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How Becoming a Co-Author Can Elevate Your Professional Status and Expand Your Influence
When you’re asked to co-write a book, it’s a great chance to show off your skills, improve your professional image, and become known as a thought leader in your field. The fact that co-authoring is a group effort not only makes learning more interesting, but it could also have a big effect on your executive brand. In this article, we explore the benefits of being a co-author and how it can elevate your professional standing.
The Benefits of Co-Authoring a Book
Enhancing Your Professional Image
Co-authoring a book is a testament to your knowledge, experience, and capabilities. By having your name on the cover of a published work, you demonstrate your commitment to your field and your ability to contribute valuable insights. This can help you gain credibility, respect, and recognition from your peers and other industry professionals.
Establishing Thought Leadership
As a co-author, you have the opportunity to share your unique perspectives, ideas, and solutions with a broader audience. By showcasing your innovative thinking and subject-matter expertise, you position yourself as a thought leader in your industry. This can make you more known, get you asked to speak at conferences or other events, or give you the chance to write for other publications.
Expanding Your Network
Collaborating with a co-author allows you to tap into their professional network, which can lead to new connections, partnerships, and opportunities. Your published work can also get the attention of other leaders in your field, which can lead to future collaborations and help you grow professionally.
Strengthening Your Executive Branding
To move up in your career and become known as a leader in your field, you need a strong executive brand. Co-authoring a book can be a powerful addition to your executive branding toolkit because it shows off your expertise and solidifies your position as an expert in your field.
Developing New Skills and Knowledge
The process of co-authoring a book can be a transformative learning experience. Working closely with another expert allows you to gain new perspectives, hone your writing skills, and deepen your understanding of your subject matter. This personal and professional growth can have a lasting impact on your career.
How to Make the Most of Your Co-Authoring Opportunity
Choose the Right Co-Author and Topic
To get the most out of co-writing, it’s important to work with someone who shares your values, work ethic, and interest in the topic. Also, pick a topic that fits with your area of expertise and your professional goals to make sure the book is a good addition to your portfolio.
Create a Structured Plan
Develop a clear plan for the book, including an outline, deadlines, and division of responsibilities. This will help ensure smooth collaboration and the timely completion of the project.
Promote the Book
Use your professional networks and social media to promote the book and share the most important things you learned from working together. By interacting with your audience, you can show that you are a leader in your field and grow your influence.
Being asked to co-write a book is a unique chance that can help your professional image, thought leadership, and executive branding in a big way. By working with others and making the most of the experience, you can move up in your career and become a leader in your field.
Let’s look at two different lessons about leadership and corporate values:
In 1982, Johnson and Johnson (J&J) discovered that someone had contaminated their Tylenol Extra Strength capsules in at least half a dozen Chicago pharmacies and grocery stores. Because of their corporate values committed to public safety, J&J leadership responded immediately: warned customers to stop consuming it, halted advertising and removed all Tylenol from store shelves until they could determine the extent of the tampering.
In 2010, the Deepwater Horizon drilling rig platform exploded, and its owner, British Petroleum (BP), realized it had a leak. Company officials first reported the leak volume was low, but when the rig sunk days later and eleven workers died, investigations into BP’s practices found they took shortcuts, cut corners and ignored early warning signs. Its leadership was dishonest from the get-go, and to recover, the company had to revisit and update its corporate values.
Business values are the guiding principles that shape an organization’s culture and inform its decisions and actions. Good leadership, in turn, is essential for aligning an organization’s actions with its values and creating a positive and productive culture.
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The first day of the week may be challenging for many people, particularly if they are still exhausted from the previous weekend or are dreading the length of the week to come. Yet getting off to a good start at the beginning of the week can help set the tone for the rest of the days of the week, providing you with the energy and enthusiasm to attack your to-do list and accomplish your objectives. Here are five suggestions for making Monday mornings more fruitful and uplifting:
Spend some time in advance planning out your week, either before you leave the office on Friday or before the conclusion of your workweek on Sunday. Create a list of the things that are most important to you, set up any necessary appointments or deadlines, and clean up your inbox of any pressing messages. Having a strategy in place for the week will help you feel less overwhelmed and more in control of the situation.
It is quite difficult to feel inspired on a Monday morning if you are sleepy or sleep-deprived, so make sure you have a decent night’s sleep. Try to get between 7 and 9 hours of sleep every night, and create a routine that you follow every night before bed so that your body learns when it is time to start winding down.
LinkedIn is a great way for professionals to show potential employers, clients, and peers their skills, experience, and accomplishments.
When companies are looking to fill a Board of Directors or Board of Advisors position, they often turn to LinkedIn as a research tool to identify potential candidates. Because of this, it’s important for professionals to have a polished, up-to-date LinkedIn profile that shows off their skills and accomplishments.
One of the first things that companies may look for when researching a candidate is their profile picture. A professional headshot can help you make a good first impression and show that you are professional and pay attention to details. It’s also important to make sure that your profile is complete, with a detailed work history and a summary that shows off your skills and experience.
In addition to having a well-crafted profile, it’s important to use LinkedIn as a platform to brand yourself as an expert in your industry. This could include sharing thought leadership content, participating in industry discussions, and engaging with others in your network. By showing off your skills and knowledge, you can make yourself more visible and more credible as a possible candidate for a board position.
When companies are researching candidates for board positions, they may also look for evidence of a candidate’s ability to work collaboratively and constructively with others. This could involve looking at endorsements or recommendations from other people in the industry or looking at the candidate’s activity on the platform to see how they interact with people in their network.
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Executive branding is becoming increasingly important in today’s competitive business landscape. It’s no longer enough for executives to simply have impressive resumes and accomplishments – they also need to be able to communicate their personal brand and unique value proposition to their target audience.
Here are some key reasons why executive branding is so important:
Establishing credibility and trust
In today’s fast-paced business environment, credibility and trust are essential for success. By developing a strong personal brand, executives can establish themselves as experts in their field, which can increase their credibility and the trust that others have in them. This can lead to better relationships with stakeholders, improved partnerships, and increased sales.
Attracting top talent
The success of any organization depends on the talent of its employees. Strong executive branding can help attract top talent to the organization, as candidates are often drawn to companies with strong leaders. This can help the organization build a team of high-performing employees who are committed to achieving the company’s goals.
Improving company reputation
An executive’s personal brand can have a significant impact on the overall reputation of the company. When an executive has a strong personal brand, it can improve the perception of the company in the eyes of customers, investors, and other stakeholders. This can lead to increased sales, improved partnerships, and better relationships with stakeholders.
Increasing thought leadership
Executive branding can help position the executive as a thought leader in their industry. By sharing their insights and expertise through blogs, articles, and speaking engagements, executives can establish themselves as experts in their field. This can lead to increased media coverage, speaking engagements, and other opportunities to share their insights.
Differentiating from competitors
In today’s crowded marketplace, it’s important for companies to differentiate themselves from their competitors. A strong executive brand can help differentiate the executive and their company from competitors in the industry. This can help attract customers and investors who are looking for something unique.
In summary, executive branding is an essential tool for executives who want to establish their reputation, build trust, attract top talent, improve company reputation, increase thought leadership, and differentiate themselves from their competitors. By developing a strong personal brand, executives can position themselves and their company for success in today’s competitive business environment.
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For more about Executive Branding, Click the Boardsi logo
The Gifters Podcast
Christopher Kai has talked to more than 1,100 global visionaries, entrepreneurs, authors, and inspiring people. These people include tech mogul Elon Musk, Diana Nyad (the only person to swim from Cuba to Florida), John Paul DeJoria (billionaire founder of Patron Spirits), Ram Shriram (founding board member at Google), Fortune 100 executives, Navy SEALs, bestselling authors, and various YPO executives.
In this Episode Christopher Kai interview Martin Rowinski, the CEO of boardsi, inc.
Of course, you should be focused on racial, ethnic and gender diversity, but not exclusively—think, too, about disability, upbringing and experience.
All companies are looking for ways to innovate in order to grow profits and marketshare, and competition is as fierce as it’s ever been. Some will grow faster than others—and most of those will have, as part of their secret sauce, diverse teams. That means bringing in employees of different genders and racial backgrounds, certainly, but it also means recruiting people from a range of upbringings and backgrounds.
From small projects to big company decisions, diversity is needed at all levels. But here’s what that really means:
1. Diversity has many faces
Think beyond the typical definition of diversity and see how many different perspectives you can add to your team. I grew up in Poland during the 1970s under communist rule. Life was hard and even though it was only 10 years of my life, it had a major impact on the leader I am today. Growing up in a world of scarce opportunities has made me more efficient in finding them, and my mother’s struggle to keep us fed in that environment now fuels my work ethic and drive. These perspectives have become my personal assets that not every company has. They are one lens in a diverse range that my company employs.
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If your personal mission doesn’t align with your company mission, your days with that company will likely be limited. I’ve seen it unfold like clockwork in my time in corporate leadership – you can only sacrifice yourself and your values for so long. A company’s mission statement outlines the company’s business. It illuminates a goal and defines a strategy for reaching that goal. It points to both the current status of the company and where it is going. Having these statements clearly lined out provides employees with a specific goal to attain, promoting efficiency and productivity. But what about your personal mission statement?
Do You Have A Personal Mission Statement?
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Are You Tired of Losing Valuable Employees? Here’s How to Train and Build Leaders From Within Your Team
Creating a leadership pipeline within an organization can save a company — here’s how to do it.
Losing good people is expensive. In 2017, Gallup estimated replacing one employee to cost anywhere from half to double that person’s annual salary. That translates to between $660,000 to $2.6 million per year for a 100-person organization with an average salary of $50,000.
That costly burden makes it even harder to survive in a competitive labor market, and today’s market is more competitive than ever. According to a 2020 study by Crayon, a market and competitive intelligence tools supplier, 90% of businesses surveyed feel the market has become more competitive; 48% of respondents said it had become “much more” competitive. Add in an exhausted workforce and fears of recession, and most companies today would struggle to survive the loss of good people.
Company founders and executives depend on their leadership teams for stability. While we as leaders try our best to build loyalty and engagement to keep them, we also need a plan if it ever comes down to having to replace them. Record-breaking quit rates are only finally starting to slow down. Considering how costly and difficult it is to attract and recruit high-quality talent to replace those who leave, everyone should aim to train and recruit leaders from within. This way, we not only offer them a reason to stay with our company, but we also develop their talent and potential contribution to it.
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