Develop Your Personal Brand Develop Your Personal Brand

Personal branding is ongoing and should continue throughout your job search and career. The goal is to differentiate yourself among other professionals by demonstrating your unique value to employers. Below are a few steps you need to take to successfully build your brand while marketing yourself to potential employers:

·         Increase Your Visibility. Get your name out there. Attend industry meetings and conferences, participate in panel discussions or volunteering for committees.

·         Stay Connected. Stay in touch with old contacts while building your current network on a regular basis.

·         Create an Online Presence. Join online social networking sites. Consider starting a blog on your area of expertise. Meet other professionals online by commenting on relevant blogs or connecting with professionals through their social networking profile.

·         Establish Key Differentiators. Identify what makes you distinctive from other candidates and communicate it to potential employers. By knowing yourself, you can more effectively promote yourself to others.

·         Be Consistent. Ensure that you have a consistent message when speaking with potential employers, colleagues and other professionals.

·         Seek Feedback and Evaluate Progress. Gauge how others perceive you. Test your market value by gathering constructive feedback from your co-workers, peers, family and friends.

·         Market Yourself. This is one of the first steps towards effectively marketing yourself to potential employers and elevating your career.                                                                                                                                        

Quiz: Rate Your Relationship With the Boss

Is dealing with your boss a skill you want to master? Does your boss determine much of your happiness at work. Wouldn't it be helpful to know how strong your relationship is with your boss? This quiz will help you rate your relationship with your boss. Check each answer you agree with. Each checked answer counts as one point.

20-25:  Congratulations! Your relationship with your boss is great!

16-20:  This is a very good score.

11-15:  Your relationship with your boss is OK, but there’s room for improvement.

6-10:  You have work to do. Select one or two areas to focus on and ask your boss how you might improve.

0-5:  OK, nobody’s perfect. But there’s help at hand. Working with a career coach could help you define what kind of changes you could make immediately and also help you establish a long-range plan.

I know the best time of the day to approach my boss with a question.
I can almost always read my boss’s mood and thus avoid inopportune times.I have successfully negotiated with my boss in the last year (for time off, raise & projects.My boss takes an interest in my career growth: s/he has approved additional learning times.I learn from my boss.I respect my boss; s/he has integrity.I don't dread spending time with my boss.My boss shares his/her vision for the department/staff.My boss values my ideas.I know where I stand with my boss.My boss is a good leader.I get timely answers to my questions from my boss.I receive sufficient direction from my boss.My boss provides opportunities that challenge and stretch me.I receive written and timely performance appraisals that my boss reviews with me.I have discussed my future career goals with my boss.My boss doesn't take all the credit for my work.My boss listens when I speak.My boss seeks and respects my opinion and ideas.I know my boss’ preferred communication style.I am a trusted member of my boss’ team.I am treated with respect by my boss.I don't dread meetings with my boss.When I mess up, I quickly inform my boss and take responsibility for the mistake.I am competitively rewarded (base salary, bonus) for my work.

A High Performing Staff Requires:

To enables your staff to perform at a high level, you should:

      Define the function of your HR Dept.

      Interlink your departments.

      Open up communication with staff.

      Do you have a succession plan?

      Staff should understand your organizational culture.

Then, consider how your staff and managers work together:

      Roles should be clearly defined.

      Define your management style?

      How is work delegated, and what's the workflow process?

      Does your organization foster an environment of trust?

      How do you inspire those who work with you to excel?

Leadership Requires:

Purpose, People, Spontaneity, Investment, Principle, Direction, Discernment, Empowerment and Effectiveness. With these you can accomplish anything. My book speaks to these concepts. Here’s the link to get your copy today!!!                                                                                                        http://bookstore.authorhouse.com/Products/SKU-000475782/WHY-NOT-ME.aspx