Branding is more than a logo and image or even a recognized name. It’s a person’s collective experience with a company’s product or service. A brand is a person’s overall perception of a company or product built over time.
branding advertising brand-building
Here are four things you should keep in mind as you build your company’s brand:
1) Own the “Significant Thing”: Dole tried to be all things to all people spend your time focusing on a single clear message. Mercedes-Benz owns “ Engineering “ in the car industry because it’s focused on that singular message for decades.
2) Consistency is key: consistent presentation will ensure that your customers recognize you. Be consistent in the use of logos, taglines, visual elements, tone, and ad copy. Coca-Cola is one of the most recognized brands in the world because it hasn’t changed in decades.
3) Make your message relevant: know your audience, know what they care about and how to speak to them. Make sure what you sell is what they need. Remember the conversation should always be about your audience, not you.
4) Use a strong offer to motivate: you want your audience to remember you and you want its members to buy from you. You need to move them to action.
A strong offer should give them a reason to buy. Make the offer clear and appropriate for your brand.
Every time a customer comes in contact with your brand, they will have either a positive or a negative experience. Those experiences will add to their perception of your brand.
Those experiences are recalled later when it’s time to make a purchasing decision.
How do you want your brand to be remembered when the time comes for a prospect to buy? You need to start building that positive perception today and do whatever is necessary to maintain it.
Good luck.
The leader of APEC setting the tone for the 2013 CEO summit with his opening speech.
Leadership is both a research area and a practical skill encompassing the ability of an individual or organization to “lead” or guide other individuals, teams, or entire organizations.
Specialist literature debates various viewpoints, contrasting Eastern and Western approaches to leadership, and also (within the West) the United States versus European approaches.
U.S. academic environments define leadership as “a process of social influence in which a person can enlist the aid and support of others in the accomplishment of a common task”.
What are the 5 characteristics of a good leader?
What are the 11 leadership traits?
What is the difference between leader and leadership?
Martial Arts Martial arts are codified systems and traditions of combat practiced for a number of reasons such as self-defense; military and law enforcement applications; competition; physical, mental and spiritual development; and entertainment or the preservation of a nation’s intangible cultural heritage
Components of Physical fitness
Obesity is a medical condition in which excess body fat has accumulated to an extent that it may have a negative effect on health.
People are generally considered obese when their body mass index (BMI), a measurement obtained by dividing a person’s weight by the square of the person’s height, is over 30 kg/m ; the range 25–30 kg/m is defined as overweight.
Some East Asian countries use lower values. Obesity increases the likelihood of various diseases and conditions, particularly cardiovascular diseases, type 2 …
Widekia —
Exercise controls weight. Exercise can help prevent excess weight gain or help maintain weight …
Exercise combats health conditions and diseases. Worried about heart disease? Hoping to prevent …
Exercise improves mood. Need an emotional lift? Or need to blow off some steam after a stressful …
Exercise boosts energy. Winded by grocery shopping or household chores? Regular physical …
Of late, the topic of succession planning has sparked much concern. However, it seems few organizations have heeded the warning.
According to a Human Resource Planning Society and Hewitt Associates study, fewer than 60% of companies have a succession plan in place.
Learn some of the top myths and tips for creating a succession plan for your organization.
succession planning, talent management, human resources, hr, behavioral assessment, behavioral evaluation, personality assessment, personality evaluation, small business, family-owned business
Of late, the topic of succession planning has sparked much concern. However, it seems few organizations have heeded the warning.
According to a Human Resource Planning Society and Hewitt Associates study, fewer than 60% of companies have a succession plan in place.
Below are some of the most common myths about succession planning.
Myth #1: If there are no imminent retirements, succession planning needn’t be a top priority.
According to a survey conducted by Capital H, nearly 22 percent of respondents expect to lose between 10 percent and 25 percent of their top performers to retirement within the next five years.
For successions to progress smoothly, the people chosen to fill these roles need to be prepared and adequately trained. That process takes time.
Myth #2: Succession planning is only an issue for big companies.
85 to 95 percent of all the companies in the United States today — more than 10 million – are family-owned or family-controlled. The smaller the business, the greater the impact is felt from a replaced employee.
This is especially true of any employee succession in a sales or operations leadership role, as a poor month or two can mean disaster for a small company. Small companies need to plan early and invest in the training necessary to help the new or promoted employee succeed.
For smaller companies, this may mean researching outside learning opportunities and setting aside a budget to cover them.
Myth #3: There need only be a succession plan for C-level team members.
During the recent recession, employees were often asked to broaden their lists of responsibilities. The Economic Policy Institute reports that employee productivity has increased 4.1% each year.
Manager and director-level professionals have been asked to take on more duties than ever before. As such, it is important to look at a cross-section of departments to ensure proper succession plans are in place for each division.
Myth #4: Succession planning should be handled on a case-by-case basis.
Continuity works best. Allowing each department to come up with its own unique process for succession planning, can be a troublesome and time-consuming endeavor.
Organizations, instead, should create a company-wide process that could then be used by each individual department.
Myth #5: Good talent is easy to spot.
As an employee moves up the corporate ladder, soft skills become more necessary and valuable components of success – management skills, emotional intelligence, leadership ability, and so forth.
However, these skills can be difficult to quantify. To spot and cultivate employees with these skills, an organization needs an instrument to help measure and assess talent.
According to a recent report by Pepperdine University’s Graziadio School of Business and Management, organizations like Lilly, Dow and Dell have long-used talent assessment as part of their succession planning processes.
Myth #6: Succession planning only pertains to baby boomers.
According to SHRM and CareerJournal.com’s 2005 US Job Recovery and Retention Survey, 76% of all employees are looking for a new job. This means that your top performers may be leaving sooner than you imagine.
As such, it’s important to think about succession planning – not as a one-time effort – but as an ongoing process to continually grow and develop your organization.
