Do you know what your leadership brand is? Meaning, do you know how others perceive you or what they say about you when you’re not in the room?
Does it match what you want your brand to be?
This isn’t a trick question. It’s merely intended to get you thinking so that you can proactively ensure your actions align with and support your intentions.
Too often, most of us are moving so fast that we don’t stop to think about how others perceive us, and what we may (or may not) be doing that contributes to those perceptions.
Those perceptions are your leadership brand. We all have one. And we have the option to let it get defined for us, or take ownership of it.
It’s also worth noting that our brands can change. And that’s ok. In fact, it’s great! As you grow and evolve as a person, your leadership brand should grow and evolve with you.
For instance, it’s not uncommon for people to become known as SME’s for their knowledge, skill, and proficiency in a particular area. That’s how the brand gets built. But over time, some may decide they’re ready to move on from that.
If you’ve spent a decade being known for your ability to write spot-on marketing copy, and decide you want to parlay those skills to long-form content, you need to take steps to help people make that mental transition when they think of you.
It’s ok (and really helpful!) to let people know how your brand is evolving. Letting people in on it is part of what helps them make that mental transition.
Once, I was on a recorded call, and someone asked me about the types of people I work with. When I went back and reviewed the video, it put into sharp perspective certain aspects that represent (part of) my brand.
Did I know this already? Yes.
But seeing it played back pulled it front and center for me. It gave me the chance to revisit how I talk about who I serve. And when the question came up again on a call the other day, I was able to speak to it more directly and easily. Which is helpful for a buyer to know what they’re getting (besides a fabulous coach!)
Here’s the clip in case you’re interested.
Your call to action is in three parts:
- Make note of what you think or want your brand to be.
- Get data from colleagues to validate your assumptions.
- If #1 and #2 are not aligned, it will give you an idea of where you need to focus.
If you need help with #2, here are a few prompts. No need to make it a project plan, just get feedback on one of the following from 5 or so trusted colleagues.
➜ “What’s the first thing that comes to mind when you think of my skills and abilities?”
➜ “What are three words you would use to describe me?”
➜ “Where/what is my biggest contribution to the organization?”
➜ “What’s something you’ve seen me do that sets me apart from others?”
