Scaling Your Brand’s Returns From 6 Figures to 7 Figures In Rapid Time – Meet Cameron Farthing and Myles Broom, The Duo Behind The Normal Company
Did you know that according to research, 50% of the small businesses fail after five years in business? You probably didn’t. So why does this happen? Well, there are different reasons, but the most common one is the lack of proper knowledge and experience of marketing and business in general. Many business owners jump into the industry without planning for the long term and as a result, they are unable to discover their untapped potential when they need it the most.
Therefore, staying afloat becomes an achievement in itself, let alone getting drastic, parabolic growth for your venture.
If you’re an entrepreneur and are facing the issue of stagnant growth, or struggling to predict future trends for your product, then it’s time to take your business to the next level with the help of Myles Broom and Cameron Farthing. For those who don’t know, Myles and Cameron are the founders of The Normal Company, an agency that specializes in assisting international e-commerce brands through paid advertising and email marketing, so that brands can achieve their highest ever return on investment (ROI).
The company came into being when Myles and Cameron decided to take the plunge to commit to a big London move, living in the same apartment block to create an agency with one thing at the forefront of it: how they can supersede the previous results a brand has achieved, and how to give their clients an agency experience that has an interpersonal relationship at the forefront of it, and ultimately lives and breathes the clients’ goals as much as they do, opening up their eyes to see the potential they have, but don’t realize.
Myles and Cameron went big with The Normal Company, however, they were doing things separately before that too. Myles was working full-time in the marketing industry and experimenting with a number of ventures side by side, while Cameron was exploring the field of e-commerce and digital marketing and was on his way to becoming one of the best players in the digital marketing industry. Soon, they realized that they would be much better off together, and that’s when they decided to start their own agency.
Myles’ experience and skill in the marketing arena, and Cameron’s background with his own multi 6 figure e-commerce brands made the perfect recipe for success, that came about in the form of The Normal Company. So far, the company has helped several brands – mainly from the fashion and beauty industries – in taking their monthly revenue from four or five figures to six figures (and even seven in many cases). The agency’s clientele includes some of the top international, celebrity-endorsed brands, such as the likes of Kylie Jenner, Will Smith, Victoria’s Secrets models, as well as top Instagram influencers from all over the world.
Myles and Cameron have not only helped small e-commerce businesses but large brands as well. “We have taken a large number of clients from ‘growth limbo’ where they are cruising nicely at say a multi six-figure revenue level, but need to scale further to become a bigger player to dominate the market. That’s where our agency comes into play; to alleviate that stress and take them to further on the six-figure levels, and often surpassing seven-figures in time frames they previously didn’t think would be possible for them,” Myles says, adding that they have taken each of their clients’ brand revenues to new heights.
With the e-commerce industry becoming more and more saturated every year, there is a need for brands to constantly evolve themselves and do something more than the normal because that’s not enough. This is precisely what Myles and Cameron help brands with. The dynamic duo is indeed an inspiration for any entrepreneur or business owner, who has aggressive growth targets for their enterprise.
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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