an issue. We are all busy and in the scheme of things ‘filing’ is not front-of-mind for the majority of employee’s striving to keep pace with everyday work pressures. Document management and filing, can fall down the priority list partly because of work pressures and partly because of limited awareness and can be seen one of the things that ‘should’ be done’ rather than something that ‘must’ be done.Organizations recognising the business value of information as an asset can then raise awareness of its importance and manage it accordingly. An increased awareness of this importance should also influence the planning of information management system deployments.Business Case and BudgetThe business case for information management is focused on risk, mitigation, and productivity. However; many benefits are intangible and have an indirect impact on the bottom line. Unfortunately associated costs are very tangible and visible.Consequently, there are challenges in the development of the business case as it can fail to excite the financial fundamentalists who view the whole undertaking in terms of an unavoidable cost that must be minimized. For the uninformed, change management activities can be seen as non-essential and result in budgets being set to minimise cost adding to the risk of failure.Although not unique to Information management implementations these above factors can create significant project risk. Change Management techniques are designed to address the human behavioral issues that can adversely impact on project success and as such, are a necessary inclusion in any deployment activity.What are some Change Management best practices for an IM solution implementation?When it is apparent users are not participating in Information Management practices an objective assessment can identify a way forward that is usually cost effective and will meet organizational needs within a much shorter timeframe. This assessment must take an independent and holistic view of the situation from multiple perspectives.This assessment must identify the root causes of any associated issues and develop a clear strategy to build the information management capability required. There are a number of common elements that have emerged as issues with information management implementations that have nothing to do with the incumbent technological tool and the strategy developed must consider how these are to be addressed.The capability assessment framework enables organizations to holistically assess information management practices and to identify improvement opportunities that will build capability. This is achieved by benchmarking current organizational practice against best practice in each of the dimensions of the framework. The best practice benchmark criteria in the framework have been identified through experience with multiple organizations across industry sectors and geographies, and are augmented through industry collaboration and global academic research outcomes.The dimensions of information management identified in the framework are defined as follows.StrategyBest practice organization’s should have a clear strategy relating to its management and use of information The strategy clearly defines the content and structure of the information, how it is to be governed and applied to support the primary business strategy.ContentWe can assume that most organizations have the information content that is required to manage their business. If this is not the case then it is difficult to envisage the organization operating successfully or at all. However, most organizations suffer from an ad-hoc approach to the management of this important asset. Best practices relating to managing this content start by having an inventory of the content, a consistent architecture governing naming conventions, taxonomy, where content is held, how content is held, i.e. hard copy soft copy formats and who can access what categories of information.ProcessDue process governing how information is created, stored, accessed and communicated is fundamental to the governance of enterprise information.Governance is the combination of processes and structures implemented at management level to inform, direct, manage, and monitor the information management activities of the organization. This consists of clear policy, procedure and business rules guiding information management practices. These must be developed in context of the organization’s business activity and be clearly communicated to stakeholders.Information management governance also includes the development of business classification schemes, taxonomy, naming conventions and rules governing the creation, storage, protection, communication, sensitivities, use and appropriate destruction of information.CultureThe manner in which information is treated and perceived in an organization is reflective of organizational culture. Best practice organizations have clear understandings and norms recognising the importance of information as an asset. This mindset needs to be pervasive across the organizational culture and is fundamental to induction and staff development initiatives.Change management during information systems implementations is a clear best practice aimed at creating the cultural awareness and mindset required.RelationshipsOrganizations operate within a network of relationships with stakeholders. These stakeholders include customers, suppliers, regulators and industry bodies. Best practice organizations have clear understanding and service level agreements with other stakeholders in order that corporate record keeping obligations are met and to ensure information is shared appropriately and to the level required to maximize efficiency.ServicesThe application of Information as an asset is fundamental to the services or products offered to the market place. Best practice organizations embed value-adding knowledge and information into services to maximize attractiveness and utility. Corporate discipline ensuring the validity of information shared is necessary to mitigate risk of non-compliance and avoid potential litigation.TechnologyInformation technology is fundamental to the management of the information asset. Clear and consistent architectures, data and information structures, security and operational tools indicate a mature approach to information management. Best practice organizations have clearly defined architectures.Change Management Best PracticeThe capability assessment framework facilitates benchmarking against specific best practice indicators. The absence of any of these indicators provides an opportunity for the organization to improve. Over and above these specific indicators the following themes have emerged as overarching best practice in change management as information management capability is developed.GovernanceAs discussed above governance is the combination of processes and structures to inform, direct, manage, and monitor information management activities. This includes effective record keeping practices. It is important that organizations develop governance practices as early as possible in implementation projects. This often means putting governance in place prior to specification, selection and deployment of a technology solution. This has a double benefit. Firstly: stakeholder’s become familiar with information management expectations and the requisite culture begins to develop; and secondly; the organization gains the opportunity to refine its governance structures prior to full deployment.Information Management SystemThe selection of an enabling information management technology to meet performance and functional requirements should follow a diligent approach. It is best practice for selection criteria to consider wider information management architectural needs. The functional richness of available solutions can allow the retirement of duplicative products providing islands of functionality. Workflow or WebPages are common examples of these islands where products have been acquired for a single one-off purpose and are unable to integrate with core applications. Once configured and deployed the new infrastructure can provide the opportunity to create an integrated technology architecture thereby reducing support cost.PilotsThere are many examples of high cost, high-profile failures in the information technology industry. Often this can be traced to over-ambition and a big-bang approach to deployment.Implementation of Information Management capability within well defined scope delivered in incremental steps provides many benefits. Primarily incremental implementation through a series of pilot deployments allows adaptation of the solution based on real experience before attempting to conquer the world. Many organizations are benefiting from the adoption of this approach.


User FocusThe inclusion of change management activities focused on preparing stakeholders to take on the reformed work practices mitigate against risk of stakeholder resistance. This involves considering the emotional needs of all stakeholders to ensure that they feel in control, are comfortable and have the confidence and competence to execute new work practices. For many stakeholders the learning of new skills and changed role and responsibility provides enhanced career opportunity.ArchitectureMost of the solutions available in the marketplace offer rich functionality to manage documents and content in a web-based environment. Full use of the functionality on offer can simplify the technical architecture and realize savings in licence and administrative cost further justifying investment.Change Management Roles and ResponsibilitiesThe change manager works very closely with stakeholders and it is important that relationships based on trust are established. The personal attributes of a successful change manager are empathy and patience. The role and responsibility of the change manager is focused on understanding stakeholder needs, building an awareness of the need for change and supporting these stakeholders as they transition to new work practices.Some key responsibilities for the change manager include communications, setting up reporting and communication channels, participating in business process reform, workshop facilitation, staff training, mentoring and awareness building. In short, any activity that interacts and prepares the user community to participate in reformed work practices.Regardless of the scale of undertaking information management projects require a change management capability. In large scale projects there may be dedicated change management resources. For smaller scale projects this role may be a part-time or shared responsibility. The change management role can in many instances be a shared role across the development. Sometimes this can be provided through a corporate change management function. Regardless of how the role is resourced it is essential that it is included.Many routinely conducted project activities such as workshops, interviews, training and presentations are in fact change management opportunities as these events they are interactions with stakeholders. They therefore present the ideal opportunity to develop the relationship of trust between the project team members and stakeholders.It is important to avoid the situation where contributing stakeholders feel as though they have been sucked dry for information by technical people. This can be avoided through the development of awareness of the importance of the project team/stakeholder relationship thereby maximizing the value of this contact time.Further, ‘champions’ can be identified from within the stakeholder community. This provides a critical change management input. As these champions are representatives drawn from the stakeholder community their roles can be a very influential and positive contributor to project success.SummaryResearch shows proves that higher levels of user acceptance and greater use of installed solutions are achieved when deliberate change management activities are included in the implementation work plan and life cycle. Best practice in change management is focused on the early involvement of stakeholders and on building a trusting relationship. Accordingly, leading organizations have recognized its importance and routinely allocate resources as projects are plannedFor most organizations there is the opportunity improve information management performance. A place to start is through a benchmarking assessment of information management capability against best practice to identify how to realize available benefits by learning from the success of others.This paper has emphasized change management and the resultant outcomes and opportunities as best practice. The selection of an information management solution is an important corporate investment. For those organizations considering implementation and for those that have current infrastructure in place, there is the real opportunity to maximize return on investment and to create a work culture that displays the requisite information management behaviours.