Is email marketing your most consistent and profitable sales channel?

It should be.

As advertising costs continue to soar and social media gets even more competitive, brands are seeing their profits dwindle because they no longer get the same ROI they used to from their top-of-funnel marketing.

That’s where email (and SMS) marketing come in.

Email marketing might not be the newest, sexiest thing, but it remains the highest, most consistent ROI of any marketing channel. And 72% of consumers STILL prefer receiving emails from their favorite brands.

The problem?

Most marketing emails suck… and we’re changing that.

At Elevate & Scale, we help ecommerce brands unlock hidden revenue and put their sales on autopilot while spending $0 extra on advertising.

Our clients typically see 30% to 50% of their total revenue attributed to email marketing.

What’s our “secret sauce” for high ROI emails?

1) Our unique Growth Branding Methodology – the art of infusing direct response copywriting, brand storytelling, and intuitive design for high-converting content that customers love.

2) Sales Process Optimization – the science of increasing conversions, average order value, and customer lifetime value through our proven email strategy frameworks.

3) Consumer-Focused Data – we leverage powerful insights from Klaviyo and Shopify to send targeted, personalized campaigns that scale your email marketing revenue.

Increase the ROI from your existing traffic and create an amazing customer experience!

Are you ready to elevate your email marketing?

Let's talk!

Kyle Stout

Sales and Marketing at CBF Labels

I'm passionate about sharing content & ideas on sales + marketing to help you level up your professional knowledge.

Outside my main role, I've been helping Ecommerce SaaS and AI companies with distribution and promotion.

If you’re looking to advertise to my audience, please send me a message so we can chat further. Thanks!

Jamie Dimond

Many people feel scared when this moment comes:

Someone joins your team who is better than you.

The higher the position, the bigger the fear.

Yes, it can feel like a threat.

But think again.

Having access to smarter people is a blessing.

Which company will achieve more:

The one where the manager hires mediocre people,

or the one that hires just top stars?

Doers, believers, and hungry to learn and work.

The answer is clear.

The top people:

Bring new ideas and fresh perspectives.

Can teach you so much.

Drive companies to new heights.

Their strengths can lift the whole team.

You grow when you surround yourself with talent.

It’s an opportunity to learn and improve.

Embrace their skills.

Together, you can achieve more.

Remember, success is not a competition.

It’s about collaboration and growth.

So, don’t be afraid.
Celebrate their talent.
We’re all on the same journey.
Welcome them with open arms.
Help them thrive; one day, they will help you.

Credit: Igor Buinevici

I’ll choose remote work > higher salary.

It’s really simple.

More rest, less stress.

I’ve been remote ever since COVID but up until that point, I prioritized $.

Now, I prioritize my mental health, peace of mind, and well being. 

WFH has personally made me:

✔️ Richer
✔️ Happier
✔️ Healthier
✔️ More Productive

It’s about flexibility and choice.

Give people an OPTION to choose what works for them.

Credit: Jean Kang

Surround yourself with ambition.

It changes you.

Fast.

The line “Surround yourself with people who have bigger goals than you. Ambition is contagious” is not hype.

It is a career strategy.

Because your goals do not live in a vacuum.

They live inside your calendar.
Your standards.
Your daily conversations.
Your sense of what is normal.

And nothing shapes “normal” faster than the people around you.

When you sit near big goals long enough,

You start to borrow them.

Not by copying.
By upgrading.

Here is how influential networks quietly drive professional growth:

1. Ambition resets your baseline
 → In a low-aim room, average feels safe 
 → In a high-aim room, average feels expensive 
 → You stop asking for permission to grow

2. High performers create healthy pressure
 → Not toxic pressure 
 → Clear pressure 
 → The kind that makes you ship work, not talk about it

3. Mentors compress time
 → Mentorship is not motivation 
 → It is direction 
 → A good mentor helps you skip avoidable mistakes 
 → And raises your standards without raising your stress

4. Peers shape your pace
 → Your peers decide what “normal effort” looks like 
 → If your circle learns, you learn 
 → If your circle builds, you build 
 → If your circle settles, you settle

5. Culture multiplies behavior
 → In ambitious cultures, high expectations are not personal 
 → They are the air 
 → People plan better 
 → Communicate clearer 
 → And take ownership faster

6. Social proof does the heavy lifting
 → Humans copy what works 
 → When you watch someone set a high goal and hit it, your brain files it as possible 
 → You start to act like it is possible too 
 → Because now it feels real

7. Strategic networking opens hidden doors
 → Not “collecting contacts” 
 → Building real relationships with people who move 
 → Ambitious people share opportunities 
 → They spot talent 
 → They connect dots 
 → They pull you into rooms you did not know existed

8. Ambition spreads through language
 → Big-goal people talk in plans 
 → Not excuses 
 → They talk in timelines 
 → Not someday 
 → That language rewires how you think about your own work

9. You gain better feedback, not more praise
 → Influential networks do not clap for everything 
 → They sharpen you 
 → They challenge your thinking 
 → They raise the quality of your decisions

10. You start playing the long game
 ↳ Ambitious circles respect consistency 
 ↳ They reward craft 
 ↳ They build reputations 
 ↳ They understand that real growth compounds

This is the real point.

Your network is not just who you know.

It is what you start to believe is possible.

Choose circles that stretch you.

Because ambition is contagious.

And so is settling.


Image credit: Colby Kultgen

Ever notice who claps when you win?

And who goes quiet?

Here’s something I’ve learned the hard way:

People who truly want to see you win
don’t compete with you.
They contribute to you.

They send the intro.
They share the opportunity.
They recommend your name in rooms you’re not in.

Real support isn’t loud.
It’s consistent.

And it shows up in actions, not emojis.

The right people don’t just celebrate your success.
They help build it.

Image credit: Itsletters_ on Twitter/X

Most people quit right before it works.

Because effort and reward do not move at the same speed.

Years 1 to 2:

You are bad.
You know it.
Everyone else knows it.

Good.

You are building muscle.

Year 3:

You are decent.
Still invisible.
Doubt gets louder.

This is the danger zone.
Most people exit here.

Year 4:

Your skill is real.
Your voice is clear.
Your network trusts you.

Now one catalyst matters.

A post.
A partnership.
A product launch.

And it looks sudden.

But here’s what really happened:

You compressed 4 years of learning into 30 days of output.

Example:

Builder ships 50 small tools over 4 years.
None break 1k users.

Tool #51 solves the right pain at the right time.
Hits 100k users in 2 months.

People call it overnight.

They did not see the first 50.

The playbook:

1. Treat early years as paid training.
2. Ship in public.
3. Build assets, not moments.
4. Stay until the math flips.

The lag is the price.

Pay it.

If you are in year 2 or 3, this is your sign to keep going.

Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.

Credit: readswithravi on Twitter/X

Toxic workplaces don’t lose talent overnight.

They lose it one person at a time.

At first, the best employees try to fix things.
They speak up.
They work harder.
They try to protect the culture.

But when nothing changes, something else does:
their decision to stay.

People rarely leave because the work is hard.
They leave because the environment makes the work unbearable.

Common warning signs:
• good employees becoming quiet
• innovation slowing down
• high performers burning out
• increasing turnover of your best people

By the time leadership notices the problem, the damage is often already visible in the numbers.

Healthy workplaces do the opposite:
They keep talent by building trust, respect, and psychological safety.

Because in the long run, culture isn’t just a “soft factor.”

It’s a business strategy.

It's pointless spending time and money attracting top talent if you're not considering the work environment they're joining. 

To retain new hires, make sure your company culture is worth staying for.

The people you admire didn’t succeed because everything worked.

They succeeded because they kept showing up after things didn’t.

We romanticize success.

We rarely talk about the boring middle:

The failed launches.
The awkward drafts.
The ideas no one clapped for.

BUT

Momentum belongs to those who don’t disappear.

Not every attempt will win.

But every attempt builds skill, confidence, and clarity.

And that compounds faster than talent.

Image credit: WisdomStoics on Twitter/X

Mission statements can inspire.
Core values can guide.
But only your daily decisions build real culture.

Eric Partaker's post on healthy company culture got me thinking about what actually builds strong teams.

I've noticed all 7 of these patterns in teams with healthy cultures:

(Credit: Amy Gibson)

1️⃣ They address toxic behavior, even from top performers

• Talent doesn't excuse toxicity when it harms the team
• One bad person can poison the entire team

2️⃣ They promote based on merit, not politics

• Wrong promotions make your best people start looking
• Performance and values should both matter

3️⃣ They don't play favorites

• Everyone sees it, even when no one says it
• Favoritism makes trust start to break down

4️⃣ They grow people-first leaders

• Technical skills matter but aren't enough alone
• Leaders who can't grow people shouldn't lead them

5️⃣ They make it safe to speak up

• When people fear feedback, problems grow
• Feeling safe to speak isn't optional

6️⃣ They give recognition regularly

• People don't leave because of the work
• They leave when they don't feel valued

7️⃣ They apply values consistently

• Not just to some people but to everyone
• No exceptions for title, time, or revenue

Culture isn't built in the big moments.

It's built in the daily decisions about who you protect, who you promote, and what you tolerate.

That's where trust lives or dies.

There are two types of people: those in marketing and those who give the marketing department advice.

Credit: Jay Schwedelson

What if the real skill isn’t pushing harder…
but knowing when to pause?

For years, I thought momentum meant constant motion.

Post more.
Launch faster.
Reply instantly.
Say yes.

But here’s what experience taught me the hard way:

Burnout doesn’t come from working hard.
It comes from working without reset.

The highest performers I know don’t just grind.

They rest on purpose.
They step back before they snap.
They protect clarity like it’s revenue.

Because clarity is revenue.

When you’re tired, you make emotional decisions.
When you’re scattered, you chase the wrong metrics.
When you’re overwhelmed, you mistake noise for progress.

Rest.
Reset.
Restart.
Refocus.

Not once a year.
Not when you’re forced to.

As many times as you need to.

In business, the edge often isn’t who works the most.
It’s who recalibrates the fastest.

Image credit: WisdomStoics on Twitter/X

Bad marketing:

• Here's my product
• These are the features

Good marketing:

• Here's your problem
• This is how you can solve them
• These are the benefits of using the product
• This is how it can help you
• Here is what you can achieve

Bookmark it and never forget

Credit: pmitu on Twitter/X

Life as a marketer:

Credit: Rana Bassiouni

The older I get, the less I want to be impressive.

I want to be steady.

Impressive is external.

Peace is internal.

There is a season for pushing hard.
For chasing titles.
For building reputation.

But at some point, the question changes.

Not “How do I look?”

But “How do I live?”

Here’s what shifted for me:

I stopped optimizing for optics.
I started optimizing for energy.

Because energy drives everything.

Energy affects thinking.
Thinking affects decisions.
Decisions shape life.

Example:

High status project.
Big visibility.
Constant pressure.

Versus

Focused project.
Clear scope.
Room to think.

One feeds ego.
One feeds longevity.

You can design a life that does not require constant explanation.

That is real leverage.

Impressive impresses others.

Peace compounds for you.

Choose the metric that lasts.

Image credit: 2lastvibes on Twitter/X

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Kyle Stout

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The Battle

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Jamie Dimond

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Engagements

Likes

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