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5 Things to Do Before You Build Your Personal Brand

5 Things to Do Before You Build Your Personal Brand

    Most people don’t take the time to discover their own personal brand. I believe the reason for this is because of the very many influences we have on our lives, from our parents, to our teachers to our managers and even our friends.  I have many friends who are instructed to become lawyers, doctors and accountants by their parent who is already in that field and wants to mold their child in their shape.

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    When you choose someone else’s career path, it can have a negative impact on your work and life.  Also, most people don’t take time out of their day to think about who they are and what they want to do for the rest of their lives.  Instead, they become so overwhelmed in the moment or are so focused on climbing a corporate ladder, that they aren’t true to themselves and, as a result, get lost.  Creating a personal brand is the easiest part of the personal branding process because social media tools are free and marketing documents are easy to make, even if you aren’t a technical expert or graphic designer.  People, as well as companies, don’t invest the time in figuring out the right branding strategy before they start using these tools, so they don’t obtain the desired output.
    In order to help you in your personal brand development, I’ve laid out five critical things you need to focus on before creating your personal brand.  They will help you with your brand positioning, as well as make you think about where you’re going (your destination), so you’ll be able to reach your goals and have the results that you desire.  I know it might seem like tedious work, but when you can communicate what you do to the right audience, you’ll be much more successful in the long-term.

    1.  Brainstorm a mission and a vision statement

      A mission and a vision statement are much different.  Your mission is what you do everyday, while your vision is your future.  To create a mission statement, you should think about what you do and why you do it.  Your mission should be simple and clear and only one sentence long.  It should touch upon your behaviors, traits and values.  For your vision statement, imagine yourself at least ten years in the future.  What will you be doing then and why?  What are you looking to give back to the world?  Both of these statements can be stored privately or publicly displayed on your website, just like a company would.

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      2.  Identify your personal brand statement

      Aside from your name and picture, your personal brand statement is the third most important asset you have on the web that helps identify you.  Your name is your online ID, while your picture is what people remember you by and experience and your personal brand statement is how you position yourself in the minds of others.  Your statement should tell everyone what you do and who you serve.  It forces you to take a niche, instead of trying to own a topic that is already full of competition.  In this way, people will get to know you and go to you for the services that you offer, instead of anyone else.

      3.  Give yourself a slogan

      Few people have their own slogan, but almost all companies swear by them.  Nike uses “just do it.”  Apple uses “think different.”  BMW uses “the ultimate driving machine.”  A slogan can get people excited about your personal brand in the same respect.  Think about how you want others to connect with you. Think of a catchy phrase to describe other peoples experience with you and then use it for your online logo or near your picture.  It can be funny or serious, but it needs to be effective and original to be remembered.

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      4.  Figure out your brand attributes

      Let’s say you’re in an interview and you get asked the question “how do you describe yourself?”  What would you say?  There are so many different words out there that you can use to describe yourself.  For instance, you can say you’re cunning, daring, intelligent, outgoing, stubborn, etc.  Other people may describe you in the same respect.  You really want what people say about you to equal how you describe yourself.  Think about your own brand attributes and write them down right now.

      5.  Discover your audience

      Finding your audience is really important because they are the people that will pay attention to your work and spread your ideas.  If you’re selling yourself to the wrong audience, they will dismiss you and it will be a waste of time.  You really need to figure out what companies or customers would be interested in what you have to offer because you can’t appeal to anyone.  Your audience should be a niche group of people and you should give them as much value as you can over time.

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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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