Brands should align data and creative from the start

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An unlikely pairing some would surmise but they’re actually made for each other. In another of various selected articles from AdAge, this article I read recently by Matt Kaupa discusses how best for brands to align data with creative and do so from the beginning. Developing and studying one or the other separately won’t do any good.

At first glance, “data” and “creative” feel like opposites. One loves structure, the other color. One obsesses over decimal points, the other ellipses. But when they team up, the results can be surprising. And the best work happens when they collaborate from the start—not when data shows up at the end to judge. Here’s how to get there.

Don’t wait until after launch

Too often, data gets invited to the party only after a campaign is out in the world. At that point, it’s just there to grade the work, not shape it. Data and creative are two ingredients in the same dish. If you taste the soup only after it’s served, you can complain about the flavor—but you missed your shot to add the seasoning.

Strategy: Bring analysts into the creative kickoff. Audience insights—demographics, psychographics, behaviors, even reactions to past campaigns—can shape tone, format and story direction from day one. If you want to measure success, then why wouldn’t measurement help guide the strategy?

Example: Want to talk to busy moms in Charlotte? Don’t guess. See what they actually engage with at 10 p.m. Trying to position a brand as “premium” but still “relatable”? Let sentiment data show the words they use—not the words you wish they used.

Speak in the audience’s words

Every brand has its own vocabulary, but if your audience doesn’t speak that language, you’re basically shouting into the void. It doesn’t matter how clever your copy is if no one understands it—or worse, if it feels out of touch.

Strategy: Pull top organic search terms and social comments into the copy deck. Use their words, not yours.

Example: In industries like health care or finance, expert language doesn’t always translate. Otolaryngology? That’s just an ENT.

Don’t ignore A/B test losers

Everyone loves a winner, but the losing versions of a campaign are often way more interesting. They show you where instincts clashed with reality—and that tension is where new ideas live.

Strategy: Treat every test as a learning lab, not just a scoreboard. Every version has a story to tell—whether it’s what to do, or what to avoid.

Example: Sometimes insights come from a single weird data blip. Why did that version spike in Wisconsin? It didn’t have anything to do with cheese—or overrated football teams (skol!).

Let dashboards tell a story

Dashboards don’t have to be painful. But let’s be honest: They usually are. They’re dense, ugly and built for people who already live and breathe numbers. For everyone else? They’re more like a punishment than a resource.

Strategy: Co-build reporting visuals with designers so your dashboards are as compelling as your campaigns. When data looks like a story, people actually use it. Also, dummy-proof your insights: structure data and visuals in a way that reduces the number of assumptions—especially wrong ones—that your audience has to make.

Example: Imagine if your media dashboard looked less like a spreadsheet exploded and more like an infographic—highlighting trends, telling a narrative, and pulling out the “so what” at a glance. One client stopped ignoring their reports entirely once we reframed their monthly dashboard like a campaign storyboard. Suddenly, the CFO wasn’t just tolerating the data—he was quoting it in meetings.

Flip feedback into fuel

Brands collect mountains of feedback but rarely use it for anything more than “good job” or “try again.” What if, instead of treating it like a report card, you treated it like raw material? Customers are basically writing copy for you every day.

Strategy: Use real-time listening tools to turn survey responses or social reactions into iterative campaign content.

Example: Imagine a spot stitched together directly from customer feedback. Or a campaign whose copy comes entirely from what people are saying online.

Wrap smarter

When the campaign’s over, most people move on to the next thing. But the wrap-up is where the hidden treasure lives. Go beyond “what performed” and dig into why—because those answers set you up for the next win.

Strategy: Cluster analysis can reveal new audience segments. Performance patterns can challenge assumptions. Maybe Gen Z does like long-form after all—just not when you lead with product shots.

Data shouldn’t chase creative, and creative shouldn’t wait for data. The smartest work happens when both teams co-own the problem from day one. Remember that data isn’t just numbers. Just as we need to speak our audience’s language, we also need to speak the creatives’ language. Incorporate qualitative data—social comments, organic searches, reviews, surveys—to make sure we don’t lose the forest for the numbers.

Hopefully making a ruckus, one blog post at a time!

Be sure to check out my other blog, Joe’s Journey, for selected short stories and personal insights on life and its detours.

Creative ideas—not spreadsheets—drive long-term brand growth

In a recent edition of Ad Age I caught an interesting article posted by Jon Gibbs having to do with the importance of creative ideas to brand growth. I thought it appropriate enough to share it with you. So here goes . . . enjoy!

In today’s climate of shrinking budgets, AI automation and relentless pressure to prove ROI fast, marketers are increasingly forced to make creative decisions based on what’s measurable rather than what’s meaningful. Dashboards and spreadsheets dominate boardroom conversations. But metrics tell you only what has worked. Creativity shows you what could work.

That difference is critical. The most powerful growth doesn’t come from simply following the data; it comes from ideas bold enough to break new ground. Ideas that capture attention, stir emotion and become memorable. Safe decisions may feel efficient, but safe doesn’t build distinctiveness. Safe builds sameness. And sameness is a dangerous place for brands to be in a hyper-competitive, three-second-attention world.

Creativity is what gives brands an edge. It’s how you move from being seen to being remembered. In other words, when creativity leads, the numbers follow.

The problem is that creative ambition is often cut short by over-measurement. Distinctive ideas can feel unfamiliar at first, and unfamiliarity makes people uncomfortable in a test group. Measure too early, and you’re often just testing comfort levels, not long-term effectiveness. As a result, bold work gets diluted or dropped before it has the chance to breathe.

So how can leaders, whether running an agency or leading marketing inside a brand, protect creativity in a world ruled by metrics?

Trust your instincts

We often turn to measurement when we’re unsure about trusting our instincts. But instinct isn’t guesswork: it’s built on years of experience, consumer understanding and category knowledge. Leaders who know their brand and market well should feel confident backing that expertise when making decisions.

That doesn’t mean being reckless. It means recognising that the best creative decisions often come from people who understand the brand and its audience most deeply, not from what a spreadsheet says.

Protect the process

Great ideas take time to evolve. They need space to be explored, debated and refined. Forcing ideas through rapid testing cycles or rushed approval rounds is more likely to drown out the creative ideas in favor of safer ideas proven by metrics. Agency leaders should create an environment where their teams can push boundaries without the constant fear of metrics-based rejection early on. Brand leaders must give their agencies the space to explore, not demand instant metrics.

The world’s obsession with efficiency often makes this worse. Too many global brand decisions happen in 15-minute Teams calls with a yes or no verdict. That’s not enough time for the deeper conversations that sharpen ideas. Feedback loops matter; every time work is put on the table, the team learn more about each other’s insights and instincts. Cutting those discussions out cuts out a lot of that depth that drives strong creative ideas. 

Protecting the process also means resisting the urge to test too soon. The point of iterative feedback is to build confidence before the work goes in front of consumers; otherwise, you end up evaluating unfinished thinking.

Know when to hold your nerve

Almost every bold idea meets a moment of doubt. They’re supposed to feel novel or different. Leaders earn their value by having the conviction to back the work. If the strategy is sound, the team is experienced and the creative instinct is strong, that’s the time to stand by it. 

Brand campaigns that hold their nerve are usually the ones that people remember. Nike did this with its “So Win” Super Bowl return this year (after 27 years), which highlighted the rise of female athletes. Rather than celebrity cameos or quick laughs, it backed a cinematic, purpose-driven film, and the risk paid off with one of the most celebrated ads of the night.

Use metrics wisely

Metrics are essential for informing insight, for sense-checking later in the process and for guiding optimization once work is in market. But they shouldn’t dictate the earliest imaginative ideas, because those ideas need space to breathe. 

And not all research is equal. Too often, multimillion-dollar brand decisions hinge on the cheapest possible online focus group. Thirty people in a £500 panel should not determine the fate of a £25 million brand. Poor-quality research is worse than no research at all. Whether you’re commissioning research on the brand side or interpreting it on the agency side, resist the temptation to reduce decisions to the cheapest possible test.

Telstra’s recent stop-motion campaign, which scooped the Cannes Lions Film Craft Grand Prix, is a good example: 26 playful shorts that probably wouldn’t have survived an early focus group, but once in market, they resonated widely. It proves the value of creative originality.

Champion distinctiveness over novelty

Bold does not mean weird for weird’s sake. Distinctive ideas are rooted in what makes a brand unique. It amplifies personality, sharpens positioning and makes the brand easier to recall in buying moments. Leaders should push teams to be distinctive, not just different, by allowing space for imaginative thinking, while asking the right questions: what does the brand want to be known for? What makes it meaningfully different? How can creativity make that difference visible and memorable?

Too many people today have become conditioned to believe that what can be measured is what matters most, but agency and brand leaders need to show that the truth is the opposite. What matters most often can’t be fully measured in advance. 

The campaigns that thrive will be the ones with leaders who defend creativity against premature measurement, holding their nerve when bold ideas feel risky, and treating creativity as the most important driver of growth.

Hopefully making a ruckus, one blog post at a time!

Be sure to check out my other blog, Joe’s Journey, for selected short stories and personal insights on life and its detours.

The future of ad jobs—what changes to expect by 2030 and why it matters

In my recent past I ran across this story about future advertising jobs and thought it interesting in light of the increasing presence of AI. The story is part of Ad Age’s Future of Advertising 2030 series exploring how marketing, media and creativity will evolve over the next five years. I thought it worth sharing. Credit Lindsay Rittenhouse, senior reporter, Ad Age.

As the advertising industry transforms, the skills needed to climb the ladder are as well. At the top, chief marketing officers may take on new duties as others in the C-suite are replaced by AI; at the entry level, young marketers need to develop targeted and differentiated skills to stand out against work that could be automated.

And the relationship between the highest and lowest workers may change as the need for apprentice-like models emerges to maintain the talent pipeline.

“Some agencies are now rethinking how junior roles are comprised…By 2030, they’re going to be looking for generalists, more client-facing junior employees, more strategists versus the intern-type tasks, the reporting and those technical kinds of jobs.”

Ad Age Insider podcast transcript

Parker Herren, host: Let’s dig in to today’s topic: inside the rapidly changing job market and how talent can plan ahead for their career paths. Jack, how will the CMO job look different in 2030?

The CMO of 2030

Jack Neff, editor-at-large: For CMOs, AI may actually help them to some extent in that AI is good at what a lot of CMOs aren’t good at: data, analytics, legal logistics, product science, things of that nature. And some folks believe that AI will lessen the role of other participants in the C-suite and increase the role of marketers.

The new entry level

Parker: Lindsay, I know you had perspective on the opposite end of the industry. How will entry-level jobs change by 2030?

Lindsay Rittenhouse, senior reporter:From my reporting, AI is going to drastically change the role of junior employees. So a lot of the tasks that they’re doing right now in media, there’s reporting and certain technical tasks—AI can take over, which threatens their jobs. But some agencies are now rethinking how junior roles are comprised.

They’re building junior roles. By 2030, they’re going to be looking for generalists, more client-facing junior employees, more strategists versus them doing the intern-type tasks, the reporting and those technical kinds of jobs.

The new AI workflow

Parker: AI seems to be a recurring theme. So let’s popcorn over to Garett Sloane, Ad Age’s chief technology reporter. Then we’ll go to senior agency reporter Brian Bonilla and media reporter Brandon Doerrer.

Garett Sloane, chief technology reporter:I’m sure we’re going to hear a lot of this throughout the package, this sort of angst about whether AI will be taking jobs, how much it will replace. And when you talk to the experts, it’s always, “AI will supplement your job,” and, “it’s going to just be an assistant,” and, “it’s going to make you do more work, not less; we’re going to need more workers, not fewer.” 

I think that may be a little optimistic. I think some of these AI agents being developed and other tools built on AI—these are going to replace a lot of work that is currently being done. You’re going to have to be working with AI and someone who’s knowledgeable about it to manage a lot more and do a lot more with less. So I think we have to be ready for that.

Brian: There’s a few different things here. Again, with AI, we’re seeing resumes being catered to AI-specific roles. And a lot of times, people are looking for people who understand how to prompt-engineer specific tasks. And we’re seeing [applications] that have specific tests for different AI functions. Talent needs to be thinking about getting prepared for that, just like how when I was growing up, I was prepared for certain questions. I think these are going to be very common. 

Beyond AI, we’re seeing a few different rises. Social media accounts, in general, are growing within agencies. I’m expecting a rise in social media expertise, same as strategists and consulting-type roles, especially as agencies like VaynerMedia, for example, they’re investing in this new product called Co-Lab, where the whole premise is basically having agency teams built within in-house teams at brands. And they believe that by 2030, this can make up 50% of their revenue. That is not a traditional advertising agency role. 

So how do you prepare for that? You need to start thinking more strategically. How are you building your consulting expertise just as much as your creative thinking expertise?

Brandon: I spoke with Matt Moorut, who is an analyst at Gartner, for my 2030 checklist story, and we talked a lot about how the unpredictability of the next five years makes it a lot harder to justify hiring specialists anymore, particularly in media. It just doesn’t make a lot of sense to hire people who have a lot of hyper-expertise on one platform or a small handful of platforms. It seems like marketers are going to benefit from having a broad skill set and being generalists.

Parker: How can talent start preparing right now for that unpredictability?

Brandon: Something that Matt and I talked about is that it makes more sense to train the employees you have right now to be more generalists, give them a broader set of tools, especially in the media landscape. Get them familiar with all the different places that they can help a brand show up. These people already know the needs of a brand, of a company, and it’s going to be easier to train the people you already have than to hire new generalists and get them familiar with everything that a brand needs.

Parker: Who else has a tip for marketers? Jack?

Jack: [Marketers] should probably work on becoming adept at managing AI as part of their workforce essentially, and becoming conceivably the force within the C-suite that is better at working with AI than anybody else.

The emerging apprenticeship model

Parker: Okay, I’m seeing a hand. This is Creativity Editor Tim Nudd with a little nuance on this AI conversation.

Tim Nudd, creativity editor: One thing I think is interesting and important as agencies and brands get ready for this new structure is finding ways to maintain the excitement in the creative department. One interesting thing is that people worry about what’s called “cognitive atrophy” when it comes to AI, which is where if AI does a lot for you, then you start to think less yourself and maybe you lose skills. And I think that can be true in creativity as well, where if AI is coming up with most of your ideas and you’re just curating them, that could have a negative impact on people’s creativity. 

One thing that agencies can do to prepare is to think about how to guard against that. If you think back to the Renaissance, there was this apprentice model where the young folks learning a craft would have direct access to the master. Creative departments could end up being structured that way too, where juniors work more directly with senior creatives much earlier in their careers. That doesn’t happen a lot now. 

So, to guard against AI doing all the work and people not actually learning any skills, marketers and agencies would do well to really focus on human mentorship and really getting people to learn those skills, the fundamentals of creativity, fundamentals of advertising earlier in their careers, or really [give] access to the top folks.

What this may end up doing is hollowing out the middle management within creative agencies, where you really have the seniors who can work directly with the brands, and then you’ve got more juniors who are learning the trade directly from them. In some ways, it could end up being a throwback to the centuries-old model of learning from the master within advertising too.

Parker: Garrett, take us home with a last thought on how talent can prepare for the industry’s future job market.

Garett: They should be incorporating AI into their general daily work. You’re using ChatGPT every day—I’m sure people are already doing that. It’s already become part of the basic computing tools we’re using. 

A fun term to come out of my future of ad tech story is a topic known as “vibe targeting.” Vibe targeting is using AI in sort of a jazzy, freestyle way where you’re prompting it to come up with new ideas and for targeting in programmatic advertising. It’s about finding new audiences, just going with the flow to figure out the best way to come up with a target audience, feeding AI different pieces of data so you can uncover new trends maybe from social media or from something about your brand. And then having AI assist you with just good vibes.

Hopefully making a ruckus, one blog post at a time!

Be sure to check out my other blog, Joe’s Journey, for selected short stories and personal insights on life and its detours.