Skip to main content

How are you managing your Jet Stream? Building a personal brand.

"Never judge a book by its cover" - well, eBooks have certainly changed this, for me, because its not about the cover, its about the content, the advertorial and the recommendations of other readers.

When I was a teenager, I read a book that had a profound impact on me - A Patch of Blue, by Elizabeth Kata.

The story is about a young white blind girl who meets a black man and falls in love.   The realisation of how much of our judgement of people is based on their externals, was both depressing and empowering.
  • Depressing because if you don't fit into preconceived ideas of what success looks like, you are at a disadvanatage
  • Empowering because that knowledge allows you to work at making the best of yourself by reading widely, practising lifelong learning, as well as looking professional (industry appropriate) and being reasonably well organised.
Angela Peacock and the People Development Team, have done great work around conscious and unconscious bias, and the impact it has, inter alia, on career advancement.

The way we look makes a difference, like it or not, but so does skill,  knowledge, work ethic, the way you present yourself and the principles you live by.

Is building a personal brand insincere?   It shouldn't be.    It should be about personal development and growth, as well as understanding how people react to you.

The jet stream principle is about what remains when you leave a room.   Do you just vapourise, or is your positive impact floating in the air for a long time after you have gone?

Links, References and Notes

Business Connexion:Accsys
email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn
Note

Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source

Labels:

Comments

Post a Comment

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract… 1.         Confirm your notice period ·          A lot of companies allow 30 days from date of resignation, but many ask for a calendar month 2.        Check your restraints ·          If you are joining a competitor ·          If you are joining a client 3.        Find out when your last payment will be transferred ·          Companies have been burned by paying over on the 25 th , and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders …. Both your current company and your new one deserve to be fairly treated.   Knowledge of ...
Post a Comment
Read more

Employment Tax Incentive Bill (ETI) - Q & A (3)

The last part of the article on ETI, and we are still waiting for some finalisation, which I will post when I receive it. How does an employer deal with part pay periods? The incentive must be pro-rated to match the calculation of remuneration.  For example, if an employee starts on the 15 th of the month, and earns R2000 in the first month with the company: His remuneration must be grossed up to R4000 per month The ETI on this value calculated (R1000 in the first 12 qualifying months of employment) This results in a R500 ETI for the employer on this employee for this month Does it run for 24 Months from Date of Employment? Confirmation of this is required, but it appears that the Employer may claim for each employee for up to 24 months, even if they are not consecutive (ETI qualifying months, not months of employment) What happens if an employee leaves the organisation? Assuming all other qualifying factors are in place The next employer can start ...
Post a Comment
Read more

Employment Tax Incentive Bill

While there has not been agreement from all parties on the Employment Tax Incentive (ETI) Bill, and the roll out, it was formally published on 4th November, 2013.  With the January go live date, there are still some issues that need to be finalised, but simply put, the concept is as follows: The incentive runs from January 1st, 2014 to December 31st, 2016 The employee must be between 18 and 29 years old on the last day of the relevant month The employee must earn a wage of less than R6 001 per month The incentive can only be claimed in the months when the remuneration is under R6 001  The employee must have been engaged after October 1st, 2013 The employer must be eligible by being  Registered for PAYE In good standing with SARS Not local, provincial or national government Limited to South African citizens and valid asylum seekers, the main driver is for youth employment, however, the incentive also applies to employment in Special Economic Zones (SEZ) ...
Post a Comment
Read more