Paul started his career in London 35 years ago (before the internet), working with direct marketing techniques in a B2B catalogue operation. He stepped out of the corporate world in 2004 and moved to Scotland. He is a self-taught digital marketer, with skills in brand, content strategy and copy-writing.
"Digital is no different from traditional marketing it is just a channel that is faster and more trackable than anything we have had before."
Though his company "Market-That" he develops marketing strategies for SMEs using on and offline techniques. He specialises on established service businesses and working with the older entrepreneur.
I discovered The Milk Bar though the meetups app or linkedin not sure. It was one of those happy accidents. I was on a weekend break in Glasgow, and the different location on the phone brought up new opportunities.
Then I saw The Milk Bar again on Linkedin and what was more they were looking for speakers. While there are many benefits to living in the North of Scotland, the opportunity to visit a big city is a welcome change of scene. A chance to catch up with old friends and meet new people.
So you see while travel broadens the mind it also expands the location apps on the smartphone.
As for Milk, I like the open problem-solving attitude that comes through the work they do. The team looks inspirational, and it will be good to meet up.
Why do you think some generations get labelled more negatively over others?
Every generation has its stereotypes. The baby boomers at some point where long-haired hippies who hung out and dropped out. The Millenials are said to be lazy and expect life on a plate. Gen X and Y, and those beyond are riveted to their smartphones.
All of these descriptions are aspersions cast by the generation above resisting the change to the status quo.
What do you see as the issue most affecting those who manage across the generations? And how can CEOs, managers, entrepreneurs meet that challenge?
We are in a unique situation; there could be four generations in the workplace. Due to inadequate pensions and changes in state pension entitlement the older generation will retire later. Those below them could see this as blocking opportunity.
It is easy to label people, and a generational prejudice is a label, as reflective as any other prejudice. We must remember we are all people.
The key to managing this mixed workforce will require new levels of understanding across all groups.
What should we be aware of regarding generational differences in values, beliefs, and work attitudes?
Generational prejudice is like any other group distinction. It is a label that has no place in the workplace.
The point is that different age groups have different outlooks which are a product of personal history. They also have different drivers, and that is a product of individual circumstance.
It is about understanding what motivates the individual and why they choose to work in your business?