The alternative title for this article is What kind of professionals does a company need, must or large reserve?
A few months ago I read an interesting article from the coach Debra Benton –author of "The CEO difference" on the 360-degree tests that are usually done to managers in organizations. In the article, Benton invites you to go ahead and answer the questions before we get the test to see if we're aligned with the goals in the organization. Frankly, I think it's not just a great idea but a must staff branding of employed professionals.
My only question is why do these tests always target managers? Is an intermediate command or the person answering the phone or community manager not key figure as the organization's public spokespersons?
Looks like you're becoming aware of this idea. And let me use a metaphor: a music team sounds so good (or so bad) like the PEOR of its components. This, applied to the organization means no more or less that the efforts made on professionals will be useless if all hierarchies are not taken into account. See, a worker who runs a lathe in a factory has two options when leaving work: Ignore, forget and erase from your mind the company you work for... or share their experiences, talk positively about the advantages of your company, recommend it. Utopian? Less than we think.
The programs employee branding (Brand Ambassadors) they have that function: understand the alignment of values between employees and organization to improve internal communication, the motivation of professionals and, Of course, the strength they would have to establish themselves as the company's natural spokespersons, as ambassadors for their brands. To manage such a program, it is essential to have professionals specific to the areas of Self, strategy and communication, and that's increasingly in the realm of Personal Branding consultants.
So, neither short nor lazy, I encourage you, whether you're a manager or not, answer these questions to find out if you're aligned with your organization, their brands and their values. And I encourage you, too., Entrepreneur, HR director, to expand to all your people these kinds of initiatives. That's harvesting, maturation will take a while, but in the end we'll have a Big Reserve team.
Here are the questions, in a free translation of Debra Benton's text.
How can I meet or exceed the needs of my customers?
How can I meet or exceed the needs of my superior in the organization?
How can I contribute by taking a positive approach to the business?
Do I analyze complex situations accurately and at the right time?
Do I help minimize activities that don't add value to the organization?
Do I value the ideas of others, especially those that bring great value?
Do I understand how to make things happen in my organization?
Do I have a thorough knowledge of the sector?
How do I get used to overcoming obstacles?
Do I move quickly when I spot an opportunity?
Am I intellectually curious, wanting to keep learning?
Do I make sure you can count on me to solve problems?
Do I stay in control in stressful situations?
Do I know and practice how to earn the trust of others?
Do I take responsibility for my mistakes?
Do I actively help others?
Do I prioritize getting results?
Am I a good brand ambassador and organization?
Do I know what my organization's medium-term address is?
I was recently interviewed by my good friend José Castelló, author of the bestseller "Live without work" to get a definitive article about Personal Branding. I recognize that the title of the article that is the result of the interview is somewhat rippling: "Personal Brand and Personal Branding: How to Become "The Chosen One", detect fake gurus, and dodge death". But I highly recommend it if you don't have a lot of literature read on the subject.
In the interview, Castelló asked me about the common mistakes in staff branding management. Of course, lack of constancy is the first, but the second is try to walk the road alone. If you have in your hands the possibility to manage the branding of professionals of your organization, asks for help from those who have successfully done so in other companies; don't play it with that: a reputation dropped can be recovered, a brand in disgrace does not. If you are looking for professionals recognized as "Gran Reserva" work with a team "Gran Reserva".
Yes & No image by Shutterstock.com
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by Guillem Recolons
Convinced that everything leaves a mark, I help companies better connect with their stakeholders through personal branding programs (personal brand management) and employee advocacy (programs of branded internal ambassadors).
Socio of Soymimarca's Integra Personal Branding, Brand Directory of Omnia Branding, I also collaborate with Ponte en Valor, Brandergizers, MoreThanLaw, Noema Consulting and Quifer Consultores.
I participate in various programs at IESE, ISDI and EAE, among others. Collegiate advertising, Master in Marketing. Humanities Degree Student.
My advertising DNA comes from 20 years in agencies: Time/BBDO, J.W.T., Bassat Ogilvy, Saatchi & Saatchi, Altraforma and TVLowCost among others.
Hello Guillem,
Although most questions respond to a SI/No and I am more participant of more open questions, I think it would be important as you ask these questions to both the manager and the receptionist, Contributing value and a lot of benefits to the organization and without forgetting that the companies are formed.
Thanks for the post!
And both Vicki, Organizations forget the people who represent their brands even in basic hierarchies. An ATM or supermarket cashier is by definition a brand ambassador, And it is necessary that the executives realise the importance and responsibility that deposited in this professional. Thanks for writing!
Thank you again Master for your tremendous generosity during our interview, and for including me in one of your magnificent Posts.
A strong hug!
Thanks to you, José! It was a pleasure to share that time with you!