Make Your Personal Branding Outstanding

Make Your Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding OutstandingMake Your Personal Branding Outstanding PDFNote Youll need Adobe Reader to view the PDF file above. Download Adobe Reader.Wednesday, January 8, 2014Regardless of your age or career level, why should you care about creating a distinct Personal Brand at work? Its simplesuccessful executives focus on managing their Personal Brands every day and leistungspunkt this effort for their extreme professional successIn this info-packed, fast-paced webinar, professionals who truly care about their career growth will learn how to create, promote and manage a unique Personal Leadership Brand to stand out at work and within their industry.Presenter, Lisa Orrell, is a globally renowned Personal Branding Leadership Expert who is hired by many well-known companies, such as eBay, Wells Fargo and Johnson Johnson, to conduct workshops on this topic for their employees of all ages and lev els. So if you want to excel in your career, and/or possibly feel in a rut at work, you dont want to miss this webinarOverview of What You Will LearnWhy defining managing a Personal Brand can improve your career successHow to create develop a Personal BrandThe key components of a successful Personal BrandWhat personality traits you possess that work or that can be sabotaging your Personal Brand (that you may leid even be aware of)Why executives who care about their Personal Brands focus on understanding their multi-generational workforceHow your communication relationships with others will improve by focusing on your Personal Brand at workPresented byLisa OrrellThe richtungerations Relations ExpertLisa Orrell is globally recognized as The Generations Relations Leadership Expert. As such, shes the author of 3 top-selling books Millennials Incorporated Millennials into Leadership and Boomers into Business. And her fourth book, Your Employee Brand is in Your Hands, will be availabl e in March 2014.Lisa is also an in-demand professional speaker and consultant hired by well-known organizations, such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her popular presentation topics include Understanding generational dynamics in the workplace improving the recruitment, management and retention of Millennial talent educating Millennial employees on how to be effective young leaders at work and Personal Branding for Career Success. Based on her expertise, she has been interviewed by countless media, including NPR, MSNBC, ABC, New York Times, and The Wall Street Journal.Webinar Transcript Make You Personal Branding Outstanding (08 Jan 14)Good afternoon. Im Jim Thompson, senior writer with Monster. Id like to thank you for joining us today for this exclusive webinar, hosted by Intelligence. Todays webinar is entitled, Make Your Personal Branding Outstanding. Thought leader Lisa Orrell, will be presenting this afternoon. Lisa will discuss how a distinct personal brand of work helps foster your success. Before we get departureed, I would like to mention a few housekeeping items. Todays presentation and a copy of the recording will be posted on hiring.monster.com within the next two to three geschftlicher umgang days. Please click on the Resources tab and navigate to HR Events to obtain your copy. All registered participants will also receive an email with a direct link to todays materials. Intelligence helps HR professionals improve work or performance, retain top talent, and enhance recruiting strategies. We analyze and collect data from over four million unique job searches performed on each day. We invite you to visit hiring.monster.com and read our in-depth reports and analyses. For our latest materials, click on the Resources Center tab when you visit the website.After the presentation, therell be time for questions. ur meeting manager will help facilitate the QA. Please feel free to schrift your questions into the available sp ace during the event, and well make every effort to include them in todays session. If youre listening to todays presentation via telephone, youll be placed on mute until the QA session begins.Now we would like to provide some background on our speaker, Lisa Orrell. Lisa is globally recognized as a relationship and leadership expert. Shes the author of three top-selling books, including Millennials Incorporated, Millennials into Leadership, and Boomers into Business. Lisas fourth book, Your Employee Brand Is in Your Hands, will be available in March. Lisa is an in-demand speaker and consultant, hired by organizations such as Wells Fargo, Johnson Johnson, eBay, Paul Mitchell, and Pepsi. Her presentation topics include understanding generational dynamics in the workplace, improving recruitment, management and retention of Millennial talent, educating Millennial employees on effective leadership strategies at work, and personal branding for career success. Lisa has shared her expertis e with a wide range of media outlets including MPR, MSNBC, ABC, The New York Times, as well as The Wall Street Journal. Lisa, I would now like to turn the webinar over to you.Thank you, Jim. I appreciate that. Welcome, everybody. Im really glad to be here, and I appreciate you taking the time out of your day to join us. Im really excited about this topic. Its one that Ive talked about quite a bit. Typically, this is a three-hour in-person live workshop that I do. Ive conducted it probably over 20 times for eBay, as well as clients such as Johnson Johnson and Wells Fargo. So it is a popular topic, and its a hot topic. mora importantly, I feel that its a really important topic. I want to go ahead and get started. Like I said, typically this is about a three-hour workshops worth of content. Ive got about 40 to 45 minutes. So I want to go ahead and get started. Lets jump right in and talk about how to make your personal leadership branding outstanding at work, so that you stand out and excel in your career.I want to start by talking about why thats important. During todays webinar, youre going to binnenlandsee quite a few slides such as this one, where there are prozentsatzs from actual people that I do know. Some of them I do know, and some of them I dont. Youll see the titles there. My attitude is that if a COO or any C-level, VP-level, or director talking about their personal brand and why its so important, then its good enough for everybody here on the call. For those of you that are looking to stand out, notlage only at work but also in your industry, for more recognition for career success, then this is a topic that you definitely want to be paying attention to. Take a look at that quote. Weve also got this one, Having a defined personal leadership brand can take you far, even farther than youd originally envisioned. And more likely so, if you proactively build and manage it. Thats just a couple of quotes from folks whom I highly respect, and whom I know ar e extremely successful. They focus on personal branding and managing their personal branding every single day of their lives.Why is it also important? Well, wherever you go and whatever you do, youre an ambassador, not only for your personal brand but also your companys brand. People do evaluate you. We all have that little judgmental side to all of us. We all take a look at people and judge on how they look and how they act. Those are the schrifts of things that you need to be aware of when youre creating your personal brand and how you want to be perceived by people. The main thing too is that your personal brand, which is basically your reputation, will follow you. ur goal today in a very short period of time is to discuss the different attributes and things you need to be aware of when creating and managing your personal brand.One thing to be aware of when it comes to personal branding is that its not just who you are now. More importantly its about who you aspire to be. What ar e the certain traits that you possess that perhaps you need to be working on, either positive or possibly negative? Maybe youve got temperament issues. Maybe youre not that great of a listener. Maybe you tend to make things a little bit more about you than you should, versus how it should be for your employees or perhaps for your coworkers. Ive conducted this workshop like I said, for a wide variety of companies all over the country, with attendees that come from different levels everywhere from junior employees that just graduated college, all the way up to senior vice president levels. I will tell you that a vast majority of the people, say over the age of like 35 or 40, do tend to come up to me afterwards and go, My gosh. I really wish people were talking about personal branding back earlier in my career. It really would have made a difference in my career path and my career success at this particular time. Again, it is something to be highly aware of, because people that I know who are extremely successful in the corporate environment follow and manage their personal brand on a regular daily basis.Lets get into some personal branding basics, or the kind of the ins and outs of what is a personal brand and what is not a personal brand. Take a look at this quote here, before we jump into the actual basics themselves. This is a very powerful quote. I spoke with the facilitator or moderator of a panel where I had five female executives, each from different large corporations, all of which you would know. The whole presentation that we did was based on personal branding for career success. This quote pretty much says it like it is. Be aware that people are watching what you say and what you dont say, what you do and what you dont do, every single day. Your opportunities, and indeed your reputation, will be impacted by the actions and decisions you make day-to-day, every day. Thats a very powerful statement, and it is the essence of what personal branding is abou t. Are you consistent with who you are? Are you consistent with your brand promise? Can people rely on you? Can people understand what youre about and know how youre going to act in any given situation?Heres what personal branding isnt. Its not your title, its not your business card, and its not anything that you see here on this list. Its not what you wear its not how you look. Those are all the things that support what your personal brand is, if you think of yourself like a product. A personal brand is truly what people feel about you. It can be defined by other people and not you, which is why its so important for you to be keenly aware of your personal brand. Define who you are and what you stand for, and have clarity on who you are and what you stand for so that you are promoting and putting out the personal brand, and getting the schrift of recognition and reaction the way you want it. Otherwise, you dont take control of it, and youll have other people defining your personal b rand, putting out there information that is probably not going to be correct. This will make a little bit more sense as we move on. If you get absolutely nothing out of todays webinar, absolutely nothing at all, except what you see right here on this slide, then Ive done my job. I will consider this a success.When someone has contact with you at any point in time, one of two things happen. Your personal leadership brand is reinforced, or it is weakened. What you say, what you dont say, how you act, how you treat someone, how you treat someone in a meeting, the types of snide comments that you might make, the type of body language that you might put out there, rolling your eyes, and working on your mobile device while someones trying to talk to you all play into how you are perceived. You want to use your personal brand as a barometer of how you act and what you say on a daily basis.When I do this as a workshop and we have a lot of activities, I dive a lot deeper into what we need to do when we first get started on personal branding, because you have to be thinking about yourself in terms of how you act and what youre about. Take a look at somebody like Sam Walton. He goes out of his way in this particular quote, Its all about how you make other people feel, as well. Even if youre in a management role right now and you have people that report to you, if you aspire to get into a management and leadership role within your organization, or even if you dont plan on wanting to manage other people, you will always be working with other people. What can you be doing to boost the self-esteem and take care of people around you? That is something that really marks an effective, strong, respected, personal brand. Its how you treat other people. I know that that sounds like common sense to some of you, but Im telling you right now, its not common practice. Ive got endless stories about people talking to me about their managers and leaders. They say, I really wish that they were here in this workshop today, Lisa, because my boss could really use hearing some of this information. Theyre everything on the other side, and their personal brand is tarnished because of it basically, because of how they treat people.When we talk about this, I want to talk about this a little bit in terms of a leadership versus a management mindset. My goal and hope is that everybody on this call, and that everybody that I facilitate and provide private coaching for, becomes everything on the left side under the leaders header. With a leadership mindset, you seek employee commitment, whereas with a management type mindset, you seek employee compliance. Ill go ahead and take down the list here. Im sure that fruchtwein everybody on this call, at one point or another, has worked for somebody on the right side, under the managers.Recently a very good friend of mine left a job, because her boss was the bottom one. He took credit for everything but never gave credit for anybody on the kollektiv. She worked her rear end off for a major presentation, and he took all the credit. She provided her letter of resignation shortly thereafter, because she just couldnt take it anymore. Who are you? What are you? Do you find that youre more on the left side under leaders? Are you more under the manager type of mindset where, its kind of really all about you, and you dont really care that much about the people that you work with? My goal is to get people more into the leadership mindset, regardless of what role you currently have within your company or what level you currently have with your company. For any of you who are more entry level, the sooner you can get your head around a leadership mindset, the sooner you will start acting like a leader and a respected leader. You cant start developing your personal brand at any level until youre very clear on who you are and who you aspire to be, along with the things that you personally need to be working on and the changes y ou need to make.I work with a lot of senior executives. They have anger issues. I have to tell them, Youve got to work with a life coach, or Youve got to get into therapy. Youve got to make those changes for yourself, because its tarnishing your personal brand, and its affecting your career success. Are you someone whos very shy? Is that something that you want to work on? The perception of you is that you dont have a whole lot to say, a whole lot to offer, or a whole lot to contribute to the team. You might be filled with great ideas and be the smartest person in your organization, but people arent aware of that because youre shy. If I work with people that are saying, Yeah, Im shy. I need to work on that because its a personal brand perception of me that Im not thrilled with. Then I tell them that they need to be working on things like joining a local Toastmasters organization or something that can get them out in front of people and help them break through why they are shy.We als o want to talk about the attributes of an effective leader. It starts with having to manage relationships with others, but more importantly, it starts with managing the relationship that you have with yourself. I also like this when it comes to communication. Weve all had this happen, where you say something and then you wish you could take it back. Have that little one second, split second rule where you ask yourself whether whats ready to fly out of your mouth is going to strengthen your personal brand. Is it going to weaken your personal brand instead? Attributes of an effective leader include understanding what motivates each team member and each of your coworkers, along with taking time to get to know who they are. We have a short period of time on this webinar today, so I cant go into a whole bunch of case studies that I typically share when I conduct this as a three-hour workshop for employee groups.I will say, though, that its sickening how many employees tell me that their manager has no idea if the persons married or not married, or is in a significant other relationship, or has kids or doesnt have kids. You need to know all those types of things about your coworkers and especially your employees, because you have to understand what motivates them. What might motivate someone for extra time off so they can go to their kids baseball game might not be something that motivates a different employee. He or she might be motivated by time off to go snowboarding or by cash bonuses. You never know. Youve got to know what motivates each team member.I dont need to go down this entire list, because some of them are self-explanatory. Look down at the fifth one, where it says, strategists beyond core competencies. Thats an important one for any of you who are on this webinar today and are concerned about your personal brand, because you want more notoriety within your organization. Perhaps you want more notoriety within your industry overall. Heres the bottom line . If you want to be perceived as a thought leader within your company and a thought leader within the industry, so that you get invited to be a panelist at major conferences, or you want the media to interview you because you are a thought leader in your industry, or because you would like more recognition, you do need to focus on being a strategist beyond your core competencies. Do you spend fruchtwein of your time just doing the work that you were hired to do, or do you take the time to learn more about whats going on in the industry, and perhaps even in other areas of your company? Its only then that you can bring unique ideas to the table and make the media even want to interview you. If you dont have anything interesting to say, or any new insight on trends that might be happening in your industry, then theres not really much to interview you about. If you come up with new thought leader type ideas, those are the types of things that will attract media attention to you for inte rviews or attract opportunities for you to speak at large conferences, so you get more industry recognition. Even on a kind of a smaller micro level, though, if you want to be a thought leader within your company, consider what youre doing to educate yourself on trends that are happening within the industry and within the company? What can you bring to the table, even just in your Monday morning meeting, so that you stand out even just in your department?Again, take a look at the other things here, where it says, possessive, compassion, and empathy. Those are huge leadership traits. Do you care about people? How do you treat people? When it comes to communication, I do seminars on active listening and providing effective feedback. Its a really big deal. Thats why I get into things like WIIFM. That acronym there stands for Whats In It For Me? fruchtwein of us tend to listen to people in that way. You immediately start future thinking what theyre going to say, and start thinking about what it is that you want to say, versus really listening to them. I like to use that old saying, Youre given two ears and one mouth. Use the ratio accordingly. Most of us are horrible listeners. For one very positive attribute, in terms of your personal leadership brand, you can be known for being an extremely good listener. That is huge and hugely respected, because so many people are not good at listening. They talk over people, or theyll start moving their body language to start jumping in on what they want to say, before the persons even ended their sentence. Again, I do entire seminars just on that one topic, because it is such a problem in the corporate workforce.The final principle that you see here is the WAIT principle, which stands for Why Am I Talking? Do you find yourself starting to talk all the time in meetings and all that? Ask yourself why youre talking right now. I actually have some managers that I require to put on a wristband or a rubberband. When they start to talk, they have to snap themselves to make them realize, Oh, all right, why am I talking? Should I be talking? Am I doing this just to hear myself talk? Im sure a lot of us have been in meetings where that one person on your team goes to raise their kralle or goes to start talking, and you feel the entire energy of the room shift. They go, Oh no, not that person, because theyre just going to go, on and on and on. Ive conducted this workshop like Ive said, many, many times. Ive had people come up to me after the break and go, You know what, Im that guy. Im that guy who constantly talks in meetings, and I can just feel the energy shift. I know its just terrible. Im realizing its because Im just one of those people that goes on and on and on. Im really not offering anything of value to the conversation. How can I overcome that? So I work with people after presentations to talk about this type of stuff, to help them with those things. It is affecting their personal brand reputation, and ultimately its affecting their career.So when we get into understanding your multi-generational team members, another area that I talk a lot about is a topic that my first two books were on and something companies hire me all the time to come in and talk about. I have one seminar thats very popular, Improving Communications Across the Generations, as well as seminars on How to Recruit Management, and Retain the Millennial Generation also known as Generation Y. I certainly dont have the time to go into all of the different steps, and all those types of things about understanding generational dynamics, particularly the millennial generation in the workforce, because thats not what this topic is about today. I will say, though, that it does play a major part. More and more over the brde couple of years, Ive got senior vice presidents, VPs, and directors of diversity calling me to come in and do presentations at their organizations. They see that the generational diversity issue has be come the new diversity issue that a lot of companies are facing.Id like to go ahead and jump into talking about the generations a little bit. The better you understand that, the better you can communicate with people. Those are things that all reflect well on your personal brand. The generational snapshot is what you see coming up right here. One thing I will point out is that a lot of people within organizations that I speak to think that the disconnect, or the friction, tends to be between the Millennial generation and the Boomers. Its kind of like the younger people not understanding the older people and the older people not understanding the younger people. Im here to tell you today that quite honestly, the biggest point of contention between generations actually is between Gen X and Gen Y. Thats typically when youve got like a 33 or 34-year-old manager, Gen X, and like a 24 or 25-year-old employee. The reason for that is that not only are they very different from a generational upbringing standpoint, but I will say that they did have very different upbringings, and they are very, very different people. It tends to be that Gen X tends to be pretty abrupt. Gen Y tends to be much more warm and fuzzy, wants to talk a lot, and wants to communicate often. That tends to be where the conflict is a lot of the time. Theyve got much more of a sibling dynamic, versus Millennials with Boomers have more of a parental dynamic, because the Boomers created the Millennials. If we get into the communication preferences, with the Millennials its kind of desensitized. You have to abandon that current approach, which tends to be a rut for a lot of Gen Xers. I have a lot of Gen Xers that constantly say to me, the Millennials are driving me crazy. The Millennials drive me crazy. Im like, I know. I understand it. So I have to talk to all the different generations to help them understand each other better, so that we can reduce the friction within the organizations.Now under there it says, require respect. That may sound like common sense, but unfortunately its not common practice. I deal with and do workshops on how to become a young, effective, and respected leader. My whole second book, Millennials into Leadership, is on that topic. I work with a lot of Millennial groups and organizations where they tell me that they dont get a lot of respect at all. You know, they go to raise their hand or contribute something in a meeting. People tend to be like, Yeah, whatever. You dont know what youre talking about. Youre too young. They feel shut down, when the reality is that a lot of time they do bring good information to the table, and they want to be heard. They dont like delayed feedback at all.There was a big research study done. I cant say the name of the organization on this webinar, but I will say that it was a huge research study on delayed feedback and communication. Over 900 Millennials were surveyed in the workforce and asked, How often would you like to speak to your direct report boss? Something like over 90 percent of Millennials responded that they want to communicate with their bosses at least once a day. Now, if I have a whole group of managers in front of me, I typically get a big Oh, no, with people rolling their eyes like, Oh my gosh. Most Gen X or older generations, are like, Im fine if I dont talk to my boss. Im fine if its once a week. Whereas the Millennials will say, no, they want to talk often. They also want close ties to their boss. One thing that Millennials do say to me all over the place and one of the number one complaints I hear from Millennials is that, their one-on-ones with their direct report bosses are cancelled on a regular basis. Thats a big problem, and its something that smart organizations are actually starting to penalize managers for, because it affects the retention level of the younger generation, which they need. By 2020, over 75 percent of the workforce is going to be the millennial generation. Let me get into Gen X. Gen X tends to be very different from Millennials. They want straight, succinct, communication, Just give me the facts. Tell me the point. I dont want to know what you did this weekend. I dont care if you got a new puppy on Sunday. I dont care what your date in your anlass was like on Friday. I dont care. I dont want to know about all that stuff. Whereas the Millennials tend to be like, Hey, guess what I did. Hey, guess what happened over the weekend. That tends to be a big rub. So a lot of times I have to educate Millennials on, You know, keep it to yourself. They dont want the big schmoozefest. They dont want to go there. Then we get into Gen Jones, which tends to be a hybrid between Gen X and Boomers. The Boomers tend to be much more outgoing, and tend to be a lot of kind of that warm and fuzzy approach like the Millennials do. Like I said, the Boomers created the Millennials. Millennials didnt just hatch from pods like in the movie Cocoon, at the bottom of a pool. They tend to get each other. One of the things that I have to tell the Millennials too is that the Boomers and Gen X tend to get very annoyed when Millennials just walk in and say, Hey, I want to have a meeting now. I have to educate Millennials a lot on things like, Dont just do that. It irritates them. Contact them first. This is just a quick snapshot of the different dynamics between generations and their communication preferences. Again, I do seminars on it where we go into a lot more detail. Its good for everybody to get a brief snapshot of this because again, it does affect your personal brand, how you treat others, and how you conduct yourself.Lets get back into the whole personal branding and talk about how we can start creating your personal brand, and not only who you are now, but also who you aspire to be. The number one thing here is that you dont want to be someone that youre not, as you see with this quote here. You want to be who you are. What comes naturally to you? Its not about what your boss wants you to be, or what your company wants you to be. The beauty of personal branding is that it helps you determine who you should be working for, the type of boss you should have, and the type of company that you should be working for. I deal with people all the time where we talk about this kind of stuff and it helps them determine, Yeah, you know what? I had that interview and I dont think that boss that would be my boss, would be a good fit with my personal brand, or I dont feel that that promotion into that other department would be a good fit for my personal brand, or that company overall would be good for my personal brand, or a good match with my personal brand. It can help you as a barometer, in determining those types of things as well. What you want to do is decide what you want to be known for. You can get into things like visual brand attributes as well, that support your personal brand and make you stand out.See that picture ther e with the striped socks. I have one young lady whos in her twenties at a large company that most everybody on this webinar would know. She was the only female engineer in a large department of all male engineers. It is kind of a conservative company, so she has to dress appropriately. Its not a Google-esque type of work environment where its really casual. Its much more buttoned-up than that. She had to put on nice kind of dress attire. She started wearing weird socks to work because she was like, You know, Ive got a fun personality, and I want that to stand out.Ive got some people here saying that theyre not seeing an image. I dont know if someone behind the scenes can maybe check that out. Ive got picture of a guy here. Lets see.Anyway, there is a picture of a person who is in striped socks. The young lady started wearing wacky socks with her conservative work attire, and she became known for wearing wacky socks. She started a blog where she would take a picture of her socks that she was wearing that day, along with a motivational quote. It also had her picture, a headshot, so she got some brand recognition for that. One day she was walking down the corridor to go to lunch, and a senior executive was coming down the hall. This is someone that she would have not normally ever have met, because of how different they were in terms of their roles and levels within the organization. He stopped her and he said, Hey, arent you the gal who wears the weird socks? She said, Yeah. He said, Why dont you show me what socks you have on today. She showed him. He said, You know, I got to tell you. Every morning, my admin makes me look at your blog to see what socks and motivational quote youve got going on. Now, my wife and my 16-year-old daughter at home are aware of it. Youve become like the talk of the town around our house and in my department. He then asked her if she was busy at that moment. She said, No, Im going to lunch. He said, Well, can you skip lunch? She said , Sure. He took her into a meeting where it ended up getting her on a team for one of the biggest product development projects and launches that the organization had done in years. It all started with her having more recognition and that visual brand attribute of her socks to help her make her stand out.Ive got countless stories of things like that where somebody takes it. Of course youve got to back it up with how good you are at your job, and all the other personality traits you have. Thats just an example. You know, Ellen DeGeneres is known for her tennis shoes. Donald Trump is known for his wacky hair. You can choose to bring in a personal or a visual brand attribute as you create your personal brand to stand out, or you dont have to. Ive got some people that they want to get known for always wearing red, but not head to toe. That would be weird theyd look like an elf. Certain things like, being known for always having on a red pair of shoes or some sort of red accent on their b ody in somewhere.Ive got someone saying, Cant hear sound. Im not sure if that goes for everybody or not. Not sure, but I will continue because Im not getting any other messages on my end from the producer crew. One of the main things you want to do is that you want to be able to live your brand persistently and consistently. If you do choose to have a visual brand attribute, you want to make sure that you do it on a regular basis. It would be kind of weird if you chose to wear weird socks, but you only did it once a month. That would be odd. You want to be able to do it on a regular basis. Its not only what you wear, if you do choose a visual brand attribute, but also its how you conduct yourself. Its all about being consistent.As a two-step process here, were going to take you to the first one. You want to determine your overall brand personality. Do you take a look at some of these famous people up here? Steve Jobs is cool, hip, cutting-edge, resourceful, irreverent, and innovativ e. Those are all things that show how he conducted himself on a regular basis and even how he looked. It would have been very odd if he came out in a $5,000 suit during major announcements or global media launches for Apple product announcements. That would not have mapped to Steve Jobs brand of wearing jeans and a black mock turtleneck. It also shows how a personal brand at that level permeates into the overall culture of the company and communicates that Apple products are cool, they look cool, they work cool, they feel cool, and they do cool things.With Oprah, its the same type of thing. She brings in not only that caring attribute, but she also does other things for people outside of that. She brings in personal attributes and permeates them into proactive things, like doing nice things for people. Its the same thing with Ellen. Shes compassionate. She does nice things on her show and for people that are in need of things, like somebody coming back from serving time for our coun try, somebody whose child is ill, or somebody whos down on their luck. She does things like getting them new cars and paying their rent for a year. She brings those qualities into action. Those are types of things that people can do within companies to stand out. If youre a compassionate or giving person, you can do things like, putting together walkathons or putting together food drives. Bring your compassion into work. That also helps you stand out and get notoriety for your personal brand as well. That maps your personality traits that you have. You take a look at the different other ones here like Sir Richard Branson of Virgin. Everything about him permeates into what the Virgin brand is about. Its innovative, and its unique. If youve ever flown on a Virgin airline, its a unique travel experience. Its those types of things. What are the types of words that you can use to describe yourself, not only who you are now, but also who you aspire to be?Then you want to put together your personal brand positioning statement. I have executives that put this together and actually hang it on their wall. They have it nicely mounted and framed. They tell their employees, If Im ever not acting like this, you have the right to call me on it. I have organizations that bring me in to take them through this workshop, within teams experiencing dissension, as a team-building exercise. The better everybody can understand each other, the better everybody can get along. You want to put together your positioning statement. It kind of becomes the essence of who you are and what you stand for. Obviously it needs to be believable and enforceable, because it is your personal brand. You dont want to be putting things out there that arent really a part of who you really are and who you aspire to be. Then you wont be putting it out there on a consistent level, and it cant be trusted.An example of one is I want to be known for being honest, fun, respectful, supportive, hardworking, and in novative, so that I can deliver effective results and solutions for my employer, my team, and my peers. The type of positioning statement you want to put together is something that you can be. You want to be known for being fun. Great. Are you fun, or are you not fun? You want to be known for being hard-working. Are you, or are you the person who never really volunteers for anything or never takes on that extra project? You want to be thinking in those terms and putting that together, and you can certainly sit down after youve written one. One thing I advocate in the workshops I do is to run it by your boss by coworkers who you trust. Get their opinion on what they think about you, in words, and adjectives, and descriptions of you, that maybe you havent even thought of, and that you werent even aware of.The one last thing that you can do is, check in with yourself. The list that you see here is one that I advocate for people to check in with weekly. Ive got management teams and orga nizations, and their employees require them to do this either every Friday or every Monday. Answer these questions while youre on the treadmill, while youre working out, while youre walking your dog, or while youre commuting. What more can I offer? Do I or am I willing to go beyond what is expected in my job description? How productive am I? How innovative am I? Ask those questions and check in with yourself on a regular basis. Its key to notice if you start answering these things in more of a negative. You know like, How productive and innovative am I? Well, not as much as I used to be. Can I be more so? Yeah, probably, but I just dont feel motivated to do that. Are my contributions essential? Well, maybe. I dont know. I dont really care that much anymore. Do I or am I willing to go beyond whats in my job description? Well I used to be, but not anymore. If you start answering these questions in those types of ways, its also a good barometer that somethings wrong. Something has chan ged in you or within the organization. Maybe youve gotten a new boss, and its not meshing well with your personal brand. Maybe youre getting burned out and you need a change in the department, in the company, or in your role. These types of things help you keep in line with your personal brand and help keep you in touch with yourself. You should always try to maintain yourself in a place thats not only good for yourself but also good for the organization.Overall what weve talked about here in a short period of time is that developing your leadership mindset starts now, regardless of what level you are. Again, the sooner you start thinking like a leader, the sooner you start acting like one. You never want to stop learning and honing your leadership skills. You want to be respectful of all of your team members. Remember the WIIFM, Whats In It For Me, and the WAIT, Why Am I Talking, principles. Weve heard about never assuming, because the word assume breaks into that acronym. You want to be praising your team members and other individuals often. Its a positive thing. The more you put out in a positive way, the more they start doing it for you as well, unsolicited. They start talking about you behind your back in a positive way. They become promoters for you, and they become brand advocates for you. You want to be able to create and live your personal brand on a consistent basis, and you want to go beyond what is expected of you. Again, for those of you who want to build your personal brand within your organization and stand out more at work or in the industry, youve got to go beyond what is expected of you in order to become known as a thought leader. You want to be clear on who you are, what you want, and who you aspire to be.Typically, as I do this as a workshop, we also do a whole segment on how to be your own publicist at work, how to promote yourself more at work, how to get the word out about you more at work, as well as how to be your own publicist outsid e of work. We dont have the time to do that today, but you really need to think in those terms. How can you be your own publicist at work? What are ways that you can be promoting yourself, so that people are more aware of who you are?All right. That needed to come in at quarter till the hour, and were right on time here. So I want to say thank you very much. Those are covers of my books, there. The one on the left, Your Employee Brand Is in Your Hand, is the one that Jim mentioned that will be out in March, available on Amazon. You can learn more about me and the different seminars and topics that I bring to the table by going to my website at theorrellgroup.com. You can certainly send me an email if you have any questions at lisatheorrellgroup.com. I want to thank you very, very much for your time today. I hope that you got something out of it, and I hope it got your wheels turning a little bit. With that, Id also like to thank again for inviting me. This is probably about the four th webinar that Ive done for them. I always enjoy my time, and we always have a great turnout. So thank you again, everybody. Jim, Im going to hand it back to you.Thanks very much, Lisa, for sharing your insights with us today. At this time, Id like to turn it over to our meeting manager, who will help support our question and answer session. If we do have any questions queued up at this time on your side, well take them now. Or we can take the questions that have queued up on our side.Thank you. Ladies and gentlemen, if you would like to register for a question via the phones, please press the 1 followed by the 4. You will hear a three-tone eingabeaufforderung to acknowledge your request. Your line will then be accessed from the conference to obtain information. If your question has been answered and you would like to withdraw your registration, please press the 1 followed by the 3. If you are using a speaker phone, please lift your handset before entering your request. Once again, that is 1 followed by the 4 on your telephone. Also feel free to ask the other web chat feature. One moment please as we take the first question.While were waiting for questions to queue up on our operators side, Im going to start up with our questions that have been typed in. Lisa, the first one addresses privacy concerns. Is there a way to handle folks who may be a little bit shy about sharing their personality traits? Can they develop their personal brand and still get the point across, if you will?Im not sure, and I apologize. Im not sure that I fully understand the question. To me, putting out your personal brand and who you are is who you are. If theres some incredibly bizarre dark side to your personality that you prefer people not to know at work, then its totally appropriate to keep that to yourself. In terms of who you are at work, it shouldnt be anything that youre hiding unless of course like I said, its something that is a little off the beaten path or that might cause offense. I dont know if that answers the question.I think you hit it on the head, Lisa. Its just traits you wouldnt want to be very forthcoming about. You know you need to work on those types of things. Thank you, I appreciate that.Ive mentioned this earlier in the webinar. If its something along the lines of anger issues or some pretty heavy insecurities, those are the sorts of things that come up when I do the workshop. A lot of times it turns out almost like a group therapy session. Its time to look at those things and find the help that you need to overcome those things. It might not be something that you necessarily want to share with everybody, but at least you become aware of it and then you can start working on it privately.Definitely, thank you.Its all about self-awareness, really.Very good. All right, Id like to check in with Jasmin to see if some questions have queued up on her end before we proceed with the rest from us.For the time being, there are no questions queued up the other phone lines. As a reminder, ladies and gentlemen, to register for a question, it is the 1 followed by the 4. I will turn things back over to you, Jim.Great. Thank you, Jasmin. All right, heres our next question. Im going to paraphrase it, since its a fairly lengthy one as well. Ill try to edit it down a little bit. We have an example of someone in the HR group who had a supervisor that has breaking promises as an aspect of his or her personal brand. For a subordinate or a peer, is there a way to address a negative personal brand? Could you suggest a delicate way to approach that?Yeah, I get hit with those types of questions a lot, because unfortunately, there are issues in the workforce all the time. If it is your boss, its a matter of how comfortable you feel about addressing it. Perhaps having one or two other people go with you to have a one-on-one or a direct conversation with that individual. One of the things to be aware of is that its not what you typically say t o people its how you say it. If you approach somebody, and youve got something sensitive to talk to them about, you can approach it in a way thats more of an attack, like, We need to talk to you because were really sick of how the fact that you always break your promises. Everybody here is really mad about it. That will immediately put people on the defense. If you handle it in a way where its like, We have something really sensitive to talk to you about, or I have something really sensitive to talk to you about. Im kind of uncomfortable with it, but its something that has become so much of an issue to me, that I do need to talk to you about it. If you approach it in that type of way, a lot of times that will calm someone down enough to have them hear you.Another key thing that you want to do prior to talking to someone is really asking them before you start in. Are you in a mindset right now where you can really talk to me about something kind of heavy and sensitive? or Is there a better time? Because you dont know necessarily, what they might be going through at that particular moment, either. Get someone when theyre really ready to actively listen to what you have to say. I look at it this way. Lifes too short. If youve got a boss or a coworker with traits that are really starting to bother you or affect your work, you have the right to bring it up. The only alternative is, to leave, because youll be so unhappy there. If you can possibly help that person bring something to light thats sensitive and help them make the changes, then its kind of win-win for everybody.Thats great, Lisa. Thanks for those insights. Id like to ask again. You had mentioned some acronyms, and we have some folks that are interested. Redefine those, because I think those were important phrases that you gave us today.Yeah, there were two acronyms in particular that I shared today. One is WIIFM, W-I-I-F as in Frank, -M as in Mary, WIIFM. That stands for Whats In It For Me? This tends to be how a lot of us listen to people. You start talking to me, like, Hey, Lisa. I wanted to know if I could talk to you about how you can help me with this presentation I have coming up. I immediately start going into, Oh my gosh. Im already too busy. I cant believe this person is going to ask me to help them with more stuff. Theres not enough hours in the day. Im starting to describe what it is that I need help with, but the reality is, all I wanted to say to you was, Youve got two slides in a PowerPoint presentation I saw you do last week. Can I use those in my presentation? Its something that would take you two minutes to do. We start going there. Our minds just start going into, How is this going to affect me? Its been proven over and over again that we only hear about 50 percent of what someone tells us because we check out. We start going off in different directions. So avoiding whats in it for me and really setting everything aside and listening to what someone has to say is critical, in order to be known as an effective leader. Its a very positive attribute for your personal brand.The other one is WAIT, W-A-I-T, the WAIT principle, and that stands for Why Am I Talking? This is about pausing yourself when youre about ready to start talking in a meeting or when youre having a one-on-one with someone. Ask yourself real quickly, Why am I talking? Why am I getting ready to talk? Is what I am about to say relevant? Does it add value, or is it just listening to myself talk? A lot of people like to just talk. I had somebody come up to me couple a weeks ago after a workshop saying, Weve got somebody on our team whos that person. She never stops talking in meetings. The whole morale of the meeting goes down every time she starts talking. She just goes on and on and on and doesnt add any value. How can we talk to her about that? They actually wanted to talk to her about it after coming to the workshop. I hear these types of things all the time. I think those were the two main acronyms that I shared.Super. Thanks very much, Lisa. I think weve all fallen victim to that last acronym a lot more than wed like. Jasmin, again, Ill check in with you very quickly to see if you have some questions on your end. If not, well proceed along here.We do have a question over the phone lines. The question is from the line of Paul. Please proceed with your question.Lisa, some of my teammates are on the call as well, and we work for a very large global organization. Some of the personality brands that we see promoted are the aggressive, hard-charging, bull in the china shop kind of brands that seem to get the most attention, if you will. How do we as a group build that brand that overcomes that need to be that kind of personality type, when were not? We might be less hard-charging. Maybe its that nice people finish last dilemma that Im kind of bringing in the context there. How do we build that brand in the midst of that culture, with the opposite of some of t hose traits?Thats a great question, Paul, and I appreciate youve asked me that. Its one that I actually get often. What it boils down to is determining whether working in a company with that type of culture maps to who you guys are. It might be that you are the nice people brand, which tends to have the people that want to work for you. Youre going to attract the nicer people. Thats who you want to be surrounded with, and thats that type of organization you want to be in. Ill tell you, the ones that are the hard hitters may move up the ladder, but there comes a point where they stop moving up the ladder. They end up having a high turnover rate, because people dont end up wanting to work for them for very long. They leave for those reasons. Weve got a major labor shortage starting now for the next 20 years, so a lot of companies I know are getting rid of all their mediocre managers and finding the top talent. People dont leave companies typically. They leave managers. They need to be able to retain the talent. My attitude is if you feel that your career is hitting a roadblock because youre not buying into that type of culture, then it might not be a company thats a good fit for you. Im just being honest.The other side of it too is that over time, I think were going to all start seeing a change in the type of leadership that we have and kind of a shift to a more open communication nicer type of work environment. A lot of that has to do with the fact that so many Millennials are going to start moving more into management and leadership-type roles. As the Millennials tend to be much more of a kumbaya type of generation, they want to communicate a lot, and they like whats fair for everybody. It will start moving out the older mindsets that have kind of always been that hard-driving, hard-line, like what you were describing. There is going to be a natural shift over the years. Its certainly not going to be tomorrow, but already 15 percent of managers are Millennials . Our oldest Millennials are hitting 30 years old right now, so theyre not all just entry level any more. Youll kind of see it happen naturally like that. My attitude is that you dont want to shift your individual personal brand into something youre not, for the sake of moving up the ladder within your organization. Be who you are, and stick to who you are. It will happen, maybe a little slower than some of the other people that are much more aggressive in style. Overall, you will move up, or it will, like I said, prompt you to move to another organization that does respect and have that type of value system within their corporate culture.Thank you.It really does become a barometer for you. I have people and companies all the time. Theyre like, Ive decided about the offer package, and the pay, and the stock options, and blah, blah, blah. After working there for six months, though, I just realized that the corporate culture does not match well with my personal brand. I need to go som eplace where it does. I hope that answers your question, Paul.Thank you.Sure.Thank you, Lisa. Now that weve reached the top of the hour, Im going to stop our questions. We will forward all the questions that we didnt get to this afternoon. Well send those your way, Lisa, if you wouldnt mind taking a look at those.Sure.Great, great. Thanks again for sharing your experience today, Lisa. This will conclude our webinar this afternoon. A recording of this event, as well as the presentation materials, will be available shortly on our hiring site, hiring.monster.com, under the Resource Center tab. Thanks again for joining us. Please join us again in February, for additional in-depth webinars. Have a great day.