Paul Avins Enterprises Ltd

Head of Marketing

Shatter Media

Alex Lowe Marketing 

We are a marketing agency assisting small business owners in getting more leads and sales online through targeting content marketing and customer acquisition funnels. 

Do you struggle with...

>Getting qualified leads?
>Using your website as an effective marketing tool
>Getting enough sales?
> Launching new products and services?

We can help!

alex@alexlowe.com
07725 729951

Owner

Jaxx Productions LLC

Marketing & Sales Manager & Coach

UK Fire Training Limited

PPC Manager

The  Empowering  Network

Digital Marketing Manager

Martin James Network

Copy, Website building, B2B Lead Generation & Appointment Setting.

DAN BRADBURY LTD

Responsible in a lead role as part of the company’s marketing function to manage various channels in support of elevating brand awareness and engagement. 

Drawn upon to write engaging content for use over various mediums. 

Ensuring all content matches brand and campaign standards. 

Assisting  with   management   of   various   events   for the  business. 

Sourcing  vendors as required and leveraging rates, terms and schedules favourably.

Utilising social media platforms to to increase brand and event exposure. 

Analysing the market and competitors to ensure the business remains competitive with its offering.

Providing insight to stakeholders so that efforts and range can be diversified and enhanced

Marketer & Client Success Coach

Alex Lowe Hypnotherapy

•	Drawn upon in a multi-faceted role with the primary remit to support marketing and operating functions of a business offering weight loss and anxiety workshops.

•	Designing and executing marketing campaigns. Utilising various channels to drive outreach of the business whilst monitoring return on investment.

•	Authoring a 60,000+ word dissertation in support of completing and obtaining a HPD Hypnotherapy Practitioner Diploma.

•	Establishing a business plan accompanied with targets across various metrics.

Sole Trader

Marketing Consultant, Manager & Coach I Direct-Response I Content Strategy I Copywriting I Lead-Generation

>> 𝗪𝗵𝗼 𝗗𝗼 𝗜 𝗪𝗼𝗿𝗸 𝗪𝗶𝘁𝗵?

I help growth-focused business owners who are struggling to find an effective marketing message to articulate their true value to the market and share their message in a compelling way that ATTRACTS, ENGAGES & CONVERTS their ideal prospects into clients not once but perpetually. 

Want to create compelling ‘evergreen marketing assets’ that get you ‘pre-sold’ leads on demand? DM Me.

>> 𝗪𝗵𝗮𝘁 𝗗𝗼 𝗜 𝗗𝗼?

I use my decade of experience in B2B & B2C marketing to help you…

Create a simple, clear, effective marketing strategy that WORKS

Create compelling, irresistible copy for websites, funnels, brochures, emails, landing and sales pages, and anything that’s required

Set up and project-manage marketing campaigns and launches (I’ve helped co-ordinate and run over 8, 6 to 7-figure launches so far) 

>> 𝗪𝗵𝘆 𝗠𝗲?

I’m not a ‘flavor-of-the-month’ marketer who’s taken weekend training. I’ve done over a decade ‘in the trenches’ helping successful companies scale their revenue through targeted marketing and creating and launching new product and service offerings. 

I am a trained clinical hypnotherapist. I understand the deep psychological triggers and unconscious decision-making processes that drive people to buy.

I’m laid back, friendly, and ‘anti-drama’ in my approach to life and business. I’m serious about getting results but very little else. 

>> 𝗪𝗵𝗼 𝗛𝗮𝘃𝗲 𝗜 𝗪𝗼𝗿𝗸𝗲𝗱 𝗪𝗶𝘁𝗵?

Business growth companies 
Property investors
Sales trainers 
Eccomerce Companies
Supplement companies 
Therapists 
+ TONS more! 

>> 𝙒𝙝𝙖𝙩 𝙙𝙤 𝙤𝙩𝙝𝙚𝙧 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝙤𝙬𝙣𝙚𝙧𝙨 𝙨𝙖𝙮? 

“Alex has been one of the key people I’ve turned to for strategic marketing advice and assistance over the years. He has a great strategic business brain and is amazing at generating high-converting marketing materials including traffic, copy and lead generation funnels. If you get the chance to learn from Alex or work with him...snap it up quickly!”

 - Adam Ashburn, COO, Seriously Fun Business Ltd

"I can highly recommend Alex Lowe to anyone looking for help with their marketing or launching a SAAS offering.  If you're looking for a reliable digital marketing specialist that get's results then speak to him ASAP!" 

- Jill Hartigan, MD, Caseflowhr.ai


Join my weekly newsletter for effective marketing tactics here: https://www.marketingmayhem.co.uk/signup

Alex Lowe

If you’re an MD, CEO, or Business Owner and you’re repeating yourself, chasing for updates, or picking up work that should already be done, I get it.

You’ve got good people, but they get side-tracked, “common sense” isn’t always common, and you end up doing work that should be done by someone else. 

You’ve likely tried stepping back so people feel trusted, pushing a bit harder, or getting advice from an external consultant or someone who’s run a business before.

But it doesn’t move things forward, because most approaches are too complicated, too corporate, or don’t deal with what actually happens day to day in an SME.

What teams need is straightforward: clarity, simple follow-through, and leadership habits that make it easier for people to deliver — not more pressure, more meetings, or more training that doesn’t stick.

That’s the work I do with MDs and CEOs.

Together we focus on the three core parts that get results:

1. Results System — turning commercial priorities into day-to-day focus

2. Operational Execution — simple routines that keep work on track without you chasing

3. Human Leadership — conversations that land and get people moving

I’ve supported 150+ leaders across SMEs to get their teams delivering the right work, on time, without everything landing back on their plate. 

Within 12 weeks, most get back around a day a week.

If this sounds familiar, DM me “TEAM” and I’ll show you the first step.

Leanne Bridges

You hired someone to take pressure off.

Now you're managing them too.

They came with experience.
A strong CV.
They said all the right things in the interview.

So you assumed they'd just... get on with it.

But three months in, they're still coming to you with questions.
Waiting for direction.
Not quite delivering what you expected.

And instead of having less on your plate, you've now got someone else to manage.

Here's what happened.

You hired for experience.
And didn't really onboard them.

You assumed:

→ They'd figure out how things work here
→ They'd know what good looks like in your business
→ They'd take ownership without being told

But experience doesn't transfer automatically.

Every business has different standards, priorities, and ways of working.

What "senior" meant in their last company might not match what you need here.

And without clear expectations, a proper handover, and early feedback, even capable people drift.

They're not incapable.
They're operating in a fog.

Here's what actually sets someone up to deliver:

1. Clear expectations and context
→ What does success look like in this role?
→ What are the standards we work to?
→ What decisions can they make without checking in?

2. Structured handover
→ Walk them through how things actually work
→ Introduce them properly to the people and systems they'll rely on
→ Don't assume they'll "pick it up"

3. Early feedback and course correction
→ Don't let issues build for months
→ Pick up on small things early
→ Have the conversations that clarify what's expected

Most MDs skip this because the new hire is "senior."

But seniority doesn't replace clarity.
If you don't set the remit, the standards, and the context early, you'll spend the next six months managing someone who should be managing themselves.

The person you hired to take pressure off becomes another thing on your plate.

And that's not their fault.
It's a gap in how they were brought in.

If you've got someone who's experienced but not quite delivering, it's not too late to reset.

One clear conversation about expectations can change the next three months.

What's one thing you thinks important when onboarding a senior hire?

♻️ Repost to help leaders set new hires up for success

➕ Follow Leanne Bridges for daily, practical leadership advice. For Founders, MDs, and CEOs who want a team that consistently delivers results.

Leanne  Bridges

MDs, CEOs & Owners of 10-200 person UK businesses → Teams who do what they’ve agreed, without you having to chase | Worked with 152 leaders

Minimalist graphic on a light cream background with bold black and orange text. It reads: “What’s obvious to you isn’t obvious to everyone else,” with the words “isn’t obvious” highlighted in orange. In the bottom right corner, the name “Leanne Bridges” appears in small black text. Clean, modern layout emphasising the message about assumptions and communication.

"It's quicker if I just tell them."

An MD said this to me after re-explaining a task for the third time.

I asked: "How much time are you spending on explanations, questions and rework?"

He paused.
"I don’t know, I bet it’s a lot of time."

Here's what was happening:
He’d have quick conversations and a task would shoot out the back of it.

"Sort that production issue."
"Update the sales report."
"Deal with that supplier."

Then he'd spend hours:
→ Fixing half-done work
→ Answering follow-up questions
→ Re-explaining what he thought was obvious

The problem wasn't that his team didn’t want to get on with things.

It was how he delegated.

When you delegate at speed, you're not saving time. You're borrowing it from tomorrow.

Here's how he changed that:

1/ He spent 2 extra minutes upfront

❌ Instead of: "Sort out that production issue"

✅ He was more specific: "Those quality issues on the morning shift need fixing. Review the last weeks data, identify the pattern, and bring me your recommended fix by the end of tomorrow."

Those 2 minutes saved hours of back-and-forth.

2/ He checked understanding, not agreement

❌ Instead of: "Make sense?"
✅ He asked: "Walk me through how you'll approach this"

He spotted gaps before they became problems.

3/ He gave context, not just tasks

❌ Instead of: "Update the sales report"
✅ He said: "Update the sales report - I need to look at our Q4 cash flow by Friday"

Context creates ownership.

A few months down the road:

✅ He was barely ever re-explaining a task
✅ His team took more initiative
✅ He got back more than a day a week

He didn't delegate less. 
He delegated smarter.

The lesson:

Slowing down your delegation speeds up your results.

Your team get it right first time. 
You stop being the bottleneck. 
Work gets done without you.

What's your best delegation tip?

♻️ Repost to help other leaders delegate clearly
➕ Follow Leanne Bridges for daily, practical leadership advice. For Founders, MDs, and CEOs who want a team that consistently delivers results.

Minimalist graphic on a light cream background. The words “Delegate in a hurry today.” appear at the top, highlighted with a rough orange brush stroke. Below, in black serif text, it reads: “Watch it come back half-done tomorrow.” The design is clean and uncluttered, using orange and black text to emphasise the message about rushed delegation leading to poor outcomes.

Your team being busy is costing you money.

I asked an MD running a 50-person engineering firm:

"What are your top 3 priorities this quarter?"

Silence.

He couldn't answer.

But he could tell me how busy everyone was.

Here's what "busy" actually meant in his business:

→ Ops fixing the same site problems every week
→ Managers dealing with back to back questions and meetings
→ Everyone drowning in emails

His team were working late. Stressed. Flat out.

But not delivering the right level of margin.

Because busy doesn't equal productive.

The real problem wasn't workload.

It was clarity.

When he asked his managers the same question
"What are your top 3 priorities?"
They couldn't answer either.

Because when everything's urgent, nothing is.

Here's what we did:

1. Identified the key outcomes for the quarter

2. Tested every task: "Does this move us toward that outcome?"

3. Challenged every "urgent" request: "What happens if we don't?"

12 weeks later:

✅ Same hours, better output
✅ Stress levels dropped
✅ Margins improved

They didn't work less. They put their effort in the right place. 

The lesson:

Busy teams don't grow businesses. Focused teams do.

If your team can't tell you their top 3 priorities, you don't have a workload problem.

You have a focus problem.

Can your team name their top 3 priorities right now?

---

If you're finding too much still lands back on you, even with a capable team:

I'm running free strategy calls this month to help MDs and CEOs get their teams focused and delivering consistently.

Book here: https://lnkd.in/ebHNguCz

It's the first week back.
Most leaders get this week completely wrong.

Dive straight into emails.
The work that piled up.
Whatever feels urgent.

And the team takes weeks to get back up to speed.

The first week back matters more than people realise.

How you use it impacts delivery, margins, and whether the quarter delivers what you expect it to.

Here are 3 things to do this week to get your team back on track:

1/ Get clear on what actually matters in Q1

Take 30 minutes to clarify the 3-5 priorities for the quarter in your own mind.

If everything's a priority, nothing is.

2/ Have a 15-minute conversation with each key person

Not a full performance review.

Just: "What are your priorities this month?" and "What do you need from me?"

It takes less time than you think and creates immediate focus for the month ahead.

3/ Set the pace for the week

Your energy sets the tone.

If you're scattered and reactive, your team will be too.

Show up clear, focused, and on the front foot.

Teams don't automatically get going after the holiday. They take their cue from you.

Start this week with intent.
You’ll see it in the results all quarter.

What's one thing you find helps you get going after time off?

♻️ Repost to help other leaders get their year off to a flying start.

➕ Follow Leanne Bridges for daily, practical leadership advice. For Founders, MDs, and CEOs who want a team that consistently delivers results.

The worst thing about micromanagement?
It works.

A founder recently confessed:
"I know I shouldn't be doing this...
but I just can't leave them to it."

He wasn't trying to control people.
He cared deeply about quality.
About his business. About getting things right.

But he was drowning in details.

↳ Still checking proposals
↳ Still rewriting documents
↳ Still chasing tasks he'd delegated weeks ago

He thought he was being a good leader by getting involved.

But really? He was scared.

Because deep down, he believed:

"If I don't check it, it won't be done properly."

That belief was costing him everything.

Not just the 15 hours a week spent on work others should own. 

But something worse:

His team had stopped trying.

→ Why bother perfecting something the boss will redo anyway?

→ Why take ownership when he'll swoop in regardless?

→ Why think strategically when he's already decided?

Every time he "helped," he sent a clear message:

"I don't trust you to get this right."

So they proved him right.

❌ They waited for him to fix things.

❌ They stopped pushing for quality.

❌ They became exactly what he feared.

The breakthrough came when he realised:

His team didn't need fixing.
His approach needed to change.

So, instead of diving into the details, he changed 3 things:

1/ He shared the outcome, not the method

"Have zero repeat issues from the same customer this month" not "Here's exactly how to handle this complaint"

2/ He let them find their own way

Even when it wasn't how he'd do it

3/ He coached instead of corrected

"What would make this stronger?" not "Let me fix that for you"

The shift took just 6 weeks.

But the results?

✅ His team started solving problems before he knew they existed.

✅ Quality didn't just maintain - it improved.

✅ And those 15 hours a week? Back in his calendar to actually work on his business.

The hardest part wasn't changing his team.

It was changing his belief.

From "They need me to check everything"

To "They're more capable than I'm letting them be"

Because micromanagement doesn’t just frustrate people.

It quietly teaches them to switch off.
And most of the time, no one intends to do it.

What belief do you think drives micromanagement most often?

♻️ Repost to help other leaders in your network

➕ Follow Leanne Bridges for daily, practical leadership advice. For Founders, MDs, and CEOs who want a team that consistently delivers results.

People issues are rarely urgent.

Until they start breaking everything else.

Busy leaders often push them down the list.

“Important, but not urgent.”
“We’ll deal with them once things settle.”
“We’ve got bigger priorities right now.”

That feels logical.
But people issues don’t wait politely in the background.

They leak.

→ Into missed deadlines.

→ Into the same problems cropping up again.

→ Into work that needs chasing instead of moving.

→ Into people escalating decisions instead of owning them.

→ Into decisions that never quite get made.


So leaders focus on the “real” business issues.

Revenue.
Delivery.
Sales.

Without realising those problems are often symptoms, not causes.

When the team isn’t working cleanly, the business leaks effort.

Time.
Energy.
Attention.

And you feel that leak every single day.

Not as one big problem.
But as constant drag.

The missed truth?

What gets labelled “people stuff” is often the thing quietly creating the problems leaders keep trying to fix.

Do people issues get pushed down the list when things are busy? 

♻️ Repost to help other leaders in your network

➕ Follow Leanne Bridges for daily, practical leadership advice. For Founders, MDs, and CEOs who want a team that consistently delivers results.

Do people issues get pushed down the list when things are busy?

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The Battle

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Engagements

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