By Nancy Swain
Over the years as a teacher, corporate trainer, public speaker, sales executive, single mom, and career coach, I have developed many “go to market stories”, built sales training courses for healthcare companies, assisted thousands in their career transitions, and coached hundreds in their quest for executive development. Along the way I wrote down some thoughts and captured some from others that made a difference to them and me with whom I had the privilege to work with. Below is the list that may inspire you, confirm what you already know, or be just the bit of wisdom you were looking for today. Enjoy…
Nancy Swain is a member of the JohnGSelf + Partners transition coaching team, leading the Transition/Outplacement practice and advising clients on candidate profiles. She is also President of Strategic Intelligence in Dallas. You can reach Nancy at Nancy@johngself.com.
© 2014 John Gregory Self
Personal awareness seems like a straightforward proposition.
If only… If only we were as good it as we would like to believe.
Much has been written about emotional intelligence. Well, I wish we could create a personal awareness intelligence chart. Sadly, far too many leaders will embarrassingly find themselves ranked somewhere between their blindside and that guy with smelly feet and bad breath.
While the majority of leaders aren’t that guy, this is no time to become complacent.
As you work to build a deep reservoir of support and goodwill with your board, physicians, employees and key stakeholders, tuning in to this self awareness concept is pretty darned important.
Here are five questions to consider when thinking about your self awareness.
This is not the time to assume that your employees respect you today and will follow you tomorrow.
Turnover in the hospital CEO ranks is increasing and it is not all Baby Boomers heading for peaceful greener pastures.
© 2014 John Gregory Self
The use of the word “branding” has grown and evolved over the years. One of the key ways is in regard to personal branding — the practice of marketing ourselves and our careers as a brand. This may seem extreme, but in this world of connectedness we have access to more information about each other than ever. It’s important to BUILD your brand in a way that reflects who you are and what you want others to know about you and then to MONITOR and PROTECT it.
In this post, I am going to cover the best ways to build your personal brand online and then next week I will cover how to monitor and protect it.
DO THE RESEARCH
The first thing I recommend is doing a Google Search for your own name. This may seem like putting the cart before the horse since we haven’t discussed building your online brand, but it’s very likely there is already information out there about you. Understanding what currently exists will help you to determine where you need to start.
Go to www.google.com and enter your name in the search box. I recommend using quotes — ie. “Becky Pearce” — to help filter out results that aren’t relevant. If you have a formal name — ie. “Rebecca Pearce” — search for it as well. Create a spreadsheet and drop in the following information for each of the results:
ESTABLISH THE BUILDING BLOCKS
Now that you have an idea of what already exists, start creating a profile of what you WANT people to see and know about you. To get started, create a document and answer the following questions:
Now use this information to create two documents that will serve as the building blocks for your online brand:
These two documents should drive any content you put online about yourself and, as a result, should be updated at least every 3 months.
BUILD YOUR ONLINE BRAND
Now go back to the list of sites you created earlier in the process and update the sites that you control so they match your resume and personal branding statement. This should include social media sites you use (especially LinkedIn), your website, job search websites you have your resume listed on, etc. Also be sure you send your updated resume to any recruiters you’ve interacted with in the past. Most recruiters keep a database of potential candidates and their resumes, so if there have been any major changes, you’ll want to make sure they have the latest and greatest information.
For the sites you don’t control, determine what needs to be done to update that content so it matches as well. It may not be an easy process, but it’s always worth trying to ensure brand consistency.
Questions about any of this? Please leave a comment or send us an email at email@example.com and come back to visit next week to find out how to continuously monitor and keep your online brand up-to-date.
Becky Pearce is a member of the JohnGSelf + Partners transition coaching team. Ms Pearce specializes in social media consulting. She also leads her own Firm, Pearce Social.
© 2014 John Gregory Self