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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 August 16, 2018

            10 Huge Differences Between A Boss And A Leader

            10 Huge Differences Between A Boss And A Leader

            When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

            However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

            You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

            A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

            Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

            1. Leaders are compassionate human beings; bosses are cold.

            It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

            Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

            Does acting human at the office sound silly? It’s not.

            A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

            If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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            2. Leaders say “we”; bosses say “I”.

            Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

            Let me explain:

            A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

            A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

            3. Leaders develop and invest in people; bosses use people.

            Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

            Instead of using others or focusing on your needs, think about how you can help other people grow.

            Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

            Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

            4. Leaders respect people; bosses are fear-mongering.

            Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

            A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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            What’s the bottom line?

            Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

            5. Leaders give credit where it’s due; bosses only take credits.

            Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

            Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

            You might be wondering how you can get started:

            • Begin by simply noticing which team member contributes what during your next project at work.
            • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
            • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

            6. Leaders see delegation as their best friend; bosses see it as an enemy.

            If delegation is a leader’s best friend, then micromanagement is the enemy.

            Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

            Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

            Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

            In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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            Learn how to delegate in my other article:

            How to Delegate Work (the Definitive Guide for Successful Leaders)

            7. Leaders work hard; bosses let others do the work.

            Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

            Here’s the deal:

            Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

            The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

            8. Leaders think long-term; bosses think short-term.

            A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

            Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

            For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

            9. Leaders are like your colleagues; bosses are just bosses.

            Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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            Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

            As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

            10. Leaders put people first; bosses put results first.

            Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

            Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

            Here’s what I mean by process over people:

            Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

            Learning to be a leader is an ongoing adventure.

            This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

            Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

            Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

            For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

            Featured photo credit: Unsplash via unsplash.com

            Reference

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