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4 Steps to Personal Branding Success

4 Steps to Personal Branding Success

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    In light of my new book,

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    internationally today, I want to share the main process used in the book that will help you build a powerful brand.  Personal branding helps you stay very productive because you can focus on projects you enjoy and have a sense of purpose and passion behind them.  It’s really hard to be productive, without truly loving what you’re doing, because motivation is so critical to achieving maximum results.  There are many other benefits for personal brands, such as the ability to demand a premium price, just like Donald Trump has done with the ties and steaks that wear his name.  Also, you gain greater visibility and acknowledgment for your work and opportunities that your peers won’t be able to maintain.  The four step process (DCCM) I’ve developed over two years ago walks you through self-discovery, all the way to maintaining your brand as it grows.  Today, I’m going to briefly walk you through each, so you have a better idea of where you stand and what you need to do to find your passion, monetize it and lead a happy life.

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    Discover

      In order to really understand who you are and carve out a career path moving forward, investing in self-discovery is critical. In fact, if you don’t spend time learning about yourself, your values, personal mission, and unique attributes, you will be at a disadvantage when marketing your brand to others. Start by removing yourself from distractions and ask yourself, “Who am I?” and, “If I could do anything, what would it be?”  Also, when discovering your brand, you’ll want to lay out a development plan for yourself, that includes your current situation and your goals broken down in intervals, from one year to twenty years in the future.  It’s extremely important to have a destination in your head and on paper before proceeding to create your brand in step two.  The most successful individuals will be able to merge their passion with expertise, so that they have the fuel needed to push through adversity, and the skills required to solve customers problems.  Also, selecting an unsaturated niche that you can claim during this stage is significant for positioning your brand as unique.

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      Create

        Creating your personal brand is all about forming marketing materials that position you as extraordinary in your niche.  When I was at college, I used to bring a resume, cover letter, CD portfolio, references document, and business card with me to interviews.  I even had my own promotional website.  With the rise of web 2.0 and all of these social media tools, we can get far more creative these days.  For instance, now you can create a blog, or a video resume on YouTube or a LinkedIn profile to separate yourself from the other individuals applying for the same jobs as you.  The point of creating your brand is to have several materials online and offline that can help sell you.  They are all used as talking points that can get a conversation started between you and your audience.  Online, they tell your audience more about what you do, what you offer and the benefits of working with you.  Offline, they are used in situations where people need a visual display of your brand.

        Communicate

          Now it’s time to use everything you’ve created to let people know you exist.  The communication stage is focused on allowing you to gain the necessary visibility to be recruited based on your passion or what people readily see online.  The are many direct and indirect methods of attaining this visibility, such as commenting on blogs or attending in-person networking events in your industry.  You can even do some freelance writing for magazines, newspapers, online websites and blogs to get your name out there.  When it comes to your own blog, if you build it, they won’t come.  You have to find way to attract your audience, which could mean joining forums, interviewing experts, starting a newsletter, networking with people in your industry and much more.  In this step, you’ll want to put on your “personal PR” hat and leverage your materials to pitch the press, which includes bloggers and traditional journalists now.

          Maintain

            As you grow, mature, and accelerate in your career, everything you’ve created has to be updated and accurately represent the current “brand you.” It’s very easy to be careless with your online brand, leaving your websites months or even years old or your LinkedIn profile positioning you as an intern, instead of a marketing manager.  Going back to everything you created and updating it with fresh information is critical.  Also, you need to monitor your brand online to ensure all conversations about you are positive and factual. Brand maintenance also captures reputation management, where you have to own your Google results by ensuring that you have the right social networking profiles setup and monetized, as well as enough content created or press mentions to own the top ten results for your name in Google.

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            Last Updated on December 10, 2019

            7 Strategies to Keep Employee Motivation High

            7 Strategies to Keep Employee Motivation High

            Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

            But do you know what motivates your people?

            It’s simple:

            • Is their work stimulating?
            • Does it challenge them?
            • Is there room to grow, a promotion perhaps?
            • Do you encourage creativity?
            • Can they speak openly and honestly with you?
            • Do you praise them?
            • Do you trust your staff to take ownership of their work?
            • Do they feel safe in their work environment?
            • And more importantly, do you pay them properly?

            Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

            In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

            Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

            These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

            1. Be Someone They Can Rely On

            You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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            But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

            If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

            Be reliable; it’s astounding how much this motivates your people.

            2. Create an Awesome Company Culture

            There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

            In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

            So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

            Here are four ways to build a culture that keeps your employees highly motivated.

            • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
            • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
            • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
            • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

            So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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            3. Touch Base with Your Team Weekly

            Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

            When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

            Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

            So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

            4. Give Them the Tools They Need to Do Their Jobs Well

            Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

            Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

            Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

            Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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            5. Provide Opportunities to Learn and Upskill

            Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

            Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

            A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

            Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

            If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

            6. Monitor Their Workload

            Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

            What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

            • Red means they’re fully loaded.
            • Yellow means they’re busy, but they can potentially take on more.
            • Green means they haven’t got enough to do.

            I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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            If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

            And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

            7. Don’t Mess Around with Your Employees’ Pay

            Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

            So it’s your job to ensure that you pay your people on time.

            The Bottom Line

            A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

            Wouldn’t you rather be part of their success story than the business that drove them away?

            More to Motivate Your Team

            Featured photo credit: Emma Dau via unsplash.com

            Reference

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