Creating a Personal Brand for Executives
Part 1: Creating personal brand for executives and improving ‘personal brand awareness’ become key elements for ensuring overall career success. Personal banding also performs an essential self-marketing technique for progressing further up the career ladder, improving at image work, professionalism, capabilities for performing in roles and reinforcing positive impressions about individuals. This is part of a series of five articles on personal branding (links to other articles below).
There are many factors contributing towards the development of a personal brand for executives, constructed by perceptions gained from initial impressions, positive behaviours, communication skills, consistency in approach and overall professionalism to note. So, essentially, personal branding relates to how individuals conduct themselves within a work (and social) context. Therefore, refining behaviours, attitudes and approaches can dramatically change perceptions (image) regarding an individual, with the ideal scenario to create a highly accomplished individual with positive, engaging and professional persona (outlook) when doing business.
Executives: Creating a Personal Brand
Developing a personal brand for executives is about modifying and reinforcing positive behaviours, where there are a number of important measures to be taken. For instance, creating brand awareness about ‘you’ as an individual and reinforcing this by applying a highly consistent approach. Self-awareness and consistency over period of time is what is going to deliver effective results.
Understanding Perceptions of ‘Oneself’
Learning about oneself, appreciating perceptions from others and gaining constructive feedback are crucial elements for making adjustments. This can be achieved by self-assessment to really look at inner motivations, strengths and weaknesses. There may also be some really obvious areas, quick wins or key skills to work on that if reconciled can achieve significant improvements.
Often personal perceptions are inaccurate and even exaggerated, so it is important to gain feedback from colleagues and line management. Colleagues can give useful insights into the following:
- Team Contributions – impacts as a team player, to the company or department
- Interactions with others – assessing people engagement, communication and negotiation skills
- Continuous Improvement – ideas on self-improvement to maximise potential in existing role
- Adding value – identifying strengths (and weaknesses) and how colleagues value your skills
- Wider contributions – do you colleagues see your wider potential, contributions and achievements?
Direct Feedback from Line Management
Gaining direct feedback from management (or executives) can be difficult, but there should be opportunities to review performance and engage on a periodic basis. If not, convene a meeting to discuss areas to improve skills, contributions and modify behaviours. Ask for constructive and honest feedback on skills, training, productivity, team interactions, achievements, personal qualities and where you sit in relation to others on further progression or promotion. The idea is to gain a better indication of strengthens, weaknesses and priorities for making necessary improvements.
Creating a Personal Brand – Conclusion
Initial steps in developing a personal brand for executives revolves around understanding the current situation by evaluating feedback and highlighting areas for improvement. This will form the basis of modifying behaviours and developing an action plan to target key aspects. To achieve this, we have other articles relating to personal branding issues, strategies and best approaches.
A summary of links to related articles on personal branding include: