5-Step Plan to Developing Your Personal Brand

Developing Your Personal Brand

“Behavior is the mirror in which everyone shows their image.”

~ Johann Wolfgang von Goethe ~

Jason has been with his company for more than five years. He’s tried every trick in the book to get ahead, from letting his boss know he’d like to move up the ladder to working overtime on his projects in the hopes that his efforts would be noticed and rewarded.

But nothing seems to be working. He still has the same job, same title, and (sadly) the same salary as when he started five years ago. What’s Jason doing wrong?

Maybe Jason is not doing anything wrong; maybe he’s just doing the wrong things.

If you want to boost your personal brand, forget about dropping hints or hoping someone will notice the long hours you’re putting in. Those tactics will get you nowhere fast.

Luckily, one of the books Jason read as part of his effort to get ahead was a how-to book about career advancement. He decided to use some of his acquired knowledge to solve his own problem. Here’s what he came up with:

  • Step 1—Define the problem.

Jason’s first reaction was, “I’m being ignored. I deserve a promotion and I’m not getting one.”

  • Step 2 – State the cause of the problem.

This is an important step, because often when people try to solve problems, they are merely getting rid of the symptoms, not resolving the issue. After a bit of soul-searching, Jason realized that he really wasn’t doing what it takes to stand out in the crowd. Hard work is fine, but he needed a personal brand and he definitely did not have one.

  • Step 3 – Brainstorm.

Come up with potential actions you could take to turn the situation around. Jason talked to a few trusted friends outside his workplace and they gave him a number of useful suggestions and opinions.

  • Take on a project that nobody wants to do and finish it successfully.
  • Offer to work on a project outside your own department (with your boss’s approval, of course).
  • Schedule a one-on-one with your boss and ask for her input on a rebranding plan.
  • Find a mentor. This could be in your company or outside of it, but should be someone who’s ahead of you on the ladder (not your boss).
  • Share your successes. Don’t brag, and don’t be modest either. Speak up about your accomplishments. This includes what you’ve been doing, either in meetings, by e-mail, or one-on-one with others in the company.
  • Share credit. Nobody does it alone and you’ll get ahead more easily if you let others participate in your success.
  • Step 4 – Choose your options.

You don’t have to do everything all at once. Pick two or three things you can do right away. Jason took the first two suggestions on his list and wrote up a plan. Then he scheduled the one-on-one with his boss to get her input and suggestions. After refining his plan, he immediately began putting it into action.

  • Step 5 – Monitor your results and make changes if necessary.

Jason first volunteered to revamp an inventory control project that nobody else would touch, because it looked boring and complicated. He cleaned that up and then made a presentation about how he implemented a new plan and achieved results. With his boss’s approval, he sent a summary of his presentation to several C-level executives.

Five months after Jason implemented his rebranding campaign, he was offered a management position in another department—and a nice increase in salary to go with it.

If you’re stuck where you are right now, feeling unnoticed and unappreciated, (not to mention underpaid), how could you rebrand yourself? Look at Jason’s action items and see if you can adapt any of them to your situation. And be sure you’re solving the problem, not covering up the symptom. Joel has helped dozens of clients boost their careers with personal branding. Email him today.

Talkback: Have you successfully rebranded yourself? What did you do and what were the results? Share your experience here.

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4 Daily Habits That Build Good Working Relationships

Daily Habits

“If everyone is moving forward together, then success takes care of itself.”

~ Henry Ford ~

Client Paul asks: One of my coworkers recently told me I’m hard to approach at work. It felt like kind of a blow, since I’ve always thought of myself as being a nice person. How can I change this impression my coworkers have of me?

Coach Joel answers: Paul, developing good relationships is a key part of succeeding at work, yet it’s often neglected. Do you ever have days where you keep your nose to the grindstone, churning out work—and feel like slamming shut your door on anyone who dares interrupt? This kind of attitude actually hurts your own productivity as well as your organization’s. Building good working relationships will help you become a more effective leader, boost your chances of promotion, enhance teamwork, and make you a happier person. These 8 daily habits will help you get there.

1. Communicate clear goals and expectations.

When you communicate clearly—and follow through—you show you’re a trustworthy person. Set clear goals and benchmarks for what you’ll accomplish in projects and your overall job performance, and help those you supervise to do the same. Choose the best medium for your communications, too. If sharing a complicated list of instructions, share it by email or as a hard copy in addition to going over it in person.

2. Share appreciation for others.

Noticing others’ contributions, large or small, will give them a more positive image of you. If others are feeling constantly judged or critiqued, it will be difficult for them to engage in creative, collaborative thinking with you. Knowing they are valued will help them share ideas more freely. Sharing your appreciation also conveys a positive attitude, which exudes confidence in your team.

3. Spend one-on-one time with team members.

Getting to know coworkers will help you develop good relationships at work. The one-on-one time also promotes openness and collaboration. Go to lunch with someone from a different department, who might have skills that will be useful for a future project. Have coffee with a coworker you haven’t developed a rapport with, and find out what you have in common. Just knowing you care enough to make this time will help break the ice.

4. Address interpersonal problems directly.

If tension is brewing or you have a difficult relationship with a co-worker, address it at the source before the problem gets bigger. If you feel that a team member is not pulling his weight, voice your concerns to him and state your expectations. Keep your tone calm and professional, and give him time to explain his perspective. Through direct communication, you may discover that the real problem is that he doesn’t understand his role, or that he’s wearing too many hats in the organization. Confronting the communication difficulty directly is one of the quickest ways to create good working relationships.

By adopting these daily habits, you’ll increase your coworkers’ respect and confidence in you. . Fortunately, they’re called “habits” for a reason—as you start doing these things on a daily basis, you’ll naturally remember to do them in more situations and with more of the people you encounter.

Try using at least two of these habits per day for the next week. Take notes on how people respond, and email Joel with follow-up questions about your results.

Talkback: Have you found these tips useful in your workplace? Do you have others you’d like to share? Post your ideas below!

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Stress free ways to ask for a Promotion

Stress free ways

“Either you run the day, or the day runs you.”

~ Jim Rohn ~

Bob wanted to step up. He felt it was time to earn more money. But how should he ask for a promotion? What steps would make it most likely he’d get a “Yes”?

He knew good managers want to see their employees move up the ladder. So he decided to approach his boss. What did he think was necessary for a promotion? Were there things Bob was… or wasn’t doing that would merit that raise?

Bob scheduled a meeting to discuss his performance and his future role with the company. At the same time, Bob decided to assess his value to the company in a specific, factual way. He looked at the projects he’d covered in the past. He checked with co-workers for their assessment of his strengths and weaknesses.

In seeking to quantify his value, he asked himself:

  • What results have I delivered to the company? About how much they were worth?
  • How has my communication improved with the boss? With co-workers? With clients? Can I identify times I’ve helped things run more smoothly or communicated well?
  • What examples can I use to show I’m more efficient than I was in the past? Can I put that in dollars saved the company?
  • How has my insider knowledge of the business translated to a stronger bottom line for the company?
  • What new skills have I developed? How do they bring value to the company?

As Bob worked on this list, he realized his insider knowledge helped him master projects about twice as fast as when he first hired on. He figure out how much that saved the company in employee costs. He noted times when keeping people informed had prevented costly mistakes.

As he went through this process, his confidence grew and his stress level went down. He decided to make a short document of his achievements. That way, if the boss needed to think about his promotion, he’d have some written material to help him decide.

Bob also researched the industry averages for salary— considering his position and location. He realized he was receiving an average pay for an above average skillset. It gave him even more confidence. He emailed his boss that he’d like to discuss a promotion when they met.

Bob planned out how he would ask for the promotion. With this plan, he felt in control and relaxed.

When he sat down in the boss’s office he first asked the boss his views on Bob’s performance. Then Bob asked what it would take for him to move into a higher position.

The boss commented on Bob’s strengths and then mentioned two things he felt Bob needed to improve in order to be ready for the next position. Bob noted those areas and then shared with the boss his list of accomplishments. It was a good conversation, without stress or fear.

He left the document with his boss. At the same time, he asked if they could meet again in a month to review Bob’s progress on mastering those two areas and see if Bob was ready for the promotion.

The next month, when they met, Bob’s boss said, “I reviewed the performance record you gave me. I’d forgotten about the Jones account and how you helped us out of that AGV account snafu. I believe you’re ready to take the next step.”

Later Bob said, “You know, 80% of the promotion effort occurred before I ever got into the boss’s office. It’s not hard to ask for that promotion when you’ve insured your boss is on the same page. It really took away all the stress.”

Want a promotion… but not sure how to get the “Yes”? Contact Joel for expert assistance to put you into the next pay level.

Talkback: How have you reduced stress when you’ve asked for a promotion?

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4 Ways to Develop Effective Working Relationships

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“The most important single ingredient in the formula of success is knowing how to get along with people.”

~ Theodore Roosevelt ~

Paul is all about results. He doesn’t like small talk or discussing things on a personal level. He just wants to get his work done. When he interacts with people, he wants to hear only the bottom line action that is needed to complete the project. He doesn’t want to hear about how people are feeling. This feels ineffective. Building working relationships isn’t something he has ever needed to do until now. He just got a new job in which he is overseeing a staff of twenty people. The culture of his new company encourages building of relationships, connecting and caring.

Here are 4 ways that Paul can begin to immediately learn how to develop and build working relationships. He wants to be more effective in his role and recognizes the importance of growing in this area.

1. Be a reliable team member.

When you demonstrate your reliability, it builds others’ confidence in you. That makes you a person they want to seek out for advice, feedback, and collaboration. Stick to deadlines you set, or give advanced notice if you need more time. Follow through on the little things as well as the big things, from keeping the break room tidy to meeting project objectives.

2. Engage in active listening.

Active listening builds effective working relationships by showing colleagues you take them seriously. It also helps you more fully understand what they are saying. To listen actively, ask open-ended questions about what the other person is saying. When she finishes, paraphrase what she said to make sure you understand it. Focus on what the other person is saying, rather than on what you’re going to say next. Avoid interjecting your own opinion as the speaker explains her point of view.

3. Show empathy for others’ feelings.

Showing empathy goes hand-in-hand with active listening. Validating statements such as, “I’ve felt that way myself,” or “I can see why you feel that way,” help the speaker feel understood, even if you still have a different opinion about the situation. Feeling understood will lower the speaker’s defenses, so he can understand your perspective in turn.

4. Steer clear of gossip.

This one might seem like a no-brainer, but it’s often easier said than done. If gossip starts up in the break room, politely but firmly say you don’t want to participate in the conversation. In doing so, you’ll avoid damaging relationships and will show you have integrity. Making your preferences known, and directly address the workplace gossip that could be hurtful to others, may also help create a more professional workplace culture. Build a culture in which respect, integrity and empathy are the foundations to creating the most effective working relationships.

Developing effective relationships at work will create a more pleasant environment. And remember, these practices aren’t just for some relationships and not others—they’re for relationships with supervisors as well as people you supervise, for team members and folks you work with less directly.

Review the above list and select one habit you can begin applying this week. Take notes on how you do and the progress you make. I would love to hear how you do in implementing the idea you choose. Email Joel with follow-up questions about your results.

Talkback: Have you found these tips useful in your workplace? Do you have others you’d like to share? Post your ideas below!

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Why You Need an Advocate at Work

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“I learned a long time ago that the wisest thing I can do is be on my own side, be an advocate for myself and others like me.”

~ Maya Angelou ~

Melanie is in a total funk. She’s been supervisor in her high tech company for almost three years now. When she first came on board, she was considered somewhat of a superstar, a high potential, high achieving future leader. Lately, however, she feels she’s been fading into the woodwork. She’s not being asked to take on high profile projects. Sometimes she’s not even invited to brainstorming sessions or brown bag lunches—those informal, off-the-record meetings where a lot of new ideas and strategies are being discussed. What could possibly be wrong?

Melanie unburdens herself to a close pal over lunch. Her friend listens patiently for a few minutes and then interrupts the litany of complaints with this advice: “Girlfriend, what you need is an advocate!”

“What’s that?”

Immediately Melanie begins to research the whole topic of advocates at work. Shortly, she has put together a four-step plan to raise her profile by using advocates. Here’s the plan:

  • Advocate for yourself first
  • Make your boss a partner
  • Look up
  • Look out

1.  Advocate for yourself first. Before you can ask anyone else to speak up on your behalf, which is what advocates do, you need to know your own strengths and your potential for growth. Start by creating a three-column spreadsheet with these headings:

  • What I do well
  • What I like to do
  • What I need to learn

Once you have a clear picture of who you are now and what potential you have, you are ready for Step 2:

2. Make your boss a partner. Almost everyone loves being asked for advice. Maybe you already have a good relationship with your boss, or maybe the relationship needs a little nurturing. Either way, schedule a one-on-one and ask him/her to help you create a personal development plan. This can include new projects or initiatives you’d like to tackle, courses or seminars you want to take—anything related to your professional growth is fair game. Come up with a timeline and begin to implement your plan.

3. Look up. The best place to find your first advocate is probably somewhere on the ladder above you in the company. Begin to notice people whose style and executive presence you admire. Then use the same technique you developed in Step 2—ask for advice. Over a cup of coffee or in some other informal setting, share an idea or project you’re working on. Ask for their input. Then ask for their help. “Joe, I need someone who knows me and can help me raise my profile a bit. Would you be willing to speak up about my accomplishments to some of your colleagues?”

4. Look out. Use the same strategy to find people outside the company who can act as your personal publicist. It may be a client, or someone in a professional organization, or just a friend who has contacts inside your company. Ask for their input on your ideas; then ask them to look for opportunities to speak up for you.

And above all, don’t forget to say “thank you.”

Three months after she began to implement her plan, Melanie landed a couple of high profile assignments and found that she was back on the company radar screen and moving ahead again.

Feeling invisible? Perhaps you could use an advocate or two. Email Joel today, and he will help you put together a plan.

Talkback: Have you successfully recruited advocates to help raise your profile at work? Share your experience here.

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