14 Things That Impact The Quality Of Your Personal Brand

Quality and personal excellence are two key elements of your personal brand. The degree to which you fully embrace the importance of these elements is communicated to others on a continuous basis and is incorporated into others’ vision of who you are (i.e. the personal brand that you broadcast).

RELATED: The Perfect Recipe For A Great Personal Brand

Those who are fully aware of this fact can definitely undertake action to broadcast a personal brand that elevates their professionalism through conscious focus on quality and personal excellence.

Here are 14 things that impact the quality of your personal brand:

  • Every e-mail message you send to someone else.
  • Every voicemail message you leave for someone.
  • The voicemail message others hear when they try to reach you.
  • Your e-mail “signature.”
  • Read more…

Why We Struggle to Communicate (and How to Fix It)



“The single biggest problem in communication is the illusion that it has taken place.” George Bernard Shaw

Dr. Travis Bradberry

Coauthor Emotional Intelligence 2.0 & President at TalentSmart

When it comes to communication, we all tend to think we’re pretty good at it. Truth is, even those of us who are good communicators aren’t nearly as good as we think we are. This overestimation of our ability to communicate is magnified when interacting with people we know well.

Researchers at the University of Chicago Booth School of Business put this theory to the test and what they discovered is startling. In the study, the researchers paired subjects with people they knew well and then again with people they’d never met. The researchers discovered that people who knew each other well understood each other no better than people who’d just met! Even worse, participants frequently overestimated their ability to communicate, and this was more pronounced with people they knew well.

“Our problem in communicating with friends is that we have an illusion of insight,” said study co-author Nicholas Epley. “Getting close to someone appears to create the illusion of understanding more than actual understanding.”

Read more…

How to Communicate Effectively at Work [INFOGRAPHIC]


Communication is the basis of every company – needless to say, if communication isn’t optimum, you will fail in more ways than one. If you are in the driver seat of your company, make sure your work on your communication skills to avoid misunderstandings that can damage not only your brand, but the working atmosphere as well.

Corporate psychology firm Davitt has put together this infographic, rounding up the best tips to be effective in the way you communicate.

Communication is the basis of every company – needless to say, if communication isn’t optimum, you will fail in more ways than one. If you are in the driver seat of your company, make sure your work on your communication skills to avoid misunderstandings that can damage not only your brand, but the working atmosphere as well.

Corporate psychology firm Davitt has put together this infographic, rounding up the best tips to be effective in the way you communicate. Read more…

Why Leaders Can’t Afford to Overlook Rudeness at Work

Heather R. Huhman Contributor Career and Workplace Expert; Founder and President, Come Recommended

August 31, 2015

Anger, gossip and irresponsibility are the sorts of behaviors that come to mind when we think about a toxic workplace, but a new study reveals another behavior leaders should beware of: rudeness.

Rude behavior is contagious and can spread quickly throughout the workplace, according to the study published in the Journal of Applied Psychology in June. The study found impolite interactions cause employees to perceive rudeness in later interactions, which often results in impolite retaliation.

Leaders shouldn’t tolerate this kind of harmful behavior — it’s not something that can be swept under the rug. Here are some ways to address rudeness in the workplace, before it spreads:

1. Set and maintain expectations.

One of the most important employee needs is clear expectations. If there aren’t any established boundaries and expectations, employees don’t have a guideline to follow.

“Great managers don’t just tell employees what’s expected of them and leave it at that; instead, they frequently talk with employees about their responsibilities and progress. They don’t save those critical conversations for once-a-year performance reviews,” states an article published in Gallup’s Business Journal in April.

Establish expectations through frequent conversations with employees. Don’t not just meet monthly or quarterly. Keep a positive tone and address examples of what employees already do well. When gray areas are uncovered, address them by collaborating with employees to determine a set rule.

Related: How the Epidemic of Bad Behavior Affects Your Business

Read more: http://www.entrepreneur.com/article/250005

Image credit: Marie Richie | Flickr

Managing Your Career in a Negative Environment – Library Worklife:

By Mandy R. Simon

Many of the colleagues I’ve spoken to lately have alluded to having a similar problem in their work environments, regardless of organizational size or type: rampant negativity from co-workers. Workplace negativity is insidious and can feel downright inescapable. As the old-timey educational movie reels explain about tooth decay and drug addiction, negativity can seep into an organization unannounced and threaten to discourage even the most motivated and enthusiastic leaders. How does one manage their career in such a climate? Here are some tips I’ve found useful for staying buoyant in a pessimistic sea.

Maintain organizational awareness and self-awareness.
Buy into the vision and mission of your organization. Then ask yourself, where do you fit? Take a self-inventory of what is within and outside of your control. Where can you positively contribute and what skills do you have that can positively influence others (who may also be feeling the ill-effects of a negative environment)? Focus on the things you can change and improve. Go where you can do your best work. Pay attention to your co-workers. Encourage those who are working towards their own goals. Praise them on projects they initiate and effort they’re putting forth. They may not be getting recognition for their efforts, either. If you see someone doing a good job, acknowledge it. Encouragement isn’t reserved for managers and supervisors.

Find a friend.
Find a supportive friend with whom you can commiserate and allow yourself a certain amount of time to complain. Then, stop. Each of you is responsible to pull the other out of the negativity drain. Make a commitment to acknowledge when enough-is-enough and the conversation needs to turn around. Periodically remind each other about the organization’s mission. Get to know each other’s career aspirations so you can remain on the lookout for opportunities as they arise and seem to fit each other’s professional goals. Be a cheerleader for this person and vouch for their competencies and successes when you can. Read more…

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Essential Soft Skills | Office Hours

Are we preparing graduates for the information workplace? That’s a question I recently considered while reading Paul Fain’s article “Grading Personal Responsibility” in Inside Higher Ed (12/13/12). He describes a new initiative at Asheville-Buncombe Technical Community College, NC, emphasizing as part of the curriculum “soft skills,” including personal responsibility, interdependence, and emotional intelligence.

These are important concepts to consider, and I wonder just how much emphasis is placed on these types of skills as students move through our programs. Are LIS grads as work-ready as they could be? Are there some soft skills particularly necessary in information ­professions?

Consider the following soft skills essential for our libraries and information centers.


A given, right? It should be a tremendous concern if a student is graduating without experience communicating via the written word, as a participant in a conversation or group meeting, as a presenter in front of groups, and online within various interactive channels. Clear, concise writing no matter what the format—memo, proposal, brief, email, blog post, Facebook posting, Tweet—is paramount. A focus on literacy, in every sense of the word, should be crucial as students move toward their degree.


I would also stress the willingness to speak up and be heard. New librarians are often too silent. Of course, they shouldn’t be annoying or act as know-it-alls—those traits are career killers—but they should be willing to submit ideas up the chain, talk to higher-level administrators when they can, and use their communication skills to make themselves heard, recognized, and appreciated. They should join teams, even during probationary periods, and submit ideas for efficiencies and improvements. With money tight and staff limited, any good administrator is going to welcome this type of new librarian.

We don’t have the luxury to have new hires wait for detailed step-by-step assignments or direction. Librarians should take their projects and run with them and have the support of their administration to do so. Is the student who asks multiple questions about every detail of an assignment destined to be the hesitant micromanager hooked on having meetings with little tangible outcomes? Read more…

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