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The IT industry is booming. The desire to be one’s boss and to determine the direction of one’s activities is what drives many IT specialists and is the foundation on which a start-up is built. Before business ideas become a business concept and later a business, there are still some considerations to be made and preparations to be made. In the first place, there are considerations about the funding goal, the target group, the business model, and the form of founding. 

If you want to earn your money in the IT industry, you are choosing an innovation-driven, forward-looking, and growing industry. These tips will help potential IT startup founders move from initial considerations to the planning phase and implementation. 

Think about the idea and get feedback

Certainly, there is a risk that an idea will be stolen and implemented by another potential founder. It is not important if your project is about software development of pokie games or cloud computing projects for the industry. But if you don’t talk about your thoughts, you won’t get feedback and you run a high risk of founding past the needs of the market. To get off to a successful start with the IT start-up from the beginning, the idea should not be quietly brought to maturity but presented to a broad target audience. Are the business model and the product well received? Then nothing stands in the way of founding a company. 

Make target group research

No company meets the tastes and demands of every possible customer. Who is the target group and what are their needs? A little field research pays off and prevents overlooking the most important link in the company, the customer, in your business planning. Concrete definitions and comprehensive knowledge of the professional status, hobbies and preferences of the target customers are a stable basis for the start-up and for the next step on the way to becoming an IT start-up.

Try to take a perspective from the customer’s point of view

It is a fact that a large part of all decisions is made on an emotional basis. This also applies to the use of a service or the purchase of a product. What problem does the potential customer have and how can it be solved? How will his life change after the problem has been solved, and what added value will he benefit from? Ultimately, it is the task of the IT start-up to put itself in the customer’s shoes and, along the way, to find the right words and encourage the emotional decision.

Take a look at the actual product Finding a suitable pricing model

The plausible presentation of the price is an important success multiplier. However, many founders are uncomfortable with naming the price. But here it is important to keep in mind that the cost indicated is an important decision criterion for the potential customer. To run a liquid start-up and at the same time choose a customer-friendly pricing model, there is a whole range of methods for determining prices.

Think about how to attract customers

After all, hurdles have been overcome and the website is online, it’s all about visibility. If you can’t be found, you can’t sell services or attract customers. Even before the actual launch, founders should invest in targeted marketing and develop a sophisticated marketing strategy. A good ranking on Google and other search engines ensures that the first order is not long in coming.

However, anyone who wants to find a start-up in the industry of the future can implement their project in various ways. A guide on starting an IT company can be helpful in the initial phase. And passion for developing one’s ideas and a willingness to experiment are basics that are indispensable in IT.  For funding your start-up, the desire to make decisions should be a matter of the heart. The desire for freedom and the willingness to do extra work are also basics without which starting your own business cannot be crowned with success. Add to this a high degree of personal responsibility and the ability to see mistakes not as a step backward, but as motivation for a new attempt, and nothing is standing in the way of founding an IT start-up.

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Tips For Creating A Successful Seo Mentorship

It’s no secret that most SEO professionals learn their craft through hands-on experience rather than any formal training program.

While working with your own clients or taking a quick online crash course can help you understand the basics, there’s nothing like having one-on-one support from someone who’s been there before you to show you the ropes.

SEO mentorships are one of the best ways for new digital marketers to learn from experts in the field.

Whether you’re looking for your first job or interested in improving your skills in a particular sub-niche of SEO, mentorships can help you level up quickly and build your professional network.

For mentors, having the opportunity to share your knowledge can feel empowering and affirming and build confidence in leadership skills.

So how do you go about creating a mutually beneficial SEO mentorship?

Let’s walk through some of the best ways to set yourself up for success, and a few common mistakes to avoid.

Tips For Finding The Right SEO Mentor

As someone looking for an SEO mentorship, you should know exactly what you want to gain from the process before you can even think about reaching out to prospective mentors.

1. Go In With A Clear Set of Goals

Work on a clearly defined list of measurable goals and outcomes that you would like to see achieved by the end of your mentorship.

This will look very different for someone new to the industry versus an experienced marketer looking to branch out into a new field.

On the other hand, having a handful of concrete goals around developing your technical SEO skills may be more valuable for a mid-career marketer making a career shift.

If you’re not sure what SMART (Specific, Measurable, Action-Oriented, Realistic and Time-bound) goals to make before you begin your search, make a note of the general outcomes you want from the mentorship.

Bring these to your first mentor meeting and make this a point to go over after your introductions.

With their experience, your mentor should be able to guide you as to the actionable goals to work toward.

2. Spend Time Researching Possible Matches

You may already have a person in mind when it comes to thinking about who you would like your mentor to be.

But don’t put all of your eggs in one basket. If they decline, you will likely need a few alternatives to consider approaching instead.

Don’t be drawn in by a famous name alone.

Think carefully about the type of person you want to learn from, which should be influenced by your goals, career aspirations, and even your personality and background.

Ask yourself the hard questions:

How do I learn best?

How much time am I willing and able to commit to this relationship?

How will this individual help me get to where I want to be?

Has this person had success with mentoring someone before?

Is there something specific about this individual that resonates with me personally and could benefit my development?

Remember, just because someone has success in the SEO industry doesn’t mean they’re a good fit for your goals or personality.

Before asking about mentorship, it’s worth reaching out to the prospective mentor and getting to know them a little more.

Whether you take them for a coffee or meet over Zoom, an introduction and insight before asking about mentoring can help both parties see any professional chemistry.

3. Set Clear Expectations

Before agreeing to a mentorship, both the mentor and mentee should be honest and upfront about each person’s expectations.

For mentees, it’s likely your goals and career aspirations will drive most of this conversation.

Come prepared with information about how often you would ideally like to meet and in what format (online, in-person, etc.), but be flexible around your mentor’s schedule.

For mentors, having your own expectations in place is just as important.

As an experienced SEO professional, you likely have a lot on your plate, so it’s important to know upfront what kind of time commitment your mentee will expect from you.

You should also ask questions about anything specific that your mentee wants to learn from you.

This will help you prepare information or examples from your own career experience ahead of your next meeting.

Mentors should also be prepared to give feedback to their mentees around goals or projects they’re working on.

This is a good conversation to have at the beginning of your mentorship. Gather details about how your mentee likes to receive feedback and how you can best support them in their learning and development.

It can be helpful to keep the expectations of both parties written in a shared document that both can reference throughout the mentorship.

While this doesn’t need to be a formal contract, it can be helpful to have something to check back to if necessary.

4. Organize A Check-In Schedule

Once you’ve both agreed to work together in a mentor-mentee relationship, it’s time to solidify your plans.

Staying in frequent communication is the best way to build a strong connection, but it’s also easy to overstep boundaries (more on that in a moment).

Decide on the best time and method of communication that works for you both, including a regular time that you can meet for a more in-depth conversation.

Keep a schedule of check-ins, whether a call or Zoom, coffee meetup, or dinner.

This is the best way to ensure that everyone’s busy lives are accounted for while still fulfilling the expectations you agreed on.

Mentees should come prepared with an agenda sent to the mentor ahead of time with areas they’d like to discuss or review during your meeting.

Being prepared and organized is a clear signal that you appreciate and value your mentor’s time, along with helping you to stay on top of tracking your progress or addressing any issues that have come up since your last get-together.

Once your mentorship has come to an end, mentees should take the time to thank their mentor for their expertise, time, and guidance during the process.

A thank you card or heartfelt letter goes a long way.

For mentors, ask your mentee if they would like to continue an informal relationship with occasional check-ins or follow-ups if your schedule allows for it.

You’ve benefited from the mentorship, so be sure to let them know how much you appreciate their hard work and communication throughout the program.

Common Mistakes In Mentorships

While every SEO mentorship will look different depending on the people involved, there are a few common errors that individuals new to the process tend to make.

Constantly Sending Questions Or Requests To Your Mentor

Frequent communication is certainly a critical way to foster stronger professional relationships. Still, as a mentee, it’s important to respect that your mentor is also busy with their own job, life, and possibly other mentorships.

Show that you understand and value their time by being prepared for every meeting and keeping communications between meetings to a respectful minimum.

Ask yourself, “Can this wait until our next check-in?” before sending that text or email.

Viewing Mentorship As A One-way Street

Every SEO mentorship should be mutually beneficial and a back-and-forth dialogue.

That means no egos or long monologues about accomplishments, on either side of the relationship!

Mentees should feel supported and encouraged throughout the mentorship process.

Mentors should also be sure to work on their own communication and leadership skills by asking questions to their mentees on how they can help them more effectively with constructive feedback rather than criticism.

Telling Your Mentee All Of The Answers

When you’re an experienced SEO expert, it can be incredibly tempting to tell your mentee how to do everything.

You also need to remember that you’re not their boss, even if you’re taking a leadership role as a mentor.

Instead, work through any challenges that your mentee brings to you together, using your background to guide them but still allowing them to develop their own creative solutions.

As a mentor, you should also fully acknowledge when you don’t know something.

No one, including your mentee, expects you to know all of the answers to every question they might have.

Be honest when you’re unsure and see if there’s a way that you can find out before your next scheduled meeting.

In Conclusion

An SEO mentorship can be a rewarding and career-changing experience for both the mentor and mentee.

Sharing knowledge about SEO is one of the best ways to grow your professional skill set, introduce talented new marketers to the field, and help make the whole industry a better and more diverse landscape.

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Featured Image: Jirsak/Shutterstock

How To Not Work With Seos: The Top Tips For A Successful Relationship

SEO specialists and managers have the job of helping businesses rise through the organic search rankings, increasing traffic and conversions.

It’s an important job.

But it’s a job that’s greatly misunderstood, which means that there can be a few teething problems when adding one to your team.

To help build a successful relationship, we’ve compiled this useful list of how not to work with your SEO.

Ready? Let’s jump in.

1. Don’t Ask for More Than You Pay For

If your list of job requests for an SEO looks like this:

“Do an SEO audit. Implement technical SEO strategies. Then, when that’s done, write 30 pieces of high-quality content for a brand new blog that you are going to design and run yourself.”

You’re asking far too much of your SEO.

It’s a fundamental lack of understanding about what an SEO actually does and what it is humanly possible to deliver.

This list of demands is like calling a plumber up to help you install a new sink, then sneakily asking if they wouldn’t mind also building a few cabinets, tiling your walls, and painting a mural on the wall.

Know what your SEO’s job role and specialty is.

If you ask too much of them, they won’t do it.

The same way that your plumber just isn’t going to finish your entire kitchen off for you.

No matter how much you pay them.

2. Don’t Set Unrealistic Goals

“Let’s get to the top of the SERPs, ASAP!”

Don’t expect immediate results from your SEO.

As much as you might want to ranking first ASAP, it’s just not going to happen.

It can take at least 4-6 months before you see any real results from SEO work.

And even then, it might not be as good as you expect.

SEO is very slow.

If you need fast results, you should look to PPC managers.

Now, don’t get me wrong on this one.

This isn’t a get out of jail free card for SEOs to sit back and do no work under the guide that “SEO just takes time!”

It’s about being realistic.

You’re never going to instantly top the SERPs for a particular keyword.

But if they’re doing their jobs right, you should be climbing through the rankings nevertheless.

3. Don’t Ask Them to Use Black Hat Tactics

Black hat SEO is using risky tactics to raise a website’s rankings.

They go against search engine guidelines and include tactics like keyword stuffing, bulk buying links, link farming, or sneaky redirects.

It’s also called “spamdexing”, which is defined as a deliberate manipulation of search engine indexes. Personally, I’m rather fond of that word.

Black hat tactics may work in the short term.

But they will damage your website’s reputation and make future SEO work much harder.

Especially if you get a manual action from Google.

4. Don’t Focus on the Number of Backlinks

Backlinks are great for building your website authority and one of the most important ranking factors.

Link quantity doesn’t matter.

Link quality is what matters.

A good SEO isn’t going to buy links from low-ranking sites – or beg “easy” placements on websites where you can feel the manual penalty slinking its way through the screen.

When it comes to link building, you need to trust your SEO to get you quality links.

(Note: some SEOs don’t offer link building. Again, check their actual job role before you assign tasks).

This seems like a good place to remind you of our first point: link building will be a part of their job, but PR isn’t.

If PR isn’t part of their job, then don’t ask them to write your press releases for you.

5. Don’t Ask Them If They’re Hungry When They Want to E-A-T

There’s one thing that search engines value above all else: quality.

Now, quality is a bit of a pesky word to define, particularly from Google’s crawlers. Which is why Google came up with the concept of E-A-T.

This is what it stands for:

Expertise. This is all about showing that you have the credentials, experience, and knowledge in your industry to be talking about your subject. Basically, it’s proving that you know what you’re talking about.

Authoritativeness. This is similar to the first point, but more about how others perceive your business and how well recognized your brand name is.

Trustworthiness. Search engines do not take lightly to you lying to your users. All the information you present needs to be factual, honest and trustworthy.

If your SEO is talking about E-A-T, don’t ask if they’re hungry. I’m sure they’re fine and don’t need a second helping of a terrible joke.

6. Don’t Expect a Straightforward Answer

SEO is a notoriously complicated beast.


Because search engines like Google play their cards exceptionally close to their chest, not revealing much information about their algorithm to prevent people from cheating the system.

To top it off, they also push around 500-600 updates live each year.

Imagine keeping on top of all that.

Most of these will be small changes, but every now and again you get a core update that can rock the very foundations a company is built on.

If you ask your SEO a question, be prepared for them to give you the annoyingly, politician-esque answer of “it depends.”

In fairness, sometimes it does depend.

Sometimes they have no idea.

This is so common it’s practically become a meme.

It’s something that Stephen Kenwright has also poked fun at in this tweet:

— Ste at Home (@stekenwright) February 21, 2023

It’s an enjoyable table. Only, I can make this point without using comic sans.

On a Serious Note…

Be kind to your SEOs.

We’ve poked fun at common SEO situations and problems here.

But in our particular climate, it’s important that we also find time to be kind and acknowledge the real-life struggles that people are facing.

Over half (52%) of all the workers in the UK technology industry have suffered from anxiety or depression.

In addition, people working in this industry are “just as stressed as health service workers and are up to five times more depressed than the UK average.”

This isn’t something that’s out in the open.

At Adzooma, we did our own research and found that 67.9% of people have stayed silent on mental health in the workplace. But even more shockingly, 83.3% of people plan to never tell their employer.

It just goes to show that you never really know what’s going on.

So, respect others and trust that they know their discipline.

Be kind and listen to your SEOs.

That’s how you’ll develop a beautiful and prosperous relationship built to last.

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Infographic created by author, February 2023

Check Out The Top Tips For Successful Career Planning In 2023

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Rewarding careers don’t happen by chance. It takes effort – to plan, prepare and perform. With so many of us in recent months simply doing our best to stay resilient and employed, it’s finally time to be more proactive. Seize control of our career choices, and take steps to make our professional lives as worthwhile as possible. If you’re ready to set and fulfill your professional goals, these simple top tips for successful career planning in 2023 will help. Let’s take this step-by-step:

#1: Assess Yourself

Whether you’re hungry to make an immediate career move or gently preparing for what might come down the road, the first step is to make an honest judgment of your soft skills, personality strengths (and weaknesses), and technical competencies.

Ashwin Damera, co-founder of Emeritus, recommends a three-box framework to evaluate yourself and your potential in a changing job market.

1: Manage the present

2: Forget the past

3: Write the future

The first box contains your current accomplishments, personality traits, interests, and skills. What you’re doing today that’s good, useful, and marketable.

“Everybody has some superpower,” Damera says. “That’s your identity. That’s your strength. Play to it.”

Box 2 demands the unvarnished truth from you about skills or behaviors. Especially those that you might have leaned on in the past but will not find useful for your future. We all use legacy processes and relic thinking as a crutch. Primarily because it’s what we’ve always done. Box 2 allows you to let go of what’s not working now and pinpoint the traits that won’t work in the future. You cannot make yourself indispensable in the marketplace with obsolete ideas and skills.

Box 3 requires you to imagine the possibilities. What industry and what specific role aligns with your vision, values, goals, and competencies? This stage of your career planning requires you to be quite specific about the new skills you’ll need for your next career challenge. 

When combined, the three boxes can help you chart a strong career path.

#2: Evaluate the Market

A proactive career development plan requires short-term insights and long-term planning. You’ll need to do some research to identify the jobs of the future in your industry, or the field you’re interested in. Governments, think tanks, and consultancies expend considerable resources in forecasting the future of work. Put their research to good use by reviewing white papers and reports on the subject.

SHRM used US government labor analysis to identify the top 10 growth occupations by 2030, with major expansion expected in medical fields, marketing, software development, management analysis, and operations.

In addition to reviewing broad predictions, study the specifics of your particular line of work, or the one on your radar. Certain fields are in decline and others are growing, sometimes in the same ecosystem. For instance, traditional banking is in decline. FinTech is booming. Consider transferrable skills for the new iteration of your current job or in a different field altogether.

Box 3 of the framework invites you to consider every possibility. Using the finance example again, you might apply your knowledge to anything from peer-to-peer lending apps to financial journalism to blockchain regulation. Pivot anywhere your interests take you as you do a good assessment of yourself and the market. But ground your dreams by evaluating the longevity of potential careers in the field and what it will take for you to succeed.

Chaitanya Kalipatnapu, the other co-founder of Emeritus, recommends researching a variety of roles in growing industries, paying particular attention to fields educators are emphasizing. “There will be a lot more courses that we will be coming out within the fields of data sciences, AI, cloud computing, sustainability,” he said. “And there will be more emphasis on communication, collaboration, resilience, and wellness,” he says.

#3: Identify the Gaps

Career planning often hinges on two gaps.

Your personal skills gap

: If there is white space between where you are and where you want to be, plan for a competency shift, training, certification, or proactive targeting of résumé-building experience. Look at this gap as an opportunity to re-create your career by

developing skills

for the role you want.

A workforce skills gap

: In many industries, employers have a need but there are not enough trained workers to fill some positions. Herein lies opportunity.

The Manpower Group found 70% of employers globally faced difficulty in 2023 finding workers in high-demand areas such as manufacturing and production, IT, sales and marketing, and operations. While global trends are important, take a closer look at the skills status where you live and work:



8.6 million people have a

skills shortage

in the following categories: technological skills, digital citizenship skills, classical skills



1.5 million

workers are under-skilled

in at least one STEM workplace skill.



The continent will see 149 million

new jobs

in technical and tech-enabled roles in software development, cloud, and cybersecurity by 2025 and not enough talent to fill them.

Latin America


50% of companies say

job candidates lack the skills

their firms need



While the continent’s workforce will expand to more than the size of the workforce of the rest of the world combined by 2030, 87% of Africa’s CEOs are concerned about

the availability of critical employee skills


United States


77% of manufacturers say they will have

difficulty attracting and retaining workers

in the coming years.

Once you understand the overall state of workforce readiness, get more granular by researching your specific field – for instance, find where the skill gap exists in technology, marketing, or health care. And when you find a juicy statistic – EMSI named DevSecOps as the top skill of 2023 with a 221% increase in job postings – dive deep into the long-term outlook for the role, the pay relative to similar occupations, and the path to achieve the role.

When you have identified jobs with a skills need (roles that are also interesting to you), it’s time to act.

#4: Fill the Gaps

Conduct a personal gap analysis specific to the roles at the top of your list. As companies would do a SWOT analysis, you too can identify the skills a job requires and compare them to your actual skill set. This will help you narrow down your growth areas.

Luckily, most job postings over-explain the minutiae of a position, you’ll be able to understand the needs of the career and what you can deliver.

Ask yourself the following questions and chart your answers:


Do I have the right skills and training for this role?


Do I have the right work experience for this role?


Can my indirect skills and experience transfer to this role?


What additional training do I need to achieve this position?

In this final stage of your career planning – using all the three boxes – be systematic about pursuing your goal.

“Whether it’s coaching, reflection, reading a book, or taking a course,” Damera says, “you need to make sure you’re actually working on improving yourself across all three boxes.”

If your career plan reveals a need for education and certification, ask your organization about its employee training reimbursement program. Half the companies are willing to train and develop their staff to fill open positions. According to ManPower Group nearly 80% of employees who have access to company-paid training are happier in their jobs.

In 2023, it pays to seek the best in professional training courses with the skills you need. Additionally, Emeritus offers online courses and programs from the world’s best universities. Browse our selection of coding bootcamps and full stack development courses, to AI and machine learning courses, and many more. These market-relevant courses will help shape your skills for the workforce of today and the workplaces of the future.   

By Leigh Brown Perkins

Five Tips For Staying Employed In It Through 2010

One of the perils of toiling in high tech is that you’re working in a world of constant change. By definition, IT changes every couple years as businesses roll out upgraded (or totally new) infrastructures.

The challenge is huge for tech professionals who need to keep up with relentless change. Staying employed in an environment in which the rules of the road are continually rewritten requires foresight. When’s the next curve coming my way?

To provide some clue as to what the IT job landscape will look in a few years downstream, Datamation spoke with Gartner analyst Diane Morello. Morello is the author of The IT Professional Outlook: Where Will We Go From Here?. The study looks at the tech workplace through 2010, forecasting key developments that will profoundly affect IT personnel.

Among the report’s many findings are these five projections:

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1) By 2010, six out of ten people affiliated with the IT organization will assume business-facing roles.

Currently this figure is about three out of ten. Yet the percentage of IT workers who will be required to be business savvy is inarguably headed upward.

“What we’re seeing is that the roles tend to be around business relationship management, or business analyst roles,” Morello says. There’s a greater degree of interaction with business staffers that will be expected of tech personal. The IT worker who’s strictly focused on technology is going to be a rarer bird.

So this change is already well underway. “In many of the companies that we talk to, there’s a clear demand from the business that the IT organization become more business savvy.”

(On the other hand – and this will surprise no IT staffer – “There’s also kind of a subversive demand within IT organizations that businesses become more IT savvy.”)

2) Through 2010, 30 percent of top technology performers will migrate to IT vendors and IT service providers.

There are two large employers of tech workers: 1) IT vendors/service providers, and 2) companies that use technology. Currently, the overwhelming majority of IT workers work for this second group.

But many companies that merely use technology – but aren’t actually in a tech-specific industry – will downsize their tech departments. More and more, they’ll hire as-needed contract workers from IT outsourcers for many of their technical needs, keeping only the most essential tech workers on staff. Companies will require their remaining IT workers to be (as mentioned above) heavily business-focused.

Hence, for those IT pros who don’t want to delve into business, the service providers are the place to find a job.

“For those people who want to pursue continually detailed technology and don’t really care about all the contextual issues about business, they might find that they’re perfect candidates for the vendors and providers,” Morello says.

3) By 2010, IT organizations in midsize and large companies will be at least 30% smaller than they were in 2005.

As noted above, many companies will outsource a percentage of their IT divisions. Additionally, one other powerful factor will drive the miniaturization of IT departments: automation. The daily tasks of certain IT workers will be lessened by automation software, requiring fewer workers to maintain the infrastructure.

“So what you’ll find is a lot of the work that’s occupying people now will disappear or get absorbed by some of the tools and technologies,” Morello says.

The impact could be enormous. “Some of my peers in the data center area anticipate that the automated data center of 10 or 15 years from now will occupy maybe 50% of the people it does right now.”

Build And Publish A Successful Blog

Build and Publish a Successful Blog

For those new bloggers looking for some direction or help with a blog launch, or for seasoned bloggers who are looking to take their blogs an extra step, I’d like to recommend three sources of information which should help you along your journey. Whether your goal be to spread information, share your opinions, or earn enough revenue to become a full time blogger, you will more than likely find these sources quite useful.

1) Starting a Blog : Duncan Riley at the Blog Herald is putting together a multi-part series on the first steps of starting a blog. Personally, I had the comfort, time and foresight of starting Search Engine Journal at a time when there were not very many search blogs (or even search news sites) on the market, the search industry was on its post-bubble rise, and with an upperhand of already having somewhat of a reputation in the search community. Such a time of launch, when other forms of search media were conformed to forums and email newsletters, was a large part in my decision to start SEJ.

2) Performancing and Problogger : These are really two sources on professional blogging but I’m listing them as one to keep this list simple.

Performancing is a new pro-blog project brought to us by the same ‘people’ behind ThreadWatch. At Performancing, what we basically have is a community of blogging knowledge which is edited by Nick Wilson of TW and some of his search engine industry buddies (who all have their own pro-blogging projects going on); Philipp Lenssen of Google Blogoscoped, Andy Hagans of Text Link Ads and Biz Niche Media, TW regular Chris Garrett, and Peter Brady of Ads on Blogs.

One little known fact about Performancing is that they are looking for contributors to the blog. I contributed one piece this week, and I’d highly recommend that if you feel that you can lend a voice to the world of pro blogging, try submitting a story to Performancing (don’t be shy, they’re not a bunch of monsters or weirdos or anything).

Problogger is a blog on professional blogging run by problogger Darren Rowse. Rowse has been blogging fulltime for a good while now and has a lot of insight on monetizing blogs, affiliate programs, breaking writers block, and targeting niche markets. Besides Problogger, Darren is also a founding member of the b5media Blog Network, which is growing by the minute, and also the publisher of the Six Figure Blogger Course (Darren himself is a self confessed Seven Figure Blogger).

3) Jennifer Laylock at Search Engine Guide has started a new blog called The Lactivist and is tracking her ideas and the blogs progress in her multi-part series : Zero Dollars, a Little Talent and 30 Days. Jennifer has chosen her niche market: new mothers who are breast feeding, launched her free blog on Blogger’s Blogspot, and is going at it with publishing useful content and trying to monetize her blog via different affiliate programs such as Cafepress and ad networks like Chitika or AdSense.

In her latest update on her Lactivist project, Jennifer realized a new market with Cafepress: promoting other stores other than your own :

Reading the documented series of launching a blog and sifting through its referrals, earnings potential, and other niche markets for expansion really has me reminiscing back to the days of launching SEJ and Blog Search Engine. So much, in fact, that I’ve decided to work on some new blogging projects of my own. More to come on those in time.

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