Recently, my husband arrived at our nephew’s bar mitzvah before me. He settled himself at a table with his 85-year-0ld father and one of his brothers, both of whom need a little prodding to engage in prolonged conversation. Three women sat directly opposite. I think he might have panicked a little at first. I know he wished I was there.
Here’s the problem. I am very social; I like to talk and ask questions. My husband really isn’t anti-social, but he is very proper: polite, but not overly aggressive. I, on the other hand, will walk up to a stranger in a crowd (as I did one night last week and introduced myself to nearby runners at the Corporate Challenge). His decorum extends to the types of questions he’ll ask. Certain things are off limits. (”You asked them what?!” he’ll say, aghast, when I mention how much a neighbor paid for a newly installed patio.) Consequently, it’s usually up to me to get the conversation going. Otherwise, we don’t get much further than first names.
“I was you,” he proudly said to me later. “I asked their names, found out where they lived, where they worked, and how they knew (our sister-in-law).”
And he did more: he shared. He told them where I was, why I was late, all about our children; so that when I sat down, to my surprise (and some disappointment, as I also enjoy storytelling and, ahem, being the center of attention), they already knew me.
Such sharing of experience, background and knowledge is also a critical skill at work. Employees that are willing to open up and socialize in the office tend to gather information that helps them do their jobs better. Organizations that make collaboration easy either through technology or culture can turn the wisdom of crowds into competitive advantage.
At Dow Jones, two of my colleagues – Daniela Barbosa and Greg Merkle - collaborated with social media pioneers, Robert Scoble and Shel Israel on an ebook about social networking and collaboration in the enterprise. The Conversational Corporation looks at the impact of social media and Gen O (the online generation, also known as digital natives) on corporate social networking programs. It also offers some tips for developing a more conversational corporation.
So, how social is your organization? Does it make collaboration easy? Are employees banned from FaceBook and Twitter (this will change; remember when companies banned employees from the Internet? Medieval times, they were). Does your organization encourage conversations via social media tools both inside and outside the organization?
Here’s my favorite anecdote from the ebook:
There is yet another reason that we feel Gen O is the killer app for social media adoption. Companies that do not embrace social media will be hard-pressed to attract the best and brightest new employees. Ethan Bodnar, a Cornell-bound high school junior and an Eagle Scout, was interviewed by Shel for the SAP survey. Shel asked him if he would ever work for an employer who prohibits blogging.
“Why would I work for company that doesn’t trust me enough to let me talk about my job?” Bodnar asked. Shel had no answer.
For those of us in PR, the answer to the last is tricky. Our CEOs are definitely jittery, wondering where in the socialsphere the next reputational disaster will hit. And who wouldn’t be? How many kids are out there with a Flip camera, a wicked sense of humor, and a limited appreciation for the potential consequences of their actions? Yeah. No wonder the PR profession is holding steady in these economic times.
My PR friends have been telling me that they need to monitor everything – mainstream media, blogs, boards, Twitter, FaceBook, digg, YouTube, and on and on. Listening strategically is what will help us pinpoint the next brand disruption. Engaging regularly in conversation both internally and externally is what will help us avoid the risk. But it’s on us – the PR team – to make sure the external conversation is distilled and delivered inside to key executives as well. That’s how reputational disaster is avoided.
Speaking of internal conversations, I have good news: Earlier this month, the PRSA NJ Chapter recognized my ebook, “Talk to Me: 10 Tips for Translating PR Results into the Language of Business,” with a Pyramid award. Thanks so much to the chapter for this. The ebook is based on my research as a grad student at Syracuse’s Newhouse School. With so many disruptive technologies and behaviors challenging our profession – not to mention the economic crisis and some profound changes in journalism – I think it’s more relevant today than when I completed the study three years ago.
So, now I’m interested to see if my husband’s newly found disruptive behavior will continue. I plan to test him out this weekend at Trenton’s Art All Night.

May 20, 2009
Reinventing Brand You
A few years ago, feeling warmed by the home-baked gingerbread house ambiance of our local elementary school, I told the principal that I wished I too could work there. Pause. A couple of beats. “If only I liked kids.”
It’s not the last alternative career considered and destroyed in a moment. I’m fascinated by medical science and would jump at the chance to solve medical mysteries as a doctor. Except for those body parts and fluids. Also, I’m not the nurturing type (just ask my kids!).
Currently, novelist is at the top of my alt career list. Second is managing my own small business. Coffee shop? Running store? Hmmm.
Everyone has an alternative career list, yet our collective fortune up until now hasn’t really forced us to seriously consider it. But there are now laid-off investment bankers becoming math teachers, and reporters becoming nurses - people are reinventing themselves.
And I find I’m having conversations a lot more frequently about what people can do in this environment. Not just to keep their current job, but steps they can take to stand out, be different, create their own brand. And this reminds me of a story I read in Fast Company 12 years ago (don’t ask me why – with my notoriously bad memory – but a few things do just stick with me, including useless movie trivia).
The Brand Called You is still relevant today – maybe more so. The current work environment is more competitive and more cutthroat than ever. Think management knows what distinctive qualities make you invaluable? Can you articulate the link between what you do and the bottom line? If you can, you’ve got to say so loudly and frequently. Like that frankly frightening eTrade baby. You need a brand.
Your career isn’t unlike trying to cross a wide, rushing stream. You’ve got to choose the right stepping stones, withstand the force of the water, and keep an eye out for slippery moss.
Here are three ways to develop Brand You and survive the downturn.
1) Cross train. It doesn’t matter if you’re just out of college or have 30 years on the job. Look for ways to improve your current game with continuous learning. But also shake things up. Every now and then, try another sport. If you’ve always been in product development, take a chance to learn another part of the business. Move to sales.
2) Get a crystal ball. You should always have a six-month line of sight into your organization’s future. And yes, it is possible to develop highly plausible scenarios based on information available today. Review sales, OI and economic trend data. Know your organization’s goals and strategy for achieving them. Find the insiders and ask questions. Then, put yourself in management’s shoes and be honest: will they need your group six months from now if revenues continue to decline? Which areas are they investing in? Do you have skills that would be valuable to these areas?
5) Then…Reinvent yourself. My favorite piece of advice. You – Brand You – stands for a distinctive combination of core qualities, skills and personality. Knowing your essential value prop and your strengths will also help you recognize when they can be rescrambled into something new.
I’ve always joked that I’m only good at one thing: writing. But I’ve cross-trained over the years, picking up business development, research, crisis management, public relations, and marketing skills along the way. And, I’ve been pretty adept at sizing up the stepping stones and recognizing that the seemingly logical path might leave me stranded in the middle of the stream – or worse, knock me downstream.
Reinvention doesn’t mean swapping one set of responsibilities for an entirely new set. It means recognizing that you have multiple strengths that can open up a range of vastly different career choices. When I came out of college, I thought writing was the only way I would ever make a living. But, today, I know that I can easily package up my math, critical thinking, and leadership skills and trade my PR job for a marketing one. Or as owner of my new coffee shop.
Latte, anyone?
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Tags: branding