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Jose Arias, The New York Based Social Media Influencer Wants Other Entrepreneurs To Know The Ways They Can Reach More People On Instagram




Instagram is a very lucrative medium; one must know how to make full use of the same, says Arias.

If you can calculate it, you would know that Instagram already has about a Billion active users monthly, imagine if social media marketers and influencers started leveraging this medium for marketing to the maximum, what numbers it would reach in revenue for their clients. Making this medium a source of high income is a youngster from New York, Jose Arias, who at a very early age had realised how this medium could turn into gold for him if he used it the correct way and that’s what he did. Today, he is not just a knowledgeable social media marketer and influencer, but also a creator whose meme pages are taking Instagram by storm. You can check his pages @dawg, @investment.

He lists out the ways through which other entrepreneurs can reach more people on Instagram.

  • Use hashtags: For categorizing your content, nothing is better than using hashtags, says Arias. It acts as a label to your content in the online world. This way, people can find the content easier and follow hashtags to know more information on the same even later. Use top and trending hashtags in your niche and help reach more people to your clients through your effective use of hashtags.
  • Make effective use of stories: Stories on Instagram takes the topmost place on the main page of an account, and this makes the followers see the content they may otherwise not see on an influencer’s newsfeed, says Arias. Post a lot of content on stories including pictures, videos, captions, etc. to add value to your stories.
  • User-generated content: These are posts that are created by an influencer’s followers, who are directly related to their social media accounts, brands or products. When these posts are pasted by influencers in their account, there are more chances that these get shared. These posts are relatable to the target audience of the influencers, which may lead to encouraging others to share the posts, points out Arias.
  • Post engaging content: Arias says that when users engage with a particular post, the Instagram algorithm would show them your next posts. Hence, it is essential to create content that highly engages users like keeping a contest on Instagram where they need to like, share and comment to be a part of it.
  • Focus on the timings of the posts: An influencer must make their Instagram page a business account to see what time of the day and what days; they get the highest number of engagement on their posts through the analytics page. Accordingly post new contents based on the most preferable post timings that would reach people better.

Jose Arias owns a media company that manages OnlyFans models, meme pages, influencers and international models. Arias, who is now 25 years of age, studied from Allen high school and since a very early age, was influenced by the online world. Hence, at 16, he started with social advertising and later became a pro as a social media influencer, marketer and creator on Instagram. Jose Arias publishes interesting posts live videos that’ll help users to grow and establish their personal and business presence on social media via his Instagram Account @papii

The renowned Indian Entrepreneur, Educationist and Businessman, Romy Johnson took Jose Arias’s interview, who is a social media creator, marketer and influencer. Romy is the proud founder, owner and CEO of companies like Xaare, Fames Media, British India Academy and Cool Gurus. He is currently based in Canada. Follow to know more about him – Facebook and Instagram – @RomyJohnsonOfficial.

Rosario is from New York and has worked with leading companies like Microsoft as a copy-writer in the past. Now he spends his time writing for readers of

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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