To Mix Personal & Professional Brand…Or Not?

To Mix Personal & Professional Brand…Or Not?

Before I share this earlier post, I want to put it into context. The last 3 decades I have served Service Professionals, think Beauty Professional, Restaurateur, Dental Professional, Real Estate Professional. In all of these professions, my clients had more than one brand.

The Chef, catered and had more than one restaurant. The Beauty Professional was also a Platform Artist and sold a product of their making. The Dental Professional and Real Estate Agent also managed properties that they owned. In each case, each had personal and professional brands. Multiple identities and just as many websites and social media accounts. How can an entrepreneur manage it all? This is what I wrote below as I pondered the very same thing. We would love to hear what you think. Please share your thought on our Facebook Link or here below.

“Earlier this year, I made a huge personal and professional choice to leave a job I had spent many years at. My goal was to do something that focused on my passion and strengths which is educating and supporting independent businesses.

My main objective was to accomplish 2 things; one, to offer services that would let me maintain the relationships I already had, and two, to focus on new areas of need. what came of this was not one, but two businesses designed to support small independent businesses.

As I started my Insurance Agency, I began using my own name, Kelliane Parker for my brand. While the Social Media Consulting firm I co-founded, Time To Go Social had it’s own identity. I began to find that I wanted my personal brand to reflect both, not either or.

For the most of the last 3 decades, I have served and supported mostly beauty industry professionals who struggle with the same thing. They have a business identity, they may have a stage identity and then their own business behind the chair. So, how to sort it out?

First, I realized that through Social Media, I have different audiences. Some know me only one way or another. This made it clear that I needed to spend more time sorting out what was valued by each group so they didn’t feel I was mass blanketing information that lacked value.

Second, I began to more solidly identify which contact list was in alignment with which type of messaging. My focus has been to bring greater clarity to each of these. As I sort through this myself, I hope to engage others in dialogue around the question, who are you? Are you a brand, a person, is your company your brand, or both?

As I work toward bringing the greatest value to those I’m connected to, I’m reminded how important it is to not take these connections for granted. And I don’t.

What are your thoughts on this? Please share…”


5 Differences From Boomer to GenX

We are often reminded how different age cohorts communicate, but rarely why. I think the best example I have read so far was Generation Me, by Dr. Jean Twenge.

In the most recent update, Dr. Twenge, a millennial herself, provides critical insight to how cultural values are different between Boomers and Gen Me.  She takes the objective eye of the esteemed researcher that she is and writes a compelling account that helps explain, to the outsider just how Gen Me thinks.

As a small business owner, I think we often struggle with managing and coaching employees not from our age cohort. We use the same value system to try to motivate them, only to wonder why it doesn’t work. It is simple states Dr. Twenge because Gen Me values time more than money and is less motivated by any sense of duty.

So often we judge these motivations through the filter of our own values and think them less motivated. But if we take a step back, we have to understand that this group of young people grew up in a very different world that any of us Boomers.

They grew up in single parent households, where adults were workaholics, hardly enjoying anything, let alone family life. These kids often created their own family with trusted friends and value the time far more than short term compensation. Something Boomers could learn from.

So rather than judge or pigeonhole, we can all benefit from learning from each others strengths. When you find a great employee, play them to their greatest strengths, instead of coaching through their weaknesses and you will be paid in dividends.

For more information read,  Generation Me, by Dr. Jean Twenge.

Generation Me