Posts Tagged ‘leadership training’
I am on the final stages of writing my newest book, “Make Your Personal Branding Outstanding: How Any Employee Can Create & Promote Their Own Leadership Brand For Massive Career Success!”. I am very excited about how the book is coming together and thrilled with the interest people have expressed in wanting it when it’s published. My Personal Branding Workshop has become one of my most in-demand over the past 2 years, so this is clearly a very hot topic. And companies like eBay, Wells Fargo and Johnson & Johnson wouldn’t be hiring me to conduct it, multiple times, if it wasn’t resonating with their employees…and my audiences are from ALL generations and career levels! Plus, quite a few companies have me conduct this workshop as part of their overall Leadership Training Programs...and all of this plays into improving employee retention (something many companies are taking very seriously these days).
That said, one of the areas I cover in the book and in the workshop, is how to promote “your” brand at work. It’s always a popular segment in my workshops so I thought I’d share part of that chapter here to not only give you a glimpse of tips I will be providing in the book (it’s crammed full of good info!), but to also just to give you helpful tips to think about now.
And, no, the book is NOT just about how to promote your personal brand! The entire first section of it covers “how” to create a personal brand…ideas for promoting yourself come after that section.
Okay! Without further delay, here is a partial excerpt from one chapter in my new book due out in October 2012 on Amazon (in both print and Kindle versions):
You’ve created your Personal Leadership Brand by following the principles outlined in the previous chapters, and now you want to start attracting some notoriety. This is a good thing! However, it’s an area where many employees who want to achieve extreme career success drop the ball.
Why? Because everyone gets busy and stuck in their department silos. It’s very common, especially if you work for a larger company, to spend a vast majority of your time at work with your department colleagues and rarely expand outside of that world, except to grab lunch somewhere.
But if you want to achieve bigger career success and become more known throughout your company, there are things you need to do within your department and outside of it. Typically, just “doing your job”, even if you’re great at it, isn’t going to be enough to get you where you REALLY want to go.
So let’s look at some key strategies for you to consider…
Networking at the Office: If you work for a larger company that has internal networking groups or clubs (like Women in Leadership Group, an African American Group, a softball team, a running club, etc.), have you joined one that matches your interests? And if you have joined one, do you actively participate?
When I ask this question at workshops, not many hands go up. But this is a KEY strategy! You’ve got to leave your department and get to know people all around the company.
And if you work for a company that doesn’t have internal networking groups, when was the last time you coordinated some sort of networking mixer to bring people from ALL departments together for socializing? Don’t wait for other people to do it!
Remember: This is to benefit your Personal Brand, so make the effort. People will appreciate your coordinating something fun for the company to participate in…and they don’t have to know it is part of your own personal “publicity” strategy.
But aside from participating in internal networking groups or clubs, or coordinating events, you can be proactive at introducing yourself to key people in other departments. I know a woman, who was a middle-manager at a Fortune 500 company, who looked at the org chart for each department, contacted VP’s in each one, and invited them individually to coffee. She simply said that she wanted to know more about their department and career path, and would appreciate 30-minutes of their time.
And what was the result? Not ONE VP declined her offer, plus most of those coffee meetings lasted for more than an hour! That’s significant face time, alone, with senior executives she would have probably never met otherwise.
Within a few months she knew most of the key VP’s throughout the company, and more importantly, they knew her. This then led to many invitations to be on special projects outside of her department, invitations to events she would never have known about before, even job offers from other departments, and finding internal Mentors that she could seek advice and support from.
Yes, it took guts and time to do what she did, but the pay-off for building her Personal Brand within the company was huge!
Go Out of Your Way to Help Others: If someone asks for volunteers on a project, or help with something they’re struggling with, or even help with cleaning the break room, do it. I don’t care what level on the org chart you are, if you’re capable and qualified to do what is being asked, do it. It will reflect well on you in a variety of ways and that is important.
Why? Most people WON’T do it because in our own little minds we think we’re the busiest people on the planet and don’t have time to volunteer for something else. Well, the reality is that most of us DO have the time; we just choose not to make the time.
Present Ideas Creatively: Don’t be the person who puts people to sleep when you do presentations. One of the best things you can do for your Personal Brand is become known as a great presenter. And if you know this is an area you struggle with, hire a Speaking Coach to help you or join a local Toast Masters group in your area to get help and feedback on your skills.
I know employees who have worked on their presentation skills, became very good, and were then asked to do major, high-profile presentations because their boss knew they would do a better job than s/he would. That is huge exposure!
No one likes a boring presentation. I’m not saying you have to juggle and tell jokes. I’m saying you need to have an air of confidence and that creates rapport and presence. Whether you have to do a presentation for 10 minutes to your co-workers and boss at your Monday morning meeting, or conduct a 45-minute presentation to 200+ people, always make it good. Be prepared, practice a lot, and again, get help with your skills if you need it. Good speakers have magnetism and that benefits your Personal Leadership Brand.
Promote Your News: Did you win an award from a club or org you belong to outside of work? Did you write an article that got published? Did you accomplish something cool like hike up Mt. Everest on vacation? If so, share your news! And if your company has an internal company-wide e-newsletter, send them your news!
You never know who may read about it and want to reach out to you because they share a similar interest. It could be a Sr. Vice President that you may have never met, that is planning to climb Mount Everest in a year, and she wants to pick your brain about your trip there…and who knows where THAT new connection could lead you!
Pat Others on the Back: Do not hold back compliments and kudos. And always share them publicly versus waiting until you’re alone with the person. Also, if you know of something a co-worker has done that is exceptional, or went “above and beyond” to get a project done and no one else knows the extra effort they put in, announce it in meetings and/or send out mass emails sharing the news. No one will forget you did that for them, others will think it’s admirable, and that could lead to people doing it for you at some point…and all of that supports the positive building of your Personal Brand.
Speaking at Work: Are there internal company events where you could think of a topic and submit it for consideration? I’m sure there is. Every big company has events throughout the year (departments or company-wide) where they look for employees to be speakers at. And if you work for a smaller company that doesn’t have internal events, you can create your own. Think of a topic that you know would help others at work or in their personal lives, and do a Brown Bag Lunch session. You can even do this if you work for a large company!
Again, you can create your own “events” and that increase your brand recognition. And for an internal presentation at your company, the topic doesn’t even have to be around your “work” expertise. If you practice meditation for stress reduction, but your “job” is as a Software Developer, who cares? You can still promote a Brown Bag Lunch session where you’ll share tips and strategies to reduce stress through meditation. You can promote it company-wide and attract ALL types of employees, from all different career levels, who think the topic is interesting. And, by them attending that, they will then get to know “who” you are and “what” you do in your role at the company. See? Now those who wouldn’t otherwise have a reason to know you at work will know you!
Alright! That concludes the excerpt from my new book due out in October. I hope you found those tips helpful! I also have an entire chapter on how to promote your personal brand outside of work to achieve more notoriety in your industry (not just in the workplace). So be sure to look for my newest book on Amazon this fall…
Bye for now!
There are a variety of reasons I chose this topic to write about today, but one recent conversation with a good friend was the thing that got me motivated to actually do it.
She was telling me how she and her 23-year old Millennial (aka: Gen Y) son, who recently graduated from college, went mattress shopping for his new apartment. During their outing together, she was chatting up a storm with everyone; the salespeople, other customers, etc.
After a while, her son finally said, “Mom, what is it with your generation? You guys talk to everyone, all the time!”
He then continued to say that he wasn’t comfortable doing that and that most people he knew, in his generation, felt the same way. However, during their 3-hour mattress-shopping afternoon together, she told me that he hardly ever stopped texting back and forth with his friends. So, “communication” isn’t the issue; “how” they are comfortable doing it is.
Anyway, after his comment, at the very next store she made an effort to hardly say a word and decided to let him handle the interaction with the 40-something sales associate. It only took about 4 minutes for her son to ask her to talk to the salesperson because he didn’t want to anymore. Rather, he was more comfortable watching his Baby Boomer mom do all the talking.
I’ve seen this “not talking much” dynamic occur in many of the workshops I conduct for Millennial employees in corporations. That is also one reason I dedicate a chapter to “communicating like a leader” in my popular book for Millennial employees, “Millennials into Leadership”. My Millennial audiences are always totally engaged, but just aren’t comfortable making comments or asking questions, even when I ask them to. However, they come up to me one-on-one afterwards, or send me emails afterwards, with questions or comments. THAT is totally different from when I conduct workshops or seminars with “older” generations in the audience (i.e. Gen X and Boomers). I typically have to monitor how much time they take up talking!
Plus, I get tons of Millennials at my leadership training workshops that openly admit they just aren’t comfortable speaking with strangers, or even work colleagues, face-to-face. AND, I hear this complaint from many of their Managers. They get very frustrated with the fact their Millennial employees don’t participate much in meetings. However, they find it odd that those same Millennials are totally okay telling them about what they did over the weekend, in lengthy detail, EVERY Monday morning.
And I have to explain that most Millennials like, and need, close ties to their bosses, and sharing their personal life is one way they try to build that “bond”. Unfortunately, that’s something that most supervisors in the workforce, 35+ years old, find very irritating.
Hence just ONE of the reasons the multi-generational workforce challenges continue…and that’s what keeps getting me booked for speaking engagements at well-known companies across the country!
The bottom line to all of this is: Most Millennials grew-up communicating electronically with their peers and that is their comfort zone. However, as I explain to them, they need to work on getting out of that online comfort zone and work at being more comfortable with in-person social settings. It is critical to their career success and relationship building professionally.
My advice to all you Millennials is to take it slow and “practice”. Go to professional networking events, at work and outside of work, or if you’re job searching, and force yourself to meet as many people as you can each time. Trust me! It gets much easier the more you do it!
Also, to get you started, follow these great tips for networking successfully at events offered by David Spinks, who wrote this article for BrazenCareerist.com, an info-packed blog site for young professionals, entitled, “13 Tips for Your First Networking Event”.
Now get out there, turn off your mobile devices, and build some new relationships by communicating the old fashioned way…in-person! Your “career” will thank you!
Bye for now,
Okay…so for over 5 years companies have been hiring me to conduct presentations about how to manage, recruit and retain Millennials (aka: Generation Y). And, as an expert, they also hire me to conduct training workshops for Millennial employees that cover leadership, business etiquette, generations at work, communication and personal branding for career success. BUT, according to an article I came across yesterday, it looks like I might see an uptick of even more Fortune 500 companies contacting me.
Why? Well, according to the article entitled, “Gen Y Traits in the Workplace Unveiled” by Kristin Burnham, she shares:
Millennial Branding together with Identified.com, studied 4 million Gen Y Facebook profiles to obtain better insight into how members of this generation operate professionally-a topic of increasing importance as they are projected to make up 75 percent of the workforce by 2025.
According to the study, only 7 percent of Gen Y reports working for a Fortune 500 company-a statistic in line with another report that predicts that 40 percent of the Fortune 500 will no longer exist 10 years from now.
So, where are they going to work? The article states:
Instead, Gen Y workers are turning to startups in which the hiring process tends to be much quicker than that of the Fortune 500, and where Dan Schawbel says Gen Yers feel they can make more of an immediate impact.
While Gen Yers are turning more to startups for employment, they’re also branching out on their own in what Schawbel calls an “unprecedented entrepreneurial spirit.” “Owner” is the fifth most-popular job title, trumped by “server” (No. 1), “manager” (No. 2), “intern” (No. 3) and “sales associate (No. 4).
Retention is also a challenge with Gen Y because according to the report, they only average 2 years at their first job.
These are serious statistics and facts that large companies need to be aware of. If 75% of our workforce is going to made up of Millennials by 2025 (that’s only about 10 years away!!) companies need to start preparing NOW for a solid recruitment and retention plan of talent. I’ve been preaching this for a long time and the smart companies are already doing everything they can to retain their younger talent because they know their companies’ future well being NEEDS younger talent now, and they need to groom them for future leadership positions.
On average, 1 Boomer is retiring every 8 seconds, so companies are also scrambling to retain their employees who are 55+, too. NOT every Boomer was affected by the economic downturn so we have millions of them who CAN retire comfortably at 60-65 years old but companies need their expertise and knowledge to help the younger employees grow.
I’ve written TONS of articles, and have been interviewed by countless media, about these topics because it’s ALL true. But I also find many companies still have their head in the sand and suffer from denial. I have endless research material on the labor shortage the US is facing, and it’s based on the perfect storm of birth rates, Boomers retiring, etc. The numbers don’t lie, people!
Sure, because of the current economy it’s still an “employers” market…however I’ve been warning executives in my seminars that it will change soon, and the competition for talent is going to re-ignite and then it will turn into an “employee” market again and employers will be begging for top talent…and employees will be in control of the whole enchilada.
EMPLOYERS: Start planning NOW and get ahead of the curve…and if you’re a Fortune 500 company, as many of my clients are, YOU really need to take all of this seriously!
Bye for now,
I recently read an interesting article written by Jessica Stillman for BNET.com about PricewaterhouseCoopers’ 2011 Global CEO Survey. And I wanted to share one of the key findings from it that I believe you’ll find interesting and helpful regarding what Millennials (aka: Gen Y) value most from their employers. This info may surprise you!
Plus, the results of PcW’s survey support why prestigious organizations, such as Johnson & Johnson, eBay, Intuit, Wells Fargo and various colleges, have hired me to conduct my Personal Leadership Branding Workshops and my Millennial Leadership Business Boot Camps for their Millennials.
Key Survey Result You Need to Know:
PwC’s new report states: “For Millennials, training and development is the most highly valued employee benefit. The number choosing training and development as their first choice of benefit is THREE times higher than those who chose cash bonuses. And 98 percent surveyed believe working with strong coaches and mentors is an important part of their development”.
PcW spoke to 1,200 company leaders and government officials from 69 countries for this report, and according to Stillman’s article, the results for attracting and retaining the best Millennial talent boils down to: Play down hierarchies, play up achieving mutual support of larger goals versus just moving up the ladder, and provide Millennials with mentorship and career development training.
And with the massive talent shortage company’s are facing, now and especially in the future, a majority of the CEO’s surveyed stated that recruiting and retaining the best talent of young workers is a major concern of theirs. So they are very focused on what younger employees require to work for their companies…and stay working for them.
As I mentioned earlier, many well-known organizations have hired me to conduct my popular leadership and business etiquette seminars, and personal branding workshops, for their Millennial talent. And this new PcW study shows why!
You can visit my website for more info and see all the presentations that I can conduct for your Millennial employees or college students.
Bye for now!
Why do smart companies, large and small, spend so much time seeking ways to retain Millennials (a.k.a. Gen Y) and groom them for leadership? It’s truly boils down to basic math.
According to the Employment Policy Foundation (EPF), our country is at the beginning of a labor shortage of approximately 35 million skilled and educated workers, which is estimated to continue over the next two decades – especially now that Baby Boomers are starting to retire at an estimated rate of 1 every 8 seconds.
Out of necessity, Millennials – many of whom may only have one to three years of career experience – are moving into management roles much sooner (and younger!) than the generations before them did – and are expected to perform in these roles successfully. That’s why many companies also hire me to conduct my leadership training workshops and seminars for their Gen Y workforce!
Based on these facts, CareerBuilder.com invited me to write a 3-part series addressing this topic to help employers better retain and groom their Millennial talent for leadership.
All you have to do is submit a 1-2 sentence answer to this question: “What advice do you have for working with Millennials?” (submit to CareerBuilder.com in the comments section of the third article below).
Ten (10) lucky winners will be drawn at random by CareerBuilder.com! But their contest ends tomorrow, May 20th, so submit your answer today. Click here for entry info!
To read my 3-part series, simply click on the links below:
Part One: Six Ways to Retain Your Gen Y Employees
And many thanks to Mary Lorenz, staff writer at CareerBuilder.com and manager of CareerBuilder’s popular blog, TheHiringSite.com. Mary is who contacted me about writing for them. Thank you, Mary, for your interest and support!
Bye for now,