What are some effective ways to differentiate your personal brand from others in People Management?

Managing people is not a one-size-fits-all. Every leader has their diverse set of experience and background that influences what they can offer to a group. Leaders should assess their strengths and passions. As I am learning through my personal journey, I believe that communication and organisation skills are universal must-haves skills. Leading a volunteer based officers squad or a sports team may require higher mastery of motivational skills and differ from leading a software developer team, here requiring technical acumen and sensibility. With what I’ve learned through Toastmasters, I choose to lead others with the heart first and most importantly fun!

In the world of people management, where leadership is about connecting with and empowering individuals, personal branding plays a pivotal role. Differentiating your personal brand is not about being flashy or self-promotional; it's about authentically showcasing your unique strengths, values, and emotional intelligence. As a people manager, your personal brand should reflect your commitment to empathy, effective communication, conflict resolution, and team building—qualities that resonate with both your team and your organization. The below can be a few focus areas Cultivate a Growth Mindset Showcase Your Thought Leadership Build Strong Relationships Coach and Mentor Champion Diversity and Inclusion Lead by Example Stay True to Your Brand

1. Be “TRUELY YOURSELF” and extend the genuine YOU to your fellow colleagues. 2. Have COMPASSION in everything that you deal with. Don’t mistake me…compassion can be a big differentiator both in favourable as well as in taking hard decisions. It gives a message to people that “they are being dealt with respect and care”. 3. TRUST. You got to extend this eliment to your people. They put a different “themselves” into their work when given this feeling. 4. TRANSPARANCY in everything you do and encourage your people to reciprocate. 5. Instil the feeling of FREEDOM. They must feel responsibly free! This makes them more ownership oriented and accountable. Great leaders efficiently delegate and effectively monitor.

In my experience having a personal connection with your directs always helps. As everyone stated that one approach does not always work, as people managers we need to understand the skills and capabilities of each of our directs and help them realise their potential. I would also suggest communicating more and being transparent with your team does help. You can never ask them to do something that you will never do it yourself. Nowadays everyone is so occupied with their own work that they seem to miss what’s happening around them. It is important that as people managers we make them connect communicate and coexist to help build a better team.

Stop the nonsense about "personal branding." Brands are for companies and products, not human beings. Personalities are for people. Trends are stupid. They fade, then they die. Good people persist. Hey people, drop the brand crap, focus on you. Be good, be genuine, be nice. You ain't a brand, give it up now.

Building credibility and trust with others is critical. One way to do that is through showcasing your achievements and sharing your results, outcomes, and the impact it has had on others. I did this in my business with testimonials from when I led others. I was fortunate enough to have that documented in a way that I could not manipulate through LinkedIn Recommendations and that served as proof of how I lead. This was evidence of my ability to coach other leaders. I also had awards and success stories. Finding a way to document that is always good to have on hand. I have found people just want evidence you are who you say you are.

Don't be hesitant to highlight your successes, like fostering a more inclusive workplace, improving employee retention, or implementing effective performance evaluations. Your accomplishments demonstrate your impact as a people manager.

Showing your value proposition by delivering expert solutions. Being a Cheerleader for best practice and strict adherence legislation and rule of law.

In the realm of people management, your achievements aren't just resume-fillers; they're proof of your capability. My own track record, for example, spans leading teams in Tech and Videogame, as well as Digital Marketing, where we not only hit but exceeded key performance metrics. But don't just list achievements—quantify them. Use metrics to show how you reduced turnaround times or improved quality scores. Testimonials and awards can also be powerful. They not only validate your skills but make you more relatable as a leader. Bottom line: Your achievements are your brand's most compelling story. Make sure you're telling it well.

Always showcase achievements and I would say also showcase mistakes and failures. Mistakes don't cost companies, repeating the same mistakes do. I find it is true, that which is reported improves, and that which is reported publicly improves exponentially

The best advice I was given was to expand my network outside the company. I also would recommend that if you work for yourself your network is your "net worth". It is the gateway to more opportunities. I have always tried to stay connected to key people that I get value from and can provide value back to them. The hard part is you have to be intentional about staying connected. In a busy world, this is the part I always struggle with. I am committed to doing this better. Just remember, when building your network make sure the relationship has mutual value. Don't just focus on what they can do for you.

Network building is critical, not only for increased brand awareness, but to form a group of value-adding and similarly skilled individuals. Co-operative learning and constructively critical bounce boards provide a great playground for growing your skills. After college, I struggled with building my own network. I find a lot of value in joining Young Professional and Entrepreneurial groups in my area. Make time for these types of self investment, their return will be seen for years to come.

Connect with peers, mentors, and professionals in HR and people management. These relationships can offer guidance, support, and fresh perspectives. Trust is an important factor to consider.

In people management, a strong network isn't just a good-to-have; it's a must. Networking goes beyond adding contacts on LinkedIn; it's about building relationships with professionals, influencers, and peers who share your interests and values. I've taken my networking game to platforms like Localization Lunch events and GlobalSaké, where I regularly speak to like-minded professionals. I even founded an Employee Resource Group (ERG) to foster a community of peers. The goal is to not just expand your visibility but to find common ground that enhances your reputation and reach in your specific field.

Continuously invest in enhancing your skills, whether it's through courses, workshops, or on-the-job experiences. Effective people management requires adaptability and ongoing learning. A people manager can also learn a lot by observing things around them.

No matter the field, and people management is no exception, you should always be continuing to develop your skills and expertise. There are always new tools to learn or new approaches and philosophies that can enhance your already vast expertise. I think learning about just about anything can add to managing teams and individuals. You never know what random field or hobby will help you to establish a great connection/rapport.

Skill development is crucial for standing out in people management. For me, this involves a commitment to continuous learning that keeps me ahead of industry trends and adaptable to evolving needs (did somebody say 'AI'?). It's not just about accumulating knowledge; it's about actionable insights that have a real-world impact. I routinely seek feedback, invest in coaching, and engage in mentoring programs to sharpen my skills. This approach ensures that I not only remain relevant but also continue to lead in areas like Localization and i18n, even as the landscape changes.

To be an effective leader you must continue to invest in yourself. Things are rapidly changing and you want to stay on top of industry trends, technology, people strategies and ways to help your team be more effective. I have always made sure I carve out time regularly for my own skill development, seeking feedback from my teams, receiving coaching and being mentored to help me navigate situations. We can all benefit from learning from others. I have also learned a lot from the people I have led. People love it when you are genuinely curious about what they can teach you. This is an incredible way to win others over.

Sharing your insight is so valuable when building your brand. I have tried to do this in many ways. I have contributed to blogs, done podcasts, spoken on panels, and done virtual and in-person events with a keynote and/or breakout. I have written an article on LinkedIn. Shared posts on LinkedIn and other social platforms. I have done videos. All of this contributes to building a brand and sharing your insights. Be intentional and consistent.

Offer your thoughts and experiences with your team and colleagues. Sharing best practices or lessons learned can inspire positive changes and encourage growth within your organization. Sharing insights is important part of the journey.

The key to personal branding is to define upfront what you want it to be - think about 3-5 keywords that you'd like people to think about when they hear your name. Once you know this, make sure that you find ways to demonstrate them. For instance, if you want people to know you are highly analytical, share your analysis of data around. Or if you want to be known as a thoughtful leader, share your insights into how to deal with a tricky situation.

Share your story, what has helped you succeed in reaching this point professionally? This highlights the unique lens and insights that you bring to the table. No one can replicate you.

Being an authentic leader is vital to success for a team. It will increase employee engagement and productivity. Employees need to believe in their leadership team. Authenticity creates a positive work environment by modeling transparency. It's the foundation of good leadership.

Being authentic isn't just about being honest. It's about aligning your actions with your core values, purpose, and beliefs as a leader. When we are true to ourselves, we create a genuine connection with our teams, stakeholders, and network. Authenticity builds trust, enhances engagement, showcases unique identity, and empowers others

It's a mutual trust that drives the team. As a people manager u need to believe your team, give them opportunity to attempt. They approach you inspite of the failures, then you are already a personal created for your people, customers nd stake holders

Yes, authenticity is key, and this should be an essential ingredient when defining your personal brand. As the name says, it must be personal, i.e. it needs to link directly to you as an individual and to what's truly important to you as a person. Never try to create a brand that doesn't suit you truly as otherwise it will come across as fake.

In the competitive field of people management, particularly within the Localization and i18n sectors, being authentic has been a cornerstone of my personal brand. I've always aimed to stay true to my values and mission, which has helped me build strong relationships with stakeholders, vendors, and my teams across projects worth millions in operating expenses. I openly express my opinions and share experiences that shape my unique identity. Whether I transitioned linguistic teams to become high-performing units, or mentored new managers to connect with peers, my authenticity has always led the way. It's about being a leader people can believe in.

Managing people is more of knowledge based than leadership based. If you want to start out doing the following: 1. Amass as much knowledge there is about management as possible and be willing to learn, unlearn and relearn 2. Harness your leadership skills by continuously seeking to add on your soft skills 3. Find good mentors around you, people that you admire to help guide you on you leadership journey, after all nothing is new under the sun, whatever you want to do or become, someone else has been or has done.

Be intentional. Most leaders, employees, team members, etc. have no idea what personal brand is or what their's happens to be. By just being intentional in carving out what you want your brand to be, reinforcing it and reassessing it as you go along, will put you far ahead of others in the workplace.

Effective leaders understand that each team member is unique, with their own strengths, weaknesses, and aspirations. To differentiate your personal brand, take the time to genuinely know your team members, their career goals, and their individual needs. Tailor your management style to cater to their specific requirements, whether it involves mentoring, coaching, or providing opportunities for skill enhancement. By doing so, you demonstrate a genuine commitment to their success, fostering loyalty and trust.

Differentiate your People Management brand: Specialize: Become an expert. Learn Continuously: Stay updated and certified. Innovate: Introduce HR innovations. Thought Leader: Share insights. Network: Build a strong professional network. Tech-Driven: Use HR tech and data. Employee Dev: Focus on team growth. Culture Builder: Promote positive culture. Results-Oriented: Showcase measurable results. Soft Skills: Develop empathy and communication. Feedback Loop: Be open to feedback. Mentor: Guide junior HR pros. Personal Brand: Craft a unique image. Impact Stories: Share success stories. Authenticity: Be genuine and trustworthy.

Lead with your heart! We've been raised with the idea that in business there is no space for emotions, or feelings. They are however essential parts of being human, and by embracing your emotions as a leader, you set the example that it's ok to be fully yourself. With all your ups and downs, your strengths and weaknesses, showing your humanity. That is the future of leadership.