Reinvent Your Brand

1. Reinvent Your Brand Jo Miller

2. I HAVE SOME UNIQUE KOALAFICATIONS

3. Are you the best kept secretin the organization? Are you the best kept secretin your organization?

4. Key question: How can I reinvent how others perceive me? • Claim Your Leadership Niche • Up-Level How You’re Perceived • Amplify Your Accomplishments • Rally Your Crew

5. Carla HarrisVice Chair, Managing Director, Senior Client Advisor, Morgan Stanley “Perception is the copilot to reality. How people perceive you will directly impact how they deal with you.”

6. Your brand is what people say about you when you’re not in the room.

7. Think of someone you know who’s built an outstanding personal brand.

8. Think of someone you know who’s built an outstanding personal brand.

9. I. What’s Your Superpower? Claim Your Leadership Niche

10. What’s Your Career Superpower?

11. People who use theirstrengths @ work every day are… • 3 x more likely to report excellent quality of life • 6 x more likely to be engaged • 8% more productive • 15% less likely to quit Source: Sorenson, S. How Employees' Strengths Make Your Company Stronger. Gallup (2014). Sources: Peterson, C. et al. “Strengths of character and work.” Oxford handbook of positive psychology and work (2010). Sorenson, S. How Employees' Strengths Make Your Company Stronger. Gallup (2014). Sources: Peterson, C. et al. “Strengths of character and work.” Oxford handbook of positive psychology and work (2010). Sorenson, S. How Employees' Strengths Make Your Company Stronger. Gallup (2014). Sources: Peterson, C. et al. “Strengths of character and work.” Oxford handbook of positive psychology and work (2010). Sorenson, S. How Employees' Strengths Make Your Company Stronger. Gallup (2014). Sources: Peterson, C. et al. “Strengths of character and work.” Oxford handbook of positive psychology and work (2010). Sorenson, S. How Employees' Strengths Make Your Company Stronger. Gallup (2014).

12. Strengths are vastlyunderleveraged ____% of workers get to use their strengths every day. < 20 “How to do what you love,” by Marcus Buckingham

13. Your Leadership Niche

14. II. Boss Up Your Brand Up-level How You’re Perceived

15. “My ‘get ‘er done’ mentality—as the go-to person, and the only one who knew how to do certain things—got in my way of moving ahead. I couldn’t step out of my own role to take on new opportunities.” — Dona Munsch

16. Transitioning From Doing to Leading • Strategist • Transformer • Thought leader • Agenda-setter • Force multiplier • TEAM’S SUCCESS • Tactician • Optimizer • Subject matter expert • Problem-solver • Smartest in the room • YOUR SUCCESS

17. Analyst The change agent Program Director Go-to person for corporate strategy

19. “Make your brand scalable.” — Krista Thomas, Global Head of Marketing, VideoAmp

20. Ask Yourself • Where do I want to be in 3 years? • What brand do I need to become known for now, in order to get there?

21. Your Brand Must Evolve as You Develop Your Career Senior-level brandsVisionary. Thought leader. Culture catalyst. Transformational change leader. Futurist. Intrapreneur. Rainmaker. Charismatic leader. Leader who develops leaders. Quiet leader. Mid-level brandsStrategist. Innovator. Subject matter expert. Customers’ champion. People motivator. Process improver. Project leader. Team catalyst. Fixer. Builds things that work. Turnaround architect. Entry-level brandsValuable contributor. Team-player. Specialist. Go-to person. Tactical executor. Idea generator. Optimizer.

22. Pre-order now. Launching December 13th.

23. Bring Your Brand Statement to Life

24. 30-Second Commercial • Name & job title • Brand • I’m responsible for…a, b, c • Come directly to me when you need…x, y, z

25. Dr. Neeli BendapudiPresident, University of Louisville “Your brand is a dynamic, living entity. It’s the experience others have when they interact with you. It’s not what you say.It’s how you act.” Compassion and tenacity.

26. III. Amplify Your Accomplishments Don’t Be the Best-Kept Secret

27. Nora Denzel Board Director, Talend, AMD, Ericsson “It’s not what you know and it’s not who you know. It’s who knows what you know.”

28. Work less Work hard on the right initiatives

29. Women and minorities do more “office housework.”

30. Amplify the • Accomplishments that • Align with your Aspirations

31. Own Your Authority Adapted from Selena Rezvani, author of Pushback: How Smart Women Ask―and Stand Up―for What They Want

32. Own Your Authority Exercise Instructions: Person A = the foremost expert on her or his topic. Person B asks Person A questions. Person A answers questions with total authority. • Questions: • How did you become an expert on [pickles]? • Tell me about the origin of [pickles]. • What does the future look like for [pickles]?

33. Own Your Authority Exercise Instructions: Person B = the foremost expert on her or his topic. Person A asks Person B questions. Person B answers questions with total authority. • Questions: • Why are you an expert on [kangaroos]? • Tell me about a disruptive trend concerning [kangaroos]. • What’s your future prediction for [kangaroos]?

34. Don’t be the best kept secret • Work less • Work hard on the right initiatives • Amplify your accomplishments • Own your authority

35. IV. Rally Your Crew The Five People You Need in Your Corner

36. The most important asset you will build in your career: Your network (Your “Sphere of Influence”)

37. WHO HOW Attend company social event. Request an informational meeting.Arrive early/stay late for staff meetings. Invite for lunch/coffee. Ask HR for invitation to next executive roundtable. Sara G.Stefan L. Sara’s adminSara & Stefan’s boss

38. 5 Key People to Have inYour Network

39. 1. The Connector • Knows (and gets along with) everyone • Loves to make introductions

40. 2. The Informational Powerhouse • Is highly knowledgeable about the organization • Has information in advance about new projects, opportunities, re-orgs, resource allocations, budget changes, etc. • Filters useful information from gossip or ‘noise’

41. 3. The Influencer • Has the ability to make things happen • Gains agreement and collaboration from teams • Their early support can guarantee the success of your ideas and projects

42. 4. The Mentor

43. 4 S’s of Mentoring Successes

44. 5. The Sponsor

45. Cindy KentBoard Director, Best Buy “Sponsors will use their internal political and social capital to move your career forward within an organization.Behind closed doors, they will argue your case.”

46. What’s the difference betweenmentors and sponsors?

47. “Four U.S.-based and global studies clearly show that sponsorship — not mentorship — is how power is transferred in the workplace.” “Why You Need A Sponsor — Not A Mentor — To Fast-Track Your Career,” Business Insider, September 9, 2013

48. People with sponsors are at least 22% more likely to ask for stretch assignments and raises. … and feel more satisfied with their career advancement. “The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011

49. So… how do Iget a sponsor?

50. Attracting the Advocacy of Influential Sponsors 1. Perform! 2. Find out who the good sponsors are. 3. Network beyond your immediate workgroup and management chain. 4. Raise your hand for opportunities to work with potential sponsors. 5. Make your value visible. 6. Have clear career goals and share them with leaders.