Your Marketing Career Success Kit

1. Intro: Hi, I'm Erik Arvidsson. I'm the co founder of the marketing Help that CEO. Where the number one resource for practically managing your marking career. Now, Jeff for wonder. Did you ever wish there's one resource you could go to? They help you navigate the struggles off starting in advancing your marketing career? Well, this course is meant to be that resource and welcome to the Marketers career success kit. And this course has been based off of my experiences over the last 25 years in various marking holes. And I want to bundle together all that I've learned tips, tools, templates from people I've worked with and work four and put it all together and provided to you and help you identify how the best start in advance your own marketing career. So let's get started. 2. Your Marketing Career - The Starting Point: welcome to the first lesson in today's course, so this lesson is gonna focus on taking inventory on getting started, and we're going to do in this course, identify how to provide some more context on where and how to look for your next marking role mean you're you're just getting started or you're someone who's in a marquee enroll and you're looking for your next career challenge. So what I want to do is start with what I call kind of the six influencer segments remarking career Now over my career, working with a group of and also work with a group of hiring managers that just hire for marking roles in conversations with them, I realized there really are six key factors that someone considers one looking for a marking role in This is over years of interviews and talking with with, um, marketing candidates across all positions, and it really comes down to these factors that can provide somebody with more direction on When you're looking Teoh, start looking for your career or looking for your new marketing opportunity. So it's these six factors that somebody wants to consider before making that search. Now, when you break these down real quick. So title obviously, is something that is important to some folks. Typically, it's gonna be for someone who's more in a marketing role currently and looking to extend or advance themselves to that director or above titles company. So, you know, some people just want to work for a specific company with its Facebook, Google vein or media. An agency in your in your local town or big New York agency, like there is value in having that sort of focus makes his location. Now, for whatever reason, maybe it's you want to be close to family or people gonna ranked this high If the way it was the family or commuting, it's that they don't want to do. These are things that factor into location and salary. You. Obviously, everyone's to make more than they're making now or when you're looking to get started. You want to make a certain level of income for that first marking role. That's that, Well, that's what comes in into salary here. So challenge, which is actually my personal favorite, is you know, this is a segment, and the factor on you want to focus on being a sponge and just want to learn new things. Or if you're currently in a marketing role, you can leverage your experience to sob, you know, current or new problems for a certain company. So that's that's where challenge comes in and there's balance. I mean, let's be honest. A lot of companies nowadays are talking about perks and benefits tied to work remotely and work from home. So balance, maybe something that's key to you. But again, it could be not just work life balance. It could be other things that are involved with that in terms off. Maybe if you're working a second job and you need that flexibility. But balance is something that comes into play here as well. So we take these six segments, you know, a great exercises, then to prioritize B six segments. And when you're prioritizing them, what happens is you should only focus on the top three. So, given your current situation and what you're looking to do and what specific to you, what are your top three? So here a couple examples. Let's say if somebody were to rank your company salary and location is their top three segments. What that could tell me is that they want to make a list of companies important, then define that that that list of companies. What are the top three companies, Uh, that you want to focus on working for and then for salary, location. You know, a good resource would be to check out things like salary dot com or Glassdoor dot com to get a sense for what that company is paying for specific roles. On the other hand, if somebody's ranked these six factors and they come up with a challenge, balance or title is the top three. Well, then there's more of a need to focus on job description. Do you want to identify where there is a challenge that excites you, or where you can leverage your experience to help that company out? So, someone with this ranking or challenge at the top maybe focusing on those job descriptions first again, independent of company, cause that's not really a factor. But also, when it comes to title, let's say titles it in the top three, you connecting with with some people that have that title already because he'd be a great resource to talk to someone that has that VP of marketing title on. There's lots of ways to connect with those folks again. If this bulls down to be your top free, this is a helpful exercise, and I'm going to actually ask that you do. Your own ranking is part of this lesson. So I get to that in a little bit. Next, I'm gonna talk about you know, another thing that's key when it comes to ah, starting point for when Teoh you know how to look for that marketing role. Something to be aware of is your behavioral tendencies. And if you're a student or looking for an entry level role, maybe ST yourself like I know I want to be in marketing, but I'm just not sure which role if you're saying that this is a great exercise for you. But if you're in a marketing role, you may be saying to yourself, You know what? I've been in this role for 2345 years. I think I want to try something new or I just want to audit. You know, kind of what my behavioral tendencies are, because I may be doing a specific role that doesn't necessarily align with how I tend to behave if this is you, that's that's asked this question or said those things to yourself. This exercise is going to be helpful now what you see in front of uses based off of Ah, it's a report and a framework based off of, ah behavioral test known as the disc Reports and Disk is a acronym that stands for dominance, influence, steadiness and compliance. And what happens is you answer a couple of questions, and this test, actually based on how you answer questions, will plot you somewhere on this disc framework. I'm certainly simplifying this, but I think there's a lot of value and tying this sort of behavioral report to identify in which market and rolls you may be best to align with. So what's interesting with this report is, you know, the marketing roles actually do a line with some of the behavior sets here, So if you're someone who's outgoing, you're very people ranted, and your report tells you that you're more of an eye in this. Then there's roles like business development, maybe a PR manager, maybe a social media specialists. Those might be roles that you should be considering again based off of your natural behaviors. But if you're something like to be behind the scenes and maybe you're not a people person, you just like data you like. Numbers, maybe like to focus on things that are more task oriented. Then there's roles like Anesi Oh, associate, maybe a data analyst. Those could be roles that are more aligned with you now That's the beauty of this test is. You may be thinking that you're an eye in the mess when you're actually a D or C, but that's that's the beauty here. So at the bottom here, there's this your l go to that your l take the free test and see what what comes up and see how you rank in which behavior tendencies are matching with you nuts. It's the 14 question test should take you a couple of minutes to complete, but would certainly be curious if anybody wants to share what came from that test in terms of what your behavioral tendencies are now, when it comes to starting points, looking for that marking role here is just a couple of resource. Is that included? You know, now that you may have some more context around your six factors, and you may have some ideas about your behavioral tendencies and kind of what makes you up in terms of how you tend to react or, if you're more ah, people, person or not. But aside from the obvious places to search in d dot com, zip recruiter. Yeah, sure, they're definitely places to check out one looking for marking roles. But I've included some other ones here that are maybe not as well known or, um, other resource is that can help you really find more of those specific marking roles that are available. So check these out. And if there's one missing here that you've been using or you know off that is not included , go ahead and add it to the comments. Time to this course. So as we conclude this lesson, there's some to do's here and what I love you to do here for this, this lesson is go ahead and rank your six segments, and the thing that's most important about doing that is, you know, ask a friend someone that you trust someone that knows you on a personal or professional context. Ask them to rank your six segments and just say, Hey, you know, based on what you know about me, can you rank these six things? And what do you think is important to me? When you rank yourself in, someone else ranks them for you? You'd be surprised at the results because what you think is important, man, if you would, they think you think is important. And it opens up a good conversation to make sure that you have the right things ranked. Now, after you do that, But I love you to do is post in the comments. What? You're six segment rankings are, and based on that, how is that going to shift your starting point for your marketing career? Does it change anything? Does it tell you what you already knew? You know, what can you take from that to take that first step in your starting point? Then? Lastly, if you want to, this is this is not mandatory. This is more voluntary. If you want to complete the free disc assessment and you want to share your results, post those in the comments as well. Love to hear what came back and what you plan to do with that information from the disk questionnaire as well, because I think you may be surprised in terms of where your behavioral tendencies are based off of that that quick test. So that's all for Lesson one and can't wait to see your posts in the comments about your six segments and what came of the free disc assessment. Thanks for joining. 3. Your Marketing Interview - How to Prepare: Okay. Welcome toe lesson to now. Have you identified which marketing company or roll that you want to pursue? Based on lesson one, let's focus on how to prepare an ace that marketing interview. So I've surveyed over 100 hiring managers who just hire for marking roles, and the information they got from them actually helped influence the next three lessons ever going to go through. But my goal for the next three lessons around the marking interview process is to equip you with these insider tips that came from folks that hired marketing roles in addition to myself, so that you can stand out from other candidates and we'll show you some things and give you some guidance on how to prepare that. I can almost guarantee that most other candidates are not going to do so. You know, a couple things you want to research and research is really the key to helping to establish credibility for yourself in the interview. You know, preparation is king, and in order to be prepared, you want to look for the right things, and the first thing on a research is the company, and the goal here is really just get back story where the company come from, who owns the company? Just really be versed in how the company came to be And all that information is very available. Just doing a couple of searches. So some tools you can use. Crunch base is a great resource. Glass doors a great resource, just googling the company, but also the company. Just news on the company can can give you some insights. You know, one thing that I love to recommend doing is setting a Google alert for the company that you're interviewing with, Um, and not just the company name, but think about the CEO is a prominent figure. Look for that person's name or, if you know, the name of the person hiring for the role set a Google alert for their name because that's going to give you some kind of automatic information that many people aren't really thinking of looking for. So research in the company's gonna be a great starting point. Then you want to research the business. What is that? The landscape? What is the flavor of the business that this company is involved in? Who their competitors do? They have any key partners can you take a guess on their target audience? And there's ways to do that just by looking at, you know, their entire presence. Do they have any industry gurus or influencers that are key to their business? And you'd be surprised. But you find that name of that company can certainly again show that you prepared by looking at the right information. And when you're researching the business, you're really just trying to get a sense for how are they generating demand, or how they generating growth from a marketing contest cause chant again, you're interviewing for that marketing role. Looking at this specific information is going to be helpful to be equipped and prepared to talk about marketing challenges that they may have or marketing challenges that you can help themselves. The next thing is researching the interview panel. Now I know often times you won't get access to this, but there is no harm in asking your recruiter or the HR person you're working with for that information. Just to get a sense for who's gonna be in the room and lengthen is gonna be your go to source for this to just look them up and when you're looking them up, what you're trying to do here. Just just get some information is gonna be great, you know, fodder for, you know, small. There's always small talk conversation before the interview after the interview, walking back out, toe the reception desk or something like that. But if you're able to know where somebody went to school, their hometown schools that were interest that they have or accomplishments that they had just a great wages show that you took the time to get to know them mawr some of the best candidates I've ever interviewed or the ones that went beyond just what's on the website and they started talked to me about things that I've done that I've posted on my LinkedIn profile. That is, I can guarantee something that most candidates we're not gonna look into. So searching linked in for that interview panel who's gonna who you're going to be talking to is key, and this is my Actually, my most favorite part of researching is researching the marketing footprint, and there's a lot of free tools and give you some insights that you can start building some ideas about how companies marking themselves or what sorts of things were tested in the market from Mark being context. So becoming his company's marketing brand is actually again going to serve you well, because you're in there for discussing the marketing role. So free tools that exists moat dot com is a great way to look at display ads built with and show you what tech is being used on a company's website. Similar Web is a free tool that will show you traffic sources and stats on. But if the company is a small company may not show up in similar Web but worth looking into . You could always join the newsletter of that company because that will give you some insights and some things that pull into that conversation. So researching the marketing efforts of this company can quickly, well, now insights on, you know, data pool in advance of the marketing interview. That's what this lesson is all about. Now that's the end of this lesson lesson to, but I do have a great resource for the interview process that I'm going to be sharing with you in less than three. So let's go in the lesson three 4. Your Marketing Interview - Questions : Okay, welcome to lessen three. We're going to continue focusing on the marquee interview process, and this lesson is going to be about the actual marketing interview itself. Now specifically, want to focus on questions you want to ask and questions you want to be prepared to answer . So when you think about the questions that you want to ask now, I mentioned before about there's 100 hiring managers for marking roles that I surveyed, and I asked him a question. I said, What are the best questions you were ever asked by a candidate in an interview for a marquee role? And it's interesting how the the common themes of the questions over the most popular are the ones that these hiring managers thought were the most critical, centered around accountability and innovation for the company. So, you know, good candidates for marquee roles are asking questions about how can the individual be held accountable? How can the company support the growth and development that individual but also house the company innovating itself? So here three questions you can ask. Write these down. Use these in your next March me interview to show that you are focused on wanting to know how they develop. You wanted to know how they develop the company, and I can almost guarantee that these are questions that are not going to be asked by other candidates. So the first question is really just focused around, Um, just understanding how the company's going to continues continuously challenged the team to get better. What they do, meaning, How do you make sure that they're the best of the best? And that's always a good question to hear hiring managers talk about training forces, how they invest in certain skill sets. But a great question to ask. Second question is, you know, what is the company doing to stay relevant in the marketing landscape and ask them, for example, you'd be interested to see how many companies may not be able to answer that question, Which again may be a red flag for you, but it can certainly lead to a great conversation about how companies are thinking about being relevant, market from market in context. So the last question is just about yourself, and we'll get to a 90 day plan in not coming lesson, but after nineties in the role, understand what is something gonna be measuring you for success on. And this should show that the hiring manager has spent some time to figure out what it is they want you to be doing and how they're gonna expect you to generate impact and growth for the company. So next we won't talk about questions to be prepared to answer. So hurry, managers four marking rolls you They just want to know that you have. You have drive that your you have a strong work ethic and they're most likely looking for you to bring some new energy and smooth thinking to the company when it comes to tackling marketing challenges. So you want to be prepared to have an opinion on their marketing efforts. Or they may ask you for ah, brand that you liked Ah, lot from from a marketing standpoint. But be prepared to give examples and to express your opinion, or why you think it's a strong marking effort or not, But also be prepared Teoh to talk about fun factor a story about how you're able to grasp a new concept on Sometimes companies will ask you about talking about something your passion about ask you about how you learn something new. But all they're trying to do is understand how you're capable of grassy new concepts, because chances are when you join their company, you'll be learning a lot of new things if your entry level marketer that's especially critical because you'll be taking a lot of new things that you have not had exposure to yet . You know, just be prepared to have those sorts of stories, and you can see here in these questions to be prepared may not be the exact questions, but it just you may be asked certain flavors of this question, but just thinking about how have some answers ready eyes again is gonna make you stand out compared to other candidates, because I can guarantee that no one is thinking about these particular questions. So lastly, for this lesson, what I want to do when wrapping up here is is give you guys a resource. So everything I talked about in the last two lessons I've created this resource for you to use on your interview process. So go to this. Your L download and save the document and wouldn't let you do is just create a little note file here, and this is something you can fill in and then bring with you to the interview so that you have all the information in one place. So that's gonna wrap up Lesson three. Let's go on to lesson for 5. Your Marketing Interview - Follow up: all right, Welcome toe lesson for and we're gonna explore the last step in the marquee interview process, which, which could be the most important, which is the follow up. And what I like to do when it comes to the marking interview follow up is break it down for 33 simple parts. So first things first. You know, when you're in for that marketing interview, make sure you're asking for business cards of anybody who's in that interview. If it's everyone wants, just make sure you get business cards and it's OK to ask. In some cases, people expect you to ask in some cases will give you the card proactively. But make sure get that business card because then you have the email addresses of those who were in the room. Now, once you have that, you're prepared to send the follow up email Now. You'd be surprised how many candidates do not send a follow up email even after being given a business card, which eyes poor form. And quite frankly, by you doing this, you're going to stand out from the rest of those candidates for that role. So when you're saying that email, here's the most important thing. Don't just say thank you. Don't use the standard. It was great to meet you. I feel I'm the best counted for the role. I mean, that's great. But stand out from everyone else by doing these things. Ask a follow up question. Hey, you know what I was thinking after I left today? Um, you know what about this or hey, after a meeting today, I realized that, um, you know, I noticed you guys weren't doing this and I would suggest maybe you guys think about doing this other tactic time to your marketing strategy. So don't be afraid to, you know, save a question just for that follow up email. Because just by doing that, you will stand out from other candidates. Trust me on that, because I've seen a ton of follow up emails that are just very, very vanilla, and they don't really do much other than just say thank you. But those that do take the time to put in some or commentary and as questions are the ones that stand out. The second thing is you know what's old is new again. And those hand written followed notes are becoming very popular is a tactic to also stand out. But again, like the email, don't just use the handwritten note that says, Great meeting. You hope to hear from you soon, but you include something else that's mentioned in a relevant a referencing, a topic that you discussed during the interview. It shows that you're paying attention to detail. So cannot. Hey, we were discussing how you guys were. Think about launching a Facebook strategy. Well, I researched some things, and I think you should try this. You know, something very informal, but it's showing that you're paying attention or, you know, reference the fact that, you know, based on where they went to school, maybe something happened at the school that you can reference as well again. Those things matter because it's saying more than when everyone else is saying, which is just very basic. Thank you for your time. So the other thing to consider in this letter is to reiterate from your discussion in the interview, you mentioned that project that you would be the most excited to tackle if you would join again, shows you were listening, but gives you a chance to show that you're excited to join the company but also allows you to stand out from other candidates. Then, lastly, I'll call the checking in email. Now here's the deal. Marquis interviews are a process, and, you know, sometimes the company will go radio silent. You won't hear from them for days and weeks. And guess what? You'll never know the reason why. And you probably, if you really want the job, gonna drive yourself crazy trying to think and rationalize why they're not getting back to you. Well, Aziz, part of this three part process, you're doing all that you need to do and for the for the checking an email, The goal here is to just send something effort. There has been some time we have not heard back from the company's. So let's say, at least 10 days when you were in for the interview or 10 days from the last time you heard something from HR, the crooner or the hiring manager. Just send a quick email and, you know, hey, just checking in on the on the status of the position. But again, this is another opportunity to reference something that's relevant from the conversations that you had remember a couple lessons ago. I talked about setting up a Google alert. So check your ghoul, or what came up in the days since you last heard from that person that you can work into that follow up into that checking in email so it could be something about the CEO could be said about the company. Something about the hiring manager. You know, something that's relevant that's gonna connect with whoever's reading that email, just a matter of reiterating your excitement to join the team. But also another thing to include is, you know, look at their marketing programs that they launched new ads that you saw since the time that you heard from them. If you're picking up things that are that are relevant to the recency of when your last talk to them, that is going to stand out as well. So that's gonna wrap up lesson for the last three lessons again have been focused on the marking interview process, so hopefully get some some some good ideas we gave you a resource on. Now let's move on to less than five 6. Your 90 Day Plan: and welcome to listen. Five. We're gonna talk about the 90 day plan, and the thing about the nine day plan is that it's typically something that is provided by a hearty manager in order to establish expectations and guidelines so that you can be successful inside of your 1st 3 months in your role. Now there's two things I want you to consider and think about when it comes to a 90 day plan. First of all, nine day plans are not just for new hires, and a lot of people think that the only time that you're going to see one is when you start a new job. But that's not the case, you know. Think about 98 plans as being something that you can practically be using as somebody who is currently in a marketing role. By using 90 planes proactively, it could help again set yourself apart from your peers or set yourself apart to be put on a fast track for promotion or development inside of your company. So this lesson is gonna be all about digging into this 90 plan and helping you think about a 90 day plan in a different way. now this is a simple grid I've established. I've used this for a lot of new team members that I've hired but also have encouraged current or existing team members to consider using this when it comes to thinking about their next quarter of professional development or performance in their role. Now, the 98 plants structure is really just about setting clear expectations, and that's both. For as a manager, you want to be setting clear expectations for your new higher. But if you're in that role, existing allows you to set clear expectations with your manager. So the thing I like most about this template is the last column where adding and expected outcomes column tied to any project that you would be doing inside of 90 days provides accountability. So if you're signing up and you're wanting to focus on a target success metric, there's nothing better than a hiring manager wants to hear other than you're looking to do things that can be measured. So having that expected outcomes column is huge to provide and make those expectations as clear as possible. The thing about this tempered I want I want you to consider is being proactive and using this. If you're currently in a marketing role now, it doesn't matter if you're a manager. Director of VP. But imagine if you walked into your manager's office and you said, Hey, I've been thinking about my role in the next three months, and I actually sat down and mapped out some products I wanted to work on in 30 day increments for the next three months, tied to areas of the business that I know I can impact. Now what do you think the reaction would be from your manager Have had that conversation. You know, the definite gonna be pleased that you're proactive in providing us information. But the fact that you're wanting to tie yourself to expected outcomes, you know, in some ways you're doing their job for them. And if you're making your manager's job easy, that's a good thing. So let's dive into the Rose segments here so the people process and performance and dig into what those those mean. So when I say people you know, as a component of a nine day plan, people is all about relationships and developing yourself. So think about tasks and projects that you can do to develop yourself or develop others if you're a manager. But also what are ways that you're gonna build relationships inside the organization or externally, with partners or vendors? So an example of a task that may fall inside that people component could be taking the certification course like Club Spot or Google Analytics or attending that Meet Up that that that is in a specific topic that you wanna learn more about or attending the trade show conference. That's, ah, you know, popular within your industry. That's the people component. Next, the process components all about efficiency. How are you helping the company to operate more efficiently and regardless of your role? You know, if you're someone managing a budget, the other is probably some very obvious projects that you can do instead of 90 days. If you're a new hire, you know, maybe there's a Tashjian take to help the manager figure out ways to cut costs. So a test that may fall inside of this component could be reviewing vendors. And maybe there's a more, ah, valuable or I should say, another tool you could use to do the same thing that caused less. And that's a way. That's a task that would fall inside of this component to help impact process, because again, expected outcome for that would be your saving the company money. Lastly, pretty self explanatory is performance, and it's all about measurable impact. What are you doing to make a difference? Not just in the quantitative metrics that you're measuring for the company, but also qualitative. So what can you do to help improve client relations or improve the experience of your customer? You know, think about performance in those two categories and can almost guarantee that there's gonna be some some tacit fall out there, so examples here could be. You know, by Day 60 you want to launch a new Facebook ad campaign. Or, by Day 90 you want to have completed three split test campaigns on a certain landing page or home page. Again, expected outcomes for those air very specific because it allows you to map back to if you were successful or not. So when it comes to 98 plan, you know I've created a resource for you, and this is there's a template I've created. You can access it at this your l so go download, save a copy for yourself and make this your 90 day plan, and I've included some sample content in there just to get a sense for what to put into some of these sections. But feel free to fill it out. Also, feel free to fill out and share it inside the comments. If you'd like, I'd be happy to give some feedback. You can connect with me offline or the email if you want to talk more about your specific night a plan. But do you take advantage of the street resource? Download it. Save yourself a copy. Fill it out. I'd love to see what you guys were mapping out for yourselves over the next 90 days. That's a wrap for less than five on. Next, we're going to lessen six, which will be the final lesson of the course 7. Advancing Your Marketing Career - The Framework: and welcome to lessen. Sixth, he finalised another course. We'll talk about ways to advance your marketing career, and I'm gonna share some final thoughts on the course. So mindsets, very important when it comes to advance your marketing career, and you may have seen this image before. But the point here is understanding that marketing as an industry is always changing. There's a lot of opportunities to learn and develop yourself, and in order to do that, you know, what I found is that the mindset is key in terms of getting outside of your comfort zone and being okay. And operating outside of your comfort zone is where you're gonna allow yourself to learn the most and two things that are key to that are always wanting to be proactive. As part of that, you know, seeing marketing professionals that are proactive are the ones that tend to get the opportunities. So that's a mindset do you wanna have before getting into the framework that we're gonna talk about? But it's being comfortable being uncomfortable and in the context of this picture, that's where you want to push yourself, knowing that being in the uncomfortable zone is where you're gonna learn and push yourself the most specific to your marketing role. So what you have that mindset established consider using this framework. And this is something that I've developed to help guide marketing professionals, because what it does is it focuses on specific areas to push you outside of your comfort zone, and it falls into three categories, and the first year is about understanding where you are. What are you doing now? What is your current state of skill sets in just your your mind set as it relates to your marketing career. And then it's about, you know, where do you want to go? What is your kind of future stage that you want to be in as a release to your career? That could be a position. It could be a title, those sorts of things. And then there's the new aspect, which is, you know, where to some new challenges in ways you're going to get there, and that the new element is really meant to have push you into that uncomfortable zone, cause if you don't pushes up their cover zone, you're not gonna get to the next stage that you want for yourself. So the now new in next framework is something I've created a free resource for you. And you go the your l download it, save it, it becomes yours. But, you know, definitely take time to fill this out. Now you may be able to fill it out all in one sitting. But there's a couple things I want you to do and keep in mind when it comes to this template. You know, first and foremost, be proactive with it, you know, fill it out, take a crack at it, but be proactive and filling out end. Using this is part of the next conversation with your hiring manager. Could be your one on one. Could be a quarterly review annual review, But have this ready to go as part of a conversation? Because when you have this as a template that you can both have conversations from, I can guarantee it's gonna open up a lot of great conversations on Lee meant to help you develop. Um now the temple has meant to design give you, ah kind of a focus on setting goals for yourself. And, you know, the goals are allowing you to get outside your comfort zone specifically about those new areas of where you can focus on meaning people beating people within your network or someone else's network. But it really helps them navigate to find the steps you need, where the result of this is going to be. If you have these conversations with your manager, you may find that you're gonna have an opportunity for more training, more development. Quite frankly, it maybe what you need to fill out in order to get your promotion gets the next level of your stage of your marketing career. But all in all, what I can guarantee you is that when you have conversations, using this template is gonna open you up to more opportunity, opportunity within your current role, or maybe opportunity to start seeking another role, you know, if you're not able to find it in your current position. So the other thing about this template is it's not a filled out once and forget about it. Guide. You know, I've have had entry level marketers that have used this guide working with me, but also took this template on to their next role, and they were the ones to introduce it to that marquee department and that marketing departments leader. And they were the one to help getting the conversations going that were more open and honest. Where the manager you started to use this for every other person in the market apartment. So it isn't something you just want to use once. But it could be something that you're using because the role you may want in the future, maybe a 558 year ago. So you want to keep on updating this template on an ongoing basis, So I can't wait to see, you know, the reaction that your manager has. When you walk into that meeting with this thing filled out and you start using this is a conversation in a proactive manner. I think we're gonna be pleasantly surprised on the reaction that you get because you've mapped out these specific topics as part of that conversation. If not, make sure your manager's job a lot easier. And who doesn't want that? So definitely keep you posted on your results, uh, on things that you're fighting. If you want me to look at it at a deeper level, happy to do that as well. And if you're comfortable with this framework. Don't be afraid to share with other team members within your department because, you know, pay it forward and maybe they need the same sort of help. 8. Conclusion: that's a wrap on the course and just want to thank everybody for your time and just reiterating the gold. This course was to get you those insider tips. How to practically start and manage in advance. Your marketing career and I trust the continent found, was valuable. And now you're inspired to take that first step on advancing your marketing career and just do me a favor. Make sure to post your work in the comments, download and save all those resource is that I provided to you because they're going to be valuable in your next step and connect with me on linked in if you like or Twitter happy to get next and condemn the conversations. If you have other questions about your marketing career, I also want to invite all of you to some Other resource is from the marketing health. That's the podcast where I give more tips on how to manage an adventure career marketing career but also interview some of those other professionals and market professionals that have hired marketing positions so their tips and insights are valuable as well and have a free newsletter where I share other tips and resource is on managing your marketing career . So that's it for me, for this course Specs again. For your time now, your job is to go out there, put yourself, get yourself into the uncomfortable zone and start taking those first steps in starting and advancing your marketing career. Take care.