How can you help your team members advance their brand management careers?

I understand why this is necessary for large organizations, but dislike how brand management has separated relationships with sales management. It sides with brands that have heavy PR and marketing and leaves great boutique wineries at the risk of algorithmic equations and limits their growth potential. Quite honestly furthering the success of crap wine with no ties to terroir.

Growth in brand management, which is truly such an exciting speciality is contingent I believe on skill and exposure. An adept brand marketer should be well read, abreast of the latest happenings in both big and small brands and have a good grasp of cultural nuances depending on both their territory and their industry. Couple this with traditional skills and workplace experiment and one can be in a position to provide truly valuable insights and strategic direction to any brand he or she works on.

I can assist them by providing guidance, sharing industry insights, offering feedback on strategies, helping with skill development through webinars, and facilitating networking opportunities. Additionally, I can support them by staying updated on the latest trends, helping with portfolio reviews, connecting them with relevant resources, and providing mentorship or coaching where needed.

By making them capable of reading the data, statistics and deriving the next steps. It is important for them to understand the actual impact of branding and mid funnel activities and how to measure it. Which audience is right to reach at what time with what message.

Growing up, I was always told, "You never know until you try." I have found the same is true with helping motivate and mentor my team. I have conversations with my team members to learn what excites, interests, and scares them. Then, I give them opportunities to step out of their comfort zones and try something new.

The best way to learn, grow and advance in brand management is to dive straight in, do things on your own and to take complete accountability. So encouraging team members to drive projects on their own and lead new initiatives helps them achieve more and eventually grow.

There are 3 ways to learn - doing, observing/listening or reading. All 3 can be applied but the best teacher is by doing. The experiences gained in real life situations is what people are likely to remember in the future. Some of my best experiences came from my manager who would give me an impossible task and I had to figure out a creative way to solve that problem.

Cultivate a culture of innovation by energetically extending learning opportunities to your team members. Encouraging research and development to increase creativity through innovative techniques, tools, and market trends. Encourage individuals to silently observe the work processes of their seniors. Supporting ongoing development boosts team innovation, fostering collective success. This, in turn, nurtures a culture of never ending inspiration.

As a leader, you can support your team members in advancing their brand management careers by genuinely understanding and empathizing with their unique aspirations and values. Encourage open communication and provide opportunities for them to express their creative ideas and insights. Be a mentor who fosters personal growth and self-discovery, allowing them to align their personal values with their professional goals. Acknowledge their individuality and help them navigate their career path while maintaining authenticity in their brand management journey.

I strongly feel that giving feedback and that also in the right tone is the most important part of any learning process. While on the path of learning, we tend to make mistakes and sometimes very silly ones. No doubt, we only realize later that it was a silly one, in retrospect. However, constructive and unbiased feedback shared with the team goes a long way in charting out the character out of the professionals. Feedback, followed by Recognition just adds more synergy to the overall learning experience.

This is so critical especially for younger managers who need support and validation that their efforts are worth it. This doesn’t mean to coddle anyone. It does mean that giving constructive, relevant feedback that will help the individual appreciate your effort to support them. And helps them grow as a result. Helping your direct reports grow increases your teams capacity to take on new projects and not risk mental health or other challenges.

Nothing is more important than getting feedback for a young character. When you have just entered this job, you will encounter a lot of information, methods, methods, theories, tools, etc. At the same time, you are facing many expectations on how to use this information and tools to improve your business (increase sales, increase brand awareness, create brand loyalty, etc.). If you don't get feedback from a mentor, leader, manager or anyone else and you don't know if you are moving in the right or wrong direction, you will soon be buried under the burden of these factors and disappointed. It is the duty of more experienced people to let you act and then correct you.

The question is very smart, and I do not think it is appropriate to ask and discuss it for those with limited experience, because the question requires a large and lengthy explanation.

Building a positive attitude at work requires providing honest feedback. Giving honest feedback encourages growth and provides valuable insight for development. Recognition, whether through praise or awards boosts work efficiency and motivation. Together, they generate an energetic environment that encourages personal growth and creativity.

Fostering mentorship and peer connections empowers your team, providing invaluable opportunities for learning and growth in brand management. Connecting with seasoned professionals offers valuable insights, while networking with peers fosters a collaborative environment for idea exchange and collective advancement.

Building an internal network and external network can really help an individual learn from others and also help build coalitions when the time is right. Some org cultures endorse this approach. Others may not be as open to it. It’s critical to identify quickly what type of org culture you are operating in and what needs to happen to help that individual integrate into the culture.

Often times, some companies hire for that role with no planning for future promotions or growth opportunities. In this case, helping that individual work laterally and build a broader experience can be another way to help recognize them for their value to the organization.

It's key critical as a supervisor and a mentor to support your team colleagues in the journey towards career development. Basis the annual KPIs report cards, I like to do monthly catch ups(informal) and quarterly progress meeting(formal) with my team colleagues to assess, track, measure and mentor the ongoing progress. In addition, depending on the scale of the company. there are numerous internal roles-local/regional/global one can aspire for that gives more learning's in specific areas besides encouraging the colleagues to keep connecting with various industry seniors and keep themselves updated on all things 'brand'

Be willing to teach, encourage and support . Often times, you find people who are easily intimated and feel, helping another would displace them from their roles or jobs. Thats not the case. Growth is a dual street You learn as much as you teach. Be the person that chooses growth over fear.

The key for many team members is to have a boss that is highly motivated to advance, learn and grow, and do the same for their team. If that drive isn't there, it's a set back. Great leaders offer mentorship, exposure and gradually increase accountability - curated for each team member based on individual strengths, weaknesses and ambitions.

Regular updates in your respective field is of critical importance to stay relevant. There are several professions in this world where the regular update in your field of operation becomes inevitable. I know a few for sure like Doctors, Lawyers, CA, Pilots etc and I am doubly sure there would be many more. In today's perspective, with deeper penetration of internet, YouTube tutorials and the recent advent of AI, learning a new skill or to know about latest trends does not seem to be out of reach.

Knowledge sharing and continous learning are hallmarks of skill refinement. Nudge your peers to curate their feeds geared towards specific content, encourage them to ask questions about trending news, and most of all, guide them towards resources without giving them a cheat sheet.

Advancing in brand management is a collective effort (100%) that thrives on mutual support. - Mentoring sessions can be a game-changer, offering tailored guidance and insight - Sharing online resources and best practice cases that have shaped my journey has always been a way to empower my team - Constructive feedback fuels growth – it's a testament to invested interest. - Workshops or training sessions are opportunities to learn and refine skills together & build a strong network. Lastly, fostering connections within the industry opens doors for growth and collaboration. Together, we elevate not just our entrusted brands, but each other's careers ??

Marketing is actually the heart of the organization and business. Every decision, whether big or small, affects everywhere in the organization and the brand. Therefore, people in this profession are under a lot of stress and pressure. One of the most important pieces of advice is to control stress and avoid excitement. If you give in under pressure, you will make emotional decisions to achieve short-term goals, which in most cases will not have a good result for the dinar, and will only cost a lot of money and cause business managers and stakeholders to distrust advertising. And it will be marketing.

Every team member is important. Without their contribution, the wheel will be alittle stiffer and alot less functional. Once you truly realize this, you prioritize peoplrs individual development over any insecurities you may feel or be intimidated by. As a leader, invest in your development. Your team will to. Once you open that gateway for dual learning, you would be surprised how far you will collectively go.

Great brands evolve into distinct entities. I would add that team members, in line with best practice, should be encouraged to impersonate the identity or character of their brand. Top brands generally exude character and a uniqueness that is distinct from the fray. I would encourage and support team members who represent a brand to characterize the brand's values, mission and style in ways that attract and resonate positively with the target market and clients.