I have seen the impact Nick Papachristou can make, it is a difference maker
Marketing Part 4: Organizational Design How you staff and resource your sales and marketing function dictates how you go to market, the efficiency of spend, impact over time, and the eventual outcome of those investments. Ultimately, your marketing organization should be a reflection of your business' strategic intent, reflecting how you choose to engage the marketplace, how you value your brand, and how you choose to engage and support your customers. Landing on the optimal design begins, as always, with focusing on the fundamentals. Context - Benchmark your business relative to industry -- evaluating how they go to market and, when possible, what their structural design looks like. Consider evaluating businesses outside of your industry that utilize a strategic approach you aspire to. Budget - Define what you're willing and able to invest into your sales and marketing organization. Consider it as an investment, with a clear expectation for return, and not "overhead." The 'standard' for staffing and budgetary allocations ranges from <1% - 5% of gross, top-line revenue. Again, what you allocate should be considered an investment, no different than allocations for IT, Operations, etc. There should be a projected fully-loaded ROI target, footing directly with expected results, including scorecards for brand awareness, owned media performance, business development metrics - MQLs, SQLs, inbound inquiries, response rates, etc. Staffing Models - Design your staffing model based on your expectations for the group, reverse engineering what functions you need based on what you aspire to accomplish. Evaluate what positions need to be 'staff' and which can be outsourced, fractional or part-time. There is a myriad of examples of org structures available, but the best choice is always derived from what you intend to accomplish. Job Descriptions - Invest the time to develop clear and concise position descriptions, with detailed roles and responsibilities outlined and equally detailed information on resources available, key dependencies, etc. Carefully consider what skills are really needed and don't underestimate intangibles (creativity, collaboration, grit, etc.) And remember that 'industry experience' may not be a requirement. Scorecard - Most importantly, build a clear and detailed scorecard for performance. Managing expectations around investments and potential returns will mitigate 'Monday Morning Quarterback Syndrome' and provide a rubric for evaluation across the organization. Sales and marketing are interdependent , so investing the time and budget in building the right team for your business will pay dividends in the long term. ✴ Nick Papachristou is a journeyman marketer, having served in a wide range of leadership functions including product management, digital/performance marketing, customer experience, research and as CMO in both B2C and B2B businesses across the country.