Author: Red Slice

How Your Body Reacts to Mistakes vs. Success

Posted on by Red Slice

I remember how my body felt when I made those BIG mistakes. Do you? How does your body’s reaction compare to your successes? My mistakes felt a little something like this…..

Panic rising up my chest into my now flushed face.

My stomach somehow dropping to my feet in the opposite direction.

Numb or tingling hands and feet.

The sound of my own heartbeat in my ears.

My eyes welling up with tears.

Success causes a very different physiological reaction than mistakes, doesn’t it?! But which are more valuable to making you the person you are? 

But we often gloss over our successes and stay laser focused on the mistakes because of the trauma in our bodies that those mistakes cause.

In great detail, I can describe all of those heart-stopping mistakes:

In college where I served as my sorority’s Rush chair during a crucial year. I had managed to turn attitudes around and mobilize everyone to work as a team to save the chapter – but screwed up the very manual process for the last round, in essence, dis-inviting maybe about 50-100 women who wanted to join us, with no way to change the decision, leaving our chapter in dire straits and my sisters furious with me.

My first management consulting engagement right out of college, where I spent weeks coding computer-based training, only to press the wrong button the night before our manager needed to compile the code and – POOF- it was all gone.

That brand new marketing job where I was thrown in to picking up on organizing our presence at a very large and important sales trade show. And despite triple-checking requirements and timing because I had never done this before, we completely missed the set-up time, and the VP of Sales had to bail me out.

That time I poorly estimated costs and hours on two of my very first consulting projects, resulting in great money for my subcontractors, but barely enough for myself. 

And SO MANY MORE…

But what I also take away from those mistakes are the lessons learned, like many more famous successful people do. How to perform better. How to pay attention to detail. How to communicate more clearly. How to listen to instructions and ensure I repeat back what’s expected so we are both on the same page.

Those mistakes make me the valuable professional I am today. Without them, I might not be as successful. And they led to so many more wins in my career. Leading a global roadshow. Pivoting brand messaging to boost sales. Speaking on stages about the power of empathy.  Researching and publishing books. Guiding clients to connect and engage through empathy with the stakeholders who matter most.

Your mistakes may cause intense trauma, but they provide the fire that forges the successful person you are today.(TWEET THIS!) Older. Wiser. Sharper. You now know what to do and when to take your hand off the hot stove!

Looking at them that way, is there ever really such a thing as failure?

Photo credit: The Blow Up on Unsplash

What Leadership Success Requires in Today’s World

Posted on by Red Slice

Leaders today need to understand the assignment. And it’s no longer about telling people what to do like a ruler from on high,, filling out paperwork, or even getting a cushy office. Unless your WFH space is indeed, decked out and super-glam.

So I ask you: Do you fully understand the assignment….or are you working off an outdated model of what skills you need to be a successful leader?

Leadership in the past was all about command and control. You did the job so well, you were promoted to lead others doing the same job. And so on. And so on.

But many people who are excellent at “the work”are never taught how to actually do the job of leading.

Leading requires a different mindset, skillset, and frankly, temperament. It’s not the same as doing the actual work.

In a world where talented workers have options, where people are demanding respect in the workplace, and where the data now tells us that innovation, creativity, and engagement increase when the right leadership is in place, here’s the assignment as it stands today:

  • Foster collaboration. Diversity enables your organization to look at challenges from every angle without missing anything. And it enables the best ideas to rise to the top. It is no longer acceptable to simply hire people who look and think like you, silence dissenting voices, or create fear and competition among your own people.
  • Take the time to get to know your team as individuals. What motivates them? What are their lives like? Who do they want to be? And you must tailor communications, incentives, and career development accordingly. Invest in your people. Yes, it takes more time. Yes, it’s your job now if you want high performance and to ensure you get your own bonus. No, it’s not distracting you from the work. It IS the work of leading.
  • Care about people as human beings. Understand their context. Empathetically listen before you start preaching. Accommodate for their challenges and differences. Get as personal as people are comfortable getting. Create a culture where people have each other’s backs. Be willing to be vulnerable and encourage connection and love for each other. You can encourage high standards, expect excellence, and be compassionate. We are not machines. We cannot turn our struggles, challenges, or mental health issues off to put on some “professional” facade.
  • Embrace failure and admit mistakes. No one ever believed you knew it all anyway, That’s not the job of leading. The job requires risk taking and encouraging new ideas. Celebrate and learn from things not going right. It means you are innovating or getting better.  If you’re still parroting, “This is the way it’s always been done,” then you’re done. 
  • Be Humble: If you can’t admit you’re wrong, what are you doing? Everyone around you knows you were wrong and when you don’t admit it, you just look foolish and lose people’s trust. If you are still puffing out your chest, acting like you’re “better than”and not sharing credit or space because you think that makes you the Big Dog, it’s time to step aside and let a leader with humility take over to get better engagement and results.

Let me be clear: These are not niceties. They are not a waste of time.  They are not distracting you from the work. This IS the work of leading. (TWEET THIS!)

These are the skills required of successful leaders today. You are absolutely required to inspire, listen, empathize, develop, collaborate, and foster trust.  And yes, deliver results.

If you are lucky enough to lead people, then please, understand the assignment.

Photo Credit: Desola Lanre-Ologun, Unsplash

What Brock Purdy Can Teach Us About Humble Leadership

Posted on by Red Slice

Well, my San Francisco 49ers did not make it to the Super Bowl this year. But not for want of trying. Plagued with injuries, they still got to the NFC Championship game with their 3rd string quarterback, young rookie Brock Purdy. And a 13-4 record to boot.

In the final NFC Championship game, Purdy got an elbow injury in a fluke play trying to avoid a sack. The team went to their 4th string QB – and it all went downhill from there so that the Philadelphia Eagles took the game and marched off to the Super Bowl.

But what a story Brock Purdy turned out to be. And over and over again, when teammates and coaches were asked what made him so special, they spoke of his HUMILITY. His desire to learn. To get curious. To stay focused.

Purdy is a stellar athlete and did a tremendous job with his unexpected shove into the spotlight.  And we can all learn from his lesson.

He’s successful because he’s humble, and we celebrate that humility because he’s young. But humility is not just for inexperienced leaders. Those young guns we applaud who say they want to count on the knowledge and experience of those around them.  It’s actually harder and yet more of a sign of strength if experienced leaders can stay humble.(TWEET THIS!)

Experienced leaders can fall into the trap of thinking they’re the smartest person in the room. And that thinking leads to shutting down ideas, defensively doing things the way they’ve always been done, and ignoring diverse perspectives that might help you see challenges in a whole new light. 

We always say it’s great to be a disruptor. But with that title comes hubris. And of all people, disruptors don’t like it at all when THEY are disrupted! (TWEET THIS!)

Go now immediately and read Amer Kaissi’s groundbreaking book on leadership, Humbitious: The Power of Low Ego, High Drive Leadership.  Better yet, check out our interview on The Empathy Edge podcast to get all the goods! You’ll find the link to the book in the Show Notes.

Kaaisi talks about the winning leadership combination of humility + ambition. Just being humble isn’t enough, just as solely being ambitious is never enough to win.

We celebrate Purdy’s humility because he’s young. But even the most experienced leader can’t possibly know everything about everything. There’s always someone else who might know a bit more about the customer’s experience, product design, market fit, demand generation strategy – or even about emotional intelligence and reading the room.

So next time you’re tempted to come into the room with all the answers, or think that leadership means you have all the answers, just remember Purdy. Stay humble. Maintain curiosity every time you walk into the room. You can do so with confidence and decisiveness. But never stop wondering “What am I missing? Who can fill in the blanks for us?”

Photo credit:  Fox News Channel

Why Can’t Love Be Part of Your Business Model?

Posted on by Red Slice

Think about your organization’s values for a sec. Oh, and if you don’t have those articulated, we should probably talk! 

I bet you have values such as integrity, honesty, innovation, fail fast, or others that are similar. Maybe you have something like, Take Risks or Customer Obsession, or even as one client of mine did in the past, Embrace Curiosity – which I always loved, especially as it relates to empathy!

But do you have the word “love” anywhere on that list? Does even the thought of love in a business context make you feel a bit nervous?

While it’s Valentine’s Day and we’re talking about love in all its forms this time of year, I bet you never thought about including that word in any sort of business communications whatsoever. 

Except maybe to say “We love our customers” or “We love a challenge”

Your invitation today is to think about the role love plays in your company’s mission, culture, and success. In the way, you operate with each other. And…to not be afraid of it anymore.

Of course, I don’t mean romantic love. Although I, and a few others, all met our spouses at one particular company I once worked for! I’m talking about love in its truest form.

Last year, I devoured bell hooks’ book All About Love: New Visions, in which she explores the fact that we don’t all have a common definition or construct around love, even though it’s one of the most important human emotions. And that is part of our problem individually and as a collective world. 

This book got me thinking about what I really believe love to be. I’d never really thought that much about it before. And she goes on to talk about how we conflate love with romantic love or caring, or even fondness. 

For those of you who don’t know her, Bell was an American author and social activist, writing about race, feminism, and class. She explored the intersectionality of race, capitalism, and gender, and what she described as their ability to produce and perpetuate systems of oppression and class domination. She published more than 40 books ranging from essays to poetry to children’s books and appeared in many documentary films, as well as being a lecturer. She passed away in 2021 and, to my own detriment, that was the first time I ever heard of her so I began reading her work.

bell writes that “Love is a combination of care, commitment, knowledge, responsibility, respect, and trust.” She also states that “To love well is the task in all meaningful relationships, not just romantic bonds.”

Commitment. Responsibility. Respect. Trust. Required in all meaningful relationships. If that doesn’t have a place in organizational culture, I don’t know what does.(TWEET THIS!)

Our workplaces are where many of us spend the bulk of our time. If you add up the time each week, you often spend way more of your waking hours with your work colleagues, clients, or customers than with your own family.

How can love not have a place in those essential relationships?

We don’t have to think of love romantically. We can think of it exactly how bell describes it. Love means caring. It means commitment. It means honesty, respect, and trust. As we break free from outdated models of corporate culture and dysfunctional relationships with colleagues or customers, we can see that love absolutely needs to be part of the equation.

A while back, I wrote a blog post called Choose Love about embedding love into your values and business model. No matter what you do. No matter how big or small your organization. 

No matter who you are, you have influence.  Whether it’s 100,000 followers, a team of 150, or your email list is just your mom and your best friend. 

Whatever you’ve got, use it. 

Never underestimate the importance of your work or message no matter what your role. It may seem trite, but if you can influence or inspire even just a few, then you’ve done your job well.

Now more than ever, in these tumultuous times…when folks are feeling raw, vulnerable and afraid…now is the time to use your voice and choose love – as a leader, as a colleague, and yes, as an organization. 

You can absolutely build love into your values, leadership style, or yes, business model. Like this:

  • Love yourself and be self-confident so you don’t feel the need to bully others or let bullies win over you
  • Love your neighbors and colleagues so that all people can feel accepted and appreciated
  • Love your clients so you can bring real, honest value to them
  • Love your customers so you can make their lives better with your products or services
  • Love your partners so you can create wins  that benefit everyone
  • Love your community so you can collectively pull everyone up together
  • Love your environment so its beauty and nourishment enriches generations to come
  • Love your family and friends so they have a firm foundation to fully spread their own love to others

Here’s what I know to be true: No matter what your religion, nationality, gender identity, or sexual orientation, the only thing that matters is how you show up in the world and love. You are the example when you think no one is watching – because sometimes only YOU are watching, and you want to be proud of what you see.

Same thing goes for your company – maybe you’re not world famous, maybe you don’t think the press will care about you. Or perhaps you think you’re so large that such a personal value doesn’t impact your day-to-day work. I’m here to tell you, that’s not true. It all matters to someone, somewhere, sometime.

Choose love. Start small and practice love with whoever is in your circle of influence right now. If that’s just your family and friends, choose love. If that’s thousands of employees, stakeholders, email subscribers or Instagram followers, choose love.

We’re in this together. But we need to show up in ALL areas of our lives, and business, too. Don’t be afraid to make work personal.  Get aligned. Choose love. 

PS: This post comes from my February Hot Take episode on The Empathy Edge podcast. If you’d like to listen to this post, please click here.

Photo Credit: Michael Fenton, Unsplash IG: @michaelrfenton

Employees: Empathy is a Two-Way Street

Posted on by Red Slice

We’ve been talking a lot about empathy in leadership. And after years at his, I’m realizing that many of us empathy activists might be perpetuating a problem: 

Some employees and team members think empathy is just a one-way street.

I’m not going to point any generational fingers at anyone, but many leaders I speak to in my workshops and keynotes are struggling with their, often younger, employees. These leaders are working  very hard to listen, engage, and connect with their teams. They are trying to embrace empathy.

But their team members are not extending the same courtesy

Empathy is not just a leader’s job. It’s a skill that everyone up and down the organization needs to strengthen and practice to ensure respect AND performance. (TWEET THIS!)

Here’s what I hear:

” I’m trying to be empathetic to my team, but when work slips and I ask for improved performance or extra commitment, I am instantly accused of not respecting boundaries.”

“I am bending over backwards to help my employee through some hard times, but now my team is working double-time to pick up the slack because the work still needs to get done.”

“I’m trying so hard to help everyone on my team who is affected by layoffs. Those who have to leave and those left behind. But I’m constantly met with anger, abuse, and disrespect. Where’s empathy for me? How can we get through this together? My health and stress are also suffering.”

We don’t have to “feel sorry” for leaders when we are in a bad position ourselves. Lord knows a few of them have made difficult situations all about them with absolutely zero empathy for their employees. 

But how about a little compassion up the chain, rather than just expecting it for ourselves?

Employees need to understand the larger context of what is going on in the business and the market.  It’s unreasonable to make demands or ask for a raise at the precise moment the company is laying off thousands of workers and cutting budgets. As I constantly tell my 8-year-old son: You’ve got to pick your moments.

If you as a team member want empathy from your leader, you need to extend it to them as well. Not everything can fall into a neat little box or be easy when times are tough, as they are right now in our economic uncertain times. Yes, stand up for yourself, set boundaries, take care of your mental health. 

All of us – leaders and workers – can show resilience. Show savvy. Show empathy.

We need to do the jobs we were hired to do – the company can’t perform and succeed if we don’t.  And we can be good teammates in a crisis. That might mean doing a bit more than expected, hopefully for a short period of time. But DO THE WORK.

If the work is too much, your skills are up to snuff, or you are simply overwhelmed – have THAT conversation with your manager. Find a way to solve the issues. Ask for help reprioritizing. Come up with creative solutions. Yes, maybe even work a few late nights to help your team through. Or perhaps, think about if you are really in the right role. I’m calling foul on those who use “lack of empathy” as a weapon when they simply can’t or won’t do the work – or won’t even temporarily do a little extra when tough times call for it.

Empathy is not just a leader’s job. It’s the job of everyone on the team to be empathetic to every human on the team – and that includes empathy for the leader. 

Photo credit: Ivan Aleksic

Reinvent or Renew in the New Year?

Posted on by Red Slice

Perhaps a new way to approach your new year’s goals this year is to decide:

Do I want to reinvent or renew?

This question asks you to reflect on how the last year went for you, which is a much more nourishing way to plan for the future. 

As a recovering Type A overachiever, my bulleted list of 35 new goals (tactics, really) wasn’t serving me anymore so I came up with three new ways to set goals.

But this year, I’ve had the privilege of working with one of my besties, women’s coach Jamie Greenwood, who guides ambitious, big dreaming women on how to live life on their terms. And together, we created NOURISH, a unique retreat to approach the new year with more ease and joy. (Please join my email list to know next time we run it!)

Our first step, before blazing into new year goal setting, is to clear the decks and reflect on the past year.

What went right? What am I most proud of from this past year? When did I feel most fulfilled and energized? What do I want to RENEW?

What held me back this past year? What did not align with my values? What actions, habits, or behaviors (or people) did not serve me well? What can I REINVENT?

Not every new year requires a complete personal transformation! If you thoughtfully reflect on the past year, perhaps you can merely turn up the volume on what’s already working for you. (TWEET THIS!)

For me, I’ve reflected on the many years I’ve offered brand story and messaging consulting to both solopreneurs and fast-growth businesses. The work was starting to drain me. For every amazing client that embraced our co-created work, brought it to life, and found tremendous success, others paid me well yet never executed –  and stayed stuck. And that made me incredibly sad.

With the launch of my book The Empathy Edge, I began delivering keynotes and leadership training about the power of empathy as a strategic leadership, culture, and brand advantage.

Eyes sparkle. Flames rekindle. New leadership paradigms emerge. Attendees leave my talks inspired to redefine success, align their personal values with their career goals, and bring humanity back to their work. And I was inspired to do work that helps people be more compassionate while still achieving excellence. Yes, it can be done!

For me and for Red Slice, this new year is one of REINVENTION. I’m adapting my business model to do more of what lights me up and makes a difference.  I am repositioning myself primarily as an empathy speaker, facilitator, and author.

Strategic advisory work (aka, brand strategy and story consulting) will be less of my focus, and only on an exclusive basis for right-fit corporate clients and larger organizations.

What is a right-fit client? Ready and willing to adapt, revamp, do things differently, and embrace empathy in their leadership, culture, and brand engagement.  Ready to connect and engage emotionally to accelerate impact and revenue.

While I will longer promote my SLICE engagements to solopreneurs, I still love supporting ambitious passionate people doing great work.. Existing courses, plus a new workshop and 5-week course will help you craft a winning brand story and strategy – with empathy at its core – to stand out, attract more ideal customers, and grow your impact.

And of course, my content and podcast will continue to inspire you to amplify your impact. Remember my mantra:  Cash flow, creativity, and compassion are not mutually exclusive!

This is a big reinvention for me and for Red Slice and I hope you will join me in redefining success and hopefully, making the world a more empathetic place. Lord knows we need it.

Stay in the loop on all the changes! Be sure you’re on my email newsletter list for the new website launch and for my new Brand Story Breakthrough course coming soon!

 Photo Credit: Kelly Sikkema on Unsplash 

What Do You Do? How to Nail Your Elevator Pitch

Posted on by Red Slice

What does your organization do?

Why does this question strike fear into the hearts of new entrepreneurs? And let’s be honest, many professionals and even markteres who can’t quite capture what they do in a clear and compelling way.

My friends, we call the proper response to this question  the Elevator Pitch. 

What is an Elevator Pitch?

You may have heard this term before but might not know where it comes from. It comes from finding yourself trapped on an elevator ride with an investor or C-suite executive and you have about 30 seconds (an elevator ride) to explain what you do, why it matters, and what is your ask. You are pitching them to capture interest so they want to learn even more.

We use this term Elevator Pitch now as the response to questions like, “What do you do?” Or, “What does your company do?”

There’s a lot that goes into your Elevator Pitch though:

  • What do you do? How are you positioned? Is it a product or a service? Are you defining a new category?
  • Who do you do it for? Your ideal customers. What niche do you serve?
  • Why does it matter? Your core benefits or the results that your organization helps your ideal customers achieve.
  • What is the tone? What’s your brand vibe – what are the right words for this response?

And as I always like to say, perhaps even add on a piece of flair at the end, like a tagline or provocative statement. After all, your should easily be able to say your Elevator Pitch out loud – even though many of us use it on our website.

Call it an Elevator Pitch. Call it a Core Value Proposition. Call it a Brand Positioning Statement. Call it what you like. But if you can’t clearly and compellingly articulate it to people who ask – you, who should understand the value better than anyone else – you won’t be able to attract the right clients and customers.

And that’s tragedy because you may very well be the solution someone is seeking.

See? Communication does matter more than you think! Being able to communicate your story clearly and compellingly can make or break your organization’s success. (TWEET THIS!)

How to Craft an Empathetic Elevator Pitch That Gets Attention

If you’re struggling with crafting your Elevator Pitch, please download my free guide The Empathy Edge Brand Positioning Template to leverage the power of empathy to craft the right brand statement that attracts your dream clients. You’ll get:

  • 6 strategies for crafting your empathetic brand statement
  • 18 examples to spark your creativity
  • 3 fill-in-the-blank templates you can customize and make your own.

Through my books, workshops, and client engagements, these tools have helped thousands of entrepreneurs and businesses stand out and attract their dream clients and customers.

Download your free guide now right here and make sure you hit all your 2023 goals – and attract and impact all  the right people!!

Photo Credit: Sung Jin Cho, Unsplash

Going Back to Office Life: Do Employees Fare Better at Home?

Posted on by Red Slice
PhotoCredit: Ben Kolde, unsplash.jpg

How do your employees work best? Well, it requires leadership empathy to understand your team best and help them thrive. Today’s guest post addresses the hot question right now of going hybrid or not is the recipe for future performance success. Guest Blogger Stephanie Hendricks is a full time freelance contributor to many leading small business growth publications. Including SmallBizTrends, SMBCEO, and Noobpreneur. In her free time, she enjoys traveling the American West in her sprinter van with her dogs.

When COVID first struck, most businesses wouldn’t allow their employees to work from home. For the most part, they simply didn’t want to relinquish control. There were also questions of efficiency.

Although remote work proved extremely lucrative, reducing office costs and other expenses, most companies couldn’t wait to bring people back. Unfortunately for them, some employees got used to the idea of working from home. Economic data indicates that this approach is the best option for both sides.

In this article, we’ll analyze whether or not working from home is actually worth it. Check it out!

Tackling the fears

So far, several studies have analyzed the impact of remote work. Given that most companies had to send their employees home, we have ample data to make some conclusions. Here are some general data:  

  • 51% of companies declared they’ll return their workforce to offices within the next year.
  • 53% of workers have had at least one infection in the office since they all returned.
  • Approximately 20% of employees now have a hybrid schedule.

One of the major concerns for employees is how they would adjust mentally to the newfound situation. Every third person said they were happy to return to the office. Interestingly enough, one-third of the workforce doesn’t want to come back. So, we’re split even in that regard.

Aside from the fear of COVID, there are other reasons why people don’t want to come back. For example, they’ve seen how productive remote working can be. During this period, employees experienced less stress and had more time for family and friends.

There are also less common reasons why some people don’t want to return.

“Employees that work in an esthetically unappealing environment are less willing to return,” according to the Collection, a premium office rental in Los Angeles. According to their data, the quality of the workspace has an enormous impact on employees. After enjoying all this time at home, they don’t want to return to a gloomy environment.  

Impact on productivity

The reason why most companies wouldn’t let their employees go home is that they feared losing productivity. And truth be told, some teams really struggled to meet their deadlines. This isn’t particularly surprising, given all the comforts and the lack of control.

But, there were also opposite cases. Some people worked even harder as they had much more free time on their hands. Among others, they felt free and didn’t experience the same level of stress as they would in the office.

Here is some data that would interest you:

  • According to a smaller Ergotron study, 40% of people worked longer while at home. The National Bureau of Economic Research shows something similar. According to them, the average work day was prolonged by 48.5 minutes during peak COVID. Based on that calculation, a person that has a 40-hour work week would annually work extra 193 days.
  • Another positive improvement has to do with balancing a job with personal life. According to the same Ergotron study, 75% of people said they’re now more productive at work while having much more time for their family. A few other studies corroborated similar data.
  • As previously mentioned, remote work also had a major positive impact on stress or, better yet, lack thereof. Out of all the people working from home, 29% experienced moderate job-related stress. This is down from 33% in 2019 when employees were still in the offices. Remote work had a similar impact on extreme stress, and these numbers fell from 17% in 2019 to 15% just a year later.

Other important figures

Based on everything we’ve shown you so far, it seems that remote work is fantastic for employees and companies alike. Here are some other interesting tidbits that favor working from home:

  • Employees were able to save 8.5 hours every week just because they didn’t have to commute. Annually, this would accumulate to 408 hours saved.
  • One of the reasons why remote work was so efficient for companies is because it allowed them to eliminate social interaction. For 70% of employees, social interaction is every bit as important as getting their work done.
  • Aside from having a positive impact on mental health, working from home was better for physical health. People who don’t visit the office exercise 30 minutes more during the work week.
  • Approximately 62% of employees have to work alone to reach maximum efficiency. That being said, being at home allows them to reach their maximum potential.

What Will Become of the Twitter Brand?

Posted on by Red Slice

By now, you’ve surely aware of the Twitter brouhaha. Billionaire Elon Musk now owns the social media platform. 

Musk says his goal is to reinstate free speech and get rid of spambots. But with Musk, you never really know what he’s playing at or if he’s just a quirky rich white guy. As one reporter said on NPR the other day, “We can never be sure what Elon Musk will do. He’s known for saying he’ll do a lot of things and then only doing less than half of them.” The big question mark right now is if he will or won’t let former US president Donald Trump back on the platform. Trump was permanently suspended from Twitter shortly after the Jan 6 insurrection for inciting violence and violating community guidelines.

This post is not about analyzing Elon Musk’s motives. It’s about the seismic shift that happens when a corporate brand reputation (Twitter) collides with a strong and polarizing personal brand reputation (Musk).

Most brands don’t have the issue of being beholden to their CEO’s controversial personal brand. And it presents an interesting conundrum: Which brand will triumph?

Twitter has built a brand based on current events and celebrity interaction. We often hear breaking news on Twitter. We follow wars and uprisings in real time on Twitter. We share hilarious memes on Twitter and get to see how witty or insightful people can be with a limited character count. For me, Twitter is like a cocktail party. You scroll to bump into interesting people and witty repartée. You seek out the hot gossip. You often find out about news events before mass media outlets get their acts together. And you are able to hear from people on the ground in the midst of amazing events or tragic catastrophes.

Elon Musk is a polarizing personal brand. While he has led the success of Tesla and SpaceX, he has often made very controversial statements. His chaotic “would he or wouldn’t he?”battle to get on to Twitter’s board, and then turn around to offer to buy it, and then turn around again and rescind the bid – and then now turn around again to actually buy the platform gives us whiplash. His whims are unpredictable and that makes him a little bit dangerous. Check out a great timeline of events right here. They also impact real people by impacting stock prices and retirement accounts.

Elon says he’s passionate about protecting free speech and getting rid of spam bots, which sounds great, but what does that actually mean? Will content moderation end, leaving twitter to become a cesspool of misinformation and harassment (which it already has issues with)? Musk says he’s cutting 75% of the workforce, which included content moderators, and he already burned the C-suite to the ground, firing the CEO, other key execs, and the Board. He is making it a private company with no oversight. But he also claims that there were fake accounts and numbers inflating the sales price from Twitter SEC filings. And a company whistleblower seems to validate those claims.

On the outside, advancing security and features, eliminating fake accounts, and allowing free speech all sound great. But what happens when we don’t trust the brand of the person making those promises and decisions?

Many Twitter fans are worried. Some, including high-profile personalities and advertisers, are abandoning the platform entirely due to concerns about hate speech and misinformation becoming more rampant, while some are taking a cautious wait-and-see attitude.

When powerful brands collide, who emerges victorious?  I have no answer for you here, but it’s something we should pay close attention to as we consider future deals like this one.

More you might like:

How to Parlay Your Personal Brand into Your Business Brand

What is a Brand Strategy?

Photo credit: Alexander Shatov on Unsplash

What is a Brand Positioning Statement?

Posted on by Red Slice

What is a Brand Positioning Statement? Why do you even need one?

Your business or organization can only grow and attract attention if people understand what you’re all about. While there are no official figures, according to one source, in 2021, the average person was estimated to encounter between 6,000 to 10,000 ads every single day.

There’s a lot of noise out there, ya’ll!

To get attention, cut through the noise, and ignite action, we must be able to quickly and clearly explain what we do, who we do it for, and what benefit they get from us.

This is where a Brand Positioning Statement comes in!.

A Brand Positioning Statement is a super useful brand tool that speaks directly to your dream clients or customers in the language and words they understand. A Brand Positioning Statement quickly, clearly, and succinctly describes your business to someone so they can understand if you are right for them or someone they know, and compels them to learn more. The brand positioning statement is also something called your Core Value Proposition and can form the basis of a memorable elevator pitch, too. So you can see why this is a fundamental tool in your brand and marketing toolkit. 

A brand positioning statement encapsulates your Brand Strategy into a clear, compelling statement that can inform many other marketing tactics, such as a tagline, press release boilerplate, or advertising copy. 

This statement tells me the essentials about your company: what it is, how it is positioned, the target audience, the three core benefits it provides to me as a customer, and even clues me into the voice of the company.

But how do you create a good brand positioning statement?

Well, you know I’m going to say this: It requires empathy! Empathy for your ideal customers: their needs, wants, goals, aspirations, and values.

The tendency is to describe our businesses by talking about us. What we sell, provide, offer. I, I, I, I, I! It’s not about us. It’s about our customers. 

But to get a customer’s attention, we need a keen understanding of seeing the business from their point of view: What do they get from our products or services, from their point of view? Also, known as benefits. 

How to Craft an Empathetic Brand Positioning Statement

If you’re struggling with explaining the value you offer or if people are not quite sure if you’re the right fit for them, download my free guide The Empathy Edge Brand Positioning Template to leverage the power of empathy to craft the right brand statement that attracts your dream clients. You’ll get:

  • 6 strategies for crafting your empathetic brand statement
  • 18 examples to spark your creativity
  • 3 fill-in-the-blank templates you can customize and make your own.

Through my books, workshops, and client engagements, these tools have helped thousands of entrepreneurs and businesses stand out and attract their dream clients and customers.

Download your free guide now right here and make sure you hit all your 2023 goals – and attract and impact all  the right people!!

Photo Credit: Cristina Gottardii, Unsplash