Executive Branding
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.
Click the LEADAFI logo to read about Developing your brand
For more about Executive Branding, Click the Boardsi logo
Christopher Kai interviews Martin Rowinski
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.
What Diversity Really Means
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.
Click the ChiefExecutive logo to read the article
The Importance Of Aligning Your Personal And Professional Mission Statements
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?
Click the CEO Today logo to read the article
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.
Click the Entrepreneur logo to read the article
What makes a good mentor?
There’s a reason 100 percent of Fortune 50 companies have mentorship programs. Successful companies know mentorship programs do more than benefit the individual participants; mentorship relationships work to deepen and strengthen individual contributions to the company.
Here’s how leaders can identify and nurture potential mentors in their teams.
WHO BENEFITS FROM MENTORSHIP?
Click the FastCompany logo to read the article
The Importance Of True Leadership As We Face Recession
In the face of any crisis, true leadership is essential to stabilize an organization and maintain the morale of the people who keep it running.
A pandemic, labor shortages, broken supply chains and inflation on the rise—the past few years have carried us from crisis to crisis. This chain of events has rocked our foundation. Now, just as we start to feel back on somewhat solid ground, we face the potential of a recession.
Challenging times call for true leadership to stabilize an organization and maintain the morale of the people who work to keep it going. True leaders step up and help their teams navigate difficult times so they can emerge even stronger. When facing a recession, that leadership is more important than ever.
Click the Forbes logo to read the article
Diversity Is Not the Same to Everyone. Here’s Why That Matters
If companies want to reap the benefits of diversity in its truest form, it’s time to consider diversifying it.
I know I’m not the typical picture of diversity. However, growing up in communist Poland offered me a unique approach to problems and solutions that most businesspeople I meet today never consider. Diversity of thought — combining our differences to cover as many diverse perspectives as possible in our decision-making — is where companies find the most benefits.
While diversity and inclusion of traditionally marginalized groups are important, being truly diverse takes more thought than people realize. To truly experience greater diversity, we need to eliminate bias, go beyond what diversity looks like and choose the people that bring something new to the table.
Click the Entrepreneur logo to read the article
Four Strategies For Your Board To Expedite Company Growth
Most organizations have a board of directors to provide governance, but an advisory board is optional and members have less liability, so they can more readily offer advice. These boards serve different purposes, but both can also propel a company to success. A well-curated board of experienced members can fill in all of the areas where your company needs expertise. When properly chosen, a board can drive more growth.
Click the Forbes logo to read the article
How immigrants can turn their challenges into business strengths
As of 2019, 13.7% of the United States’ population was foreign-born—but as researcher Peter Vandor noted in Harvard Business Review, immigrants make up approximately 25% of startup founders. Just as emigrating and starting life in a strange country involves taking big risks, so does starting a company—and many immigrants see both paths as equally viable, Vandor found, because of an innate higher tolerance for risk.