Tag Archives: Workplace Performance

REMAINING CALM DURING CHAOS: How to Position Your Brand During Transformational Change

Professional Development, , , , , , , , , ,

The handwriting is on the wall–you have to pivot or reinvent yourself to remain relevant.

Photo by Hans Peter-Gauster

Author S. Renee Smith

As I talk with my inner circle of national leaders who are scrambling to identify solutions for America’s challenges, I’m clear that the time is now to be intentional about who you are, how you show up, and the work in which you decide to engage.

Even before coronavirus, America has had a pandemic and experienced an economic depression. And we have marched for equal rights. However, to my knowledge, NEVER have we faced all three at the same time. This is a peculiar time but many opportunities await those who intentionally package, position, and promote themselves.

Takeovers, mergers, market movement, and new leadership can come in a wave, storm, or tsunami. We are in the midst of a tsunami.

Therefore, you have to decide whether the direction of the company you work for is still a good fit for you. Most companies in transition will want to minimize the loss of valued employees, but they know everyone isn’t built for unstable, turbulent environments that transition often creates. If you decide to stay, position yourself so that leadership can see your commitment, stability, and faith in them and the organization.

This is how to navigate change, position yourself, practice executive presence, and increase your brand’s value:

Keep your eyes on your target. During drastic change, transition, and transformation, it’s typical to feel as though you don’t know what your next step should be. It’s traumatizing to feel disconnected, vulnerable, and at risk of losing your job and all that you’ve invested. Decide on your target and keep your eyes on it.

Know the focus of the organization. We are creatures of habit, but change is upon us. The people, the rules, and the system are in the midst of transformation. Clearly, what you’ve done over the last 20 years isn’t necessarily needed for the next 20 years. It doesn’t align with the new paradigm. Remember, when you were hired you were a part of the team who implemented a new way of doing business. Organizational change isn’t personal; it’s a deliberate attempt to keep the company relevant and competitive in the marketplace.

Staying in the past will only frustrate leadership and cause you to sabotage your career. Ask questions to understand why the leadership team believes the decisions they’re making are necessary. As best you can, stay out of the emotional pit, and put what you hear into context so that you see where you are, where they want to go, and how you can help them get there.

Realign your brand. Based on what you learn by being attentive, asking questions, and realigning your brand, here are some foundational basics:

During a transition, company leaders work to strengthen the infrastructure by streamlining processes, increasing efficiencies, and managing the negative impact of change. Leadership will tell you what they can when they can so remain alert and agile by keeping the following in mind:

Minimize distractions. Rumors will fly, and the volume of the noise will rise. Dial into your frequency, and find your guiding light. You may be on a need-to-know basis until leadership has a clear understanding of its strengths, weaknesses, opportunities, and threats. Don’t spend time on anything that doesn’t work for your benefit.

Control what you can control. Focus on what you’re accountable for each day and deliver. You’ll have strategic goals to meet. Push hard, meet the objectives, and the rest will take care of itself.

Brand positioning allows you to control your narrative. According to an article in USA Today, among the most common and up-to-date phrases in business, politics, and savvy American life is “‘controlling the narrative.’ That is, telling it your way before someone else gets to tell it—and possibly tell it better— their way.” The way you show up and what you say when you do, determines what people hear and respond to—even if you don’t whisper one word.

© S. Renee Smith helps employees and small business owners become more likable, marketable, and credible so that they can increase their income and influence. A branding and communications expert and author of six books, this blog is an excerpt from Harness the POWER of Personal Branding and Executive Presence. Check her latest free webinar: REINVENT YOURSELF: Build a Brand That Gets Results

3 MUST-HAVES TO REINVENT YOURSELF DURING ACCELERATED CHANGE

Personal Development, Professional Development, , , , , , , , , , ,

 “you cannot know what you will discover on the journey, what you will do with what you find, or what you find will do to you.” – James Baldwin

Author S. Renee Smith

  • Photo by Ross Findon

I was scheduled to meet with a CEO at “The Metropolitan Club of the city of Washington.” The club is where Ambassadors, Senators, CEO’s and other dignitaries hold membership and build relationships without notepad pages flipping or cell phones buzzing—neither is allowed. 

We were meeting to discuss possible business opportunities and how I could best plan and position myself to sit on national boards. During our conversation, the CEO shared this:

Time is up for men who look like me (white). It’s becoming a woman’s world.

He was referring to the #metoo message that was surging as a leader in shifting power dynamics in the workplace. However, since then, the #blacklivesmatter movement has taken center stage. Protestors, advocates, and everyday people from all walks of life have united their influence on social media platforms to create radical change that is transforming workplace cultures.

What I’m noticing is that by joining forces, space is being created for employees who are marginalized to call leaders out for disrespecting them, and negligently hindering employees career success. Once an incident is posted on a social media platform and likes and retweets multiply, the national media picks up the story. With massive exposure, the offender comes forward with a sorrowful apology and submits a shameful resignation. 

Employee and customer power, what I call public empowerment, is even shifting company policies at drastically rapid rates.

According to reports, Starbucks reversed a standing policy that bans sporting gear that advocates for religious or political movements, including Black Lives Matter,” after staff and customers threatened to boycott. This recognition is also shifting the perspectives, strategic plans, and resources of organizations. Such as the case with Comcast, who posted a multi-year strategic plan on June 8, 2020, dedicating 100 million dollars to advance social justice and equality. And they aren’t the only one.

What do these transitions mean for you? 

I believe they are ushering in a new consciousness and countless opportunities to make a difference in so many spaces.  

Companies are pivoting and will continue to be forward-focused and employee-centered. As such, it’s likely, what you did before February 2020 will no longer suit the needs of an evolving workplace.

For this reason, you have to reinvent yourself. I suggest you start observing where companies are headed and what role you want to play as an employee or as a business owner. 

Here are a few thoughts:

Rewrite your brand story.

  • The story you shared before the health pandemic, economic crisis, and racial awakening most likely will no longer fit due to the all drastic adjustments we all have had to make to survive. Rethink what new experiences you’ll share and craft an innovative message based on them.

Assess your brand equity.

  • How much is your brand worth? What have you learned from the current challenges, and what intellectual property have you acquired? Get clear on what you can offer and how much it’s worth to an organization.

Evaluate your network.

  • Although not impossible, as a result of being in quarantine, it’s difficult to build reliable, trusting relationships with new people. List the people who know, like, and trust you. Think about their brand equity and seek their assistance in helping you expand your brand and network.

As you pivot to reinvent yourself, take the time to craft, communicate, and market your message effectively.

© 2020 S. Renee Smith is an executive and communications and branding expert. She helps senior leaders increase their income and influence by becoming more likable, marketable, and credible. She is also the author of six books on communication, branding, and self-esteem. For more tips, visit asksrenee.com. Want to reinvent yourself? Learn more about S. Renee’s upcoming workshop here.

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Missed Goals…The Best Opportunity for Success

Personal Development, Professional Development, , , , , ,

And the winner is . . .

Have you ever wondered what determines who takes home the trophy? Who gets the promotion? Who lands the contract?

Is there something that losers fail to do that gives their opposition an advantage? Or is it something winners do that gives them an edge?

When it comes to reaching a goal, all things may appear equal, but they never are. People who experience success believe in themselves, develop the right attitude, and refuse to take no for an answer. People who experience the success they want and beyond do those things and more.

What is the “more.” Intentional success comes through the clarity of your mind, the understanding of your heart, and knowing the endurance of your body. If you want to be like a well-trained athlete who listens, learns, and follows the instructions of his coach to get the results he wants, then you must weigh the following:

1. The purpose of setting a goal is to keep you focused and to determine whether you’re creating what you say you want. Because goals only take into account raw data called outcomes, we as self-development experts don’t believe the achievement or lack of achievement of a goal is the complete picture of success.

The journey to achieving your goal can significantly enrich your life — increasing your confidence and introducing you to phenomenal things about yourself. This philosophy doesn’t negate the importance of goals; it only seeks to ensure that you don’t believe your self-worth is contingent on a projected outcome, because it isn’t.

2. Many factors influence the achievement of a goal. For the most part, achieving your goals depends on you. But when and how you achieve your goals can be influenced by external factors.

For example, most Olympians train from the time they’re 5 or 6 years old. Each athlete is well trained by a top coach. Each has pushed himself beyond his limits. Each has prepared himself to win. Each has set the goal to take home the gold — but only one will.

The reality of setting goals is that you will face defeat. The purpose of defeat is not to hurt or stop you or cause you to give up. It’s simply to offer you the lessons you need to sustain you when you reach your goal. Here’s how to deal with fail goals:

Try again. Believing in something when there isn’t any evidence that it’s likely to happen can be difficult, but your willingness to persevere and keep trying is the force that manifests it into reality.

Find an alternative. There’s more than one way to reach any goal — be creative. See the nearby sidebar, “Before they die,” for an example.

Improve your abilities. Some goals aren’t reached because you’re not ready. Keep practicing, improving, and building your skills.

Evaluate your focus, desires, and drive. Some goals require more than you expect. Make sure you’re giving it all you have and that you have the fortitude to go the distance.

Accept that it’s not meant to be. Positive thinking, affirmations, and practice won’t help you became a brain surgeon unless you are gifted in math and science and have an educational foundation that will support you. Although anything is possible, everything isn’t always practical.

This is an excerpt from the book Self-Esteem for Dummies. For my free 90-minute audio course sign up here, How to Create Buzz and Grow Your Life and Business. 

Copyright. All rights reserved. 2018 S. Renee Smith.