There is more to assertiveness than getting people to jump! (Thoughts on a plane series)

As Roz takes to the air yet again, this time to address a group of professionals in Brazil, we asked her what her thoughts were on the subject of assertiveness, especially in our leaders.  The following are thoughts that she jotted down – virtually speaking, while she sat on the plane on the tarmac waiting to head to a country that has one of the world’s fastest growing economies.

Assertiveness alone can backfire depending on the position of the person. It doesn’t make it as the most important quality of a leader but as a component of a great leader.  Combined with respect for others, demonstrating empathy, integrity, being a good listener, and confidence with humility and courage (to take risk and to tell the truth) it is nonetheless a key personal attribute.

However, assertiveness can become threatening or intimidating to others and stop others from sharing critical information that is essential to the growth of the business.  I have seen where people have become complacent because their colleague or boss just takes over with their directive style of communication.  Passion sometimes can be mistaken for over-assertiveness and may border on emotional outbursts. So the combination of assertiveness with EMOTIONAL INTELLIGENCE is truly the most successful style of leadership.

Things to consider:

Where do you fit in on org chart?  Sure it’s easy for SVP’s to push their ideas forward with focused assertiveness. The ability to be engaging needs to be linked with assertiveness if you are in a position of indirect authority.  In other words, when someone has a significant title, they have more opportunity to use an assertive style of communication.  If someone at a lower rank uses direct assertiveness with senior level, they probably will be overstepping their position and could potentially be shooting themselves in the foot . . . especially if they are showing up their brilliance at the expense of putting a senior person down.

How not to win friends and influence people . . .

I have heard of several stories where passion and information led a junior person to take the liberty of disagreeing with a senior person’s idea and although it should have been accepted, he forgot the political savvy component.

1.            Sell context before content:  this means to sell why it will benefit the organization as well as what’s in it for the other person(s)

2.            Assertiveness can be valued if it is seen as a win-win

3.            Eliminate the negative emotion which might be construed as “I’m right and you don’t know anything!”

I personally think that assertiveness is critical, but it must be combined with other qualities and can’t stand alone.  You can have expertise but if you don’t have the confidence to sell the information to others, your value will go unnoticed. So yes, you have to take a stand for what you believe.

Smart leaders know how to be assertive by combining a flexible style of communication. This includes the recognition that you can’t speak to different generations in the same way. Motivating baby boomers for example, will be different than motivating gen Xers.  The same applies to how you use your power to assert yourself.

1.            Know your audience and what motivates them

2.            Speak their language with passion

3.            Use assertiveness but with the intent to create a win-win (which differs from aggressiveness which is “I win, you lose”)

4.            Combine assertiveness with a collaborative style (winning combination)

a.            Re-frame what the other person says so they feel heard

b.            Piggy back off of something they said so they feel respected and more likely to champion your directive

c.             Build sponsors for your vision so you don’t have to ever be questioned for being overly assertive or aggressive

5.            Become a sincere listener so people feel respected and therefore become more comfortable in their acceptance of your assertive style. Stephen Covey says “Most people listen, not with intent to understand but with intent to reply.”

6.            Last, have the courage to stand for what you believe, and to admit when you are wrong.

So a powerful leader earns the right to attract followers.  And if you don’t have the title, you gain the authority to attract followers only when you earn this privilege.

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Do outside the box thinking and creating an entrepreneurial work environment go hand-in-hand?

Have you ever wondered if people who say have a nice day really mean it?

It’s an often used ubiquitous greeting that in many cases is unconsciously spoken as an automatic reflex in much the same way that we say “how are you,” as we quickly pass one another on our way to a meeting.

Now I am not suggesting that there is an absence of sincerity in these statements simply because we use them in a rhetorical form in which we don’t expect an answer beyond a perfunctory “fine,” or conversely as a means of saying hello without contemplating what a nice day actually means to the other person.  All I am saying is that they represent the convenient protocol by which a normal polite society interacts on a daily basis.

Answering in “autopilot” mode becomes problematic when it mutes or dilutes what should  be a genuine call to action.  A typical example is when a manager encourages his or her team to “think outside of the box” without really understanding what this involves.  Or to put it another way, it is an empty calorie admonishment that sounds good but leads to little meaningful change if it is not backed-up by a specific follow through action plan.

For the term “think outside of the box” to have any real meaning, I believe that management needs to create the right ambiance and safety for people to step out and make a difference.  This must include following their own edict and doing things differently themselves! This is a task that is far easier for people who are naturally innovative – you know those who possess the “it is better to ask for forgiveness than to ask for permission” mindset, as opposed to those who embrace convention under a banner of “well, we’ve always done it like this, so why change now?”

This is an important distinction in that it is the foundation for creating a true entrepreneurial environment in which a company’s management or leadership can, by example, empower their people in much the same manner that was referenced in a recent Harvard Business Review article titled “Get Your Team Thinking Like Entrepreneurs.”

Specifically, the article talked about the means by which leaders can empower those within their organization to bypass company bureaucracy in terms of waiting for a project to be approved, and instead take proactive steps towards achieving a needed outcome while awaiting the official OK.

It’s an interesting read in that it demonstrates both an “outside the box” view of a particular situation and the manner in which an entrepreneurial spirit can be both cultivated and capitalized upon to everyone’s advantage, even within the largest of enterprises.

Do you have a story in which yourself or someone with whom you work has demonstrated an outside the box mindset to achieve a desired outcome?

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Lollygagging and the scary mentor

Scare em . . . they’re kids . . . scare em!

“Crash” Davis from the movie Bull Durham

Bull Durham is one of the most entertaining and enduring films to ever come out of Hollywood in that there are many catch phrases from the movie that have entered the mainstream lexicon of our everyday lives because of their relevancy to our actual experiences.

One such example is the scene above in which after attempting to motivate his players to perform to their fullest potential through benevolent prodding and gentle cajoling without much success, the manager finally turns to the veteran on his team for advice.

Having been around the bases many, many times so to speak, the veteran tells the manger to simply “scare them!”

This got me to thinking about my experiences in coaching people in the business world, and the manner in which a mentor can best motivate those seeking their advice to achieve and be all they can be.

Being an effective mentor can of course take on many forms, ranging from being a supportive champion offering soulful advice, to kicking behinds – or in the case of the Bull Durham scene throwing bats into a shower, where a take no prisoner attitude propels positive action and accomplishment.

What is most important for mentors to remember is that not everyone responds the same way to receiving advice, and that every situation is indeed different.

As a result, adaptability should be the order of the day as opposed to adopting a set pattern or response as either a compassionate and patient guide or a scary “you better pull up your socks and get your act together” approach.  You have to look at each person on an individual basis.  Sometimes, we overlook the most obvious solution which would be to just ask the person which style motivates them into action. Either way, you can’t paint everyone with the same brush!

This being said, to which approach would you be most open and accepting?

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Are women better leaders than men?

I am not one to believe men make better leaders than women or vice-versa. It must begin with who you are what’s your character I am experiencing and do you know what you’re talking about. But women hold themselves back with self-limiting beliefs that translate into fears. These fears keep them from taking on significant leadership role. Call it The Good Girl Trap or Imposter trap.

For example, taking risk is still seen as “scary” by many women. Women don’t like to fail. Men, however, embrace risk as a challenge to overcome and treat failure as a temporary setback.

Women hear “no” to mean forever; men hear “no” to mean a temporary delay. How can women feel motivated to try new things when they are fearful of hearing “no”?

Women limit their opportunities to be heard because they fear being judged as too aggressive, pushy, or disagreeable. They stand on ceremony and often avoid speaking out to avoid criticism. Meanwhile, male colleagues naturally take the risk, present the same idea, and are applauded for their insights.

Women are still concerned about what others think, and they fear criticism. They have a strong desire to be liked by others. It’s part of the way we’ve been socialized. We often get caught up in the “Good Girl Trap,” believing that being liked is a priority. This translates into the belief that unparalleled commitment and achieving results are enough to move up the ranks. Men have cleverly figured out that they don’t have to do all the work as long as it gets done.

Women seek external validation to a fault. Consequently women look for confirmation of their self-worth to others and often wait to get promoted instead of asking for it upfront. They often sabotage future opportunities by questioning whether they are fully qualified enough to take on greater responsibilities, often missing the opportunity of a lifetime.

Women are averse to playing in the political arena, as it feels unnatural and fake. Therefore, aside from resisting the networking activities, they avoid discussing their accomplishments with senior management when opportunity arises. The idea of “tooting their own horn” brings on stress and discomfort. However, they must make sure that management is aware of their accomplishments rather than hoping that hard work will speak for itself.

REGARDLESS OF MALE OR FEMALES LEADERSHIP

1.  Speak up. Make it a habit to give your opinion at least once during every meeting. If you fear that you will be seen as too aggressive or opinionated, speak up but invite others to voice their thoughts as well. This illustrates that you are collaborative and value others’ opinions.

2. Speak up and ask for what you want. Develop the courage and tenacity to do so.

3. Attack overwhelming problems systematically. BE STRATEGIC.

Identify what the obstacles are and then tackle them down step by step.

4. Don’t get stuck in the negative. Move from why it isn’t happening to how it could happen.  USE “OPPORTUNITY” NEVER ‘PROBLEM’

5. Don’t go it alone. Surround yourself with a good team to make change happen. Build relationships so you can secure champions and sponsors within your organization.

6. Be a general. Have a good understanding of corporate politics, power structures, and alliances. Pick your battles wisely.

7. Build your “net worth.” Look at networking as your “net worth” and book time in your calendar to follow up all leads–even superficial ones. This is how men boost their visibility and make business connections.

8. Have courage.  Venture out of your comfort zone. Confidence comes from celebrating lessons learned, rather than focusing on what didn’t work.  And confidence creates the foundation needed for taking on leadership roles. Embrace your fear—and use it as a motivator.

What do you think . . . take my poll and let me know . . .

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Personal Branding is not only a big part of International Women’s Day . . . it’s a yearlong activity

Under the tagline “A Brand Called You!” the city of Brampton along with the Ontario Provincial Government has sponsored an event “in celebration of International Women’s Day.”

While there are undoubtedly similar type venues and events the world over this one stood out because it clearly recognizes the fact that effective branding is a cornerstone for truly acknowledging women’s contributions in an increasingly global society.  The fact that according to 2009 studies the number of women-owned businesses increased by 40 percent provides testimony to just how broad a presence (and influence) women have in the world today.

Focused on learning, improving, building and growing, the Personal Branding 2.0 conference empowers as much as it engages in that it helps women to establish a clear guideline for stepping up and standing out, and after all, isn’t this the point of the day’s celebration.

But what about after the day comes to an end and we rejoin the mainstream of everyday business and life?  What can we take away from International Women’s Day to ensure that our branding efforts are not confined to a single date on the calendar?

Are you stepping up and standing out - year round!

One of the key principles of a strong and enduring female brand is that women do not have to assume the male persona to succeed in business!  (Note: ironically, this is a point that I had stressed during my Art of WOW seminar . . . WOW stands for Wisdom Opportunity & Wealth for Corporate Women.)

Further to the above reflection, the following are my key branding points for your consideration as we look to make our mark each day of the year starting with rule number one . . . YOU DON’T OWN YOUR BRAND.   In other words, it’s how others perceive you that determine how you are seen and valued. The biggest gift therefore that you can give yourself is to become your best PR Person. If you don’t take responsibility for self-marketing, you are giving others the power to define you.

VISUALIZE HOW YOU WANT TO SHOW UP

Work on how you approach others. Now is the time to let your personality shine. Understand your natural makeup and leverage your best interpersonal qualities.  It begins with making people feel comfortable in your presence by engaging them, treating them with respect and also with warmth. The time you spend developing your people skills will make it feel more natural to lead people on any level. Simply put, adopt a host mentality.  Make people comfortable with you and establish commonality quickly. Treat everyone, regardless of title, as if they are a guest in your home.  (Note: this is something that Janice learned the hard way in my case study on being politically savvy.)

MANAGE YOUR IMPRESSIONS

Be current and congruent. If you want to elevate, shift or rebrand perceptions, you can quickly facilitate this process by changing the external image first.  You must see yourself as a product you are marketing. In order for others to give your product a chance, you must have packaging that compels others to pay attention. Use your visual presence to be your calling card initially when people meet you in person.  Invest in a wardrobe and grooming that are current and appealing to others.

MASTER THE SILENT LANGUAGE

What messages are you sending with your body language? Until you become more conscious of what you are transmitting, you may be sabotaging outcomes by projecting mixed or negative body language.  When others misinterpret your body language, they may react to subliminal messages you never meant to send. Your body posture conveys how you feel about yourself and those around you.

•             Straighten your shoulders. This conveys authority and pride. It tells others you have healthy self-esteem and encourages them to notice and listen to you. Stand tall. This tells people you are ready to face life head-on. Avoid the model’s pose if you want to be taken seriously. Avoid holding your arms across your chest which looks defensive or weak.

•             Gesture from your waist out.  Never gesture down as this is perceived as negative. Use big gestures initially.  This will camouflage your nervousness. Use higher gestures to show passion. Avoid gesturing above heart level to avoid being perceived as too emotional. Show open palms to project trustworthiness. Avoid rapid, jerky movements and gesturing with wide fingers. Try to hold each gesture for a split second.

•             Eye contact determines your comfort and confidence. In a sales or other influencing situation, increased eye contact can make the conversation seem more congenial and casual. Try to deliver one thought per person while maintaining the eye contact simultaneously. Use the triangular method. A good way to make eye contact in a non-confrontational way is to look at the person’s left eye, then the right, and finally the mouth.

SEEK FEEDBACK AND MAKE COURSE CORRECTIONS ACCORDINGLY

Don’t assume everyone knows your value. Be proactive and conduct market research to learn what people say about you, how they perceive your value and what they think about your communication style. Seek feedback from trusted colleagues so you’ll know your own blind spots. Ask how you are perceived and see if it matches your own vision. At a minimum, acknowledge and accept the brand you’ve created up to this point. You’ll have invaluable insights to help you create your bigger future. Don’t interpret feedback as criticism but rather as a gift.

BUILD YOUR NETWORK AS YOUR NET WORTH

Take the time to build professional relationships. Your strong relationships with your senior leadership, colleagues and cross-functional team members will be critical to your success. When you take the initiative to cultivate relationships, you are inspiring people to become your sponsors and champions. Eating lunch with a colleague, reaching out to mentor someone, joining company sponsored events, virtually connecting through emails and LinkedIn all help to expand your personal brand. Look at networking as an investment in your future and don’t make it optional. You never want to build a network when you need one!

BUILD A REPUTATION AS AN EXPERT, NOT A GENERALIST

Are you stretching yourself to be all things to all people?  Are you diluting your brand reputation for the sake of staying employed?  Are you of the belief that generalists have the edge? Identify your unique abilities, and invest time in showcasing your value to your company. This will give you a distinct competitive advantage that directly translates from job security to career opportunities.  Where possible, give away your expertise as an act of goodwill.  Showcasing your talents and abilities also allow you to rely on your strengths instead of compensating for your weaknesses.

BE COMFORTABLE TOOTING YOUR OWN HORN

Last but not least, tooting your own horn is no longer an option. Building a reputation for making things happen and being able to talk about it are critical to your personal brand and future opportunities. Ultimately, helping those above you see what an asset you are to the company is your goal. Modesty is considered a virtue, yet modesty in corporations just hides all those bright lights by the bushel-full. Keep your boss informed of all that you are doing.  Prepare a 30 second commercial that explains what you are most proud of when you have that chance meeting with senior management.

BRANDING CHECKLIST:

•             Do I understand the needs of my organization and the problems it is trying to solve? If not, where can I learn about them so I can offer my strengths as part of a solution? How can I use my network to expand my insights?

•             Do colleagues and senior management seek out my expertise? If not, what can I do to promote my capabilities? How can I give away my expertise to make a bigger difference?

•             Do I manage relationships and serve as a role model? If not, how can I engage others to connect with me? How can I enrich my relationships?

•             Do I hold my head high even when things are uncertain? If not, what do I need to do to demonstrate calmness and confidence? What can I say to demonstrate a positive attitude in times of uncertainty?

•             Do I have the courage to ask for feedback?  Who can be candid and share what I need to know?  How can I ask for feedback to make others comfortable in being honest?

I encourage you to find the time and invest in you!  Be the best of who you are right now but you’ll never promote your unique brand if you aren’t seen, heard or followed.

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Does experience get overlooked by age? (How to create timeless value for your employer)

The number of Americans age 55 and older will almost double between now and 2030 – from 60 million today (21 percent of the total US population) to 107.6 million (31 percent of the population) – as the baby boomers reach retirement age.

Source: Civic Ventures

As an image and branding consultant, I’m noticing that older workers are more vulnerable to losing their jobs in layoffs or reductions than younger workers.  In addition, older candidates are often told that they are not a suitable fit.  Another disconcerting observation is that the seasoned executive (over 50) is disappearing from the executive suite.

Without pointing a finger at any particular industry or company, the reality is that in North America, age and experience are not celebrated or valued as in other countries.

So…what’s the answer?  Should you invest in Botox?  Remortgage your home for a facelift?  FedEx your practical wardrobe to needy relatives and hit the Gap?   No one has a right to tell you that you are extinct; that your 25 years of tireless commitment were meaningless and that dying your hair on a monthly basis is mandatory.

However, I am often sought out by corporations to work with individuals who are valued, but do not have the right image for their organization.  It isn’t always about someone’s age but it comes down to how others perceive your overall package.  Are you representing the image of your company?  Are you someone who fits in and stands out for your own individuality?  Would your senior leadership feel comfortable having you as a spokesperson on their behalf?  These are very important questions that everyone needs to ask themselves, let alone when one’s age comes into play.

Whether you are presently employed, not wanting or unable to retire just yet or looking for employment, here are some simple suggestions to showcase your personal best and diffuse the age issue:

• First and foremost, always be authentic to yourself and honor the values and principles by which you live (remember my earlier post in which I talk about “Aligning Your Brand with Your Personal Values Equals True Success”).  However, you need to reinvent yourself to stay marketable.  Looking like you are holding onto your college look will send messages that you are change and risk adverse.

•  Second, seek feedback from trusted friends and mentors on how they believe you come across in a first impression.

• Invest in looking current, regardless of your age.  This refers to your hairstyle in particular.  If you’ve been going to the same hairstylist or barber for the last ten years, time to move on. Try someone younger for a different perspective.  Dying your hair color:  let’s put it this way, staying grey or going white will age you.  It’s your choice but if youth is valued in this economy, why do you want to date yourself?

• Makeup counts as it accents your features.  Update your colors.  Seek professional advice. It’s not about using more makeup but the right makeup for your skin type.  Opt for looking fresh and healthy, not extreme like for example Lady GaGa.

• Look fashionable, and by that I don’t mean trendy.  Update your accessories every season so that you look cool and current. Consider updating your shoes, jewellery, style of pant cut, width of tie, length of skirt, height of your heels, the width of your belt.

• Dress so people can see you have pride in your appearance and like yourself enough to pay attention to detail.

• Look at others in your company to see how they dress, You don’t have to dress like a Gerber but looking like their grandfather won’t serve your best interests either.

Your visual presence will speak louder than words if you look outdated or dishevelled. If you are concerned about employment, look at this investment as an opportunity for creating your bigger future.

And yes, your virtual photo on Facebook and LinkedIn matter!  As is what you write, which is something that we will be talking about in an upcoming post because prospective employers do check your social networking sites to gain a perspective as to what you are really like.

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Chance or fortune favors the prepared mind: Are you putting yourself in the position to win!

I have always strongly believed in the principle behind the famous words of Louis Pasteur who said that “chance favors the prepared mind.”

It is one of those simple yet powerful statements that cut through the noise of our desires and daily challenges to crystallize what we can do to help ourselves to both overcome and achieve.

Nowhere was this more evident to me than two weeks ago, when my son finally got into Disney to design artwork and products.

It took him years (and I mean years) to get good enough to be recognized by Disney.  When he was five, he took art lessons.  Japanese lessons when he was eleven. We used to draw cartoons together.  Now he has been recognized.  It’s been a long journey but competitors might say he had luck.  But I believe that one’s luck is determined by the perseverance and courage to stay the course and not give up. Or to put it another way, the harder and more persistent my work the luckier I get.

Time and time again, the above edict or value principle has proven itself to be true.

A very close friend of mine once related a story about his coming in at the 11^th hour to bid for a multimillion dollar contract with one of the world’s largest accounting firms.

Having never done business with the firm in question, he scheduled a meeting with the senior executive in charge of the selection committee and proceeded to talk with him at length about the purpose for the bid and what the firm really wanted to accomplish.  During the follow-up meeting the next day, as the two individuals worked together to address any gaps in my friend’s presentation, the firm’s executive paused and made the comment that this was the first time that anyone had approached him to seek his input to this extent.

Armed with this insight my friend delivered his presentation to the firm’s directors and to everyone’s surprise (except his) he won the first of what would be several multimillion dollar contracts.

The moral of the story with both my son and friend is that they took the initiative to recognize and overcome the apparent obstacles to realize their dreams and objectives.

What is interesting about these stories and similar ones to them is that earned luck as I will call it, knows no limitations as it relates to age, position in the corporate hierarchy, sex or for that matter any of the supposed differentiations that we use to both define and confine our opportunities in the world.

The most important thing for you to realize is that you are the only one who can take that first step towards success and in the process unlock the converging powers of chance or fortune in your life.

Citing the oft repeated words of Sean Connery’s character in the movie The Untouchables . . . “what are you prepared to do now?!”

Remember to check out my books and CDs which offer more perspectives on taking control of your own success through the link below:

Click here to visit the store . . .

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If I knew then what I know now . . . career advice on the other side of change

At age 65, Sanders’ store having failed due to the new Interstate 75 reducing his restaurant’s customer traffic, he took $105 from his first Social Security check and began visiting potential franchisees . . .

Source: Wikipedia

We are of course all very familiar with the story of Colonel Harland Saunders and his ubiquitous Kentucky Fried Chicken brand which is known and enjoyed the world over.

The power in a story such as the Colonel’s is that it clearly demonstrates something that we have always heard but maybe never really accepted beyond the scope of a Horatio Alger rags to riches sentiment . . . that is until the most recent economic collapse.

It's Never Too Late . . .

In this most recent cycle of economic crisis, the impact was far reaching in that job loss was not limited to the rank and file so to speak, but extended well into the executive suites to include senior managers, many of whom were approaching an age in which long held plans were supposedly coming to fruition.

Obviously when faced with a change of this magnitude, many question the course of their careers wondering if their lives would have taken a different turn had they pursued other options.  Based upon past studies, in which findings seem to indicate that “an astonishing 80 per cent of us finish up in the wrong job,” the real question is not why did change happen but why it took so long?!

If the inevitability of later in life career changes – or for that matter changes for those who have been with the same company for many years is a foregone conclusion, as a result of either a faulty economy or an epiphanic moment of realization as to a true calling, how do we respond.

One thing is certain, and as referenced in Wendy Thomas’ article Changing Direction Later In Life the question presents a paradoxical challenge in that “over the age of 50, change gets harder, and yet it can also seem more urgent.”

About later in life change Thomas would write; “For most of us, life is settled and patterns of behavior firmly engrained. We may have lived in the same house or town for many years, been together with same partner for just as long and worked in the same field all that time. But just as the notion of retirement begins to loom up ahead on the mental horizon, circumstances or natural processes often conspire to throw us off the track.”

When faced with this new reality there are steps that you can take to turn a perceived career set-back into both an unexpected and rewarding opportunity;

• A cup is half full versus half empty outlook is a great starting point.  Often times it is our attitudes that determine how we respond to a particular situation or set of circumstances.  While it is not unreasonable to experience a sense of unease at a sudden shift in a life plan, by seeing it has the beginning of a new phase in your journey as opposed to the end, you will be open to the many possibilities that will almost certainly surface – and usually in the least expected places.

• You will want to look at either a remake or a refinement of your personal brand which has likely been confined to a comfort zone of familiarity.  While you might equate such a change with getting new clothes or a new hair style (which you can do), what I am talking about is a much deeper and contextual makeover in which you align your strengths and values with current market demands.

• Of course once you do your personal brand assessment you may decide to pursue the entrepreneurial route of becoming a small or home-based business owner, which means that you will be perhaps for the first time interacting directly with the public.  Whatever your chosen path keep in mind that the only one chance to make a first impression edict holds true whether you are applying for a job or looking to land a new client.

• Referring back to the studies which indicate that 80% of all people end their work life in the wrong job, look at this as an opportunity to get it right the second time around.  With maturity comes understanding or what is commonly called emotional intelligence . . . a kind of unto thyself be true reconciliation.

• Finally, and as much as possible, have fun!  It may seem maudlin or for that matter trite but a persevering truth is that if you love what you do you will never have to work another day in your life!

 

Remember to check out Roz’s books and CDs . . .

Click here to visit the store . . .

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Deputy Attorney Fired For Comments Made on His Twitter Account: Why Your Reputation On-Line Is More Important Than Your Net Worth

INDIANAPOLIS — An Indiana deputy attorney general was fired Wednesday after he suggested — among many provocative remarks on a private Twitter account and blog — that police use live ammunition to clear union protesters from the state Capitol in Wisconsin.

from the February 24th, 2011 USA Today article “Ind. official fired for remarks on Twitter” by Chris Sikich and Mary Beth Schneider, The Indianapolis Star

I absolutely agree that a new social class is emerging on the Internet.  To take it a step further, people are forming impressions just from your social and business profiles.  And once impressions are formed, they are even more difficult to change because they move into another tier called your reputation.

Your reputation is very fragile however.  Once it gets tarnished, it is so difficult to repair.  Not having a face to face opportunity, you can’t fix your demeanor quite as easily.  As human beings we are always judging others.  We ask ourselves if we like this person, do we want to do business with them, are they honorable?  And most important, can they be trusted. (Which is why photos on community sites like Facebook and LinkedIn count).

I see your net worth being determined by your ability to build a reputation that is consistent on any medium. It’s not about money but having built a negative reputation will definitely impact on your ability to generate income in the future.

Is Your Reputation Bubble About To . . . Burst?

Building a brand online and in person must be of the same fabric.  You can work 24/7 but destroy that persona by posting inappropriate comments about your company, boss, etc.  Suddenly your net worth for future opportunities have fallen by the wayside. That’s why forming relationships virtually and in person are key to your future opportunities.  Isn’t it better to have others toot your own horn than you doing it?

So, your net worth is how you build your reputation or to phrase it in another way, it’s how others perceive you.  Honor and treasure your reputation as you only have one and make sure every touch point, from your emails, voice mails, handshake, blogging articles and your perceived value are in alignment.  Think of the impact of your behavior at all times and the decisions you make.  Are you paying a huge price for being so direct that you are seen as difficult to know or work with?

I work with companies scattered across borders and have come to realize that information about you can be circulated in seconds.  Keep aware of what others are saying or writing about you. Practice extreme caution when you write or speak your mind.  You have only one chance to form a first impression and no chance when your reputation is destroyed. To prevent your reputation from being questioned, invest in building and sustaining relationships. At best you will have champions who can defend you.  In conclusion, you must have continuity in who you are online as well as offline. That’s what will define your net worth in the future.

Need further proof about the importance of your on-line persona . . . just ask Dave!

Also remember to check out Roz’s books and CDs . . .

Click here to visit the store . . .

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Is standing out by presenting a unique brand bad for your career?

Grasp the true nature of business competition and you’ll see that the performing arts provide a better analogy than war or sports. There can be many good singers or actors — each outstanding and successful in a distinctive way. Each finds and creates an audience. The more good performers there are, the more audiences grow and the arts flourish. This approach produces positive sum competition.

Michael Porter’s opinion on what constitutes real competition from the HBR article “Stop Competing to Be the Best” by Joan Magretta

Porter’s observations regarding competition are interesting in that it allows for everyone on the business stage to shine as a unique light.  While this makes sense on so many levels, is it really practical in the trenches of everyday business, especially during a difficult economic period when job security usually tops the list of what is most important to fellow workers?

In an article from earlier in the week (8 Qualities of Remarkable Employees), the fear of stepping forward and standing out through the presentation of a unique personal brand was emphasized when one reader wrote; “It is precisely these “remarkable” qualities that get me in trouble on the job.”

This raises an important question . . . is an organization’s management ultimately responsible for creating an environment that encourages proactive, out-of-the-box thinking, and if they are indeed responsible, how do they engage one employee without alienating another taking into account the unique capabilities of a diverse workforce?

Here are my tips for managers who want to create a positive environment where individuals are encouraged to shine both individually as well as collectively keeping in mind that while money is obviously important, studies clearly show that employees value above all else the belief that they are making a tangible and meaningful contribution:

• GIVE YOUR EMPLOYEES A FEELING OF BEING APPRECIATED.
  • Praise from immediate managers, leadership attention (for example, one-on-one conversations) count. When great work is shared publicly, the impact is multiplied for the employee.
  • Look for these opportunities for greater exposure and be quick to hand out the well-deserved praises on a one on one.

• GIVE THEM A CHANCE TO LEAD PROJECTS OR GET INVOLVED WHERE THEY CAN USE THEIR TALENTS (UNIQUE ABILITIES).
  • Don’t micromanage when they are the experts.  Show trust.  Make sure you are not just giving people work that needs to get done but work that energizes them.

• SEEK OUT THEIR ADVICE SO THEY FEEL VALUED AND HAVE A CHANCE TO EXPRESS THEIR PERSPECTIVES.
  • Brainstorming works: new perspectives can improve and build on an initial idea or approach. Make the individual feel safe that they can be honest with you. Don’t make people wrong for their advice or perspectives.  Create safety in the work community.

• COMMIT TO DEVELOPING YOUR PEOPLE
  • Create a culture of education. Arrange for your employees to attend development programs, not just focused on their technical skills but to help them to feel that they are growing.  Provide funding for courses not being offered at your company.

• BECOME A MASTER AT COACHING AND MENTORING
  • To help your employees to be the best they can, invest time and scheduling to offer direct feedback on how they can maximize their presence, talents and relationships.  Creating actionable plans will enable your employees to measure their own achievements and be able to keep you informed on how they are doing. This builds their confidence and makes them want to have the courage to make a bigger difference.

One final thought . . . the cultures within which we work are so serious, perhaps too serious.  Laughter should be encouraged . . . so people are not paranoid about messing up.

Does your personal brand stand out?

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