Do you know your employer’s or customer’s wants, needs, expectations, and requirements like the back of your hand? What resources does your employer or customer need to get where it wants to go? Are customer expectations clearly spelled out? Are internal requirements based on customer expectations? Has a new employer-worker model been developed? Are there …
Many companies regularly ask workers to conduct a gap analysis of their skills in relationship to business needs. Brand U’s are then expected to develop skills that will satisfy these organizational needs. Or expressed another way, Brand U’s are expected to look out for #1. Brand U’s reassess their core proficiencies periodically just like any …
What does it take to be employable over the long term? We know it’s important to develop marketable skills, which can be learned. What’s becoming increasingly important is what I call Brand U survival skills and attitudes, those that last for a lifetime. These personal life and work attitudes may be a sense of humor, …
Through self-development, Brand U’s are encouraged to enhance their skills, knowledge, and capabilities. A company can tell us what needs to be done to meet its strategic goals but we as Brand U’s are ultimately responsible for ensuring we have the skills to do our jobs. We often have resources, broad direction, networks, and even …
Brand U self-development replaces corporate career management or guaranteed employment. Traditionally companies told us what’s necessary to perform a task or job satisfactorily. The company then provided resources, training, and incentives to ensure the task was performed according to company policies, procedures, and expectations. This has now changed as more companies move towards a system …
Is the Brand U a passing fad? Probably not! More companies want this top-down and bottom-up competency alignment to ensure everyone is rowing in the same direction and synergizing knowledge. The result is that more Brand Us, either as core employees or project contractors, will be hired, promoted, evaluated, trained, and rewarded based on our …
If there’s no job security, what can organizations do to secure Brand U ideas and inspiration? One way to become the ‘employer of choice’ is to establish a culture and quality of work life that embraces diversity, nurtures our talents, allows Brand U’s to develop new skills, and promotes work/life balance. Companies are more aware …
10 % of what we read 20% of what we hear 30% of what we see 50% of what we see and hear 70% of what we say 90% of what we do and say
Have a business model Know your market and customer Have a clear long-term vision Be able to change the vision at a moment’s notice
Lifelong learning has become a reality for all Brand U’s. A recent study at Washington State University concluded that regardless of age, income, race, and ethnicity, the great majority of us want to continue our education and training throughout our lives. Eighty-one percent of the Brand U’s believed that additional training is critical for their …