PM Personal Branding - 5 Things to Know
I just stepped out of Bill Richardson's session at the PMI GC, called "The Power of Promise:What Every Project Manager Need to Know About Personal Branding". It was a great session because it was less about "why you should do it" and more about "how".
He began by describing what your personal brand looks like and walking you through each component. Here are the five things you need to know about your personal brand. For the sake of brevity I'm just listing the elements out here, but if you take a moment to think about each one - I think you'll get a lot out of it.
1. It all begins with a unique promise of value. What do you bring to the world that no one else does?
2. There are 3 aspects of your brand:
3. These imply questions that you should understand the answers to:
The answers here can be positive or negative, but you should know what they are.
4. These then map to your Conviction, Potential, and Reputation. These are the outer layer that people see most.
5. Your brand is a promise of value and it's an asset [that you must care for and cultivate].
So what do you do with that?
You begin by writing down your Brand Profile, which looks like this:
Then You Grow Your Brand
- Focus narrow and deep (making yourself more "special")
- No failure, just feedback (view your experiences this way)
And Protect Your Brand
- Confront Reality
- know Your KPIs
- Adapt or Die
Finally Promote Your Brand
- Share What You Know
- Pay Attention to What People Value and Need
- Express Yourself
- Deliver Change that Works
He closed the session with a really great statement, "People don't care how much you know until they know how much you care." So once you've established a brand and are passionate about it - let people know how much you care and they will too.
I always say that if I can get one \good point out of a hour long conference session, it was worth going. I'm at the PMI Global Congress in New Orleans this morning. About 15 minutes late, I popped into the Agile UNConference session and was immediately asked to facilitate a breakout on "Tools and Techniques for Communication in an Agile Environment." I held rapid-fire 10-minute sessions with three groups and talked about a lot of things that you might expect.
Part of each discussion was about software and I wanted to share two high-value points with you on which there was universal agreement. The first is about starting well. The second is about delivering status in a high-trust way.
The WAY you train the team on the software makes all of the difference
So if you do this, you’ll know in intimate detail how the software, relates to the work you are actually trying to get done. If you have that level of understanding of what’s going on, then the next point makes a lot of sense…
Use the software to communicate with executives (don’t add another layer)
Have you found these to be true as well? Please share any experiences you might have...
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Resolving Resource Conflicts
Situation: Your team is getting pulled in too many different directions.
We often say that knowing the right questions to ask can be even more important than "knowing" what to do. For that reason, in Project Headway, each task level activity includes a section called "Questions that you ask of yourself and others". The section below lists out the questions we currently include in Resolving Resource Conflicts. What would you add or remove from this list?
Questions to ask of yourself and others
Settle conflicting resource assignments and allocations within the project team and across external projects. Ensure that the project‘s interests are protected so that the project may be executed as planned. This activity may arise at any time during the project.
Tips and Tricks
Like in life, there will be conflict, particularly if you work in a functional organization where you don’t have direct control over the project staff. In that event, consider some of the following:
Project Management in 55 Some-ecards
Situation: You could use a laugh
You might not want to send the following cards to people you work with, but they're still funny. Others your team members might want to send to you.. (If you'd actually like to send one, just click on it.)