1. Build Your Brand as an Emerging Leader,
With Jo Miller

2. Jo Miller Women’s Leadership Speaker
Founding Editor of BeLeaderly.com.
Helps emerging women leaders create a roadmap for their career advancement.

3. I HAVE SOME UNIQUE
KOALAFICATIONS

4. Are you the best kept secret in the organization?
Are you the best kept secret in your organization?

5. In this session Your ideal career niche Your leadership brand
Making your value visible

6. “Be famous for something! What is your claim to fame?”
— General Manager, Software Industry

7. Who do you know who has built an outstanding personal brand?

8. Your Ideal Career Niche

9. What’s your career superpower?

10. 3 essential elements of a great personal brand

11. Your ideal career niche
What are you passionate about?
What does your company/ industry need and value?
What are your skills, strengths, and talents?

12. What is your ideal career niche?
Exercise
What is your ideal career niche?

13. Your ideal career niche
What are you passionate about?
What does your company/ industry need and value?
What are your skills, strengths and talents?

14. This presentation is available at BeLeaderly.com/financewin

15. Your Leadership Brand

16. Analyst The change agent Program Director Go-to person for strategy

17. “Make your brand scalable.”
— Krista Thomas, VP of Marketing, The Rubicon Project

18. Ask yourself Where do I want to be in 3 years?
What brand do I need to become known for now, in order to get there?

19. Your brand must evolve as you develop your career
Entry-level brands Valuable contributor. Team-player. Specialist. Go-to person.
Mid-level brands Strategist. Innovator. Subject-matter expert. Change agent. People motivator. Project leader. Fixer. Builds things that work. Turnaround architect. Intrapreneur.
Senior-level brands Visionary. Thought leader. Leader who develops leaders. Charismatic leader. Rainmaker. Quiet leader. Delivers results.

20. What is your leadership brand statement?
Exercise
What is your leadership brand statement?

21. Communicate your brand

22. Making Your Value Visible

23. Results = Reward + Recognition
+ Make them visible!

24. “It’s not what you know and it’s not who you know
“It’s not what you know and it’s not who you know. It’s who knows what you know.”
Nora Denzel, Board Director, Ericsson and AMD

25. 4 steps for making your value visible
Work less
Work hard on the right projects 5%

26. People who have outstanding careers get to where they are with a reputation for delivering results.

27. — Nina Bhatti, Founder and CEO, Kokko, Inc.
“Make something great happen. No one tells you to do it, but they appreciate the results.”
— Nina Bhatti, Founder and CEO, Kokko, Inc.

28. Criteria for a Career-Defining Contribution
Showcase your brand
Demonstrate your ability to deliver results
Directly support your organization’s strategic plan and goals
Improve the “bottom line”
Solve a big problem
Perform a specific, not general role (Technical track)
Expose you to a new department, function or client (Management track)
Push the cutting edge in your field of expertise
Special projects sponsored by key executives
Sharpen business acumen and leadership skills
Participate on special task forces and committees.

29. “Opportunities do not come gift-wrapped. You must take risks.”
Nina Bhatti

30. 4 steps for making your value visible
Work less
Work hard on the right projects
Promote your accomplishments 5%

31. “Don’t wait for the recognition fairy
“Don’t wait for the recognition fairy.” — Fran Berman, Professor, Computer Science, Rensselaer Polytechnic Institute

32. How to Promote Accomplishments
Present in meetings. Invite leaders.
Share best practices
Write a blog post or article
Ask to be nominated for an award
Ask a colleague to “toot your horn”, and reciprocate
Speak on panels, and at conferences
Forward kudos s with “FYI”

33. 4 steps for making your value visible
Work less
Work hard on the right projects
Promote your accomplishments
Ask for the job you want 5%

34. Accenture surveyed 3,400 executives in 2011.
37% had asked for a raise, promotion or job change. }
Of those that asked, 65% said it helped.
Women overall were somewhat less likely than men to say they have asked for pay raises (44 percent versus 48 percent) and promotions (28 percent versus 39 percent)
Reinvent Opportunity: Looking Through a New Lens, Accenture’s 2011 survey of 3,400 business executives from medium to large organizations across 29 countries.
37% had asked for a raise, promotion or job change
“Reinvent Opportunity: Looking Through a New Lens,” Accenture, 2011.

35. What happened when people asked for a promotion?
10% of the time, nothing happened.
5% of those who asked for a promotion got new responsibilities instead.
10% got a new role, but not the one they asked for, and not a promotion.
42% got the role they asked for.
17% got a new role, and it was a better one than they'd hoped for.
59% of people who asked for a promotion got one!
- CBS News MoneyWatch, March 9, 2011

36. LinkedIn surveyed 954 professional women in 2013.}
75% of the women who asked for a promotion got one.
Today’s Professional Woman, LinkedIn’s 2013 survey of 954 professional women.
“Today’s Professional Woman,” LinkedIn, 2013.

37. What’s the most important step to getting the job you want?

38. Don’t underestimate your readiness
Consider the job you’d like to have next.
On a scale of 1 to 10, how capable do you think you are of performing that job today?

39. An internal study at HP found:
Women will apply to a job when they believe they meet
of the job requirements.
Men will apply if they think they meet just
of the requirements.
60%
100%

40. 4 steps for making your value visible
Work less
Work hard on the right projects
Promote your accomplishments
Ask for the job you want 5%

41. In this session Your ideal career niche Your leadership brand
Making your value visible

42. Ready to lead, climb and thrive? Sign up for my newsletter.
Get a copy of this presentation at BeLeaderly.com/financewin

43. — Claire Babineaux-Fontenot, SVP, Chief Tax Officer, Wal-Mart
“There is nothing untoward about being honest about what you do well. Your company cannot fully appreciate how to leverage you as a resource if the company does not have visibility into what your unique talents are. So, don't deny that of your company.
Get out there. Make sure that people see you. Make certain that they know what you do well. And while you're doing that, make sure that you're lifting some other people up as you climb.”
— Claire Babineaux-Fontenot, SVP, Chief Tax Officer, Wal-Mart