Leading From The C-Suite: Lyndsi Edgar of eLuminate Marketing On Five Things You Need To Be A Highly Effective C-Suite Executive
An Interview With Doug Noll
Not Investing Enough Time to Understand the Team: Jumping straight into action without understanding the team’s dynamics, strengths, and challenges can lead to misaligned strategies. It’s crucial to take time to listen and learn about the team’s history, work style, and current projects.
As part of our series called “Five Things You Need To Be A Highly Effective C-Suite Executive,” we had the pleasure of interviewingLyndsi Edgar
As the dynamic CEO and founder of eLuminate Marketing, Lyndsi Edgar spearheads an elite team of digital marketing virtuosos, transforming businesses from obscure to omnipresent. Armed with a Master of Science in Integrated Marketing Communication and 15 years of experience, she specializes in crafting and implementing pioneering online marketing strategies, captivating content, and robust remarketing campaigns across a spectrum of industries.
Recently acclaimed as one of the “Top Five Marketing Agencies to Hire in 2022” by the American Reporter, her leadership at eLuminate Marketing has guided the team to collaborate with illustrious brands like Carnival Cruise Lines, Silversea, BrightLine, and Whole Foods. Under her expert guidance, clients witness a remarkable surge in impressions, reach, engagement, and website traffic within just three months. This success is attributed to her razor-sharp strategy development and compelling content creation.
Lyndsi is dedicated to propelling businesses into the digital limelight, helping them to flourish and meet their goals. Her insights and expertise in digital marketing have been showcased in esteemed publications such as the Huffington Post, Forbes, Business Collective, and Medium.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I studied Public Relations during my undergrad at Florida State University and pursued Integrated Marketing for my Master’s. However, what truly ignited my passion was my internship during the advent of the digital age. Everything was fresh, and I had full autonomy to create digital strategies and manage accounts for businesses. That’s when my profound love for digital marketing took root. Years later, after gaining experience in both corporate and agency settings, I launched my own company.
Can you share the most interesting story that happened to you since you started your career?
Since embarking on my career in digital marketing, the most interesting and fulfilling experiences have revolved around our work with non-profits. A standout moment for me was when we partnered with organizations like My Smart Ride, My Hollywood Pride, Georgia Burn Foundation, and South Florida Symphony.
Each of these non-profits had unique missions and challenges, but a common goal: to increase brand awareness, engagement, and donations. We dove deep into understanding their causes and audiences, crafting bespoke digital marketing strategies and compelling content. Witnessing the tangible impact of our efforts was incredibly rewarding. From significant boosts in online engagement to noticeable increases in donations, it was clear that our work was making a real difference. This experience not just added a fascinating chapter to my career but also underscored the power of digital marketing in driving positive social change.
Can you please give us your favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life?
I have been listening to the Mel Robbins podcast recently and she uses a mantra to help keep anxiety and overwhelm at bay. She says to herself, “what if it all works out.” I find myself using this sentence whenever times get challenging or overwhelming.
Is there a particular book that made a significant impact on your leadership style? Can you share a story or an example of that?
‘Like a Virgin’ by Richard Branson has been quite influential for me. Branson’s approach to work-life balance is not just for himself but also for his team, and that really resonated with me. It emphasizes creating a work environment that values and respects personal time, which I believe is key to a happy and productive team.
What do you think makes your company stand out? Can you share a story?
What sets eLuminate Marketing apart is our commitment to not just post for the sake of posting. We craft a strategic roadmap that turns prospects into warm leads. Our approach involves creating impactful content tailored to our clients’ needs and doesn’t end with social media. We ensure that our clients stay top of mind with post-social campaigns as well.
Take, for example, a professional service company we worked with. They were struggling with low impressions, reach, and brand awareness. After we stepped in and developed a targeted strategy, focusing on what their audience actually wanted to see, the results were remarkable. Within just a month, their visibility doubled, and they started getting recognized in public. Our client shared how people now approach him saying, ‘I see you everywhere!’ That’s the kind of real-world impact we strive for at eLuminate Marketing.
You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
“Reflecting on my journey, I’d say grit and hard work, confidence, and optimism have been pivotal to my success.
1. Grit and Hard Work: This has been the backbone of my career. When starting eLuminate Marketing, the challenges were immense. We had to establish a brand in a competitive market, requiring long hours and relentless focus. My dedication to not just endure but also excel during tough times played a huge role in where we are today.
2. Confidence: Confidence has been key, especially when making crucial decisions. For instance, when pivoting our strategy for a client who wasn’t seeing results, I had to trust my instincts and team’s capabilities. This confidence paid off, as we not only met but exceeded our client’s expectations.
3. Optimism: In digital marketing, trends and algorithms change rapidly. During these shifts, optimism has been my anchor. When a major social platform altered its algorithm, significantly impacting our content strategy, instead of seeing it as a setback, I viewed it as an opportunity to innovate. This positive outlook enabled us to develop even more effective strategies and maintain our edge in the market.”
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Most of our readers — in fact, most people — think they have a pretty good idea of what a C-Suite executive does. But in just a few words can you explain what a C-Level executive does that is different from the responsibilities of other leaders?
A C-Level executive, in essence, sets the strategic direction, drives the vision, and ensures the long-term success of the company. Unlike other leaders who might focus on specific departments or day-to-day operations, C-Suite executives are responsible for making high-level decisions, managing overall operations, and steering the company’s course in the face of changing market dynamics. Their role is less about managing the minutiae and more about guiding the overarching trajectory of the organization.
What are the “myths” that you would like to dispel about being a C-Suite executive? Can you explain what you mean?
One common myth about C-Suite executives is that they always have all the answers. In reality, much of leadership is about navigating through uncertainty and complexity. We don’t always have a clear answer or solution at our fingertips. Instead, effective leadership involves being open to learning, seeking diverse perspectives, and sometimes making tough decisions with incomplete information. This approach not only keeps us humble and grounded but also encourages a culture of collaboration and continuous learning within the organization.
What are the most common leadership mistakes you have seen C-Suite leaders make when they start leading a new team? What can be done to avoid those errors?
Certainly, three common leadership mistakes made by C-Suite leaders when leading a new team are:
Failing to Communicate Effectively: Communication is key in leadership, and C-Suite executives are no exception. New leaders sometimes assume their vision or expectations are understood without explicitly stating them. This can lead to misalignments and confusion. Leaders should make a conscious effort to communicate their goals, expectations, and feedback clearly and regularly. Creating an environment where open communication is encouraged can bridge gaps and align the team with the leader’s vision.
Underestimating the Importance of Relationship Building: Some new leaders focus solely on processes and results, neglecting the human aspect of the team. Building strong relationships with team members is essential for trust, morale, and effective collaboration. Leaders should invest time in getting to know their team members, understanding their strengths, motivations, and concerns. This not only fosters a positive work environment but also enhances team productivity and loyalty.
Avoiding these mistakes involves a balanced approach of patience, clear communication, and a genuine commitment to understanding and developing relationships with team members. This approach helps new leaders to effectively guide their teams towards success.
In your experience, which aspect of running a company tends to be most underestimated? Can you explain or give an example?
In my experience, the most underestimated aspect of running a company is often the importance of effective internal communication. While many leaders excel at formulating strategies and setting goals, the communication of these elements within the organization can be overlooked or not given the attention it deserves.
For instance, in the digital marketing world, as strategies and market trends rapidly change, keeping every team member on the same page becomes crucial. If there’s a lapse in internal communication, it can lead to misalignment, confusion over priorities, and a general decrease in efficiency. A typical example might be the rollout of a new marketing strategy. If not communicated effectively, teams responsible for content creation, social media, and graphics design may have differing interpretations of the strategy, leading to inconsistent execution and suboptimal results.
Therefore, establishing robust channels and processes for internal communication is critical. Regular meetings, clear and concise communication materials, and a culture that encourages questions and clarifications can significantly enhance the efficiency and effectiveness of any company’s operations.
Ok super. Here is the main question of our interview. What are your “Five Things You Need To Be A Highly Effective C-Suite Executive”? If you can, please share a story or an example for each.
Common leadership mistakes made by C-Suite leaders when taking over a new team include:
1. Not Investing Enough Time to Understand the Team: Jumping straight into action without understanding the team’s dynamics, strengths, and challenges can lead to misaligned strategies. It’s crucial to take time to listen and learn about the team’s history, work style, and current projects.
2. Imposing Changes Too Quickly: Implementing major changes without sufficient context can disrupt team morale and productivity. Leaders should first observe and understand existing processes, then gradually introduce changes, ideally with team input.
3. Underestimating the Value of Established Relationships: New leaders sometimes overlook the importance of existing relationships and communication channels within the team. Building trust and rapport before making significant decisions helps in creating a supportive environment.
4. Failing to Communicate Their Vision Effectively: Clear communication of their vision and goals is vital. A leader needs to articulate how the team’s efforts align with the overall objectives of the organization.
5. Neglecting to Provide Clear Expectations and Feedback: Teams operate best when they know what’s expected of them. Regular feedback helps in aligning efforts with the desired outcomes.
To avoid these errors, new C-Suite leaders should:
- Engage in Active Listening: Spend the initial period listening to the team members, understanding their views, and acknowledging their expertise.
- Build Relationships: Prioritize getting to know the team and establish trust. Strong relationships facilitate smoother transitions and better cooperation.
- Communicate Transparently: Share your vision, objectives, and any potential changes openly. Encourage feedback and address concerns promptly.
- Seek Feedback: Regularly ask for input on your leadership style and decisions. This not only aids in self-improvement but also demonstrates humility and respect for the team’s opinions.
In your opinion, what are a few ways that executives can help to create a fantastic work culture? Can you share a story or an example?
Executives play a pivotal role in shaping a fantastic work culture by actively nurturing an environment that values creativity, collaboration, and recognition. At eLuminate Marketing, for instance, we cultivated a unique approach to foster this culture. Every month, our team would gather at a local bar or restaurant for brainstorming sessions. These weren’t just any meetings; they were creative huddles where we openly discussed our projects and drew inspiration from the work of others in the industry. This setup outside the office walls broke down formal barriers, encouraging more free-flowing and innovative ideas.
In addition to these sessions, we leveraged our internal Slack channels, particularly a ‘winning’ channel, dedicated to celebrating successes and exceptional work. Here, team members had the opportunity to highlight impressive work and give kudos to colleagues, fostering a sense of appreciation and recognition within the team. Such initiatives not only brought out the best in our employees but also strengthened our bond as a cohesive, creative force in marketing.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)
If I could start a movement, it would center around fostering a strategic and positive relationship with our screens. In this digital age, our lives are increasingly screen-centric, which, while beneficial, often leads to a disconnection from the real world around us. This movement would emphasize the importance of balancing our digital engagement with being present in our physical surroundings. It’s about knowing when to put the screen away and immerse ourselves in the tangible, immediate experiences of life.
Imagine the benefits — improved mental health, deeper connections with others, and a greater appreciation for the world beyond our digital devices. This isn’t just about reducing screen time; it’s about enhancing the quality of our lives and interactions. You never know, this idea could trigger a wave of positive change, leading to a more mindful, connected, and balanced society.
How can our readers further follow you online?
Linkedin: https://www.linkedin.com/in/lyndsistaffordedgar/
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About the Interviewer: Douglas E. Noll, JD, MA was born nearly blind, crippled with club feet, partially deaf, and left-handed. He overcame all of these obstacles to become a successful civil trial lawyer. In 2000, he abandoned his law practice to become a peacemaker. His calling is to serve humanity, and he executes his calling at many levels. He is an award-winning author, teacher, and trainer. He is a highly experienced mediator. Doug’s work carries him from international work to helping people resolve deep interpersonal and ideological conflicts. Doug teaches his innovative de-escalation skill that calms any angry person in 90 seconds or less. With Laurel Kaufer, Doug founded Prison of Peace in 2009. The Prison of Peace project trains life and long terms incarcerated people to be powerful peacemakers and mediators. He has been deeply moved by inmates who have learned and applied deep, empathic listening skills, leadership skills, and problem-solving skills to reduce violence in their prison communities. Their dedication to learning, improving, and serving their communities motivates him to expand the principles of Prison of Peace so that every human wanting to learn the skills of peace may do so. Doug’s awards include California Lawyer Magazine Lawyer of the Year, Best Lawyers in America Lawyer of the Year, Purpose Prize Fellow, International Academy of Mediators Syd Leezak Award of Excellence, National Academy of Distinguished Neutrals Neutral of the Year. His four books have won a number of awards and commendations. Doug’s podcast, Listen With Leaders, is now accepting guests. Click on this link to learn more and apply.
