Raising the Consciousness of Thought Leadership. | Sean M Doyle | 379

When you try to please everyone, you end up pleasing nobody! It can be a hard pill to swallow, but 99.9% of the world isn't interested in your thought leadership. Focusing on a vast, wide audience only ends up wasting your time - and might cause you to miss the people who really need your content. When you figure out what the 0.1% needs from you, and how you can serve them, that's when the magic happens. Today's guest is Sean M Doyle, Sean is a speaker and advisor helping small-business owners improve their marketing so that they can increase sales and work with more profitable customers. He is also the author of Shift: 19 Practical, Business-Driven Ideas for an Executive in Charge of Marketing but Not Trained for the Task We talk with Sean about what a thought leadership practitioner can do when great ideas just don't get traction, and what to do to boost them. He also discusses how thought leaders are their own harshest critics, and why content needs to be bespoke if it is really going to reach and connect with a target audience. Over the last two years, we've seen massive changes in the speaking industry. Sean shares insights into the changes speakers have had to make in order to thrive in this new environment. No longer are generic speeches acceptable, nor can speakers rely on choreographed music, lights, or entrance to create energy. To succeed, speakers must have strong content, clear talking points, and shining authenticity. If you want insight into ways that thought leadership practitioners can raise consciousness, uplift ideas that haven't reached their pinnacle, and make a difference to clients, you'll want to listen to this episode. Three Key Takeaways: Thought leaders are often the worst judge of their own content, due to stubbornness or ego. Thought leadership should be bespoke and feel personal to your audience. Once you recognize and understand patterns in people, you can use thought leadership to reach them and create long-lasting culture change.