MARKETING
The 11 Most Common & How to Find Your Style [Quiz]
![The 11 Most Common & How to Find Your Style [Quiz] The 11 Most Common & How to Find Your Style [Quiz]](https://articles.entireweb.com/wp-content/uploads/2022/08/The-11-Most-Common-How-to-Find-Your-Style.jpgkeepProtocol.jpeg)
Imagine the leaders that inspire you. Each leader is unique, with different leadership styles that they use to meet goals, motivate, and inspire.
To help you understand the impact each type of leader has on a company, this post will explain what a leadership style is. We’ll cover the most common types of leadership and how they can impact the business and the team.
Then you’ll get some tools to help you figure out what styles are best for you. Start reading, or jump to the section you’re looking for:
What is a leadership style?
A leadership style refers to a leader’s methods and behaviors when directing, motivating, and managing others. A person’s leadership style also determines how they strategize and implement plans while accounting for the expectations of stakeholders and the well-being of their team.
Why It’s Important to Know Your Leadership Style
Knowing your leadership style is critical because it can help you determine how you affect those who are under your direct influence. How do your direct reports see you? Do they feel you’re an effective leader?
It’s always important to ask for feedback to understand how you’re doing, but knowing your leadership style prior to asking for feedback can be a helpful starting point. That way, when you receive junior employees’ thoughts, you can automatically decide which leadership style would be best and adopt the style’s characteristics in your day-to-day management duties.
Knowing your leadership styles may help you improve with limited feedback. Each leadership style has its pitfalls, allowing you to proactively address areas of improvement. This is critical because some employees might hesitate to speak up, even in an anonymous survey.
Ready to find out your leadership styles? Check out the most common styles below.
Types of Leadership Styles
- Democratic Leadership
- Autocratic Leadership
- Laissez-Faire Leadership
- Strategic Leadership
- Transformational Leadership
- Transactional Leadership
- Coaching Leadership
- Bureaucratic Leadership
- Visionary Leadership
- Pacesetting Leadership
- Situational Leadership
1. Democratic Leadership
Also called: Participative or Facilitative Leadership
Democratic leadership is exactly what it sounds like — the leader makes decisions based on the input of each team member. Although the leader makes the final call, each employee has an equal say in a project’s direction.
Why this leadership style works for businesses:
It resembles how leaders often make decisions in company board meetings.
For example, a democratic leader might give the team a few decision-related options in a company board meeting. They could then open a discussion about each option. After a discussion, this leader might take the board’s thoughts and feedback into consideration, or they might open this decision up to a vote.
Why this leadership style is good for the team:
Democratic leadership is one of the most effective leadership styles. This is because it allows lower-level employees to exercise the authority they’ll need to use wisely in future positions.
Potential challenges for leaders with a Democratic style:
The process of reaching a consensus takes considerable time, resources, and communication. It can also impact decision-making because some team members may not have the right expertise to make critical decisions.
Featured resources:
2. Autocratic Leadership
Also called: Authoritarian, Coercive, or Commanding Leadership
Autocratic leadership is the inverse of democratic leadership. In this leadership style, the leader makes decisions without taking input from anyone who reports to them.
This style is most useful when a business needs to control specific situations, not as a standalone leadership style.
Why this leadership style works for businesses:
Autocratic leaders carry out strategies and directives with absolute focus. This drive and clarity can lead to better performance.
It’s efficient because employees aren’t consulted before a change in direction. Instead, they’re expected to adhere to the decision at a time and pace stipulated by the leader.
Why this leadership style is good for the team:
This type of leadership is most effective when a company is making difficult decisions. This leadership style gives employees a clear sense of direction. It can also make up for a lack of experience on a team.
Potential challenges for leaders with an Autocratic style:
Most organizations today can’t sustain such a hegemonic culture without losing employees. It can lower morale and creative problem-solving.
An example of this could be when a manager changes the hours of work shifts for employees without consulting anyone.
Other challenges with autocratic leaders include:
- Intimidation
- Micromanagement
- Over-reliance on a single leader
3. Laissez-Faire Leadership
Also called: Delegative or Hands-off Leadership
If you remember your high-school French, you’ll accurately assume that laissez-faire leadership is the least intrusive form of leadership. The French term “laissez-faire” literally translates to “let them do.” Leaders who embrace it give nearly all authority to their employees.
Why this leadership style works for businesses:
Laissez-faire leaders make employees accountable for their work. This gives many employees an incentive to do their best work.
This type of leader often creates a more relaxed company culture. This makes it a good model for creative businesses like ad agencies or product design. It’s also a good fit for a business with a highly-skilled team.
Why this leadership style is good for the team:
In a young startup, for example, you might see a laissez-faire company founder who makes no major office policies around work hours or deadlines. They might put full trust into their employees while they focus on the overall workings of running the company.
Because of this high level of trust, employees working for laissez-faire leaders feel valued. They get the information they need and use their resources and experience to meet business goals.
Potential challenges for leaders with a Laissez-Faire style:
Although laissez-faire leadership can empower employees by trusting them to work however they’d like, there are downsides. This style of leadership can limit team development. It can also be an issue if employees are new or inexperienced.
This can lead to overlooking critical company growth opportunities. So, it’s important to keep this leadership style in check.
Featured resources:
4. Strategic Leadership
Strategic leaders sit between a company’s main operations and its growth opportunities. This form of leadership requires vision, competitive awareness, and adaptability.
They accept the burden of executive interests. At the same time, they make sure that current working conditions are stable for everyone else.
Why this leadership style works for businesses:
Strategic leaders tie plans for growth and strategy to the way they manage a team. They ask questions, develop and execute strategies, and consider future growth. This approach supports popular business goals like:
- Accountability
- Productivity
- Collaboration
- Transparency
Why this leadership style is good for the team:
This is a desirable leadership style in many companies because strategic thinking supports many types of employees at once.
It encourages visualization, planning, and making the most of existing resources. This approach can be motivating for employees.
Potential challenges for leaders with a strategic leadership style:
Leaders who work strategically can sometimes take on too much. They also risk thinking too far into the future while missing critical present-day issues.
Learning how to delegate is essential, as well as sharing the weight of decision-making. Compromise, communication skills, and consistent outreach are also important.
Featured resources:
5. Transformational Leadership
Transformational leadership is always “transforming” and improving upon the company’s conventions. Employees might have a basic set of tasks and goals that they complete every week or month, but the leader is constantly pushing them outside of their comfort zone.
Why this leadership style works for businesses:
Transformational leaders can inspire their teams to think in new ways. This can help companies update business processes to improve productivity and profitability. It can also help with employee satisfaction, morale, and motivation.
Why this leadership style is good for the team:
When starting a job with this type of leader, all employees might get a list of goals to reach, as well as deadlines for reaching them.
The goals might seem simple at first. But this manager might pick up the pace of deadlines or give you more challenging goals as you grow with the company.
This is a highly encouraged form of leadership among growth-minded companies. It motivates employees to see what they’re capable of.
Potential challenges for leaders with a Transformational style:
Transformational leaders can risk losing sight of everyone’s individual learning curves. It’s important to make sure that direct reports get the right coaching to guide them through new responsibilities. Employee burnout can also be an issue, so it’s important to work with your team to update benchmarks.
Featured resources:
6. Transactional Leadership
Transactional leaders are fairly common today. These managers reward their employees for the work they do.
For example, a marketing team receives a scheduled bonus for helping generate a certain number of leads per quarter.
This leadership style also assumes that teams need structure and monitoring to meet business goals.
Why this leadership style works for businesses:
This style is popular in enterprise companies. It focuses on results, existing structures, and set systems of rewards or penalties. This leadership style also recognizes and rewards commitment.
Why this leadership style is good for the team:
Transactional leaders offer clarity and structure. Employees feel safe because they clearly understand their expectations. They also understand what they will get in return for meeting business goals.
Potential challenges for leaders with a transactional style:
This leadership style is less about relationships and more about using rewards to motivate. This makes it hard to keep a diverse team engaged. Using only this leadership style can lead to low creativity and fear of punishment.
7. Coaching Leadership
Also called: Conscious Leadership
Like a sports team’s coach, this leader focuses on identifying and nurturing the individual strengths of each member of the team. They also focus on strategies that will enable their team to work better together. This style offers strong similarities to strategic and democratic leadership. But it puts more emphasis on the growth and success of individual employees.
A manager with this leadership style might help employees improve on their strengths by:
- Giving them new tasks to try
- Offering guidance
- Meeting to discuss constructive feedback
They might also encourage one or more team members to expand on their strengths by learning new skills from other teammates.
Why this leadership style works for businesses:
Coaching leaders actively support skill development and independent problem-solving. They meet ambitious business goals by creating a strong company culture. They add to the long-term vision of a business as valuable mentors, often even after leaving a company.
Why this leadership style is good for the team:
This style recognizes that each employee is unique. They build diverse and exciting teams where each employee offers something different.
This leader focuses on high performance, with employees that can communicate well and embrace unique skill sets to get work done.
Potential challenges for leaders with a coaching style:
It can take a lot of time to develop employees with a coaching style, and mentoring isn’t effective for every kind of employee. This leadership style takes time and patience, and it doesn’t work with every company culture.
Featured resources:
8. Bureaucratic Leadership
Bureaucratic leaders follow the rules. This style of leadership might listen and consider the input of employees — unlike autocratic leadership. But the leader tends to reject an employee’s input if it conflicts with company policy or past practices.
Why this leadership style works for businesses:
You may run into a bureaucratic leader at a larger, older, or traditional company. They might reject ideas that seem new or non-traditional to maintain existing business models and processes.
Their resistance might be because the company is successful with current processes. It could also be because trying something new could waste time or resources if it doesn’t work.
Why this leadership style is good for the team:
This style of leadership can be challenging for some, but it also has many benefits. It lowers the risk of favoritism and replaces it with central duties, job security, and predictability.
This leadership style is clear and efficient, and can also lead to high levels of creativity for some employees.
Potential challenges for leaders with a bureaucratic leadership style:
Employees under this leadership style might not feel as controlled as they would under autocratic leadership. There is sometimes a lack of freedom in how much people are able to do in their roles.
This approach to leadership can quickly shut down innovation. It may not be a right fit for companies that are chasing ambitious goals and quick growth.
Featured resources:
9. Visionary Leadership
Also called: Affiliative Leadership
Visionary leadership focuses on the future. This type of leader encourages collaboration, emotional intelligence, and teamwork.
Why this leadership style works for businesses:
Visionary leaders create a clear plan for inspired employees to follow and execute. They are also powerful and persuasive communicators. This gives them the ability to energize teams toward impactful business growth.
Why this leadership style is good for the team:
Teams can do more and enjoy their work more if they have a vision to work toward. This type of leader offers vision statements and other tools to inspire and motivate teams to engage at work.
Potential challenges for leaders with a visionary style:
Inspiration can be difficult to structure, so this type of leader might miss crucial details. They can also skip over day-to-day issues to focus on long-term ideas. Another common challenge is hyper-focus on a single goal, when other goals may be just as valuable to the business.
Featured resources:
10. Pacesetting Leadership
Pacesetting leaders set ambitious standards. They are often perfectionists, and this leader may also expect employees to exceed goals with limited guidance.
Why this leadership style works for businesses:
This type of leader motivates by working alongside their team and pushing performance. They expect to exceed expectations and often achieve ambitious goals with clear and focused effort.
For example, pacesetting sales leaders set and exceed ambitious quarterly sales cadences.
Why this leadership style is good for the team:
Skilled and experienced teams often thrive under this kind of leader. They use the abilities of motivated and competent team members and make meeting goals feel urgent and exciting.
It can also be gratifying for team members to see their leader working hard alongside them.
Potential challenges for leaders with a pacesetting style:
Pacesetting leaders can sometimes create a high-stress workplace environment. If goals are not realistic it can overwhelm and demotivate the team. This combination can impact engagement and lead to burnout.
Featured resources:
11. Situational Leadership
Situational leaders change their management style to meet the needs of the situation or team. This leadership style is proactive and recognizes that change is the only constant.
Why this leadership style works for businesses:
This approach to leadership can motivate employees. It helps them to be more proactive — anticipating business issues before they happen.
It’s also useful in startups or other businesses that make frequent changes and need flexible talent and support.
Why this leadership style is good for the team:
This type of leader is a great communicator and uses constant team feedback to make decisions. They quickly evaluate and update processes to enable success. It also creates strong relationships and helps employees see and feel their value to the business.
Potential challenges for leaders with a situational style:
Leaders need a high level of expertise in all business processes and functions to make decisions. It can also be confusing and stressful for teams if a leader’s approach changes too often. It’s important to remember long-term goals as well as meet immediate needs, and not every leader can do this effectively.
Featured resources:
Deciding Between Different Leadership Styles
There’s no single “best” style of leadership. So, if you plan to lead, you’ll need to figure out what leadership styles are best for you and your environment.
How to Understand Your Instinctive Leadership Style
Leaders need good instincts, and many leaders focus on their own experiences and habits as they develop a leadership style. As you start your path toward leadership, you may want to start keeping notes. Write down how you would handle specific situations or problems.
This approach can help you be a confident and capable leader. But if you notice some interactions aren’t going the way you expect, you may want to reconsider your approach.
Your instincts and habits will always impact the way you lead. But if you find yourself in situations that you’re not sure how to respond to, you may want to look at other leadership styles.
For example, if you’re an extrovert with a shy member on your team, you may want to work on active listening. If you’re an introvert leading a team of outgoing people, you may need to learn new ways to nurture, support, and inspire your team.
Can you change your leadership style?
You can change or expand your leadership style. It may take some time and effort, but anyone can make changes that can improve their leadership.
The first step is seeing the need for change. Next, you need to prepare yourself for that change.
For example, your leadership style may be effective with your team, but you might have a harder time connecting with stakeholders.
In this situation, you wouldn’t want to throw out your current leadership style. Instead, you’ll want to give yourself time to identify what is and isn’t working. Think about how this change might affect your ability to grow in your organization and other parts of your life. Then, get curious, and begin the work of adjusting the way you lead.
How to Choose the Right Leadership Style for You
There are many different ways that you can find the right leadership style for you. Because of this, it can be tough to know where to begin. If you’re not sure what leadership styles will work for you, these steps can help.
1. Get to know yourself.
Different personalities need unique paths to self-discovery. For some, it’s a process of taking risks and trying new things. For others, quiet time, writing exercises, and listing strengths and weaknesses.
Another path to learning about yourself is through physical activity and spending time with other people. However you go about it, getting to know yourself is an important first step toward being a leader.
2. Outline your values and challenges.
As you get to know yourself, the process may help you better understand what’s important to you and where you struggle. Being a leader often means working at a fast pace and making decisions quickly. In these situations, it’s helpful to have your values mapped out.
As you write out your values, look at pivotal moments in your life to date. Then, look for trends, people you’re drawn to, and common themes.
You might have a long list, so you’ll want to group similar ideas. This outline can help you see how you react, your strengths and weaknesses, and a base for your core values.
3. Watch leaders you respect.
Observing leaders you respect can also help you with leadership styles. As you watch these leaders in meetings, client conversations, and presentations, you may want to take notes.
Another approach is to view their actions with a specific leadership style in mind. This makes it easier to figure out their leadership style and whether it would work for you.
4. Try different leadership styles.
Another way to decide if a leadership style is right for you is to try it out. You might want to create an outline of each leadership style that interests you. Then, review your notes before your next meeting and see how you might incorporate this style into your interactions.
5. Find a business coach or mentor.
You can also hone your leadership style by working with a business coach. There are a few places to start your business coach search.
First, look around your workplace and see if there is someone at your company who’d like to mentor you. If there’s not a right fit, your colleagues can be great resources for respected business mentors.
If that doesn’t bring you the coaching you need, check out this list of places to find a business coach.
6. Ask colleagues and leaders for feedback.
Another way that your team can help you find the best leadership styles is by asking them for feedback.
It’s smart to take some time with this strategy. Before you reach out, plan what you want to ask and why. Think about how your team member might respond and set clear guidelines and expectations.
When your colleagues are ready to share their insights with you, make a point to listen carefully. These sessions can be emotionally-charged, so you might want to take notes so that you can sit with the feedback before responding.
If you decide to share your action plan with your colleagues, be sure to commit and follow up. This process can build trust and engage your team, but it can also create issues if you don’t make good on your intentions.
7. Complete a leadership style assessment.
Leadership assessments are useful tools for leaders, both as individuals and to assess their teams.
A leadership quiz can make it easier to understand your strengths and skills. It can surface habits and qualities you might not be aware of and can give you a clear direction for growth.
If this is something you want to try, the leadership assessment below is a great place to start.
Leadership Style Assessment
Leaders can carry a mix of the above leadership styles depending on their industry and the obstacles they face. At the root of these styles, according to leadership experts Bill Torbert and David Rooke, are what are called “action logics.”
These action logics assess “how [leaders] interpret their surroundings and react when their power or safety is challenged.”
That’s the idea behind a popular management survey tool called the Leadership Development Profile. Created by professor Torbert and psychologist Susanne Cook-Greuter — and featured in the book, Personal and Organizational Transformations — the survey relies on a set of 36 open-ended sentence completion tasks to help researchers better understand how leaders develop and grow.
Below, we’ve outlined six action logics using open-ended sentences that help describe each one. See how much you agree with each sentence and, at the bottom, find out which leadership style you uphold based on the action logics you most align with.
1. Individualist
The individualist, according to Rooke and Tolbert, is self-aware, creative, and primarily focused on their own actions and development as opposed to overall organizational performance. This action logic is exceptionally driven by the desire to exceed personal goals and constantly improve their skills.
Here are some things an individualist might say:
Individualist 1: “A good leader should always trust their own intuition over established organizational processes.”
Individualist 2: “It’s important to be able to relate to others so I can easily communicate complex ideas to them.”
Individualist 3: “I’m more comfortable with progress than sustained success.”
2. Strategist
Strategists are acutely aware of the environments in which they operate. They have a deep understanding of the structures and processes that make their businesses tick, but they’re also able to consider these frameworks critically and evaluate what could be improved.
Here are some things a strategist might say:
Strategist 1: “A good leader should always be able to build a consensus in divided groups.”
Strategist 2: “It’s important to help develop the organization as a whole, as well as the growth and individual achievements of my direct reports.”
Strategist 3: “Conflict is inevitable, but I’m knowledgeable enough about my team’s personal and professional relationships to handle the friction.”
3. Alchemist
Rooke and Tolbert describe this charismatic action logic as the most highly evolved and effective at managing organizational change. What distinguishes alchemists from other action logics is their unique ability to see the big picture in everything, but also fully understand the need to take details seriously. Under an alchemist leader, no department or employee is overlooked.
Here are some things an alchemist might say:
Alchemist 1: “A good leader helps their employees reach their highest potential, and possesses the necessary empathy and moral awareness to get there.”
Alchemist 2: “It’s important to make a profound and positive impact on whatever I’m working on.”
Alchemist 3: “I have a unique ability to balance short-term needs and long-term goals.”
4. Opportunist
Opportunists are guided by a certain level of mistrust of others, relying on a facade of control to keep their employees in line. “Opportunists tend to regard their bad behavior as legitimate in the cut and thrust of an eye-for-an-eye world,” Rooke and Tolbert write.
Here are some things an opportunist might say:
Opportunist 1: “A good leader should always view others as potential competition to be bested, even if it’s at the expense of their professional development.”
Opportunist 2: “I reserve the right to reject the input of those who question or criticize my ideas.”
5. Diplomat
Unlike the opportunist, the diplomat isn’t concerned with competition or assuming control over situations. Instead, this action logic seeks to cause minimal impact on their organization by conforming to existing norms and completing their daily tasks with as little friction as possible.
Here are some things a diplomat might say:
Diplomat 1: “A good leader should always resist change since it risks causing instability among their direct reports.”
Diplomat 2: “It’s important to provide the ‘social glue’ in team situations, safely away from conflict.”
Diplomat 3: “I tend to thrive in more team-oriented or supporting leadership roles.”
6. Expert
The expert is a pro in their given field, constantly striving to perfect their knowledge of a subject and perform to meet their own high expectations. Rooke and Tolbert describe the expert as a talented individual contributor and a source of knowledge for the team. But this action logic does lack something central to many good leaders: emotional intelligence.
Here are some things a diplomat might say:
Expert 1: “A good leader should prioritize their own pursuit of knowledge over the needs of the organization and their direct reports.”
Expert 2: “When problem-solving with others in the company, my opinion tends to be the correct one.”
Which Leader Are You?
So, which action logics above felt like you? Think about each sentence for a moment.
Now, check out which of the seven leadership styles you embrace on the right based on the sentences you resonated with on the left.
The more action logics you agree with, the more likely you are to practice a mix of leadership styles.
For example, if you agreed with everything the strategist said, this would make you a 66% strategic leader and 33% democratic leader. If you agreed with just the third statement, but also everything the alchemist said, this would make you a 50% transformational, 25% strategic, and 25% democratic leader.
Keep in mind that these action logics are considered developmental stages, not fixed attributes — most leaders will progress through multiple types of leadership throughout their careers.
Learn Your Leadership Style to Become a Better Leader
Choosing leadership styles that work for you can make you a more effective leader. Whether you manage a big or small team, your style heavily impacts how your direct reports see you. It decides how effectively your team works together to achieve your company’s goals.
If you want to be a leader that makes a difference, you’ll need to keep growing and embrace change. Are you ready to get started?
Editor’s note: This post was originally published in August 2016 and has been updated for comprehensiveness.
MARKETING
Intro to Amazon Non-endemic Advertising: Benefits & Examples

Amazon has rewritten the rules of advertising with its move into non-endemic retail media advertising. Advertising on Amazon has traditionally focused on brands and products directly sold on the platform. However, a new trend is emerging – the rise of non-endemic advertising on this booming marketplace. In this article, we’ll dive into the concept of non-endemic ads, their significance, and the benefits they offer to advertisers. This strategic shift is opening the floodgates for advertisers in previously overlooked industries.
While endemic brands are those with direct competitors on the platform, non-endemic advertisers bring a diverse range of services to Amazon’s vast audience. The move toward non-endemic advertising signifies Amazon’s intention to leverage its extensive data and audience segments to benefit a broader spectrum of advertisers.
Endemic vs. Non-Endemic Advertising
Let’s start by breaking down the major differences between endemic advertising and non-endemic advertising…
Endemic Advertising
Endemic advertising revolves around promoting products available on the Amazon platform. With this type of promotion, advertisers use retail media data to promote products that are sold at the retailer.
Non-Endemic Advertising
In contrast, non-endemic advertising ventures beyond the confines of products sold on Amazon. It encompasses industries such as insurance, finance, and services like lawn care. If a brand is offering a product or service that doesn’t fit under one of the categories that Amazon sells, it’s considered non-endemic. Advertisers selling products and services outside of Amazon and linking directly to their own site are utilizing Amazon’s DSP and their data/audience segments to target new and relevant customers.
7 Benefits of Running Non-Endemic Ad Campaigns
Running non-endemic ad campaigns on Amazon provides a wide variety of benefits like:
Access to Amazon’s Proprietary Data: Harnessing Amazon’s robust first-party data provides advertisers with valuable insights into consumer behavior and purchasing patterns. This data-driven approach enables more targeted and effective campaigns.
Increased Brand Awareness and Revenue Streams: Non-endemic advertising allows brands to extend their reach beyond their typical audience. By leveraging Amazon’s platform and data, advertisers can build brand awareness among users who may not have been exposed to their products or services otherwise. For non-endemic brands that meet specific criteria, there’s an opportunity to serve ads directly on the Amazon platform. This can lead to exposure to the millions of users shopping on Amazon daily, potentially opening up new revenue streams for these brands.
No Minimum Spend for Non-DSP Campaigns: Non-endemic advertisers can kickstart their advertising journey on Amazon without the burden of a minimum spend requirement, ensuring accessibility for a diverse range of brands.
Amazon DSP Capabilities: Leveraging the Amazon DSP (Demand-Side Platform) enhances campaign capabilities. It enables programmatic media buys, advanced audience targeting, and access to a variety of ad formats.
Connect with Primed-to-Purchase Customers: Amazon’s extensive customer base offers a unique opportunity for non-endemic advertisers to connect with customers actively seeking relevant products or services.
Enhanced Targeting and Audience Segmentation: Utilizing Amazon’s vast dataset, advertisers can create highly specific audience segments. This enhanced targeting helps advertisers reach relevant customers, resulting in increased website traffic, lead generation, and improved conversion rates.
Brand Defense – By utilizing these data segments and inventory, some brands are able to bid for placements where their possible competitors would otherwise be. This also gives brands a chance to be present when competitor brands may be on the same page helping conquest for competitors’ customers.
How to Start Running Non-Endemic Ads on Amazon
Ready to start running non-endemic ads on Amazon? Start with these essential steps:
Familiarize Yourself with Amazon Ads and DSP: Understand the capabilities of Amazon Ads and DSP, exploring their benefits and limitations to make informed decisions.
Look Into Amazon Performance Plus: Amazon Performance Plus is the ability to model your audiences based on user behavior from the Amazon Ad Tag. The process will then find lookalike amazon shoppers with a higher propensity for conversion.
“Amazon Performance Plus has the ability to be Amazon’s top performing ad product. With the machine learning behind the audience cohorts we are seeing incremental audiences converting on D2C websites and beating CPA goals by as much as 50%.”
– Robert Avellino, VP of Retail Media Partnerships at Tinuiti
Understand Targeting Capabilities: Gain insights into the various targeting options available for Amazon ads, including behavioral, contextual, and demographic targeting.
Command Amazon’s Data: Utilize granular data to test and learn from campaign outcomes, optimizing strategies based on real-time insights for maximum effectiveness.
Work with an Agency: For those new to non-endemic advertising on Amazon, it’s essential to define clear goals and identify target audiences. Working with an agency can provide valuable guidance in navigating the nuances of non-endemic advertising. Understanding both the audience to be reached and the core audience for the brand sets the stage for a successful non-endemic advertising campaign.
Conclusion
Amazon’s venture into non-endemic advertising reshapes the advertising landscape, providing new opportunities for brands beyond the traditional ecommerce sphere. The blend of non-endemic campaigns with Amazon’s extensive audience and data creates a cohesive option for advertisers seeking to diversify strategies and explore new revenue streams. As this trend evolves, staying informed about the latest features and possibilities within Amazon’s non-endemic advertising ecosystem is crucial for brands looking to stay ahead in the dynamic world of digital advertising.
We’ll continue to keep you updated on all things Amazon, but if you’re looking to learn more about advertising on the platform, check out our Amazon Services page or contact us today for more information.
MARKETING
How Does Success of Your Business Depend on Choosing Type of Native Advertising?

The very first commercial advertisement was shown on TV in 1941. It was only 10 seconds long and had an audience of 4,000 people. However, it became a strong trigger for rapid advertising development. The second half of the 20th century is known as the golden age of advertising until the Internet came to the forefront and entirely transformed the advertising landscape. The first commercial banner appeared in the mid-90s, then it was followed by pop-ups, pay-by-placement and paid-pay-click ads. Companies also started advertising their brands and adding their business logo designs, which contributes to consumer trust and trustworthiness.
The rise of social media in the mid-2000s opened a new dimension for advertising content to be integrated. The marketers were forced to make the ads less intrusive and more organic to attract younger users. This is how native advertising was born. This approach remains a perfect medium for goods and services promotion. Let’s see why and how native ads can become a win-win strategy for your business.
What is native advertising?
When it comes to digital marketing, every marketer talks about native advertising. What is the difference between traditional and native ones? You will not miss basic ads as they are typically promotional and gimmicky, while native advertising naturally blends into the content. The primary purpose of native ads is to create content that resonates with audience expectations and encourages users to perceive it seamlessly and harmoniously.
Simply put, native advertising is a paid media ad that organically aligns with the visual and operational features of the media format in which it appears. The concept is quite straightforward: while people just look through banner ads, they genuinely engage with native ads and read them. You may find a lot of native ads on Facebook, Twitter and Instagram – they appear in the form of “in-feed” posts that engage users in search for more stories, opinions, goods and services. This unobtrusive approach turns native ads into a powerful booster for any brand.
How does native advertising benefit your business?
An average Internet user comes across around 10,000 ads a day. But even physically, it is impossible to perceive this amount of information in 24 hours. So, most of them use adblockers, nullifying all efforts of markers. Native ads successfully overcome this digital challenge thanks to their authenticity. And this is not the only advantage of native advertising. How else does your business benefit? Here are just a few major benefits that prove the value of native ads:
Better brand awareness. Native ads contribute to the brand’s visibility. They seamlessly blend into educational, emotional, and visual types of content that can easily become viral. While promotional content typically receives limited shares, users readily share valuable or entertaining content. Consequently, while you incur expenses only for the display of native ads, your audience may go the extra mile by sharing your content and organically promoting your brand or SaaS product at no additional cost.
Increased click-through rates. Native ads can generate a thrilling click-through rate (CTR) primarily because they are meticulously content-adaptable. Thus, native ads become an integral part of the user’s journey without disrupting their browsing experience. Regardless of whether your native advertising campaign is designed to build an audience or drive specific actions, compelling content will always entice users to click through.
Cost-efficient campaign performance. Native advertising proves to be cheaper compared to a traditional ad format. It mainly stems from a higher CTR. Thanks to precise targeting and less customer resistance, native ads allow to bring down cost-per-click.
Native ads are continuously evolving, enabling marketers to experiment with different formats and use them for successful multi-channel campaigns and global reach.
Types of native advertising
Any content can become native advertising as there are no strict format restrictions. For example, it can be an article rating the best fitness applications, an equipment review, or a post by an influencer on a microblog. The same refers to the channels – native ads can be placed on regular websites and social media feeds. Still, some forms tend to be most frequently used.
- In-feed ads. This type of ad appears within the content feed. You have definitely seen such posts on Facebook and Instagram or such videos on TikTok. They look like regular content but are tagged with an advertising label. The user sees these native ads when scrolling the feed on social media platforms.
- Paid search ads. These are native ads that are displayed on the top and bottom of the search engine results page. They always match user’s queries and aim to capture their attention at the moment of a particular search and generate leads and conversions. This type of ad is effective for big search platforms with substantial traffic.
- Recommendation widgets. These come in the form of either texts or images and can be found at the end of the page or on a website’s sidebar. Widgets offer related or intriguing content from either the same publisher or similar sources. This type of native ads is great for retargeting campaigns.
- Sponsored content. This is one of the most popular types of native advertising. Within this format, an advertiser sponsors the creation of an article or content that aligns with the interests and values of the platform’s audience. They can be marked as “sponsored” or “recommended” to help users differentiate them from organic content.
- Influencer Advertising. In this case, advertisers partner with popular bloggers or celebrities to gain the attention and trust of the audience. Influencers integrate a product, service, or event into their content or create custom content that matches their style and topic.
Each of these formats can bring stunning results if your native ads are relevant and provide value to users. Use a creative automation platform like Creatopy to design effective ads for your business.
How to create a workable native ad?
Consider these 5 steps for creating a successful native advertising campaign:
- Define your target audience. Users will always ignore all ads that are not relevant to them. Unwanted ads are frustrating and can even harm your brand. If you run a store for pets, make sure your ads show content that will be interesting for pet owners. Otherwise, the whole campaign will be undermined. Regular market research and data analysis will help you refine your audience and its demographics.
- Set your goals. Each advertising campaign should have a clear-cut objective. Without well-defined goals, it is a waste of money. It is a must to know what you want to achieve – introduce your brand, boost sales or increase your audience.
- Select the proper channels. Now, you need to determine how you will reach out to your customers. Consider displaying ads on social media platforms, targeting search engine result pages (SERPs), distributing paid articles, or utilizing in-ad units on different websites. You may even be able to get creative and use email or SMS in a less salesy and more “native”-feeling way—you can find samples of texts online to help give you ideas. Exploring demand side platforms (DSP) can also bring good results.
- Offer compelling content. Do not underestimate the quality of the content for your native ads. Besides being expertly written, it must ideally match the style and language of the chosen channel,whether you’re promoting professional headshots, pet products, or anything else. The main distinctive feature of native advertising is that it should fit naturally within the natural content.
- Track your campaign. After the launch of native ads, it is crucial to monitor the progress, evaluating the costs spent and results. Use tools that help you gain insights beyond standard KPIs like CTR and CPC. You should get engagement metrics, customer data, campaign data, and third-party activity data for further campaign management.
Key takeaway
Summing up the above, it is time to embrace native advertising if you haven’t done it yet. Native ads seamlessly blend with organic content across various platforms, yielding superior engagement and conversion rates compared to traditional display ads. Marketers are allocating higher budgets to native ads because this format proves to be more and more effective – content that adds value can successfully deal with ad fatigue. Native advertising is experiencing a surge in popularity, and it is to reach its peak. So, do not miss a chance to grow your business with the power of native ads.or you can do digital marketing course from Digital Vidya.
MARKETING
OpenAI’s Drama Should Teach Marketers These 2 Lessons

A week or so ago, the extraordinary drama happening at OpenAI filled news feeds.
No need to get into all the saga’s details, as every publication seems to have covered it. We’re just waiting for someone to put together a video montage scored to the Game of Thrones music.
But as Sam Altman takes back the reigns of the company he helped to found, the existing board begins to disintegrate before your very eyes, and everyone agrees something spooked everybody, a question arises: Should you care?
Does OpenAI’s drama have any demonstrable implications for marketers integrating generative AI into their marketing strategies?
Watch CMI’s chief strategy advisor Robert Rose explain (and give a shoutout to Sutton’s pants rage on The Real Housewives of Beverly Hills), or keep reading his thoughts:
For those who spent last week figuring out what to put on your holiday table and missed every AI headline, here’s a brief version of what happened. OpenAI – the huge startup and creator of ChatGPT – went through dramatic events. Its board fired the mercurial CEO Sam Altman. Then, the 38-year-old entrepreneur accepted a job at Microsoft but returned to OpenAI a day later.
We won’t give a hot take on what it means for the startup world, board governance, or the tension between AI safety and Silicon Valley capitalism. Rather, we see some interesting things for marketers to put into perspective about how AI should fit into your overall content and marketing plans in the new year.
Robert highlights two takeaways from the OpenAI debacle – a drama that has yet to reach its final chapter: 1. The right structure and governance matters, and 2. Big platforms don’t become antifragile just because they’re big.
Let’s have Robert explain.
The right structure and governance matters
OpenAI’s structure may be key to the drama. OpenAI has a bizarre corporate governance framework. The board of directors controls a nonprofit called OpenAI. That nonprofit created a capped for-profit subsidiary – OpenAI GP LLC. The majority owner of that for-profit is OpenAI Global LLC, another for-profit company. The nonprofit works for the benefit of the world with a for-profit arm.
That seems like an earnest approach, given AI tech’s big and disruptive power. But it provides so many weird governance issues, including that the nonprofit board, which controls everything, has no duty to maximize profit. What could go wrong?
That’s why marketers should know more about the organizations behind the generative AI tools they use or are considering.
First, know your providers of generative AI software and services are all exploring the topics of governance and safety. Microsoft, Google, Anthropic, and others won’t have their internal debates erupt in public fireworks. Still, governance and management of safety over profits remains a big topic for them. You should be aware of how they approach those topics as you license solutions from them.
Second, recognize the productive use of generative AI is a content strategy and governance challenge, not a technology challenge. If you don’t solve the governance and cross-functional uses of the generative AI platforms you buy, you will run into big problems with its cross-functional, cross-siloed use.
Big platforms do not become antifragile just because they’re big
Nicholas Taleb wrote a wonderful book, Antifragile: Things That Gain From Disorder. It explores how an antifragile structure doesn’t just withstand a shock; it actually improves because of a disruption or shock. It doesn’t just survive a big disruptive event; it gets stronger because of it.
It’s hard to imagine a company the size and scale of OpenAI could self-correct or even disappear tomorrow. But it can and does happen. And unfortunately, too many businesses build their strategies on that rented land.
In OpenAI’s recent case, the for-profit software won the day. But make no bones about that victory; the event wasn’t good for the company. If it bounces back, it won’t be stronger because of the debacle.
With that win on the for-profit side, hundreds, if not thousands, of generative AI startups breathed an audible sigh of relief. But a few moments later, they screamed “pivot” (in their best imitation of Ross from Friends instructing Chandler and Rachel to move a couch.)
They now realize the fragility of their software because it relies on OpenAI’s existence or willingness to provide the software. Imagine what could have happened if the OpenAI board had won their fight and, in the name of safety, simply killed any paid access to the API or the ability to build business models on top of it.
The last two weeks have done nothing to clear the already muddy waters encountered by companies and their plans to integrate generative AI solutions. Going forward, though, think about the issues when acquiring new generative AI software. Ask about how the vendor’s infrastructure is housed and identify the risks involved. And, if OpenAI expands its enterprise capabilities, consider the implications. What extra features will the off-the-shelf solutions provide? Do you need them? Will OpenAI become the Microsoft Office of your AI infrastructure?
Why you should care
With the voluminous media coverage of Open AI’s drama, you likely will see pushback on generative AI. In my social feeds, many marketers say they’re tired of the corporate soap opera that is irrelevant to their work.
They are half right. What Sam said and how Ilya responded, heart emojis, and how much the Twitch guy got for three days of work are fodder for the Netflix series sure to emerge. (Robert’s money is on Michael Cera starring.)
They’re wrong about its relevance to marketing. They must be experiencing attentional bias – paying more attention to some elements of the big event and ignoring others. OpenAI’s struggle is entertaining, no doubt. You’re glued to the drama. But understanding what happened with the events directly relates to your ability to manage similar ones successfully. That’s the part you need to get right.
HANDPICKED RELATED CONTENT:
Cover image by Joseph Kalinowski/Content Marketing Institute
-
SOCIAL5 days ago
Musk regrets controversial post but won’t bow to advertiser ‘blackmail’
-
SEARCHENGINES7 days ago
Google Search Console Was Down Today
-
SEO6 days ago
SEO Salary Survey 2023 [Industry Research]
-
MARKETING6 days ago
Revolutionizing Auto Retail: The Game-Changing Partnership Between Amazon and Hyundai
-
SEO5 days ago
A Year Of AI Developments From OpenAI
-
SEARCHENGINES6 days ago
Most SEOs Believe Google’s November Core & Reviews Updates Will Complete In December
-
SEO3 days ago
GPT Store Set To Launch In 2024 After ‘Unexpected’ Delays
-
PPC6 days ago
Facebook Ads Benchmarks for 2024: NEW Data + Insights for Your Industry
You must be logged in to post a comment Login