Marketing Team Leader Opportunity

Marketing Team Leader Opportunity – Creative Hands On Role

Our client, a wholesale distributor of quality engine and outdoor power equipment parts is seeking an experienced, creative, service-oriented Marketing Team Leader. Our client strives to provide our customers with what they want, when they want it and how they want it. As the Marketing Team Leader you must have the ability to create fully integrated programs to help grow sales through creative promotions, advertising, informative newsletters, training and custom marketing materials.

Key Responsibilities

  • Oversee all marketing, advertising and promotional staff and activities.
  • Responsible for developing and maintaining marketing strategies in conjunction with sales department goals to meet agreed company objectives and ROI with a measurable plan.
  • Evaluate customer research, market conditions, competitor data and implement marketing plan alterations as needed.
  • Responsible to manage and deliver marketing activity within agreed budget.
  • Develop and implement a plan to push product, working with all departments for its execution.
  • Attend, participate, facilitate and present at networking events to promote dealer relationships.
  • Provide fanatical customer service working with customers,
  • Create, print and effectively utilize magazine/newspaper, brochure, flier, banner/sign and postcard in promotions.
  • Setup and manage Social Media, Catalogs, Programs, Trade Shows and Webinars.
  • Key Attributes

  • Marketing Skills – Enjoys researching ideas and applying creative techniques to deliver effective marketing campaigns
  • Leadership Accountability – demonstrates high level of professionalism
  • People Skills – Proactively establishes and maintains professional internal and external relationships aligned with company values.
  • Communication – Comfortable engaging and presenting to Customers, Dealers and Management.
  • Planning – Organizes, prioritizes and manages projects with ease to meet deadlines.
  • Written Communication – Keen attention to detail with strong writing, editing and proofreading skills
  • Key Requirements

  • 7-10 years of overall marketing experience.
  • Strong understanding of customer and market dynamics to meet requirements.
  • Proven ability to oversee all development and execution of marketing, advertising and promotional staff activities.
  • Proficient in Microsoft Office Suite, Outlook and Adobe Creative Suite – Photoshop and InDesign
  • Microsoft MapPoint, PosterShop and PrintShop Mail, preferred
  • Relevant educational background – Undergraduate degree, preferred
  • Work Details

  • Full time salaried position 40-45 hours a week, Monday through Friday
  • Medical, dental, life insurance, employer match 401(k) program and paid time off offered
  • Position is located in Richmond, Michigan on 32 Mile Road
  • This is a wonderful leadership development opportunity to take charge of a small marketing department and grow the team as the services provided grows under your expertise.

    Our client, Power Equipment Distributors is a family owned distributor of premium outdoor power equipment and parts to dealers throughout Michigan, Ohio, Indiana, Kentucky, Illinois, Pennsylvania, West Virginia, Missouri and Wisconsin. “Our mission is to be your best source of outdoor power equipment and parts, always keeping dealer profitability a priority.” We work together with our dealers to provide individualized, fanatical customer service. We strive to provide our customers with what they want, when they want it and how they want it. INTERESTED, CUSTOMER-FOCUSED AND QUALIFIED applicants may send resumes to

    Be A Leader – Hold Yourself To A Higher Standard – Reason #85

    Reason #85 out of my leadership ebook, 101 Reasons To Be A Passionate Leader: Why Developing Your Leadership Is Critical Today! is one of my favorites. And represents a necessary leadership competency that can be challenging pushing leadership development to the uncomfortable zone.

    C.K. Prahalad, Distinguished Professor of Strategy at the University of Michigan’s Ross School of Business shares the following with his MBA and executive education participants:

    “…Managers must remember that they are the custodians of society’s most powerful institutions. They must therefore hold themselves to a higher standard. Managers must strive to achieve success with responsibility.”

    Here are a few of his remarks:
    • Be concerned about due process. People seek fairness – not favors. They want to be heard.
    • Learn to relate to those who are less fortunate.
    • Expect to be judged by what you do and how well you do it – not by what you day you want to do.

    Leadership Development – Do You Know If You Are Contributing To Others?

    Do you know how you are contributing to others?

    You are in a leadership position. You lead an organization or business, you manage employees, you direct teams, you provide feedback, you engage in conversations with people everyday. Do you know what kind of impact you are having on others?

    The last few days I have been reflecting on this question for myself. My own leadership coach asked me… “to create who I am in life, who I want to create myself to be… newly, recreate it” she said. So I created Who I am is Loving Inspiration, Peace and Contribution. Wow, quite a creation for me as a powerful and passionate leader to step into. (Isn’t amazing what we say sometimes?) And then she said, “Now live into it.”

    So I began to observe where I was being Loving Inspiration, Peace and Contribution.

    That afternoon I picked up my college alumni magazine and read how one of my classmates had been awarded the Distinguished Alumni Award for rescuing a failing bank and revitalizing a community here in Michigan. In reading the article, it was clear that David had a very successful leadership career and was making a difference that was publicly being honored. My wandering mind had me thinking about the other leaders out there, who make a difference for one employee, one client, one family member, one person at a time. They touch someone positively in a keen way at a critical moment in their lives and are not awarded or honored in a public way. This happens every moment… people who connect with people have an opportunity to make a difference.

    Over the next few days, I heard my clients and my family say things to me like:
    “You are an inspiration to our family; you have given us so much.”
    “I always feel so good after meeting with you. I came in all upset and I leave feeling peaceful.”
    “What you said yesterday when we talked on the phone made a difference for me. I handled that situation with more confidence.”

    Was it because I was “looking” at contribution that I heard these comments with new awareness? With a renewed appreciation?

    It did make me realize how often we minimize our contributions to others, how we busily go about our days not acknowledging whether we are making a difference in those we lead and interface with. As a part of your on-going leadership development, I urge you to take a moment. Right now is good… and take a look for yourself. Are you listening to others and getting present to how you are contributing to them? You may be amazed at what you learn. And… you may just find yourself feeling honored, re-energized, recommitted to leading and contributing to the people around you.

    4 Factors For Getting The Right Person For The Right Job

    This month’s Conversations With Leaders program was held March 11, 2010 with leadership expert, Robert H. Holland, CEO of Vistage Michigan, also known as part of Vistage International, a chief executive leadership and network organization.
    The interview was full of rich content on how managers and executives in an organization must participate in the selection and hiring process to ensure the right candidate is selected for the right position.

    Bob spoke about the four critical factors any hiring manager and their boss’s manager must consider in the candidates they are reviewing for an open position. The four factors are Experience, Talent, Culture and Time Span. Of these four factors, Time Span is the most critical and Experience the least critical. Bob’s provides a great overview of this concept in the interview. He also made some great recommendations on the preparation the management team must do to avoid the high costs of a poor fitting hire.

    For a short time only, a complimentary replay of this interview is available – Hiring The Right Person