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Supportive – A Key Cultural Ingredient

Share On Purpose is a place of possibilities. Once we created that bold vision, we set out to be different.

Over the last 9 years, we’ve evolved our business model several times in order to stay true to that vision. That has included changing our leadership team and staffing model. We had to learn to lead differently in order to unleash the potential of our team members. And we had to accept failure in order to build resiliency.

Our “SHARED” culture was defined in 2013 by key staff members (two who are still here), with the “S” standing for “Supportive.” Back then they asked themselves who we were, and this was the first word that came to their mind, followed by hopeful, authentic, resourceful, enthusiastic and driven.

I’m proud that our associates feel supported. Very proud. With a purpose to “Inspire Potential,” I can’t help but pour into our associates. Knowing they feel that way is very satisfying.

For our leadership team, being supportive means giving associates:

  • The mentoring and coaching necessary to achieve their potential. Despite our small size, we invest heavily in each team member personally and passionately.
  • The freedom to find better ways to do things, and the freedom to challenge leadership. We believe they are smart enough to self-manage and what they lack in experience can be made up for in passion and commitment.
  • A model of authenticity to use as a path to success.

We have big aspirations for the portfolio and the team. The support we offer each other is worth the effort. We know that personal growth requires frequent nurturing, which is why being supportive is a core cultural value.

Here’s what a few of our core team members have to say:

“A key component of my successful venture to the field of marketing and client services through my current role has definitely been the level of support I’ve received from all layers of the company. Everyone, from the CEO to our Engagement Coordinators, is constantly sharing best practices, tools, and insights into the most effective ways to achieve our objectives. This level of ongoing support makes for a highly stimulating and rewarding work culture.” -Gerardo Osorio, Director of Client Operations

“I don’t know if there is a company out there that listens more than the people at Share. With our transparent and supportive culture, there is always someone willing to listen to what you have to say. You can also expect their honest feedback and genuine encouragement. I feel that everyone at the company always wants the best for each individual and their career. They are willing to make personal sacrifices if it means someone else can benefit. I truly think Share is a one-of-a-kind company.” – Cailey Kidman, Engagement Coordinator

“The leadership is committed to supporting the team. They take the time to understand the needs of each individual so they can encourage personal and professional development. I’ve personally experienced growth and witnessed it in the team.” – Stephanie Renna, Talent Manager

If you’re looking for a supportive leadership team to help you grow, check out our available positions and find the right one for you.

Measuring What Matters: Achieving Client & Career Success

Share On Purpose not only launches and develops brands, but also trains employees to work in, and eventually run these companies.

Within Share On Purpose’s innovative suite of businesses, there are two Authentic Demand GenerationTMcompanies; Promote On Purpose and IGNITE On Purpose. As the largest businesses in the portfolio, they often serve as the first step in employees’ career journeys.

These businesses separate themselves from traditional marketing firms by implementing two science-based tools:

ROI has always been at the foundation of what we do. In fact, both businesses guarantee it.

Getting to ROI

For most companies, sales and marketing expenses represent the largest non-product/service related overhead costs, yet executives rarely understand how to measure the value of these costs, other than by asking “did revenue increase?”

By the time it’s clear whether or not a marketing/sales expense actually generated revenue, it is unfortunately too late, because the cost was already incurred. In most companies, this lack of quantifiable and predictable results (ROI) occurs quarter after quarter and year after year.

At Promote and IGNITE, ROI isn’t something we “hope” to get. It’s something that is planned, measured and guaranteed.

Since we are committed to ROI, consistently reviewing metrics, assessing data, and making adjustments is essential to stay on track. What is not productive however, is spinning wheels and investigating data that won’t serve the ultimate goal – an ROI for clients.

Here are the top three metrics to measure in order to determine if marketing activities are generating results.

No. 1: Revenue Multiple (the best indication of ROI) 

The first and most important metric to track is the revenue multiple, or revenue-based ROI. Dollars earned should equate to a multiple of the dollars spent.

The rule of thumb here is that a new program should generate greater than 2X (two times) the revenue of the cost of the program and do so fairly quickly. So, if your new lead generation program costs $15,000, in its first 90 days it should generate $30,000 in quantifiable revenue, period, end of story.

Over time, the program should increase its multiple to a greater than 5X revenue increase for every dollar spent on the sales or marketing program.

For B2B companies with a longer sales cycle, this metric is more difficult to measure, so it would be wise to use what is known as “Pipeline ROI.”

No. 2: Net Profit Ratio

For smaller businesses, using a net profit ratio is critical, as not all demand generation initiatives result in profitable revenue. Growth-funded growth techniques measure the actual profit generated from the sales and marketing program (as well as the revenue generated) to ensure the company is investing in sales and marketing proportionate to profit generation.

Taking a growth-funded growth mindset is critical for smaller brands, like the IGNITE clients, who want to grow quickly, but responsibly. Once the ratio is established, only a portion of the net profit is reinvested into new sales and marketing programs. This metric ensures profitable growth, rather than growth for growth’s sake.

No. 3: Cost of Acquisition

This metric should be customized for each sales and marketing activity and tracked intensely, as it is the best predictor of efficient demand generation strategies long-term. There are three metrics to measure for increasing efficiency of demand generation:

  • Cost Per Lead
  • Cost Per Opportunity
  • Cost Per Sale

Yes, Revenue-based ROI Is Trackable and Doable

It doesn’t take a rocket scientist to quantify the ROI from sales and marketing programs, but it DOES take a scientific approach to measure, track and deliver revenue-based ROI to ensure profitability. We are always looking to expand our team with driven professionals who aren’t scared by our ROI guarantee but embrace it.

Are you ready to measure what matters to clients so you can help them achieve success, and quickly grow your career? Check out our available positions and find the right fit for you!

Wisdom Simplifies

Most know me as CEO of Succeed On Purpose and the Share On Purpose Portfolio of Companies, but did you know I started my career as a middle school teacher?

How does someone go from middle school teacher, to business executive, to serial entrepreneur? My secret (and one of our guiding principles) is: Wisdom Simplifies.

Wisdom Simplifies means rather than believing you have to know everything and do it all yourself, you instead look for mentors and resources quickly.

For example, when I wanted to transition out of teaching and into my first entry-level consulting role in educational software, I had NO computer experience and no experience teaching adults. So, I immediately took classes and looked for a mentor to show me the way.

When I was promoted from consultant to Director of Training, I sought courses and mentors who could show me how to design a training curriculum for our company.

When our Vice President said I had a natural gift for marketing (who knew?!) and wanted to promote me to Director of Training & Marketing, I not only sought mentorship but also joined the Business Marketing Association to sharpen my skills and learn the ropes.

The truth is my professional success can in large part be attributed to my willingness to search for training, resources, and mentorship frequently and often.

In every step of my career, I did not know how to do what was expected of me, but I built a reputation for “finding a way” and being willing to “do whatever it takes” which almost always included being mentored and seeking training.

When we founded what is now Share On Purpose, Inc., I was passionate about leveraging my wealth of entrepreneurial experience and my purpose (to inspire potential). As we shaped our strategy and refined our business model, our Guiding Principles began to take shape.

I knew that Wisdom Simplifies would be a practical and powerful principle for our team to embrace. Since we create companies that are unique, different and game-changing, it’s not like we can hire someone off the street who already knows what to do because it’s never been done before.

Not only are we okay with that, but we frequently hire staff members who are willing to try new things, and willing to do the work to learn what they do not know. Our CFO had a 25-year career in Commercial Property Management. Our Talent Director began her career in marketing. Most of the associates who work for us are doing things they’ve never done before.

As associates learn more about their passions, we work with them to find roles they can grow into that more closely align with those passions. At the same time, the expectation is they will “master their craft” by seeking mentors, training, and resources to help them learn what they need to know.

Career transitions do not need to be hard, but you will have to muster the courage to face the fear of not knowing what you need to know, and gain the confidence that you can figure it out over time.

We pride ourselves on being that kind of company. At Share On Purpose, we offer a significant amount of training, but we believe Wisdom Simplifies is more than that. It’s the wisdom that employees gain after the training – how it is assimilated and how it is applied.

The definition of wisdom is: “the quality or state of being wise; knowledge of what is true or right coupled with just judgment as to action; sagacity, discernment, or insight.”

We prefer wisdom for this principle because we consider wisdom to be “knowledge in action” and a state of becoming smarter, wiser and more prepared on the journey.

So, if you’re looking for a place that not only values training and development, but invests in team members’ wisdom, consider Share On Purpose, Inc. If you’re looking for a place where you can try new things and follow your passion. Check out our open positions.