5 Tips to Building an Executive Brand for Impact and Market Relevance

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Are you VITAL to your organization?

In a world where it has become easy to claim every laurel, executives will need to veer away from traditional reputation building methods and start positioning themselves to be “rare and indispensable” in a crowded and noisy marketplace. This is the thought process behind personal branding, a phrase originally coined by management guru Tom Peters. Peters simplified the meaning of the phrase “personal branding” in this way: “We are CEOs of our own companies: Me

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Inc. To be in business today, our most important job is to be head marketer for the brand called You.”

Intuitive? Perhaps for some, but the rules of the game have changed for all types of executives- the well-connected, tech savvy and publicity adverse alike… just within the past 36 months.

How do you manage your personal brand and ensure that it generates sustained momentum to support your career?

1. Personal branding is a long process of self discovery. Building a marketing campaign for oneself cannot happen over a matter of hours. It is actually a long process of re-evaluating your goals in life and career. It can be a painful journey back to the past where you may replay some set-backs, and get honest feedback from former bosses, subordinates and clients. It can be an inspiring time when you think back to your victories. But the most important thing is to rediscover how you converted your losses into victories and led people “up the hill”. That is what will define you not only as a person but also as a bankable, reputable leader.

2. Brand yourself in a word or set of words-be a VITAL link. Think of Nike’s “Just do it,”; 3M’s “Innovation”; and many Coke slogans. These words have been associated with the product and because of this association people tend to gravitate towards them. The same thing is true with your personal brand. You need to come up with associations that not only best describe you, but those that will immediately catch the attention of hiring (read equity) decision makers. The best advice to do this is to stay authentic to what you are as a person and don’t become a “commodity” in the workplace. We often use the acronym VITAL to help in defining an individual’s brand; V=what makes you Valuable, I = measurable Impact, T = transparent in decision making, A = adaptable to circumstances, L= able to leverage leadership across teams and organizations.

3. Have a plan. With your personal brand now defined, you are now ready to leverage all that technology can afford in today’s marketplace. The slogans of Nike, 3M and Coke did not bring them the success they have now if not for the billboards, print and media exposures they invested on to let people know their bylines. Executives need to have a well-crafted go to market plan that balances traditional word of mouth methods with the best of social media and other communication strategies. We often use “100 day plans of action” to both manage an executive’s market strategy with the ability to adapt and pivot when needed.

4. Practice what

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5. Record for every milestone. Keep a journal of what you have accomplished. In fact, while you’re in the process of establishing your personal brand it would be wise to compartmentalize all your accomplishments. Once done, come up with a way to showcase these accomplishments in your resume in such a way that will tell stakeholders (recruiters, investors) your story and not just a run-down (and most of the time a redundant narration) of what you have done in every company that you worked with.

 

To get more tips on how you can develop your executive brand and improve your visibility as a leader/influencer in your field, join us at the Taco Bell Headquarters in Irvine, California on April 4, 2014 and listen to very distinguished business speakers such as Phil Molyneux, Chairman of SONY Electronics, Scott Tompkins, Counsel & Director of Concentrus Inc.,

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John Polson, Managing Director of Fisher & Phillips LLP, Donna Ellis- Ziemer, Human Resource Director of Pendragon North America Automotive, Inc., Debra Squyres, Director of Human Capital of Trinet and John Davern, Jr., President & CEO of Virtual Assistant Talent, LLC.

To learn more about this session or register, please visit the ENP Institute website at http://www.enpinstitute.com/events/.

Trends in Virtual Workplaces

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There is a shortage of talent in the United States. This is the finding of a talent shortage survey conducted by Manpower Group in 2013. In the said survey, 35% out of 38,000 companies surveyed say that there is a shortage of talent. Because of this talent scarcity, there is a decrease in the competitiveness of employees and an increase in employee attrition as those who stay are forced to bear the bulk of the job. As a consequence, there is a decrease in meeting client satisfaction that could eventually lead to the decline of businesses.

Fortunately, there is a viable solution to this shortage and that is through the creation of virtual workplaces using a virtual workforce. Virtual workplace simply means the employment of people who work from their homes or anywhere that is convenient for the virtual worker. The good thing about this set up is that you get to have a group of individuals from all over the world that can collaborate with each other with the end goal of meeting client satisfaction and

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consequently making your business a success. Further, businesses can cut down on overhead cost as they can have workers working on a 24 hour basis without having to spend on electricity and office space for the whole 24-hour duration. This means getting the work done efficiently and in the most cost-efficient way.

The future of virtual workplaces is brighter more than ever with the advancement of technology. Thanks to the internet and the various communications platforms available on the net, having workers from all over the world is a breeze. Collaborating on projects is easy with such platforms as Google docs, Dropbox and Asana. Face to face meetings with workers to set expectations as well as to check on progress can still be done through telecommunication tools

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For 2014, the demand for virtual workers and virtual workplaces is expected to rise. In fact, an article in the NY Times published on the web on March 7, 2014 cited a survey conducted by the Society for Human Resources Management that found an increasing number of companies planning to offer telecommuting to their employees as a benefit. The same article also took note of how the federal government in Washington saved $32 Million after the government allowed their employees to work from home during a four snow days.

Learn more about the trends in virtual workplaces for 2014 from Scott Hamilton, President & CEO, NextWORKS Companies, ENP Institute and John Davern, President & CEO of Virtual Assistant Talent, LLC. They will be speaking on March 20, 2014 at the Embassy Suites Santa Clara- Silicon Valley in Santa Clara California in a session entitled “Silicon Valley Global Business Challenges & Solutions: Managing the 21st Century Workforce.”

For more information or to register to join and listen to Scott Hamiton, John Davern, and other featured speakers, visit the GlobalBusinessNews website at http://www.globalbusinessnews.net/conf.asp?cid=302

References:
Manpower Group 2013 Talent Shortage Survey
New York Times, March 7, 2014; “It’s Unclearly Defined, but Telecommuting is Fast on the Rise”, by Alina Tugend.