In this episode of the Leaders and Legacies podcast, host Craig Andrews dives into the world of remote work and leadership with Marilyn Jenkins, a seasoned veteran in digital marketing. Jenkins shares her journey of adopting remote work in 1997, highlighting the challenges and triumphs of leading from afar before it became a global norm. The conversation covers the evolution of technology from DOS-based machines to the connectivity we take for granted today, emphasizing the role of discipline, organization, and effective time management in remote work success.

Jenkins offers valuable insights on team management, advocating for hiring based on personality over mere experience and emphasizing the importance of empowerment and accountability. She also delves into the intricacies of marketing for lawyers, revealing strategies for paid advertising, SEO optimization, and leveraging Google Business Profiles to enhance online presence.

The podcast wraps up with Jenkins providing actionable advice for businesses to adapt and thrive in the digital landscape, underscoring the timeless principles of leadership that apply across evolving mediums.

Want to learn more about Marilyn's work? Check out their website at https://maximizeyourgbp.com.

Connect with Marilyn on LinkedIn at https://www.linkedin.com/in/marilynjenkins/.

Key Points with Time Stamps

• (00:00:51) Introduction to Marilyn Jenkins, her background in digital marketing, and expertise in legal marketing.
• (00:01:47) Jenkins' early adoption of remote work in 1997 and the technological challenges faced.
• (00:04:13) The importance of discipline and organization in remote work success.
• (00:09:24) Strategies for managing remote teams effectively, including hiring for personality.
• (00:18:25) Insights into marketing for lawyers, focusing on paid ads, SEO, and Google Business Profiles.
• (00:21:06) Jenkins discusses the future of digital tracking and the impact of cookie changes on advertising.
• (00:22:29) The significance of Google Business Profiles in enhancing online visibility.

Transcript

00;00;00;00 - 00;00;30;20
Craig Andrews
I was in a coma for six weeks while the doctors told my wife I was going to die. When I woke up, she told me the most fantastic story. My team kept running the business without me. Freelancers reached out to my team and said, we will do whatever it takes. As long as Craig's in the hospital. I consider that the greatest accomplishment of my career.

00;00;30;23 - 00;00;51;10
Craig Andrews
My name is Craig Andrews and this is the Leaders and Legacies podcast where we talk to leaders creating an impact beyond themselves. At the end of today's interview, I'll tell you how you can be the next leader featured on the show.

00;00;51;22 - 00;01;21;27
Craig Andrews
They all went. Welcome. Marilynn Jenkins. She is digital marketing veteran with over 16 years of experience. She's the founder of MJ media Group and Lore Marketing Zone. You know, I'm looking forward to this conversation because as a marketer, I've never known how the market legal. And, you know, even even, personal injury. I have a better idea, but not a great idea.

00;01;22;00 - 00;01;44;09
Craig Andrews
And so I'm looking forward to this conversation. And her expertise lies in leveraging paid advertising and SEO, particularly for optimizing Google business profiles to propel their business. Not only that, but she write a book on it. It's called the Google Business Profile Training Guide. And so, this is going to be an interesting discussion. Marilyn, welcome.

00;01;44;11 - 00;01;47;24
Marilyn Jenkins
Thank you so much. I'm excited to be here.

00;01;47;26 - 00;01;57;20
Craig Andrews
So you said something a couple minutes ago. You said that you went remote 25 or 28 years ago.

00;01;57;22 - 00;02;00;21
Marilyn Jenkins
Yeah.

00;02;00;23 - 00;02;03;06
Craig Andrews
What year was that?

00;02;03;09 - 00;02;07;22
Marilyn Jenkins
1997, 97.

00;02;07;24 - 00;02;25;16
Craig Andrews
Okay. So let's put some context around that. I mean, because it's so easy to say, oh, yeah, okay. Went remote. How incredibly hard that was. I mean, so you went remote either before or about the time the original iMac came out?

00;02;25;18 - 00;02;39;20
Marilyn Jenkins
Yeah, yeah, we were DOS based machines. Well, there was no meeting platform, but, you know, all on the phone, that sort of thing. And and emails and message boards and it was it was an interesting time.

00;02;39;22 - 00;03;00;13
Craig Andrews
When the reason I say the iMac where the I, I mean everybody today everybody's like, oh yeah. Anything with Google it prefaces it with AI. But the origin of that, the iMac was internet. And if you remember back to the iMac, it was you can connect to the internet in 30s or something like that. That was the value proposition of the iMac.

00;03;00;15 - 00;03;22;08
Craig Andrews
You know, just pop it down, plug it in, and you're on the internet. And they even ran commercials, comparing how long, long it took to get an iMac on the internet versus a PC on the internet. And so today we just take it for granted. I mean, we're connecting our resume right now and and talking. We just take it for granted that, hey, you go online and you do business with people across the country.

00;03;22;08 - 00;03;28;07
Craig Andrews
But in 97, that was that was not the assumption.

00;03;28;10 - 00;03;47;03
Marilyn Jenkins
No, I mean, it was it was interesting. I did, I was in outside sales, so I didn't have an actual office, brick and mortar office I would go to, except once every quarter. And, it just made working from home great. You could do everything, you know, emails, that sort of thing. Sending messages and then phone calls.

00;03;47;05 - 00;03;59;25
Marilyn Jenkins
So it was it was really nice. And then to see the change, you know, it's like when Covid hit and we all went to zoom. Well, those of us who knew about zoom and that sort of meeting platform had been on it for years. It's like finally people picked up on it.

00;03;59;27 - 00;04;13;04
Craig Andrews
Yeah. What would you say? What would you say were some of the lessons that you learned in 97 that still apply today?

00;04;13;07 - 00;04;36;11
Marilyn Jenkins
Discipline and organization. That's something I find that people have a difficult thing. Getting their head around a working from home was not something that a lot of people did, and it's too easy to be distracted to by other things. And so and a lot of people still find that a big stress, big stress issue. So I think being, well organized and disciplined and time blocking was was huge.

00;04;36;13 - 00;04;54;11
Craig Andrews
You know, I mean, I'll tell you, that's something I struggle with. you know, you know, my story. You know, I almost, checked out of this world and, and I still struggle with fatigue. I still have a little bit of fatigue. And so it's easy for me to say, geez, today is one of these fatigue days.

00;04;54;11 - 00;05;10;10
Craig Andrews
I'm, you know, I'm going to take it easy, but in some ways, it's just kind of copping out and, and it's it messes up that discipline and that organization that you're talking about how for people working remote, how do you tackle that?

00;05;10;12 - 00;05;28;17
Marilyn Jenkins
I have specific hours that I'm at my desk and I don't, you know, give myself, cause stress or anything. If I want to take a break. But I'm also not one of those that'll go. Okay, there's something on TV. I'm going to, you know, take a break and watch TV or something. And I keep specific hours that I'm going to work.

00;05;28;19 - 00;05;50;14
Marilyn Jenkins
And then outside those hours, I may have a project I'm working on, and I'll work on it. And and even on the weekends, it's not like I work seven days a week, but on the weekends, if I've got something I want to do, I will do that in amongst other things I'm doing. But having specific hours that you plan to work makes makes a big part of the discipline and do it every day.

00;05;50;15 - 00;06;07;29
Marilyn Jenkins
You know, five days a week. Don't give yourself unless you're taking a whole day off, you know, be just disciplined about when you're working and what you're doing. And when you work for yourself, you know, with nobody around telling you the things you do, you need to have, a to do list or a time block or something like that.

00;06;07;29 - 00;06;11;11
Marilyn Jenkins
That's going to help you, stay on track.

00;06;11;14 - 00;06;33;17
Craig Andrews
You know, you know, you know, and what's interesting is that's a little bit of conflict with what a lot of people talked about during Covid. They say like, oh, Covid, you know, I'm basically working all the time. You know, I, you know, I then go off and walk the dog at 10:00, 10 a.m. and then I'll be back at my desk.

00;06;33;17 - 00;06;50;14
Craig Andrews
But, you know, I'm, I'm going to be checking in. So what you're describing and I'm not I'm not objecting to it. I'm just intrigued by the contrast. It's a lot different than the way that I heard people talking about working during Covid. And I'm wondering what's what's your take on that?

00;06;50;16 - 00;07;06;24
Marilyn Jenkins
If I had a dog like I had in the past, I would take the time to take a walk. What I what working from home and being disciplined does for me is if I'm stressed out, if I'm in a spot where I can't get the answer to what I'm looking for, say I'm working on a project that's just not coming.

00;07;06;27 - 00;07;26;16
Marilyn Jenkins
That's when you get out and take a walk, you know, take a break. And by by working remotely or working from home, I have the flexibility to go walk around the block, you know, go walk to the park and back and just clear your head and it resets and you can come back and solve the problem. If I was in the office, it would be more difficult to do something like that.

00;07;26;18 - 00;07;47;17
Craig Andrews
Well, you know, as you were describing that, my mind flash back to when I first moved to Austin. I was working in an office. I wasn't working for myself, I was working for someone else, and there was a period of time I was going through a divorce and I began to work. In my mind, we get all cluttered and in a bad spot and I we get up, I walk outside, and I do a couple of laps around the building.

00;07;47;19 - 00;08;07;22
Craig Andrews
this is Texas. It was 104. You know, I'm walking around, in. And back then I was wearing wool slacks to work and, me on a dress shirt, and I'm out walking around and, you know, 100 plus heat in Texas. I do a couple laps and we clear my head and come back in. So that's. Yeah.

00;08;07;22 - 00;08;14;04
Craig Andrews
So that's a principle that at least in my life, works working from home but also works working in the office.

00;08;14;06 - 00;08;31;12
Marilyn Jenkins
Well, it's a good thing to do. I mean people just don't think that much about, you know, when I was growing up and actually working in an office, you weren't allowed to just get up and take a walk unless it was break time or lunch time, you know, because you had supervisors and that sort of thing working with you and watching over you.

00;08;31;14 - 00;08;43;22
Marilyn Jenkins
But we have freedom and flexibility. And I think that taking a break is, you know, I went to college as a computer programmer. If you get stuck on something, taking a break was the way to get through it.

00;08;43;25 - 00;09;15;04
Craig Andrews
Yeah, yeah, yeah. Exactly. Well, and I think that may be, you know, I worked, yeah, I worked for an engineering company at the time. And so maybe that's just something more that, that there was an understanding in that culture that that's how you do things. So, what advice based on, you know, what you're doing now and just, you know, over 28 years of working remotely, what have you, what tricks have you found?

00;09;15;06 - 00;09;24;03
Craig Andrews
Maybe tricks is not the right word, but basically methods that you found that work really well for managing a team that's also remote.

00;09;24;05 - 00;09;45;14
Marilyn Jenkins
It was a little bit difficult to I used to hire for a position and now I hire for personality and training for the position. And I find if you find the right personality, it's easier to delegate and give responsibility. So if you're gonna give somebody something to do, you have to give them responsibility to get it done and accountability.

00;09;45;17 - 00;10;08;18
Marilyn Jenkins
So I've found that finding that particular type of person, whether it's an integrator or dreamer or whatever, you want someone creative or you want someone that actually, you know, in operations, hire the personality and then train them to what you want, but at the same time empower them with education, and share books with them and bring them along with you and with your company's journey.

00;10;08;20 - 00;10;34;10
Craig Andrews
Yeah. And I think that's so key. You know, to this day, I still see people that hire based on experience. And I. I don't know. I mean, I don't, you know, there's a lot of different people that run their businesses, and I don't want to be critical of someone else, but at least in my in my experience, I'd much rather take the approach that you're describing.

00;10;34;17 - 00;10;40;04
Craig Andrews
Hire the personality, hire, hire for things that you can't train.

00;10;40;06 - 00;11;00;27
Marilyn Jenkins
And that's that's what I've learned over the years. I've hired for positions, I've hired for experience. And I find that those people last less time because it's just not the same. You know, I need someone that's, you know, we have great team meetings over zoom. We have, a Meme Wars channel and our slack channel that we, you know, so there's some lighthearted part to it.

00;11;00;27 - 00;11;24;28
Marilyn Jenkins
But I like the kind of people that can enjoy their day. We all work remotely. So you've got to keep that attention going. You've got to keep them motivated, and they need to feel a part of the team. And that's what we do. and I think the education part, you know, udemy.com where you can buy courses on almost anything, every six months probably I gift courses on anything they want.

00;11;25;00 - 00;11;46;07
Marilyn Jenkins
So not just business. And it's interesting the choices that they make. So you know, it's it's it's one of those things just bringing them in, making them feel part of the team. And like I said, if they're the right personality, training them is a breeze. We have SOPs for everything, and when anything new comes up, there's a written and recorded SOP for it.

00;11;46;10 - 00;11;51;05
Craig Andrews
So then the next question is how do you identify the right personality?

00;11;51;08 - 00;12;11;14
Marilyn Jenkins
there's a few like, assessments online that you can do. And so we do that sort of thing, you know, the personality assessments, have them do a couple of those and, and then, the interview process goes, once you have all that information, the interview process goes really, really easily because you know, the type of person you're talking to.

00;12;11;17 - 00;12;13;28
Craig Andrews
Can you recommend an assessment?

00;12;14;01 - 00;12;16;10
Marilyn Jenkins
Yeah. Let me I didn't.

00;12;16;12 - 00;12;18;06
Craig Andrews
Sorry I put you on the.

00;12;18;09 - 00;12;32;17
Marilyn Jenkins
Yeah there's a couple that are there a couple that are there are a couple that are that are free if I can remember that. Yeah. Give me just a second.

00;12;32;20 - 00;12;57;12
Craig Andrews
You know what? While you're pulling that up, I'm going to brag on on one of my employees. There's, somebody works for me named Elena. And when I saw her resume, I was blown away. And it had nothing to do about the experience. Elena Elena was born in Saint Petersburg, Russia, and she moved to the U.S when she was 13.

00;12;57;14 - 00;13;21;07
Craig Andrews
And the you know, I don't know a lot about, you know, raising girls to be, you know, women. But I know one thing is age 13 is a critical year. If you if you met if if you want to have many years of counseling in their future, do something drastic. At age 13. And for her, she moved from Russia to California.

00;13;21;11 - 00;13;53;17
Craig Andrews
She left her friends. She left her school. She left her language. She left her culture. She left everything that she knew. And she moved to California at 13. And I looked at that resume. I was like, okay, if I meet her and she seems, you know, confident and adjusted and stable, I'm going to hire her. Because what I saw in that was, here's somebody that you can put in unknown circumstances.

00;13;53;19 - 00;13;54;26
Marilyn Jenkins
And they thrive.

00;13;54;28 - 00;14;13;11
Craig Andrews
And they thrive. And that's exactly who she is. I mean, and one one of the stories I love to tell about Elena is she came up to me one day. This was years ago, and she started talking and I was listening. And once she was done talking, I said, okay, let me see if I have this straight. There was a problem.

00;14;13;14 - 00;14;24;02
Craig Andrews
You identified the problem, you fixed the problem, and you're just here giving me an update and you don't need anything from me, she said, yes, I'm like, bless you.

00;14;24;04 - 00;14;41;29
Marilyn Jenkins
Yeah, that's the kind of team you need. one of the two things that we do is, Krystal knows, and that's the Crystal laser app, and it's just it's a quiz. And that takes them through an assessment. So that's one of the big ones that you can find out what type, and it determines if they're an integrator or visionary.

00;14;42;02 - 00;15;02;17
Marilyn Jenkins
And as you know you need both in a business. But an integrated you want to do your operations that's going to be your client facing person. So when they do your admin, different things like that, people that can take in a detail oriented, visionary would be someone I would lean more towards being. the creative type.

00;15;02;19 - 00;15;10;21
Marilyn Jenkins
So that would be your social media designer, video editor, that sort of thing. And so those are the types of things we look for.

00;15;10;23 - 00;15;30;07
Craig Andrews
Wow. Yeah. Excellent. And. And so as you've done that, what, what is what's been if you could just highlight maybe one challenge that you've had and how you overcame that.

00;15;30;09 - 00;15;56;01
Marilyn Jenkins
Taking notes, realizing and taking full responsibility. You know, it's like the book extreme ownership. You just have to own that fact that you hired the wrong person. and hire slowly, fire fast. Right? Yeah. Want the. If you hire the wrong person, they can so quickly. In fact, everyone else. So you know, hire good people, hire the personality you want, train them.

00;15;56;03 - 00;16;04;01
Marilyn Jenkins
They're all good team players. But if you bring someone in that you shouldn't have or that doesn't work out, you need to get rid of them as quick as you can.

00;16;04;04 - 00;16;17;15
Craig Andrews
Wow. And that's that can be hard. I mean, that's emotionally hard. You know, I think one of the hardest things any manager has to do is to fire somebody.

00;16;17;17 - 00;16;36;16
Marilyn Jenkins
But if you but you can't get emotional about it. I mean, it's like, if they're not working out, and I have very seldom fired anyone that didn't say I saw it coming. And if someone says to you, I'm not surprised, you should have fired them before they knew it was coming. They were just writing the paycheck. Yeah, yeah.

00;16;36;17 - 00;16;58;00
Marilyn Jenkins
You know, they know they're not bringing it. You can tell whenever you hire the right personality, they are asking for more information, to do more things, to do their seeing and finding ways to help you, you know, and, I'm open to ideas when it comes to our team. If we're doing something new or send them through the SOPs and say, okay, can you see a way of doing this more efficiently?

00;16;58;02 - 00;17;10;17
Marilyn Jenkins
How can we serve our clients better? How can we provide a better service? How can we make our clients more successful in what we're doing for them? And take their input? You know, I'm not the only one with great ideas in my company.

00;17;10;19 - 00;17;35;24
Craig Andrews
Yeah. You know something? I've, I've spent a lot of time listening to Steve Jobs. just. I admire him as a marketer, less so as a person, but I admire him as a marketer, and that's one of the things that he said a lot. He's like, we don't hire people to tell them what to do. We hire people so they'll tell us what to do, you know?

00;17;35;27 - 00;17;53;13
Marilyn Jenkins
Well, I think Henry Ford even said, I don't my goal. I don't have to have all the information. I don't have to know everything. I hire people to know things. Yeah. You know, so, I mean, I, I am open to ideas and suggestions. And, you know, we work together as a team to serve our clients better.

00;17;53;16 - 00;18;18;24
Craig Andrews
Yeah. Well, let's, let's pivot a little bit because you work in an area of marketing that I've looked at as a marketer and, you know, servicing law firms. And every time I've looked at that problem, I come back, walk away saying, I have nothing. I have nothing to offer these folks. You know, I don't know how to market them.

00;18;18;26 - 00;18;25;05
Craig Andrews
You do. So I'm really intrigued. What do you do for lawyers?

00;18;25;07 - 00;18;58;02
Marilyn Jenkins
the most of our clients, we're doing, paid ads for. And so we can do get their branding out there, get their, appeal, the right wording, and, creatives to their ideal clients. and we also work with their websites and their Google business profiles. So we work on an omni presence kind of online, marketing for their internet marketing, just to get them everywhere where when people have a need, they will think of them and call them or click on an ad or visit their website or the Google Business profile.

00;18;58;04 - 00;19;26;28
Craig Andrews
And that's and that's part of the challenge with it is, you know, so I've, I've lived in Austin for 20 years now, approaching 20 years. And in the 20 years I can think of. Four, maybe five times of need a lawyer. And it's been different type of lawyer. You know, one time I mentioned I was divorced, so one time it was a family lawyer.

00;19;27;00 - 00;20;00;15
Craig Andrews
couple times it was contract lawyer. more recently, it was, you know, litigation, you know, as being defrauded by a health care company. And so the part of the challenges, you know, the is it's so infrequently that I need somebody with those specialties. It's, you know, it's it's not like you can run an ad and all of a sudden I realize, oh, I need to call a lawyer.

00;20;00;15 - 00;20;07;02
Craig Andrews
So what's what's the key to marketing in, in that space with, without spending a fortune?

00;20;07;04 - 00;20;30;14
Marilyn Jenkins
I think it comes down to, the tracking. What? You know, cookies, of course, are going by the wayside, but it's people that are doing research in. They're, going to Google for certain information in there, which is where everybody does their searches when they're looking for something. Look at market share, and being able to see, okay, this person is talking is doing some research about a divorce.

00;20;30;16 - 00;20;49;23
Marilyn Jenkins
maybe they're in, maybe they've joined a divorce group on Facebook or they've just been talking about that. Well, those are the type of people that we can get the ads in front of. There's still a tremendous amount of tracking out there, whether it goes across additional web websites or not. If you're looking at these things, we can get ads in front of you.

00;20;49;25 - 00;20;58;04
Marilyn Jenkins
So the key is to have something visual that they will, if it's on Facebook and Instagram, visual that they will respond to.

00;20;58;06 - 00;21;06;22
Craig Andrews
Okay, you just said something really important. You said cookies are going away. Okay. What does that mean and why does it matter?

00;21;06;25 - 00;21;25;22
Marilyn Jenkins
Cookies are like so. So you go to Amazon. You look up a coffee maker. Now every website you go to for the next week, that coffee maker shows up. That's a cookie. You've been cookie that you looked at this coffee maker, right? So according to Google and Meta, they're going to go away with cookies. Cookies are not going to go be around anymore.

00;21;25;22 - 00;21;47;16
Marilyn Jenkins
And so Facebook and Meta have instigated, they instituted this API tracking so that you can optimize based on what people are doing through your pixel. So you can still track them. you can still see what people are doing and get your ads retargeted in front of them. So the cookie concept is still there. and you know, between Google and Facebook, you know, the information is there.

00;21;47;16 - 00;22;10;02
Marilyn Jenkins
And if someone is gone to, I don't know, any sort of thing that relates to divorce or family law or whatever, that's cookie dough on their computer, unless they've immediately cleared their caches afterwards. So when they go to Google, the ads that are going to come up on their search or their questions are going to relate to the recent searches, and if that's a divorce lawyer knew me, that divorce lawyer knew me.

00;22;10;02 - 00;22;25;23
Marilyn Jenkins
If they got the best bid will be in front of them. And if they've done a really good job on their Google business profile, they'll show up on the map within the local area. For those people to call, text, look at the directions, go to the office.

00;22;25;26 - 00;22;29;26
Craig Andrews
And and so what's the Google business profile?

00;22;29;29 - 00;22;50;08
Marilyn Jenkins
It's most people know it is the Google my business. and that's what it was named. It's gone through, I think seven iterations since it first came into being. and each time more and more features have been added. So if you think about the Yellow Pages and Google's importing the entire yellow Pages and making an individual business listing for each one, that's kind of what it is.

00;22;50;10 - 00;23;14;01
Marilyn Jenkins
So instead of everybody having either a non bold line, a bold line or, display ad, everybody has the same, it's free. so it's your it's Google's directory of businesses. So you go in and you fill it out completely, you add your products and services, you update it periodically with something, whether it's a photo, a video, a question and answer.

00;23;14;07 - 00;23;36;15
Marilyn Jenkins
Show Google that you are engaged with it and if you're running Google Ads, your ads will have better wait. if you're not running Google Ads, you're and you keep your ad, engagement in it. You're you can outrank your competition in the map pack and in that little three map pack. So when you look at a Google search result, now the top three are ads.

00;23;36;18 - 00;23;52;09
Marilyn Jenkins
The next three is that map pack. That map pack is free. So throwing in ads here and there now recently. But that three is the people closest to you that relate to your search and you want to be one of those three.

00;23;52;12 - 00;23;56;24
Craig Andrews
So it's kind of like the modern version of the Yellow Pages.

00;23;56;26 - 00;24;03;05
Marilyn Jenkins
and so a lot of businesses think it is, is just a place to store reviews. And it's so much more than that.

00;24;03;07 - 00;24;28;02
Craig Andrews
So with the Yellow Pages, the way you got found in the yellow Pages was two ways. One, you you buy a big listing, which I guess would be the paid ads the other way was you named your company, triple A lawyers are us, you know. So you're at the front of the Yellow Pages. So obviously, naming your company triple AA doesn't work with, Google business profile.

00;24;28;02 - 00;24;31;28
Craig Andrews
What? What do you need to do to be found with that?

00;24;32;00 - 00;24;50;13
Marilyn Jenkins
Well, the first thing is complete the listing. So you need to you need to claim it. Okay. So if you haven't claimed your business profile you need to claim it. And then you have to verify and that verify it could be a postcard. It should be a it could be a requirement for a video for you to show that you prove that you are that company.

00;24;50;15 - 00;25;11;06
Marilyn Jenkins
and once you've claim it and verified it, now, you fill it out, put everything on it, even if you're, a plumber or a baker or an attorney, put your services on there. If you sell a product, put your product on there. There's a Q&A section. If you know that every client has every potential customer has say the same five questions.

00;25;11;08 - 00;25;39;26
Marilyn Jenkins
Those are FAQs. Put those on there. Update photos. So you want to give it as much information as you can and periodically add information. Again you know, more information, more photos, more questions, more services so that you're constantly using it. And Google sees that as engagement. And even if you have less reviews than your biggest competition, it's potential that you'll be higher up in the map pack because you're more engaged with your Google business profile than they are.

00;25;39;29 - 00;26;03;18
Craig Andrews
Well, Marilyn, there's good advice. And, and also on the remote, you know, it's it was really interesting when we started talking them realize that you went remote. Hey, back before the internet was really I mean, it was there, but it wasn't really in its full form. And so this is this has been packed full of valuable lessons.

00;26;03;18 - 00;26;17;27
Craig Andrews
And the things thing I like is that you've shared some principles that are kind of timeless. The medium can change the principles that you shared apply regardless. So what's the name of your book again.

00;26;17;29 - 00;26;20;14
Marilyn Jenkins
The Google Business Profile training guide.

00;26;20;16 - 00;26;22;11
Craig Andrews
Okay. And where did people get that?

00;26;22;13 - 00;26;36;23
Marilyn Jenkins
You can go to maximize your gbp.com. And just for your listeners, I've created a coupon that you can get the book for only $5, and the coupon code is the number five leaders five leaders.

00;26;36;23 - 00;26;41;08
Craig Andrews
Excellent. And how do folks find you?

00;26;41;10 - 00;26;54;04
Marilyn Jenkins
I'm on LinkedIn. I'm on all the platforms, but mostly on on LinkedIn. I work business to business so you can find Marilyn Jenkins, MJ media Group, or LOL Marketing Zone at on LinkedIn.

00;26;54;06 - 00;26;59;02
Craig Andrews
Excellent. Well, Marilyn, thank you for being on Leaders and Legacies. This has been interesting.

00;26;59;04 - 00;27;03;24
Marilyn Jenkins
Thank you so much. It's been a pleasure to be here.

00;27;03;24 - 00;27;32;20
Craig Andrews
This is Craig Andrews. I want to thank you for listening to the Leaders and Legacies podcast. We're looking for leaders to share how they're making the impact beyond themselves. If that's you, please go to Alize for me.com/guest and sign up there. If you got something out of this interview, we would love you to share this episode on social media.

00;27;32;22 - 00;27;56;02
Craig Andrews
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00;27;56;04 - 00;30;06;18
Craig Andrews
Please go ahead and subscribe your thumbs up! Ratings and reviews go a long way to help promote the show. It means a lot to me. It means a lot to my team. If you want to know more, please go to Alize for me.com. or follow me on LinkedIn. Thanks for listening. We'll see you next time.