Do you want to create opportunities with a personal brand?
A personal brand is what people say about you when you are not in the room.
It is also the grativas you have when you enter that same room.
It is more than the conscious and intentional effort to create and influence public perception. Personal branding is positioning yourself as an authority in your industry. It elevating your credibility. It is how you are differentiating yourself from the colleague next to you. All this to ultimately advance your career, network, making a larger impact to your industry and creating your own opportunities.
Your personal brand should be about being authentic, showing up consistently and empowering yourself and others.
Believe it or not, but you already have a personal brand (of sorts) which you have been building overtime. Take a look at your feedback from PDPs over the years, what do you notice? Both good and bad.
‘Good communicator?’ ‘Often doubts herself?’ – It has been there right in front of you all this time. Is it what you expected? Is it good, great, excellent or needs improvements? Does it give you opportunities or is it hindering you?
In Your Words
Working on YOU, well, it is an ongoing process of developing and maintaining a reputation. But first you need a foundation.
Whereas some self-help practices focus on self-improvement, personal branding defines success within your career.
Your personal brand is how you promote yourself. It is the unique combination of skills, experience, and personality that you want (and need) the world to see. It is the telling of your story. Sharing your narrative. And, the impression people gain from your reputation.
The key to your professional success as it revolves around how you present yourself. It gives you the chance to emphasise your strengths and passions to help set you apart from everyone else and make sure that people see you in the way you want them to see you. It also helps people to feel as if they know you better which helps to increase your trustworthiness (even if they have not even met you in person).
ACE Personal Brand
Being authentic matters. Although a great place to start is by doing research, reviewing how others show up to the world. It is important that you uncover your own overarching personal brand and image! Aim to get the big-picture clarity on who you truly are and where you would like to be.
Underlying consistency is the secret behind creating a successful personal brand. Consistently showing up at work, online and with friends will start to build that ‘what people say when you are not in the room.’
Empowering yourself will create the opportunities. Once you know who are, where you are going and what people say – be ready for the opportunities that will be coming your way.
In conclusion, this is about your reputation. Each interaction you have with others has the opportunity to create a memorable experience, teaching them what they can expect from you. When you’re consistent in delivering those experiences, you build a strong reputation. Delivering your brand clearly and consistently across a wide audience helps open doors to opportunities. Your brand becomes your personal calling card—a unique promise of value; a distinct and authentic representation of you. In building your personal brand, you will define your individuality, maximise your strengths and manage your choices now to create future opportunities.
10 questions to get you started
What are my values?
List of strengths?
What are the things I am interested in?
Why should someone hire me?
Where do I need to approve on?
What object could I use to give a visual to my meaning?
What other brands do I like? Why?
What brands do I hate? Why?
If someone looked at your LinkedIn page, what would they know about you?
Does how you dress mirror who you are?
ACE Personal Brand Coaching Programme
Together, we will uncover your true personal brand, reveal your goals and create an authentic, consistent and empowering personal, powerful, purposeful brand!
The programme is designed to help you uncover your overarching personal brand and image! The aim is to get the big-picture clarity on who you truly are and where you would like to be, so we can build a strong and powerful ACE Personal Brand.
Last year, became a year of change. From new routines, altered shopping habits and different ways of socialising. We were all forced to embrace change and still continue to ride a change wave in 2021…
In this article, I explore how change can impact organisations, people and provide knowledge to those who are interested in this subject or are going through an organisational change or even a career change.
What is change?
In simple terms, change is to make or become different. Or replace/exchange something. Change is the situation such as to move house, to wear something different or to do a different job. It is about doing things differently, seeing things in a new way, as well as adjusting and adapting to ideas.
There key factors to take into consideration when it comes to change are:
Change affects everyone differently; there is no “normal.”
Change is an essential element of the world and it must be accepted. (Even a Pandemic World type-of-change)
Adapting to change is about the attitudes we have.
We have to grieve for what we are letting go of.
Change is an opportunity for self-motivation and innovation.
We can identify strategies for accepting and implementing our changes
How does change impact organisations and its people?
When applying change to an organisation, a quote from William Bridges springs to mind: ‘It isn’t the change that do you in. It’s the transition’
Let’s look at a really simple example to explain change to an organisation: Change is a new mobile phone (say from basic phone to a smartphone). Transition is learning how to use it.
With the new smartphone, you will be excited by the newness, the style, things you can do, the apps and pictures as well as the productivity.
However you are also a little anxious and uncertain – what if you don’t know how to use it properly? What if all your contacts are not there? What if I download the wrong app?
It is about addressing how that change will affect you. When applying change at an organisation, like the new mobile phone example, it is about covering all bases and knowing whatever the change you put in place, you will need a transition period to ensure maximum results.
Three phases of the change
There are three phases, which was established by William Bridges who believes, that changes isn’t necessarily the problem; the change is the situation. People have difficulty with the transition.
The transition isn’t optional and we must all go through the three stages to accommodate ourselves to any change:
All change begins with an ending. This first phase of change transition begins when people identify what they are losing something and then to learn how to manage these losses. They determine what is over and being left behind, and what they will keep. These may include relationships, processes, team members or locations.
What do you need let go of? What will you be keeping?
This is a time to complete endings and begin new patterns. The second step comes after letting go: the neutral zone. People go through an in-between time when the old is gone but the new isn’t fully operational. It is a time to support others. It is the very core of the change transition process. This is the time between the old reality and sense of identity and the new one. People are creating new processes and learning what the new roles will be, but it’s in a state of change and doesn’t feel comfortable yet. To perhaps plant the seed for the new beginning.
What new habits or processes are you putting into place?
It has been said that organisations think about beginnings long before people do. There is often conflict between the companies motivation and the critical mass/ people to make it happen, so it is essential to get people involved, especially those who are leaders and can of course influence. At this stage, Beginnings involve new understandings, new values and attitudes. Beginnings are marked by a release of energy in a new direction – they are an expression of a fresh identity. Well-managed transition allows people to establish in new roles with an understanding of their purpose, the part they play, and how to contribute and participate most effectively. They are reoriented and renewed.
How is your new beginning better than before?
Let’s look at the Change curve model
The Kubler-Ross Change Curve, something you have probably seen before. It is used across businesses globally showing the 5 stages of emotional response to change, which are denial, anger, bargaining, depression and acceptance. This model was introduced by Elisabeth Kubler-Ross in a book called ‘Death and Dying’ – After publication the model was widely accepted and it was found that it was valid in a majority of cases and situations relating to change.
In the times we live in right now this change curve seems more than applicable. The entire world are on it and at different points on any given day.
Here is an example of how we are all currently going through the change curve:
Shock – “OMG, Are we really living through a global pandemic??”
Denial – “We will back in the office in no-time”
Frustration – “I am so over lockdowns. I want to go back into work. I want to go out and socialise.”
Depression – “I’m so upset, I just want to be back at work, I am so stressed there is so much to do and my company have invoked a recruitment freeze, so I can’t get support for my team.”
Experiment – “Working from home is still happening for the foreseeable future, let’s think about what’s not working and try out new approaches. Instead of working on the sofa, I will buy a desk and set up a mini office in my spare room.”
Decision – “With my new desk and attitude, I got a lot more done today!”
Integration – “After lockdown I may now even ask to work from home more often!”
Does any of this resonate with you? Where are you in the change curve?
Did you know that you could be on one change curve or several. Here are the most common changes we are experiencing:
Feelings of shock, denial, and frustration are all natural responses as we seek to resist change. This is normal since change means loss. But as we begin to acknowledge what we have lost and begin to feel sadness or depression about it we are then moving closer to acceptance.
Well that is up to you. If you are going through change now or the next time you go through change both personally and professionally, here is an exercise that you can use to help understand where you are and support yourself on the journey:
Write out your change “problem” statement.
Draw your curve(s) and ask yourself , where am I on the curve right now?
Ask yourself, the 5 whys around your feelings (there is no wrong answer).
Next, think about support: who can I talk to about where I am on it?
When you are ready, start to put steps in place to help you move along your change curve.
For time and the world do not stand still. Change is the law of life. And those who look only to the past or the present are certain to miss the future. – JFK
Did you enjoy this article? Would you like to have a virtual coffee? – click here
Starting Monday 1st March 2021 – I am hosting a Coaching Series via Instagram. This will be a 6 week series occuring every Monday from March 1st at 08:30am GMT
⌚️Duration: up to 30minutes
Agenda: 🍍Monday 1st March: Being true to yourself 🍍Monday 8th March: Fear of Failure 🍍Monday 15th March: Building Resilience 🍍Monday 22nd March: Personal Branding 🍍Monday 29th March: Getting unstuck (in this current climate) 🍍Monday 5th April: Self-Management and Sustainability
📲Requirements: Instagram account or access to an Instagram.
Have you ever wondered what coaching is all about?
The demand for coaching has grown in recent years and continues to do so. To start with, I want to ask you a question – What is your understanding of coaching?
The ICF defines coaching as ‘partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.’
Thus, coaching is a conversation, or a series of conversations, that one person has with another. What makes the conversation different is the impact the conversation has on the person being coached. An effective coaching conversation challenges, guides and encourages someone’s understanding, learning, behaviour and progression.
Working collaboratively at the same pace.
Conversations with purpose.⠀
Breaking new ground which can be challenging yet encourages a deeper conversation (& outcome). ⠀⠀⠀⠀⠀⠀⠀⠀⠀
Change the way you think (e.g. remove limiting beliefs that could be holding you back). ⠀⠀⠀⠀⠀⠀⠀⠀⠀
Coaching is not: Mentoring, Counselling, Training, Management and Consulting. These are very different things.
“Problems cannot be solved by the same level of thinking that created them.”
These words can hold some importance, especially for those of us who currently feel a bit stuck, need a new approach, a change in direction, find a purpose, or are not getting the results they want. When faced with such situations, working with a coach can help clients make significant changes in their life, and start to achieve the results they desire.
Coaches are great in identifying when a client can be shying away from the wider picture and pointing out (with the client’s permission) any limiting beliefs that may be keeping them back from achieving what they want. A good coach will push individuals to the limits and will help them grow and get what they really want out of their life as a whole.
As an individual, you may work really hard in your life, however at some point we all hit certain walls and have blind spots. A good coach can help you recognise and address them.
Unfortunately, the coaching industry is not as regulated as other “helping” professions such as, therapy and NHS Mental Health related support. Many people call themselves coaches but they have no idea what coaching is and some have never been trained by a credentialed coach and course. This can be problematic, as due to the lack of such regulation, the quality of coaches will vary as well as give the coaching profession a bad name and reputation.
So, when looking for a coach, be prepared to interview a number of professionals, review their background and experience, and check out their qualifications. A good starting point is to identify whether the coach has been accredited by the International Coaching Federation (ICF). Don’t be shy in asking for testimonials, reviewing their LinkedIn pages and checking out other social media profiles like Instagram, Facebook and Twitter. You can also ask to see proof of insurance and even look them up on Companies House.
While the coach is not your colleague, friend or mentor, they will support and help you to succeed and reach your desired goal. The right coach will hold you accountable and challenge you in ways that may feel uncomfortable at times. However, with their support you can grow, learn and succeed. An experience coach will never tell you what to do or even offer advice. Instead, the role of the coach will help you identify your options and come up with the best choices based on the goals you want to achieve.
Coaching is about using the right type of questions. Questions hold the power to cause us to think, create answers from ourselves, that we believe in and act on our ideas. Asking questions moves us beyond passive acceptance of what others say and do. Questions honour you as a person and communicate your values as an equal.
It is important to note, that coaching is confidential, safe and is proven to work.
I will end this piece, with how I started. By asking you a question – (and now you know about coaching…) What would you do, if you knew you couldn’t fail? What would you try to achieve?
Would you like to find our more about coaching? Maybe a little bit about me? Or perhaps you are just intrigued. You can schedule a virtual coffee with me or visit my website www.lucygrimwade.com
At the start of 2020, you probably stepped into the year bright eyed and bushy tailed. You had planned to upskill and take time off to do a face-to-face course. You had strategically thought about your career and prepared to apply for a promotion, that next level in your job and career. Or maybe, you had decided to switch careers, as scary as it might have been.
But your course was cancelled. The next level job role was made redundant and it was just safer to stay put than to jump ship.
Your 2020 plans to work on your career was stifled, locked down, then tiered… then locked down again.
Frustrated, you gave up and continued to the ride the wave of the disaster movie of 2020. But where did that get you?
Does the above resonate with you? If you are nodding your head in agreement, then read on to find out how you can work on your career during zombie apocalyptic times.
Continue reading this piece on LinkedIn – Every month I write a new article covering a number of topics, so don’t miss it!
I am talking about the ‘urgh ‘😖 as you roll over to turn off your alarm. The lack of motivation, something I like to call the ‘can’t evens’ 😞 and, perhaps worst of all, the ‘I hate my job’ is turning into ‘FMLs’ and ‘I hate my life’
… and, did I mention, it is Wednesday?
In fact, you have the MONDAY MORNING DREAD daily, Monday to Friday and then the Sunday BLUES!
The truth is, you spend most of your life working. So, don’t you deserve to be in a career that fulfils your values, abilities and aspirations? Have a mindset that propels you, instead of hinders you?
Now for some harsh truths – being unhappy, unfulfilled and underpaid in your career will over time manifest itself into something pretty ugly. It will start to impact other aspects of your life, from your relationships to your mental wellbeing to the ability to step up in other areas, such as travel and buying a house.
I get it. You bury your head in the sand and hope for the best. But where does that get you?
In this article I take you through the areas that you can explore to pull yourself out of the CAREER SLUMP, so you can propel yourself forward – turning the CAREER SLUMP into a CAREER SLAY! (Well it is December after all…)
Overcome the career slump
We’ve identified what a career slump is – it’s that lack of motivation, struggling to get up in the morning and having that constant nagging feeling that something isn’t quite right. You feel down in the dumps and stuck in the mud.
So how can you overcome the slump?
Time to do some self-reflection
Start by thinking about your current situation – but first take yourself away to a neutral place with no distractions. I’m thinking a Coffee Shop, your bedroom or even your garden. Grab yourself a pen & paper and answer the following questions:
What aspects of my job do I enjoy?
What aspects of my role, do I just HATE? (Be honest)
What needs to change?
Who can help me?
How could I approach this with my manager?
Is there a specific individual that is causing me issues?
How do I actually feel about the job?
Am I happy with my benefit package?
Do I feel fulfilled?
How did you feel in other job roles?
It may take you a few days to answer the above, so don’t be put off. Similar to when you journal – let the first words that come to you, flow onto the page. And if you can, once you have gone through the questions, ask a friend or a relative to hear what you have to say – talking about your thoughts and feelings will help clarify the current situation.
Tip: Do you see any themes? Is there something missing? Is there something you can do?
What do you value?
Your values are the things that you believe are important. Both with your personal and professional life. They ideally should determine your priorities and they also act as a good measure to help understand where your life is going. As an insight, when the things that you do and the way you behave matches your values, life is usually great, meaning you’re satisfied and happy. But when these don’t align with your personal values, that’s when things just don’t feel right and you may feel dissatisfied and unhappy.
To find your values start by answering the below questions:
Think about a time when something bothered you. What was it exactly? And Why?
Think about a time when you have been fulfilled and happy. What was the situation? How did you feel?
Think about a time when you have been proud. When was it? What feedback did you receive?
Now start to pull out value words or find value words from answers. (Theses could be: compassion, community, family and independence, see the table below) You ideally should find around 8 to hit the sweet spot.
A little something extra to consider: How do your values match up with your managers? Or even organisation? Do they align?
What’s your personality type?
Something else I like to explore with clients, is looking at personality types. Now it is important to not get too hung up on the results however it can be interesting to explore and establish…
I like to use 16 PERSONALITIES The Myers Briggs test consists of 16 possible personality types, and even lists the career you’re suited for based on your type. It is free. It is informative. And results will give you options to do a little deep dive further, if you so wish to.
Fun fact: The 16 personality types were created by Isabel Myers and Katharine Briggs, developers of the MBTI® assessment. Myers and Briggs created their personality typology to help people discover their own strengths and gain a better understanding of how people are different.
If you are manager of a team or even just work as part of a close collaborative workforce – this will be a great team exercise – as you will be able to understand all your different personality types, how you all like to work and what strengths are in the team.
So how will all this, help you to overcome the career slump?
Doing the exercises above, is a great place to establish who are, how you feel and what you value.
Perhaps you have uncovered that you actually really love your job, the company culture and actually you just need something more challenging. So the action here, well is simple – schedule a 1:1 with your manager and let them know. If this is the case, make sure you go to your boss with an idea of what you could do and how you would approach it.
Maybe you figured out, you are feeling undervalued. You work so hard but there is no recognition. My question to you is, WHAT DOES RECOGNITION MEAN TO YOU? It isn’t always money or time off – it could be a simple ‘well done.’ Once you have figured out the meaning to you, speak with your manager … Now, if you don’t get it from them – it is worth thinking where else you can get it from.
After completing the exercises, you have a ‘OMG’ moment. You realise, oh goodness, you are not in the right job/career/company…
If it is career/job – before you jump ship make sure you explore your options. Is there an opportunity for you to do a different role in your current organisation? Is there someone who can reach out to? How about someone in HR? A different team? A different manager?
If it is everything and the company… and you are not too sure on which direction to go or you might have an idea but not sure how to take it forward – then career coaching is a great option.
And you’re in luck! Because I am a Career & Mindset Coach.
The aim of Career Coaching is to help you understand what you want, the skills you need and how you can develop. As your career coach, I will support you in making these initial step as well as:
I will look and focus on the current situation and create action goals to help you move forward.
I will assess where you are and encourage and challenge you.
Together, we will define outcomes, results and accomplishments.
I will never tell you what to do, but will support you through decision making, and give you the time and space to talk about how you’re feelings and establishing your goals.
If you would like to find out more, you can visits the CAREER COACHING page and/or send me an email: firstname.lastname@example.org
From SLUMP to SLAY. I hope you have gained some inspiration from this post and found your own way forward.