Attached article Tino Fernández on personal branding published in Expansion and Employment, with the collaboration of Guillem Recolons
Many companies are wary of key professionals who reach higher prominence of corporate identity. Difficult fight it.
They are outstanding ambassadors of companies, their brands and their products. But his strong communication skills, the amount of fans who drag and reaching prominence, driven by social and professional networks, Scares more than one company.
Eva Levy, socia founder of Eva Levy & Partners, He speaks of talented employees who are excellent communicators. This is key professionals who have understood the power of social networks by marketing your personal brand while driving their signatures, creating real economic value and establishing relationships with customers, the media, analysts and shareholders.
Monica Deza, managing partner of W&M Consulting Group, adds that these key employees take advantage and circumstances of a new economic paradigm: “More and more freelance in what is known as the gigeconomy, small work environment. It is well-trained professionals, with good management of your personal brand and leveraging talent outside organizations, with great potential to develop their own career”. Teach people where the key is the sum of your personal brand with the company is an undoubted benefit to the company itself.
Dan Schawbel, Managing Partner of Millennial Branding and author of the bestseller Me 2.0, It ensures that the recession mean it is not enough to be good at the job itself. “The economic scenario requires everyone to be an expert in your field. Increasingly, you need to be creative to distinguish themselves from others. Your people are your brand -talento is the same as brand-, and a company must decide whether to finally allow their employees this type of evangelization. The advantage of doing this is to have a much more powerful voice, with a more consistent for customers and employees feel empowered and more productive message. If companies do not see their staff as ambassadors for their own brand risk losing them to other companies”.
Guillem Recolons, founder Lateral Consulting, explain what “organizations are realizing that it is increasingly difficult to curb the fact that talented people develop a strong identity. It is better to support them, because ultimately they are in favor of the Corporation, provided that such personal brand is linked to it. Must make way to develop that personal brand, to talk about her in the company, because it is a means of communication with more strength and credibility that corporate messages. And it should be linked to positive values of the firm”.
Stop or restrain
Eva Levy agrees that “If you do not have no differences and the best is not possible to survive in such a competitive market. Today there is a need to distinguish companies, and this is more common for people who for products. So far the organizations gave little importance to these professionals”.
Levy warns that, evidently, that visibility may imply that headhunters and other companies can bid on these brightest professionals. The question is how to retain talent, and this implies more a symbiosis that offer more money. Finding the best has to be constant.
Monica Deza says “Companies are made by people. Many companies are in the process of stopping talent, instead of holding it. Efforts should be that people do not go, investing in it”. In this regard Andrés Pérez Ortega, personal branding expert, He states that one of the keys is “grasp that 1% of professionals who really want to develop this type of activity, using as a marketing tool that minority that is willing to stand. HR directors must pass personal brand managers”.
Meanwhile believes Dan Schawbel “to recruit every professional must be sure that there is a vision and a common mission, and brand attributes. If you do not hire talent that can be integrated into the corporate culture, This can leave the organization in a short time and ruin the corporate environment”.
The idea is that, once it captures the right employees, it is necessary to train them in all that relates to the agenda of the company and allow the use of social media to build your brand and support the mission of your company.
Schawbel believes that “personal branding becomes selfish and try to be more important than the company itself when the person and organization are not in tune. That's when the employee tends to leave the organization, create your own or to work for another company which itself is aligned with its main interests”.
Guillem Recolons It also refers to the fear that show numerous firms about the possibility of developing personal brands. “In this case adversely they affect people who are not happy in your company. Create your personal brand to say 'Here I am!’; It is an alternative way out of the company. Ideally, organizations know what employees can expect, and they know that companies have them”.
Andrés Pérez recalled that “many companies are afraid of the information coming out, that the perception we have from the outside is not that controls the communication department. The image offered by the company which is not desired to be taken. It is an absurd fear of losing control, because you can not hide or try to control, but make the most of the ability to communicate and promote visibility tools”.
- Personal Brand Diagnostics 2: Internal Feedback D.I.S.C. - 21 February, 2020
- Edelman Trust 2020: Trust is built on ethics and competence - 15 February, 2020
- Personal Brand Diagnostics 1: External feedback - 9 February, 2020