Marketing yourself is necessary. But what if, instead of ‘necessary evil’, it feels more like joy, justice, and medicine—for you and your audience?


Hi! I'm a first-gen immigrant, brand messaging strategist, and conversion copywriter on a mission to make your words sound like you, sell more, and harm less.

My special sauce:
-Conversion copywriting that reduces harm.
-Clear brand messaging that helps you resonate with your perfect-fit customers.
-Email campaigns that they actually read.
-Website copy that communicates your own special sauce (yep, we all have one).
-Brand voice guidelines that sounds just like you. 

Street cred:
Over many years of working in digital marketing agencies and one-on-one with clients, I’ve written copy and content for brands like:
Apple🔹lululemon🔹Deepak Chopra🔹Glennon Doyle🔹Gabrielle Bernstein🔹Layla Saad🔹A&W🔹Shaw🔹Telus World of Science🔹Purdys Chocolatier🔹LUSH🔹DUER🔹Hitcase🔹Glory Juice🔹Lighthouse Labs...and many others.

Who I'm for:
Coaches, course creators, and consultants

All in favour of learning more say, "Hi"!

Shoot me a message here or email hello@nataliasanyal.com

Natalia Sanyal

I’m starting an Instagram account for my business from scratch. 😅
This wasn't a “new year, new platform” move.
I thought this through for a long time.

Here’s why I’m doing it:

-ManyChat is an official IG partner, which means I can move people from IG to my mailing list and make sales without being penalized by the algo.

-With the ManyChat automation, getting ROI on my marketing is a lighter lift. 

-It’s easier than ever to be discovered by strangers at scale on IG. Let's see if I can crack that code while refusing to jump on trends that just aren't me.

-IG was my original social platform of choice. I started on LinkedIn for two personal reasons:
1) I have a chronic health condition that makes being visible (through pics/videos) online really hard.
2) I didn’t have strong enough boundaries back then and IG had a grip on me so I took a break from it in 2019.

But it’s been 7 years.
I've made huge progress on managing my condition.
I’ve done a lot of work on my boundaries.

Will starting from zero be humbling? Definitely.

Maybe it’ll be a disaster.
Maybe it’ll be a breakthrough.
Maybe I’ll love it.
Maybe I’ll hate it.

The only thing I know for sure is that I’ll learn a lot.

And I’ll be sharing the play-by-play with the Momentum community:
What worked
What flopped
How I’m juggling LinkedIn, IG, and my weekly newsletter
My systems, shortcuts, and sanity-savers

I haven't opened the account yet (starting in Feb), but when I do…what’s your IG handle?

Humanity-first marketer helping you sound like yourself, sell like hell, and harm less.

Amy Porterfield sunsetting Digital Course Academy is NOT proof that "courses are dead", IHMO.

It’s proof that things evolve. ie. Business models, marketing channels, your audience's needs and behaviours...etc.

I don't think courses are out.
But I do think things have changed.

What’s harder now:
-Selling static courses on a topic where change is constant.
-Getting people to invest four figures with no support or human interaction.
-Selling generic advice when everyone can get that for free.
-Selling courses with broad promises. I'd argue that specificity has always sold better than broad for most people but these days, I don't think anyone can get away with broad, even the big names.
-Selling a course that doesn't answer "why should they learn this from YOU vs all the other options, including AI".

There's prolly more, but I'll stop there.

My point is, when a big name like Amy P. makes an unexpected move like that, people are quick to jump to blanket statement conclusions.
The entire internet starts yelling "PIVOTTTTTT!"

And they completely abandon an offering of theirs that they have no good reason to.
ie. Their decision isn't based on THEIR OWN business data.

Yes, the online learning landscape has changed. 
So you might need to make some changes. Maybe even major ones.

But don't assume that Amy's decision to cut out her course is best for your business, too.

I mean I just bought a course the other day.
People are still buying courses.

Where you at with selling or buying courses in 2026?

P.S. Nina Everflow is my go-to recommendation for anyone looking to update or create their course. They don't call her "The Course Whisperer" for nothing.

2026 is the year we track our marketing! Who’s with me??

I’ve officially stepped into my alter ego: Nerdy Nat 🤓

She’s currently creating a UTM strategy.
She’s not afraid of spreadsheets.
She’s over-the-top curious about tracking links.

Nerdy Nat can’t wait to collect data and be all organized about it so she can see:

-What’s actually moving the needle
-What needs to be ditched
-What needs to be tweaked
-What has to be doubled down on

Especially as she forays into Instagram marketing land this February.

Nerdy Nat demands receipts.
Nerdy Nat demands clarity.

But most of all, she’s thrilled about the alliteration in her name. 🤪



Image: a gif of Nerdy Nat putting on reading glasses and pushing them up the bridge of her nose.

A gif of me in a forest green hoodie putting my reading glasses on and pushing them up the bridge of my nose with a slight smile on my face. 

Founders, if you’re serious about growing your business through content, you gotta start tracking.

I know, I know.
I resisted tracking for years because it reminded me of my days working in corporate. 
Because I thought it would suck the joy out of posting.
I thought it would make the process of content creation inauthentic because decisions would be driven by numbers.
I thought it would make me obsessed with vanity metrics.

But the data-less approach is the soul-sucking one.

Because you don’t know what’s working and what’s exhausting you for no return.
You can’t intentionally double down nor confidently decide what's not worth doing again.
And your learning process is either non-existent or a looooot slower.

So nowadays I’m all for tracking in service of making content creation fruitful and sustainable.

Here’s what I’ll be helping my Momentum members track so that they can make smarter marketing decisions this year. ⤵️

Ease:
From a scale of 1-5, how hard did this feel to create?


Alignment:
How many pieces of content were not in alignment with my offerings/brand/business goals?


Lead indicators, aka the actions you commit to, like:
Number of posts published 
Number of emails sent
How many ideas you repurposed


Lag indicators, aka the results of your actions, like:
# of email subscribers
# of inbound leads
# of saves
# of opportunities created (podcast invites, collabs, speaker invites)

Tracking allows for better outcomes. Which is rather joy-giving, no?

If you’re still hesitant to start tracking, I’d love to hear why.
If you’ve been a long-time track star, would you share a tip that’s worked well for you?

I spy a GIANT gap between your big hairy marketing ambitions and your ability to follow-through. 😬

Let's create your anti-burnout plan. ⤵️

Create your anti-burnout marketing plan

Is marketing as usual a no-no right now?
IMO, it depends.

People expect companies to pause their usual marketing messages and publicly announce their stance (at the very least) on the latest humanitarian crisis.

Here’s where I stand on this:
Large corporations should absolutely do that (AND take meaningful action).
Personal brands / solopreneurs / small businesses? They’re often held to the same standard when it comes to pausing their usual marketing messages and using their platforms to speak out.

But I don’t think we realize that:

1. If the person’s identity is visibly marginalized, speaking out can pose a significant personal and financial risk depending on the topic and their opinion.

2. A week of no marketing might result in a big hit financially for a corporation, but chances are, they’ll be quite alright.
Whereas, for a small businesses, if a crisis happens in the middle of a time-bound promotion, pausing could significantly impact their finances and it could be hard to recover from, cashflow wise (ask me how I know). Then they start struggling and are less and less able to support the communities in need in any capacity.

3. Business owners who do their own marketing are faced with managing their mental health around the matter as well as making sure they’re keeping the lights on for their small team and their family as well as doing their part to help in some way.
Although that problem is obviously a privilege to have relative to those directly impacted by the crisis, it can be a lot for one person. Large corporations have leadership teams that can share the burden. 

4. When a small business owner speaks out and gets it wrong—which happens to the best of us—they're often criticized on a personal level. When Target gets it wrong? People get mad at “Target”.

Large corporations have a lot more resources and a built-in shield of sorts. So if you ask me, expectations to pause their usual marketing and say/do something is a hell yes.

But when it comes to the solos and small business owners, I’m all for extending grace if they're marketing as usual even though there's a crisis going on. And I don't assume that it means they don't care or aren't doing what they can outside of their marketing platforms.

Curious to hear where you stand on this.

Which of these platforms do you use to learn about marketing or to stay in the loop with a marketing voice that you follow? 
(List in order of where you spend the most time to the least.)

a) LinkedIn 
b) Email / newsletters
c) Instagram
d) YouTube
e) Podcasts
f) Other? 


Asking cuz I’m rethinking where certain conversations belong—and your answer might help me meet people where they already are.

P.S. I'm staying on LinkedIn, in case you thought I was leaving.

Flagship Insurance Services, Inc.

VP of HR Consulting

Pandemic Possibilities

Leader of Human Kindness 

Positive Intelligence

Possibility Coach

Volunteers of America of - Minnesota and Wisconsin

Senior Vice President Human Resources

Timberland Partners

Vice President of Human Resources

Responsible for the day-to-day operations of the Human Resource function at Timberland Partners. Management and administration of human resources policies, procedures and programs. Responsible for the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and career development.

Human Resources Manager

AIDS/LifeCycle

Biking to support those living with HIV/AIDS.  
http://www.tofighthiv.org/goto/msawesome

Participant 

Minnesota Red Ribbon Ride

Raised money for local AIDS Service Organizations in the Minneapolis and surrounding areas and bike over 300 miles each year to raise awareness of the disease.

Participant

Organizational Development - Partner with strategic level  leaders to understand business imperatives and strategies, developing solutions that have significant impact on the HR organization and its clients, addressing highly complex issues and working with challenging and highly demanding priorities. The ability to analyze data and understand the financial impact of HR policies as they relate to the Business organizations is critical.

Employee relations - Engage with  level management to investigate and resolve  employee relations issues. 

Talent Development - Develop competencies for job families, and linking competency to skill-building alternatives. Work with clients to implement the appropriate method to develop talent to the next level. Administer and consult with managers on performance management process and activities, including corrective actions.

Staffing - Provides input to staffing strategies. Partner with Talent Acquisition to diagnose recruiting challenges and to develop solutions to ensure the delivery of a high quality candidate pool. 

Compensation - Partner with functional specialists to provide compensation management and influence compensation decisions.. Consult and influence managers on compensation related issues such as job evaluations, upgrade pay and performance reviews.

Training and development - Responsible for identifying and influencing training needs. Provide HR program training of line management and other HR professionals.

Strategic Thinking/ Research & Analysis, Organizational Development- Influences management regarding strategic development and leads change management and project management efforts in support of strategic initiatives. Utilizes reports and analyses from HRIS resources to proactively identify trends or issues, conduct root cause analysis, and suggest corrective action, influencing decision makers to implement changes.

Sr. Human Resources Business Partner

Development and implementation of new applications using professional Talent Managment concepts, principles, and theories in the areas of performance managment, top talent identification, and development, leadership development, succession management.

Sr. Talent Management Consultant

Ameriprise Financial

Provided seamless consultation the Financial Services Center (FSC) regarding: HR processes and services, including talent acquisition compensation design and implementation, situational leadership development, succession planning, organizational design and change management.  Advised leadership on Employee Relations issues including: reorganizations, performance management, leaves of absences, and non-competes.  Lead strategy and implementation of key initiatives that improved employee engagement and increased productivity.

Human Resources Business Partner

Supported employee relations for all Ameriprise Employees (8,000+) and advisors (1,200+) in a telephone based service center.  

Accomplishments included: 
* 2005YE completed 15% of the call volume that was received by the team of eight specialists
* 2005YE completed 1,293 team e-mails to resolve concerns or coach employees or leaders on policies and procedures
* Received two brass-ring awards for completing two urgent projects in a timely and efficient manner

Responsibilities included: consulted with all levels of employees, coached leadership, acted as a neutral source of mediation, analyzed and researched client inquires, made recommendations, participated in project teams, and partnered with other human resources business partners and legal council as needed.

Employee Relations Specialist

Target

Provided leadership to a benefits call team and ensured business goals were met in compliance with state and federal laws.  Supplied clients and human resource field partners with a clear understanding of company benefits.  Managed incentive programs and introduced rewards linked to production.  Coordinated daily operations, which included: interviewing and hiring of team members, ongoing coaching and development, and performance management.

Human Resources Benefits Supervisor

I am an empathetic leader of human kindness, dedicated to creating more aliveness, belonging, and connection for myself and others.  

On a mission to redefine Human Resources into Intentional Human Relationships.  

Develops leaders who shape cultures to:
* Fully optimize talent to grow revenue and increases longevity 
* Increase individual and team effectiveness and engagement 
* Create and sustain psychological safety for every person

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Natalia Sanyal

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The Battle

Natalia Sanyal

Gina Lemon

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Natalia Sanyal's LinkedIn Performance

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