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April 3, 2024 How to Spring Clean Your Personal Brand

With spring in the air, the time is right for a little refresh. For many people, that means deep cleaning your house, getting rid of rarely used items, or reorganizing the cupboards…but what about spring cleaning your personal brand?

A personal brand is a reflection of who you are professionally, how you present yourself online and offline, and how you are perceived by others. It’s about ensuring your values, skills, and personality shine through consistently in all your interactions.

However, a personal brand can go stale. You might change your goals, perspectives, or outlooks, which necessitates a change in personal brand. But it may be a challenge to get people to stop seeing the old you and start seeing the present version of yourself. How do you overhaul your personal brand and start putting forward the new you?

Here are 6 suggestions for spring cleaning your personal brand:

Clarify Your Goals

To begin reworking your personal brand, it is essential to have a good understanding of your goals and aspirations. Where do you want to go? What do you want to achieve? A personal brand can help get you there by aligning your values, skills, and personality with your objectives. By clarifying your goals, you can tailor your personal brand to reflect who you are now and where you want to be in the future, ensuring consistency and authenticity across all interactions.

Be Your Best Authentic Self

Revamping your personal brand does not mean you’re inauthentic or flighty. Rather, it is simply a way to step into a different version of yourself—a version that reflects your growth, goals, and values at this moment. Embrace your authenticity and let it shine through in your personal brand.

Update Your Profiles

Ensuring that your online presence aligns with your current personal brand is crucial. Make sure to update your profiles (LinkedIn and other professional networking platforms) and website with fresh content, new achievements, and any changes to reflect your updated goals and values. This will help reinforce your professional image and showcase the most current version of yourself. Regularly reviewing and revising your online presence is a key step in maintaining a relevant and consistent personal brand.

Update Your Responsibilities

If certain aspects of your work match your goals better than others, it’s prudent to ask for responsibilities or projects that align more closely with your objectives. By taking on new tasks that better reflect your current goals and values, you can strengthen your personal brand and demonstrate your commitment to growth and development.

Communicate

You do not have to undergo your brand revamp in secret. In fact, it’s a good idea to talk with your boss, mentor/sponsor, or even your co-workers (if appropriate) about the changes you’d like to make to support and reinforce the vision for your new personal brand. Remember to be tactful when asking for new responsibilities or aligning your roles to better match your evolving personal brand. By communicating openly with your colleagues and superiors about your goals and desired changes, you can foster understanding and support for your professional growth.

Own It

Although it may not come naturally at first, it is crucial that you “own” your new personal brand and be confident in its representation. Stand tall in your values, skills, and personality, and let them shine through in your day-to-day interactions. Consistency and authenticity in your personal brand will help others see and recognize the new you. Embrace the growth, the change, and the evolution that come with refreshing your personal brand.

Remember, your personal brand is a powerful tool that showcases your unique strengths and qualities. It’s about being true to yourself while also adapting and evolving as needed. Allow your personal brand to be a dynamic representation of who you are today, constantly aligning with your current aspirations and values.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 20, 2024 Prep Your Employees for Promotion(4 Ways)

There’s a theory called the “Peter Principle,” named after sociologist Dr. Laurence J. Peter, that essentially states that people will “be promoted up to a point where they are no longer qualified, leaving a company full of incompetent employees.” In other words, an employee who excels at their job might receive a promotion as a reward for their good work, but their new role may be ill-suited for them and, thus, they no longer thrive at work and feel incompetent (whether true or not).

But it doesn’t have to be this way. One way to fight back against the Peter Principle is to elevate the skillsets of your people to equip them for both their current and future roles. Here are four ways to do that:

Have an Honest Conversation

It’s natural to want to give an outstanding employee a promotion, but that person should understand exactly what they’re in for. What skills would they need in their new role? What additional training? Are there any areas that might prove problematic for them? Do they have any trepidations about their potential shortcomings? Ideally, the employee who is up for promotion will feel confident that they can overcome their limitations through additional skill building, experience, etc., but if they feel that the hill is too steep to climb, they may not want the promotion after all.

Provide Appropriate Resources

Provide your employees with the necessary resources to enhance the skills they need for their new job. This could include access to training programs, workshops, online courses, or mentorship opportunities. By investing in their development, you empower them to acquire the knowledge and expertise needed for their current and future roles. The cost might be significant up-front, but it is absolutely worth it. With the right resources, your people can effectively grow and excel in their positions.

Check In Regularly

It is crucial to schedule regular check-ins with your employees, especially in the weeks and months after their promotion. These check-ins will allow you to assess their progress and address any challenges or concerns they may have. Use your check-ins as an opportunity to provide feedback, offer guidance, and discuss any additional support they may need. By maintaining open lines of communication, you can ensure that your employee feels supported and empowered in their new role. Regular check-ins also allow you to make any necessary adjustments to their development plan and provide ongoing resources and opportunities for growth.

Encourage Continuous Learning

Promotions should not be seen as the end of the journey for your employees. Encourage them to continue learning and developing their skills even after they have settled into their new roles. Provide opportunities for them to attend conferences, seminars, and industry events. Encourage them to pursue certifications or further education. By fostering a culture of continuous learning, you demonstrate your commitment to their growth and show that you value their professional development. This will not only benefit them individually but also contribute to the overall success of your organization.

By creating an environment that fosters continuous learning, you can motivate your employees to stay engaged and strive for personal and professional growth. The Peter Principle does not have to be the reality in your organization. By proactively addressing the skill gaps and providing ongoing support, you can ensure that your employees continue to thrive in both their current and future roles.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 6, 2024 8 Ways to Support Female Employees

March is National Women’s History month, a time to reflect on the achievements of female figures throughout the decades and recognize the contributions of women (past and present). Although women have made incredible strides in the workplace, and have smashed through several glass ceilings, we unfortunately still have some ground to cover to achieve true workplace equality.

For example, pay inequality is still abysmal. The Pew Research Center reports that, “The gender pay gap – the difference between the earnings of men and women – has barely closed in the United States in the past two decades. In 2022, American women typically earned 82 cents for every dollar earned by men.”

Additionally, women are still largely responsible for household and childcare responsibilities. National Public Radio wrote an article on the subject, saying that in opposite-sex marriages, “wives are still spending more than double the amount of time on housework than their husbands (4.6 hours per week for women vs. 1.9 hours per week for men), and almost two hours more per week on caregiving, including tending to children.”

With women still fighting an uphill battle for equal pay, equitable household responsibilities, and fair treatment, how can we make a concerted effort to support and uplift them in the workplace? Here are eight ideas:

  1. Encourage a culture of inclusivity and diversity by promoting gender equality initiatives, such as implementing equal pay policies and conducting regular pay audits. Several companies have adopted a policy of transparency that allows all people to see others’ salaries, to ensure pay is consistent and equitable (based on one’s role and experience, not demographics!).
  2. Provide opportunities for career advancement and professional development specifically tailored towards women, such as mentoring programs, leadership training, and sponsoring women-led projects.
  3. Offer flexible work arrangements, such as remote work options and flexible scheduling, to accommodate the diverse needs of female employees. This can be especially helpful for working mothers.
  4. Create a supportive and safe work environment by implementing zero-tolerance policies for harassment and discrimination. Work with your HR department to get started.
  5. Establish family-friendly policies, like parental leave, on-site childcare, and lactation rooms, to support working mothers.
  6. Foster a supportive network for female employees by organizing women’s affinity groups or employee resource groups (ERGs) focused on gender equality and empowerment.
  7. Implement unconscious bias training programs to raise awareness and reduce biased behaviors and decision-making in the workplace.
  8. Last but certainly not least, recognize and celebrate the achievements of female employees! This could be through awards, promotions, or public recognition. Encourage a culture of appreciation and recognition for their contributions.

By implementing these strategies, we can create a more inclusive and supportive workplace environment, where female employees can thrive and reach their full potential.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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