People Potential Blog

Benefits of Personal Branding and Employer Branding for Talent Management and Career Management

While working in human resources, I heard managers say: “He just doesn’t fit in well here,” “What can I do to get better employees?” and “How can I get employees to stay longer?” Now, as an independent career coach I hear clients say: “I don’t like working for this company;” “I don’t like the management style where I work;” and “My work lacks meaning and I want to find more purposeful work.” So, what role can branding play in addressing both employees’ and managers’ concerns?

Many companies have discovered the competitive edge of employment branding. Candidates who know a lot about a company’s values, culture, jobs, work expectations, and typical staff can determine to a large extent whether or not it’s a good fit before they put the effort into applying for a specific job. And, that saves both the candidate and the company time and money in the selection process. Furthermore, it saves the company from the costs of making a poor selection such as on-boarding, on-the-job training, performance coaching, discipline, discharge, and possible lawsuit. And, it rescues the candidate from the negative consequences of a poor fit and eventual discharge. Those negative consequences could be stress, bad references, low self-esteem, lack of confidence, and more.

The other side of the equation is personal branding for candidates and employees. Candidates who work with a career coach who understands personal branding comes out of that process with a clear understanding their values and needs, signature strengths, areas of weakness, distinguishing attributes, desired roles, and strongest interests are better able to discern what companies they want to work for and what jobs they want to apply to. Employees who work in a company need personal branding, too. Personal branding helps employees to target their immediate development needs, design a career plan, pursue leadership development (if appropriate), and determine if that company is the best place for them.

So, it’s at the intersection of personal branding and employment branding that the best hires are made for lasting results! Don't miss the FREE "A Brand You World" Global Telesummit on Personal Branding on November 8, 2007. For further details and to register go to http://www.personalbrandingsummit.com

Should I Leave My Job?

Are you wondering if you should leave your job?  Download and take the free assessment "12 Signals to Leave My Job" that's located at the top of the right column.  What's your reaction to it?  What other items do you think need to be added to it?

Characteristics of a Successful Leadership Development Plan

What do you think are the most important characteristics of a successful leadership plan?  Below, see Tacy Byham's findings from her recent thesis project.  What are your reactions to it?

1. Includes a variety of learning methods
2. Focuses on two or three competencies
3. Aligns with leader's personal goals, team's goals, and organization's goals
4. Is high-quality and put in writing
5. Leader's manager is formally involved
6. Leader is receptive to feedback
7. Has outcome-based measures of success
Source: "Factors Affecting the Acceptance and Application of Developmental Feedback from an Executive Assessment Program," Thesis by Tacy M. Byham