How Are You Branding Yourself Today?

How many of you receive mails from job consultants seeking these inputs?

• Your current Salary
• Expected Salary
• Joining Period if selected
• Have you applied before directly or through any consultant?
• Are you a permanent employee?
• Are you open to relocate?
• What is your current location?
• How many years do you have in

1. Leadership Role
2. Team Management
3. Project Management
4. Stakeholders Management
5. Client relationship Management

And the laundry list can be longer. There was time I used to think, these questions in my inbox reflect interest in my profile for an opening, possibly. Now I just delete such mails whispering to myself – What audacity! What a pathetic way to build database? How immature!

• It is perfectly okay that you do not have time to read my online profile
• It is not okay that you demand sensitive information, just like that.
• How can one trust your credibility to fill positions, if you lack basic ability to draft a decent introductory mail?

Content impacts your branding

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CEO,  Ventures

Over a year back, when a young job consultant spoke at a stretch and ended saying “Since you are not associated full time with any corporate now, I suggest you take this opportunity for whatever you are getting” I smiled and said politely “I will keep that in mind”. What I wanted (trade time, skills, both or neither) was not her scope to know, what she wanted was all that mattered.

• When you treat profiles like products to push and fill roles, you most often forget the resource here has a mind of their own.
• Your choice of words and under researched ways speaks volumes about your desperateness to meet targets than do justice to employers and aspirants.

Communication impacts your branding

There are a few people I know who are running their own firms for almost five years and yet their social/ professional profiles highlight their former roles with big corporate names.

• Which entity do you think needs to be branded now – the firm you worked for a decade or the firm you created and associated with now?
• How do you want people to remember you – for what you did in the capacity of former president or for the service you provide now and what you represent today?

Company impacts your branding

The young consultant and many others like her are yet to know large corporation is good platform to test and develop skills for a few years. The Future of Work is to trade your niche skills to multiple buyers across geography from the comfort of your home, without trading your time. Are you branding yourself today to suit/ meet that future?

To know more about Future of Work, click here

Based on BECKON Framework, the evaluation and learning road map are first to support your outcomes (income stream) and then assist you to transfer that to others, if you want to scale and build an enterprise or brand as an independent BECKON coach

Beyond Testimonials and Training Feedback Scores

There is a myth around testimonials and training feedback scores.They are almost always positive.

As a facilitator, if one conducts a program keeping this as their end result that they should gather positive feedback scores and great testimonials, the training structure will obviously meet just that - content designed for a charged full on session.

The participants just love  the training program, the audios, videos, role plays, the trainer's hair cut, his blazer, his attitude which makes training day so different from other college or corporate days and they love all of it. The trainer scores a five out of five and the program something close. 'The training was a great learning experience.' The reports show all the right figures - great attendance, great scores,  great testimonials.

Thought experiment is a powerful technique in presentations - So here, let us imagine another consultant meets the same audience a year later to carry forward the learning experience minus the fancy stuff this time. "So what was your key learning last time?" he asks to set expectations that his program revolves around assignments, will measure learning and quantify results.  This consultant can even disengage a participant from a workshop on the grounds that he remembers nothing from the last training session,  zero interest in learning derived from assessments and can be absorbed only in future workshops provided he has an outcome to achieve. If a resource does not have any clarity on what changes he wants in his behavior or what goals he intends to achieve,  there can be no training agenda for such a participant.

For individuals BECKON Program is spread across two days with a gap of 10 business days to cover and capture personality traits and then align appropriate training. The preliminary tests and questionnaire will reveal if the participant is an introvert or an extrovert, visual,  auditory or kinesthetic learner, individual or group learner, self aware or self absorbed, retarded skill wise or will wise, left or right brained,  logical, analytic or creative and to enable him to reach his true potential,  is it training or coaching,  mentoring or motivating that is required?

BECKON Consultants do not measure their success based on how many attended the program,  how many clients,  how many great feedback scores,  how many testimonials,  how many recommendations or how many references. The only measure of our success is how many achieved their desired outcomes following BECKON model - The outcome can literally be anything - Weight loss or cracking in GMAT, a promotion or performance,  a placement or an enterpreneurial effort,  a certification or learning a new language or just finding yourself back like you were before. BECKON establishes that will to leverage your inherent and acquired skills.

BECKON is the way to lead you to your outcome. Your success is BECKON's testimonial and those who are positively impacted by your success is BECKON's true feedback scores.

To know more details please contact advocating.outcomes@gmail.com