Silent Brand Leadership : Leading Less & Staying Indispensible Part I
Aside from being a wife and family member, I am blessed to have several leadership roles, including running a branding company. So often I’m trying to figure out how to lead well. If I trust my gut and stay self-aware, it’s easy. If I start to analyze and agonize, it quickly becomes very hard to lead- much less to stay present.
What’s the right thing to do in any leadership opportunity situation? Should I say something? Should I stay quiet and let those I lead figure it out? Should I say just a little bit but not give away the farm? What if they don’t like me anymore once I open my mouth to lead? Worse, what if they hate me?
And on and on and on….it can get maddening if I let it.
Here’s what I’ve learned through my trials and tribulations in developing a leadership brand that works for me.
First, I’ve discovered I have to have a general goal. My goal (and I recommend it for you) is to aim to have my leadership style resonate my brand. This really means making sure that your only goal is to develop a brand culture for whatever group you are leading.
This brand culture must come from values development. How? It involves the human element- does everyone you lead have their values identified? Are they allowed and proud to own their values? Do their values seep into the organization’s brand culture?
For instance, my number one value is integrity. My number two value is to have fun and be happy.
Once I’ve set my leadership branding goal, I now have a pattern to compare all my actions as a leader. This ensures my brand values (and company brand culture) syncs up with, and consistently resonate, all my leadership actions.
In the next blog, I’ll talk about what to do from this point to ensure a strong leadership brand for you and your organization/employees.
For now ask yourself:
- What are my brand values?
- Does my leadership convey my brand values?
- Do those you lead (your employees and/or colleagues) know their brand values and “own” them well?