The Problem: You create a video for "marketers" or "IT professionals." It's filled with generic jargon and stock footage, and it falls completely flat. Why? Because if you're talking to everyone, you're talking to no one. In B2B, this mistake is fatal.

The Solution: This template is your guide to creating a radically specific, empathetic, and actionable B2B persona. A great persona is the foundation of a video that feels like a one-to-one conversation, builds trust, and persuades a real human to take action.

Part 1: The Core Profile (The "Who")

Go beyond a simple job title. Build a clear picture of this person's professional life and responsibilities.

• Persona Name: (e.g., "Sales Leader Sarah," "Product Manager Pete")
• Role & Seniority: (e.g., VP of Sales, Mid-Level Product Manager)
• Industry & Company Size: (e.g., B2B SaaS, 200-500 Employees)

• Key Responsibilities: (What are they accountable for? List 3-5 bullet points.)
• Tools They Use Daily: (e.g., Salesforce, Slack, Asana, Jira, Looker)
• A Quote That Summarizes Their Job: "..."

Part 2: The Psychological Deep Dive (The "Why")

This is the most critical section. This is where you uncover the emotional truths that will make your video storytelling resonate.

Goals & Motivations

• Primary Business Goal: (What is the #1 metric they are measured on? e.g., "Hitting the quarterly MQL target," "Reducing customer churn by 5%.")
• What does "success" look like to them personally? (This is their aspiration. e.g., "Being seen as a strategic innovator," "Getting promoted to Director," "Building a high-performing team.")

Pains & Fears

• Deepest Business Pains: (What are the nagging, persistent problems they face? Go beyond the surface level.)
  • Surface Pain: "Our reporting is slow."
  • Deep Pain: "Our slow, manual reporting makes my team look inefficient and causes me to walk into leadership meetings without the data I need to defend my budget."
• Emotional Drivers & Fears: (What are the underlying feelings? e.g., Fear of falling behind competitors, frustration with inefficient processes, anxiety about job security, desire for control and confidence.)

Learning & Information Habits