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How to Build Your Personal Brand as an Influencer and Creator

Whether you are a company, a job seeker, or an influencer, building a brand is crucial to your success. And just like corporate brands, influencers and creators can use the same best practices to develop their brands.

However, influencers are unique in that they are both a brand and a media channel themselves. Traditional brands can work with influencers to promote their products, but influencers must also maintain their image ��� and the independent voice, unique perspective, or point of view ��� that built up your following and engaged their audience in the first place.

This means that creators or influencers carry a different voice that is inherently different from corporate brands. They can use that voice to create content that remains authentic to the creator, lending a powerful third-party endorsement of a type traditional, “corporate” brands cannot do themselves (for obvious reasons).

Creating a “personal brand” as an influencer is vital to your longevity.
Sharing high-quality, original content your audience finds engaging is the most powerful tool in the brand building shed.

Be everywhere

One of the first things an influencer must do is establish reach and make their brand known. Creating a comprehensive online presence is paramount in the digital era���in other words, be everywhere. Like building a personal website or LinkedIn profile when applying to jobs, joining every social media platform using similar handles increases visibility and findability online. Even if the influencer only chooses to focus on one or two platforms, having the other profiles:

1. Protects them and their brand from being impersonated or abused;

2. Allows them to experience various platforms and narrow down which ones are the best fit for the creator and the content they want to create;

3. If they want to grow���easily allows them to expand into more platforms since they already have accounts set up;

4. Casts a broader net online to attract more viewers and followers. Creators can even use these profiles to direct viewer traffic and point them in the direction of their leading platforms, whether that is on social media or even to their website.

While being everywhere increases the chance of gaining an audience and following as an influencer, it also increases the chances of brands discovering them for lucrative collaborations. Establishing an online presence builds credibility and trustworthiness, making it easier for potential brands to reach out and collaborate.

Choosing a niche

As a creator, positioning and targeting are also crucial to getting noticed. For a corporate brand, positioning often depends on the product or service and how it compares or differs from competitive offerings. A creator’s positioning depends more on the expertise or content they create for a personal brand. Building a personal brand also takes discipline.

Tom Fishburne, a former marketing executive at General Mills who left the corporate world to pursue his passion for creating cartoons, understands the raw, under-appreciated power of a niche. In his case, Tom draws insightful cartoons that just about any marketer can relate to — and get a laugh out of. Usually, these cartoons address a topic of discussion in the space, and he accompanies his cartoons with compelling blog posts that add context and insight to the issue at hand.

As Tom puts it:

“Your target market is not the same as anyone who could conceivably buy your product. A target market is deliberately exclusive. That niche focus is what gives it teeth. It is what compels consumers to identify with your brand. It is what gives you the insight to speak to them so clearly.”

Niches are critical because they differentiate creators from one another, especially in a saturated market like social media influencers. They provide a unique identity that is easy for brands to pinpoint and makes choosing influencers much easier. Niches can also establish legitimacy and expertise. Creators can “own” a space by becoming category leaders in their place, making them stand-out choices for brands to work with.

Simply put, having a niche establishes boundaries of what an influencer’s brand can and can’t be; subsequently, what an influencer can and can’t promote. Without context, it’s jarring to hear a financial creator extol the virtues of Hot Pockets. As an influencer, their niche makes them the expert; speaking on that niche gives them an authentic connection to their followers and appropriate promotion for a brand. Niches contribute to an influencer’s brand’s overall look and feel, making it easier for viewers to understand what kinds of content to expect.

However, a niche shouldn’t pigeonhole a creator into one piece or one form of content. Instead, it should focus on retaining a group of viewers dedicated to following that influencer’s content. Creators should be free to explore whatever topics and themes they want, so long as it is in their voice. One of the best niches to occupy is simply a creator’s personality. A creator who has a following solely on their personality will speak on any topic or theme with complete authenticity. Because each character is unique, the creator has an irreplicable position they can leverage forever.

Although there is technically no limit to what niches content creators want to occupy, there are some rigid boundaries as to what types of content are allowed on each platform. One of the most overlooked steps when signing up for a platform is reading the terms of service. These documents outline what types of content are banned or restricted on the platform. As a content creator, it is essential to be aware of these categories and avoid choosing a niche, as the platform can stop a creator’s journey before it even starts. Additionally, when it comes to promotions, platforms become even more restrictive of what kinds of products & services can be advertised. Some of the most common restricted categories
include financial products, gambling, health & wellness products such as
weight loss products or vitamins, and relationship or dating products. When unverified, these categories can carry significant risk to consumers and thus usually have to be directly approved by the platform themselves.

On the other hand, a niche is not an invitation to sell out either: creators who do not enjoy the content they produce are harder to watch and follow. While pleasing viewers is nice, it should not come at the expense of the creator’s joy and identity. Finding and maintaining that boundary and balance can be difficult, especially as the influencer’s brand grows.

Playing the Algorithm

One additional factor to consider is the platform an influencer is on���influencers who understand how their platform works can use it to their advantage and promote themselves more easily. Having a basic understanding of algorithms is often the key to achieving virality. One of the most studied platforms is YouTube: best practices on optimizing the algorithm, such as naming titles, thumbnails, and even how videos are posted, have been analyzed and shared across the platform. In theory, while these practices help everyone, they eventually turn into standards or “basic requirements” instead of real advantages.

Not following these practices puts a creator behind the competition and sometimes can restrict the content creators make. Conversely, TikTok, as the newest big social media platform, has an algorithm that is still largely unknown. Creators are free to experiment with their content and formatting, but there is no way to tell if their practices will succeed, apart from basic metrics like impressions and engagements.

However, it is essential to know that as these platforms develop, the algorithms will also shift. Keeping a keen eye on these shifts allows content creators to stay ahead and make changes as needed. It is also one of the reasons why creating content solely to go viral is a bad idea; desperately chasing the algorithm will only lead to burnout and compromise the legitimacy and authenticity of a creator’s brand.

At their most basic, social media platform algorithms are designed to capture and hold users’ attention so the platforms can observe consumer behavior and target ads they think will be most relevant to them.

To grossly over-simplify, these algorithms evaluate millions of factors to
determine what they think each user will find engaging from the people and topics they follow. And they closely observe how users react to each piece of content — scrolling past, slowing down, clicking, liking, etc. Users program their feeds essentially as long as what they’re seeing keeps them on the platform. Keep this in mind as you create content for your audience: make sure the opening pitch is compelling (does your content grab attention in a second or less?), and does it inspire people to spend more time with your content?

Listening to your audience

Lastly, while it is beneficial to have a large following as an influencer, having a significant engagement is just as important, if not more. One way to do so is by listening to and engaging with the audience. Audiences that feel seen or heard are much more likely to watch or follow content while taking their suggestions and include them in the creative process. The interaction also builds community around the personal brand, offering more opportunities to show off a creator’s expertise and further solidifying them as category leaders in their space.

As a creator in the pursuit of a million dollars, it is easier to convince 1,000
people to give $1,000 each rather than trying to convince 1,000,000 people to give $1. Having a dedicated following gives creators more authority to monetize their brand, whether from brands or the viewers themselves.

Ironically, being a creator is no longer solely about becoming as big as possible; as a creator grows more prominent, the connection to their viewing audience becomes smaller. Brands are starting to shift towards smaller creators with only tens of thousands of followers instead of hundreds of thousands or even millions of followers, as smaller creators can offer higher engagement at a more consistent frequency. Brands value the authenticity of a creator as much as the audience does; maintaining that essence while having a large following can be the most formidable challenge for a creator to face.

Outro

While there may be similarities between corporate brands and personal brands, ultimately, personal brands can reach others on a level where corporate brands cannot. A personal brand is both a tool and a reflection of the creators themselves; laying the framework for their brand puts a creator in the best position to succeed as an influencer and category leader. Even though the influencer industry may appear saturated, this peer-to-peer connection will always be valuable and occasionally necessary to get consumers to engage.

This article was first published on HackerNoon

The post How to Build Your Personal Brand as an Influencer and Creator appeared first on Lomit Patel.

Gen-Z: The Generation of Gamers

A Generation Of Gamers

There should be no doubt that Gen-Z (1996-2010) is a generation of gamers. According to the 2021 Deloitte digital media trends report, 87% of Gen-Z says that they game weekly, if not daily (source). As digital natives, the premise of ���go to your room��� seems like a privilege, not a punishment. Gaming is the new norm for this generation, and if you want to reach them, you will have to meet Gen-Z where they are.

Gaming is Everywhere

For Gen-Z, gaming is not what it used to be. It���s everywhere: unlike their older counterparts, Zoomers have never known a world without mobile gaming. In their lifetime, Gen-Z has seen the introduction of the Gameboy Color, Advance, SP, DS, 3DS, Switch, PSP, and most importantly, the iPhone.

According to TapJoy, a mobile app monetization firm, 86% of Gen-Z games are on their phones, making mobile gaming more popular among Zoomers than playing on consoles or PCs (source). It���s an activity that no longer needs to be stationary; it can move wherever they want to go. There���s no need to share a screen either; everyone can participate since everyone has a phone. With the rise of the internet, web 2.0, and mobile gaming, Zoomers have a gaming device within 2 feet of them at all times, making gaming more accessible and acceptable than ever.

When Zoomers are not playing games themselves, they are likely watching a streamer play. Streamer���s channels serve as a place to watch games being played and become a discussion board in the chat, where players offer their opinions and advice. For the creator, streaming becomes a way to meet new people, tell stories, or spend time with friends.

As a result of these communities, gaming for Gen-Z evolves past just an activity; it becomes a platform to connect and interact with each other. This normalization of gaming has also played a significant role in shaping the way Gen-Z interacts with games. It���s a subject that���s talked about just like music or sports, which has spawned various communities and activities centered around games, players, or developers. For example, streaming has become incredibly prominent for this generation.

Especially during the pandemic where it was hard to meet, talk, or have fun together physically, Zoomers could use online servers on games such as Minecraft and Roblox as hangout spots instead and do the things they could not do in real life.

However, gaming as a platform has left some old features as a rarity, namely local multiplayer and the pause button. In some ways, gaming has become more social and connected than ever; players can voice chat within the game, set up real-time activities, and even interact with others worldwide. In other ways, gaming has returned to its old self: sitting in a room all day, staring at a screen.

Live-Service Games

Unfortunately, a downside, especially with the introduction of live-service games, players are forced to be online and depend on an internet connection. They are subject to non-stop action, whether they like it or not. But good or bad, it is evident that gaming has enraptured Gen-Z���s attention, and there is no sign of it stopping.

To reach Gen-Z, brands cannot ignore gaming as a channel.

Some brands have already begun capitalizing on these platforms. Musical artists such as Travis Scott and Lil Nas X have directly partnered with games like Fortnite and Roblox to host virtual concerts, garnering millions of viewers.

Other brands like Hellman���s and Gucci have utilized games like Animal Crossing to promote new products or provide fun activities for users to enjoy. Gaming as a marketing channel holds endless possibilities; it���s up to a brand to think of them.

Now Gaming is Enjoyed By Everyone

The landscape of gaming has changed for Gen-Z���s. What was once a niche activity is now enjoyed daily by everyone and anyone, from friends and family to celebrities and athletes. It has become a preferred way for Zoomers to spend time, communicate with others, and even make money. But brands must move fast to adapt and evolve to these changes or risk losing this generation���s attention completely. But as technology and attitudes improve, it will be interesting to see how gaming changes generations to come.

This article was first published on HackerNoon

The post Gen-Z: The Generation of Gamers appeared first on Lomit Patel.

What is the Best Advice for First-Time Managers?

Learning to lead and manage teams are essential skills for anyone looking to advance their career.

While becoming a manager can be exciting, the task can also be daunting for those who have not had formal management experience before.

Leadership and management skills can be learned and honed like any other skill. These skills can quickly become your greatest asset to help grow a successful career with the proper guidance. 

Below is some of the best advice compiled for first-time managers:

1. Get to Know Your Team!

Not necessarily on a personal level, but certainly on a professional one. Each person has their strengths and weaknesses, likes and dislikes���good managers can identify these traits and adjust accordingly.

Establish a system for open and effective communication, like having weekly or bi-weekly 1-on-1 conversations with each member. With consistent discussions, you can quickly learn more about how each team member works with themselves and others.��

A word of caution: Your authority must be earned. Many first-time managers go from being a part of a team to leading that same team, but changing your job title does not entitle you to the team’s respect.

At the very core, you all must move as one unit: treating your team as anything less than human will quickly erode the trust and structure you put in place, no matter how many friendships or bonds you formed. 

To give an analogy, think of management as a guiding light for your team, helping them navigate through problems and challenges. The way you go about this can vary with your management style.

Managers that choose to be hands-off can be akin to lighthouses, only stepping in when their team is close to danger. Others choose to be more hands-on, becoming a GPS of sorts and guiding their team through each step of the process.

This guiding principle is why��the servant leadership style is becoming more and more popular. Ultimately, how you choose your management style will depend heavily on what you and your team members are comfortable with. While there may not be a perfect solution, a healthy management style and relationship can go a long way in helping the team be effective.

2. When Communicating With Your Team, Be Specific.

You will inevitably have to interact with your team a lot as you manage them. When communicating goals, expectations, and feedback, it is essential that you make them clear and as easy to understand as possible.

Vague directions and feedback are a common miscommunication on teams but can lead to excessive frustration, especially over time.

Leaving things up for interpretation can result in an enormous waste of time and resources for both you and your team, especially if you took the task in a different direction than you envisioned.

The same principle applies to goals and expectations; having clear and specific goals for the team to achieve allows everyone to prioritize what is most important to get the job done.

In this case, it doesn’t always mean simple; often, simple goals can be the vaguest.

Consider using the��SMART��goal framework to create effective goals. In this case, the “specific” in SMART can refer to having only a single objective.

Being clear in your communication can improve the way your team interacts with each other as well: especially if you lead by example, your team members can adapt your communication style and utilize it amongst themselves.

Think of yourself as a surgeon in these scenarios: simply asking for a blade can get you a scalpel or a bone saw���two tools designed for very different tasks.

3. Keep Learning.

Let’s face it: as a first-time manager, you will not know everything, especially when it comes to management. Not everything will be right at the start; in fact, it may be a little challenging to get anything right at first.

However, put yourself in the best position to learn. Set aside your ego and��embrace a growth mindset. Be patient with your team, and in return, allow them to be patient with you.��

To reiterate the first point: listen to your team. If you are open with your communication, your team will offer advice on changing or improving. This may be the most crucial advice you can receive; implementing their feedback shows that you not only are listening and acknowledging their input and feedback but are willing to work with them and take actions to improve.��

Learn with your team, consider doing a workplace strengths or communication style test to help give the team a shared language for talking about how you can best work together. Tests loved by teams include��DiSC��and��Strengths Finder 2.0.��

If you want to further your skills, consider finding a mentor or sponsor to help guide you as a manager. Look for someone you can readily take advice from; these people can have similar experiences, work in the same organization, or even have the same management style as you. These people can be another way you hold yourself accountable as a manager and can even offer specific advice tailored to you, especially in times of crisis.

Overall, being a manager isn’t easy. There is a lot to learn when supervising others and often not many resources. But understanding your team, communicating with them effectively, and constantly learning from your mistakes and others can be effective methods to make your first foray into management a little less stressful.

This article first appeared on HackerNoon

The post What is the Best Advice for First-Time Managers? appeared first on Lomit Patel.

How To Embrace the Growth Mindset for Career Success

We often hear people tell us to “stay positive” or “Work hard, and good things will come.” While you may wave it off as general advice when it comes to success, those perennially chipper people in your life may have a point:��studies have shown that positive reinforcement and a healthy mindset have real performance benefits. This phenomenon can be attributed to the “growth mindset,” a framework and theory developed by Dr. Carol Dweck and her research into how mindsets can impact the world around you.

Having a growth mindset has become such a hot
topic in recent years. But what exactly is a growth mindset?

Dr. Dweck defines a growth mindset as “people believ[ing] that their most basic abilities can be developed through dedication and hard work���brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment.”

To clear the air, a growth mindset is not just a positive attitude or optimistic outlook. It’s a way of thinking that promotes constant learning and skills development. People with a growth mindset are constantly learning, refining their successes, and improving on their failures. They believe in continually challenging themselves: reaching further, and performing better each time. For them, the process is more important than the outcome because processes can always be improved.

Additionally, those with a growth mindset are not focused on looking intelligent to their peers. Quite the contrary, they are inspired by the people around them and will take lessons from others’ experiences. Lastly, they love to exchange ideas and take risks, regardless of the outcome. This mindset doesn’t just apply to the workplace either; those willing to learn often adopt this mindset for any activity, whether it be for school, athletics, a hobby, or even relationships.

One of the most important — if uncomfortable — aspects of having a growth mindset is having a healthy relationship with the concept of failure. You might sometimes hear it expressed as being able to embrace failure. I think that’s a wonderful expression. Instead of running from failure, a person with a growth mindset dusts their shoulders off and quickly gets their arms around what happened. They learn from these experiences and move forward. Thanks to our fragile little egos that is quite often easier said than done!

As the multitudes of clich��s go, “you can’t achieve success without failure,” or “once you hit rock bottom, the only way is up.” This is precisely what the growth mindset does best; providing a framework for turning failures into opportunities. Rather than disparaging yourself for a mishap or using broad reflections like “what happened?” reframing the situation into a question like, “what can I do better next time?” will allow you to reflect on your controllable actions rather than the relative merits of your abilities.

Going a step further, you can break down and analyze the entire situation to figure out what exactly went wrong to gain even more in-depth insights. While being aware of your mistakes is extremely important, creating actionable steps to improve is crucial for hiring managers to look for. After all, you can’t improve if you don’t take steps to do so. As you move on from the situation, consider developing an action plan to enhance your skills further.

Another actionable step of having a growth mindset is practicing gratitude and celebrating your successes. Constantly pushing yourself to keep improving without reflection or mindfulness may burn you out very quickly. Nobody likes burnout.

As Dweck puts it best, the growth mindset develops a “love for learning.” This isn’t a grind culture: rushing forward without reflection can steal that joy away from the learning process, and eventually, you may fall back into having a fixed mindset.

Take time to look back on your journey and see how far you have come. Practice gratitude and give credit where credit is due: this may apply to those that have supported you along your journey, but most importantly, for yourself. As the person who got you to where you are now, make sure to thank yourself and your effort for your progress. Lastly, celebrate your accomplishments, big or small, with others or just by yourself. Doing so will help you recenter yourself and keep you in that mindset of positivity and growth.

In truth, being able to have a growth mindset goes much further than just yourself. As Dweck discusses in her Harvard Business Review article, your peers and organization also heavily influence developing a growth mindset and can be significant catalysts on your path to career success. Without the support from the environment around you, maintaining a growth mindset can feel extremely exhausting or even be discouraged in the worst cases.

For example, work in an organization that only focuses on outcomes rather than improving processes. You may find that may deter workers from the risk-taking essential to the growth mindset. Additionally, being punished for results beyond your control can easily discourage you from adopting an attitude to grow in the first place. No organization is perfect, but some may be more equipped to support you than others. This may be your first step on your career journey���putting yourself in an environment where you are allowed to succeed.

Growth mindsets can indeed be the “it factor” that allows you to succeed in your career. It may not come quickly, but basing your work on actions and processes rather than inherent abilities and outcomes, you may find that you unlock a whole new side of yourself. It won’t be an easy journey. Lots of work and challenges will come your way, but as long as you can put yourself in an environment that promotes growth, you will indeed find success along your path.

This article first appeared on HackerNooon

The post How To Embrace the Growth Mindset for Career Success appeared first on Lomit Patel.

How to Help Your Employees Maintain Work-life Balance in a Hybrid Landscape

The pandemic has changed the workplace dynamic, and many would say it’s for the better. More than 70% of workers would like to continue having remote work options, while 65% prefer a return to in-person workspaces. Businesses all around the country have begun to implement the ���hybrid workspace��� model, which involves a combination of remote and in-person work, which shifts depending on the agreement between an employee and their workplace. 

Maintaining a work-life balance is more important than ever in this hybrid landscape. Before the pandemic, a healthy work-life balance was challenging for employees and businesses. With the added obscurity of managing time out of the office, breaks, and work expectations, the hybrid workplace hasn���t made it more accessible. Companies and employees must prioritize a healthy work-life balance. 

A unique issue that arises with a hybrid workplace model is over-collaboration. Since the pandemic, companies like Microsoft have reported an increase of 42% of chats sent after hours and double the amount of time spent in weekly meetings.

Collaborative overload is exhausting and distracting employees. A study conducted by cognitive psychologists shows that responding to a message can cause up to a 64-second recovery time to get back on track. A slightly more significant interruption can cause an employee 23 minutes to get back to their original task. As a result of these distractions, employees tend to feel more stressed, frustrated, and pressured by time. Employees who are satisfied with their work-life balance attend 25% fewer meetings and spend six fewer hours per week collaborating than those with a poor work-life balance. 

Another problem is the allocation of time off. Microsoft employees��� vacation time dropped by 83% in the pandemic because they stayed in the pandemic home and avoided travel. This negatively affected their work-life balance as employees in the U.S who took vacation during March/April 2020 had an 8% higher perception of a healthy work-life balance. Employees need to take time off and recharge. 

The improvement of an employee’s work-life balance relies heavily on managers’ leadership.

Managers must encourage prioritization in the workplace. As a leader, it is crucial to understand that it is nearly impossible to get everything done, so tasks must be segmented and assigned different importance and urgency to be completed. Additionally, to address the issue of having appropriate time off, companies should encourage the ability to unplug and rest on the weekends. Companies may also take after the steps of other organizations like Microsoft, which redefined sick leave to include mental health days.

To provide support during an employee’s vacation time, managers can offer to cover the employee���s work while they are gone and implement systems that minimize the number of emails and work an employee on vacation must return to.

Moving forward, leadership needs to empower managers to make decisions that best suit their team, whether defining meeting and in-office expectations or adopting a new piece of technology that will aid in productivity. Managers are the critical drivers of success going forward.

Companies need to adapt to the changes necessary in a hybrid workspace to set employees up for success. Ensuring that employees have a healthy work-life balance will improve the well-being of each employee and encourage a proactive work environment overall.

By taking the appropriate measures, companies can reduce the probability of burnout, anxiety, and other health issues among their employees. Respecting an employee’s time off, general health, and overall workload will help build trust and community within a company.

This article first appeared on HackerNoon

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How to Become the Greatest Leader of All Time: Tom Brady Style

Tom Brady will go down as one of the greatest football players of all time. Love him or hate him; there is zero doubt about that. His achievements are legendary. He blew past milestones people never thought were possible (and setting records) one can only hope to see broken in their lifetime.

One of the essential qualities to Tom Brady���s game is his leadership skills���his leadership has taken him to the biggest stages in the country, getting the maximum talent and productivity out of his teams for the longest time. And while you may not be married to a supermodel or have Tom Brady���s arm, the GOAT can teach us valuable lessons on leadership that we can apply to our own lives. But to understand his lessons on leadership, we must first understand what kind of leader Tom Brady is.

What kind of leader is Tom Brady?

Brady is best known for leading by example. His work ethic and dedication to the game are evident for his teammates to see.  He embodies self-determination, self-discipline, and self-regulation. Unlike many stars in the league, Brady started his NFL career as a 6th round draft pick, virtually condemning him never to make it big. However, because of his hard work, belief in himself, and passion for the game, he remained ready for any opportunity at any time. When starting quarterback Drew Bledsoe was injured at the start of the New England Patriots��� 2001 season, Brady was prepared to step up to the plate (wrong sport, but the analogy works).

Being drafted late may have been a blessing in disguise for Brady���s career���he is one of the few players to have experienced what it���s like a player starting at the bottom and working at the league’s highest levels.

He leaves the impression that his status is achievable, but shows others through his actions why he is the best.

For those around him, Brady exists as the epitome of a success story, from a bottom pick to the greatest to ever play the game. Through his story, he has shown that hard work can genuinely create paths to success. Brady has gained a reputation of being remarkably consistent, constantly training, learning from his mistakes, and performing at a constant level.

He has never been known for his athleticism like other elite NFL players; it���s one of the primary reasons he was such a late draft selection. While he has never been able to become the most athletic player in his career, Brady has undoubtedly been able to compensate and minimize his flaws through hard work and relentless focus. He isn���t the fastest player; however, he has developed an elite level of awareness that helps him avoid the defense.

By working on his flaws to become a well-rounded player, Tom Brady has been able to find success.

What���s remarkable is that Tom Brady has been able to impart this success on others. Using himself as his best example, he shows others what it takes to be the greatest player of all time. That leadership by example is magnified by the fact that he was overlooked at the top of the draft. His dedication and focus got him to the top of the game, and that���s inspiring for his teammates. It brings out the best in those around him as they focus on a singular goal.

The idea of leading by example is not exclusive to football, of course. Leading a team in business or leading a team in football requires the same skill set. Leading by example is an excellent way to prove your legitimacy and dedication to others.

One common misconception about leading by example is that the leaders are silent, mind their own business, and are generally unapproachable. However, from the stories told by other players about Brady, he is far from a silent leader. Even though he is the first in the facility and last to leave every day, Brady always engages with others, talking to them and coaching them. He leaves the impression that his status is achievable but shows others why he is the best through his actions. This idea can be applied to more mundane work as well. Leading by example is not about leaving your team in awe of your work and achievements; instead, it is about showing that your high level of work ethic is possible and achievable for others. Delivering results underlines what you can achieve with his level of dedication.

Brady is also known amongst players for keeping a positive yet competitive team environment. When with his team, he is both personal and personable. There is no ego to deal with, despite his rarified stature. He understands the winning culture and what it takes to achieve great things at the highest level and under tremendous pressure ��� and in his case, physical pain.

Because of this, Brady becomes the biggest supporter of his teammates. He understands that while he may be an outstanding player, football is a team sport, and everyone has a role to play. Brady is motivated to teach others what it takes to win, even in his position. He exemplifies this by becoming a second coach, making adjustments to improve the play, and reassuring each player they have what it takes to be a winner.

His winning pedigree backs up his advice: he commands the players’ full attention in the locker room.

On a personal level, Brady acts as a mentor to younger players, showing the areas of improvement while also taking the time to train them and answer any questions they may have. So long as the players are willing to get better, Brady is committed to teaching them what he knows ��� and those players know that Tom Brady has elevated his status in the league from a backup to an x-time world champ. They want to eat whatever Tom is eating.

Brady also exemplifies outstanding leadership by aligning personal and team objectives for more established players. During his tenure on the Tampa Bay Buccaneers, Brady went the extra mile to reward his long-time teammate Rob Gronkowski. Despite the resistance from his coaches, Brady opted to stay in a blowout game to throw an extra pass to Gronkowski, netting him a $500,000 bonus for achieving his completion goal. It���s a perfect example of listening to your teammates, understanding what they want, achieving their goals together, and rewarding them for their effort.

While his personal achievements are impressive, Brady also assists his teammates, constantly putting his reputation on the line and risking injury to achieve other players’ personal and team goals for other players. His actions instill trust in others and ultimately motivate them to play harder and contribute to the winning culture that Brady is known for.

Like Brady���s story, these traits are achievable in the business world. Please get to know your team, understand their desires and motivations, and construct a plan to achieve their goals. Lead by example, showing others what an elite level looks like, but also be on the ground, pushing your team higher and higher towards that level. Success isn���t achieved overnight, but over time, through effort and dedication, expect to see you and your team grow to their fullest potential.

This article first appeared on HackerNoon

The post How to Become the Greatest Leader of All Time: Tom Brady Style appeared first on Lomit Patel.

What Characteristics does a Team Need to Get to the “Super Bowl” Level?

While it may be the biggest sporting event of the year, the Super Bowl is also America’s greatest showcase of teamwork. For one day, everyone’s attention is directed towards two of the best teams in football, applying what they have worked for all year to compete on the biggest stage. It takes a lot to get to the Super Bowl; lots of work, planning, and strategy.

While it may be just entertainment for us, there is a lot we can apply to our teams at work that we can learn from Super Bowl teams. So, what does it take to get your team to the “Super Bowl level?” It takes a lot more than simply “being good.”

Here are six ways to get there.

Consistency: One of the most critical aspects of an elite-level
team is consistency. Top-level talent exists everywhere, but only teams that can draw it out and utilize it consistently will succeed. In football, it’s a one & done deal; only one bad game can cost you an entire season. It is not enough to be great for one game and only ok for the others. To reach the Super Bowl, you need to win consistently. The same principle applies in the workplace. Finding and improving upon the consistent baseline performance of your team will set you up for long-term success. Finding the balance is critical here: push too hard, and you risk burnout, but no attempts to improve equals missed opportunities.Trust: It’s not often you encounter unexpected issues, but trust is paramount to navigate through hardships when the going gets tough.
This trust extends both ways: as a manager, trusting in your team to perform to the best of their ability, and as a team, depending on the manager to guide them through the business problem. This is best exemplified in this year’s Super Bowl. With star receiver Odell Beckham Jr. out of the game, Los Angeles quarterback Matthew Stafford needed to rely on his other receiver Cooper Kupp to deliver them the victory. They scored the necessary points to win the game with the vital trust between them. Establishing trust in your team requires time and effort. These efforts begin with mutual respect for each party and understanding that every team member brings unique value. The team then needs to define all the roles and expectations clearly, and find the best person to fit each position. Lastly, allowing open communication between all team members allows every party to adjust, adapt, and problem-solve more effectively.

Ultimately, trust breeds reliability, and knowing you can count on the people around you puts you in the best position to succeed.Building a winning culture: To consistently be on the next level, you also have to develop a culture of success. Just like in football, teams and talent change year by year. The great teams understand this and can create a culture for winning to complement the systems put in place. What does this culture look like? It means having a clearly defined goal and direction and a mutual understanding and desire to reach that goal. For the NFL, the goal is clear – to win the Super Bowl. But in the workplace, the goal may be something you need to define���it may not be inherently clear to team members. Communicating this goal to others precisely ensures that everyone is on the same page in terms of direction. However, you also have to empower everyone to strive for these goals together.Goals: In any team, every team member has their own goals they want to fulfill. Without a team objective, individual members will first seek to achieve their purposes. Thus, having a team target is essential for cohesion. However, team goals should align with each member’s personal goals. This requires managers to understand each team member and their dreams and ambitions, using those to create a structure that allows them to succeed in completing the team objective and achieve their personal goals. For example, these personal goals can be developing a new skill or working towards the next level position. When these goals are aligned, team members will be personally motivated to work towards their goals and contribute towards the overall team objective. They will also understand when to put the team’s needs over their own, increasing camaraderie and trust in the group.Measurement: To effectively strive for these goals also requires a measure of progress. Setting metrics for performance is also crucial in
ensuring you are on the right track in the right time frame. Having definite metrics allows team members to keep themselves and other team members accountable. Combined with a system of open communication, the team is encouraged to govern themselves, quickly addressing any issues that may arise, suggesting successful processes and methods to each other, and assisting any underperforming members. Like in the locker room, teams need to be open and honest to adapt and improve, especially when they are not meeting expectations. While it may seem distrustful to have progress metrics in the first place, the fundamental goal is an improvement, not punishment. It shouldn’t be seen as a witch hunt for the lowest performer but a collective search for improving structure and processes.Rewards: Lastly, reward the team for their time and effort. Work is hard, and achieving objectives takes a lot of effort. Without time to reflect and celebrate wins, teams can quickly burn out and become distrustful of each other and the work they do. Follow through on promises and compromises made to each team member. Call out excellent performances and share successes: recognize each team member and the value their contributions brought to achieve the goals you set. Encourage positive feedback, and be the most prominent advocate for your team. Ultimately, you understand your team the best, and you also have a responsibility to put them in the best position to succeed.

Like reaching the Super Bowl, building a Super Bowl level team isn’t easy. Like in the NFL, some teams may never achieve their goal within their lifetime. Others may find they fit better in other locations and teams. To be the best of the best, teams need an elite level of consistency, trust, a culture of success, goals, measurement, and rewards. These six key aspects will not only help teams achieve goals but also encourage the best talent to join and be successful as well.

This article was first published on HackerNoon

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Your Guide To Hiring A Product Manager For Your Startup

A product manager is crucial to growing startups. As the person responsible for developing new products and improving existing ones, a good product manager owns the business strategy behind your products and new features. Increasingly, hiring is about more than resumes ��� and hiring the best person for the job requires us all to think past our biases and let the data guide us.

Start by defining the skills and abilities your product manager needs. Perhaps you want a creative problem solver or someone adept at managing daily tasks. And perhaps it���s equally important that this person is adaptable, honest, and organized. Determining whether a person has all of these qualities is nearly impossible from a piece of paper ��� or even an interview. That���s why rule number one, when it comes to hiring, is never to rush the process.

In an employer survey, CareerBuilder found that 43% of respondents traded quality for speed under the weight of pressure, which often led to poor hiring decisions. 

However, data can reveal critical insights about your candidates taking some pressure off when your team needs a great product manager. The Predictive Index urges hiring managers to use behavioral and cognitive assessments to get a better idea of a candidates��� true capabilities: ���Using data allows you to assess candidates on better predictors of on-the-job success, such as behavioral traits and cognitive ability. That way, candidates move to the next stage in the interview process because they���re a good fit for the role, rather than because of their age, gender, or alma mater.���

To ensure the right people apply to your job, craft a detailed job description that explicitly outlines the expectations of the position, the requirements of the role, and even what methodology you expect to use. Eliminate unnecessary questions down the road by providing the answers up front in your thorough job listing. 

Once you have the right person in place, your product should be well on its way to release. But releasing a product is its own challenge.

The article is also published on LinkedIn.

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Sprinting Toward New Startup Features and Products

When it comes to updates, you may find you need to prioritize your projects based on your company���s goals. For instance, you may prioritize updates that address retention if you have a high customer churn. Updates that drive growth may get top billing if you are struggling with customer acquisition. Or perhaps you have low LTV and need to put more emphasis on monetization. Whatever your startup���s priority is, you will need to allocate resources to the features and updates that help you reach your goal. 

Managing the never-ending cycle of product improvement and updates can be challenging ��� but many companies employ planning sprints to structure the iterative process. 

���Sprint planning is an event in the Scrum framework where the team determines the product backlog items they will work on during that sprint and discusses their initial plan for completing those product backlog items.��� ���  Agile Alliance

The sprint process begins with a planning meeting where all parties agree on the tasks and projects that need to be completed during the upcoming sprint. This is your chance to align priorities and revisit your roadmap to ensure your team is working toward the right goal. Before getting started, address a few questions to plan your sprint:

What is the overall goal ��� is it simply a question of producing a new feature, or are you working toward a larger goal of mitigating risk?Are there tasks related to the sprint that is already complete? Identify vacations or holidays that will impact availability during the sprint ��� and use this information to determine your team���s capacity.What items will the team include on the sprint backlog based on the sprint goal and the team���s capacity? (A backlog is a list of tasks identified by the Scrum team to be completed during a sprint.)

The agile model of development that sprints emerged from suggests daily standup meetings ��� aka ���the daily scrum��� ��� to keep on top of progress. In these meetings, each team member shares what they did the previous day, keeping the whole team up to speed. Everyone also shares what they plan to work on that day and raises flags about possible impediments to their progress. 

For the more visually-minded, you can use a��Sprint Burndown Chart����� ���a visual measurement tool that shows the completed work per day against the projected rate of completion for the current sprint.��� However you choose to track your progress, a product manager will likely head up the process ��� so it���s important to have the right person in place, and I���ll cover that in my next article.��

The article is also published on��LinkedIn.

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Building and Understanding Your Startup Product Roadmap

You may have noticed a theme emerging: building a successful startup is largely about planning. Your product roadmap epitomizes this need. 

The ultimate purpose of your roadmap is to provide clarity. Clarity of purpose, responsibilities, goals, and timelines. It���s not about diving into such deep detail that you inadvertently put up roadblocks to getting the job done ��� it���s about having an outline that guides you and your team along the way. 

Having a great template for your template will be helpful for years to come. Each new project or feature update may require some roadmap, and having an effective template to start from will help each new project proceed efficiently and effectively.

Your roadmap templates 

Many great resources provide templates for your roadmap, but they can differ wildly depending on your product or industry. I have put together a general template that should give you the broad strokes needed to make sure you���re asking ��� and answering ��� the right questions.

Why ��� Define the need for a roadmap and what you hope to achieve with it.Goals ��� Clearly explain the visions and goals of your product or service.Timeline ��� Having realistic deadlines to work toward is important to keeping your project on track. Tasks ��� Clearly define the major tasks so your entire team knows what needs to be accomplished. The key here is to edit and refrain from going too deep into detail.Roles & Responsibilities ��� Once you have defined the tasks you need to complete, it���s time to assign responsibility for tasks and milestones to your stakeholders and employees.

While developing your initial roadmap, remember that this can serve as the template for future new releases, feature updates, and just about any major project your company undertakes. 

Tracking progress

You have your roadmap in place, but it���s important to track your progress throughout your journey to make it truly impactful. That means taking a regular look back at the ground you have already covered to understand your progress ��� and identifying any bumps you may have hit in the road.

The goals you have already articulated on your roadmap will help you determine how you measure success and what metrics you measure.

Whether you decide to track your progress weekly, monthly, quarterly, or by some other milestone, there are some things every project needs to track regularly to make sure you reach your goal. 

Status ��� In the simplest terms, you want to determine whether your project is still on track. If there have been unexpected delays, you need to account for them and ascertain whether or not these have put your progress at risk. It would be best if you also addressed timelines that may be running concurrently in different departments.   Dependencies ��� It can be easy to get tunnel vision and see only your piece of the project. It���s important to keep track of dependencies to understand who is waiting on their work and how it impacts the larger timeline.Roadblocks ��� Things will not always run smoothly, and so you will want to address the challenges that are impeding your progress. It���s also important to bring these impediments to the attention of the stakeholders who can address them quickly. Success ��� Celebrate your completed work! Tracking your accomplishments is just as important as looking at the work ahead and the roadblocks on your journey.  

When developing your reports, you may also want to consider whom you are reporting to.

Tracking progress is important for your team, but the rest of the company may also be interested. Your leadership team will likely be interested in high-level goals and strategy. Engineering will want to know how the implementation is progressing. Marketing will need to know about upcoming releases and timelines to plan their launch. Sales may be curious if customer feedback has been incorporated, what new features they should be planning to push, and more. 

Today, it���s all about��Agile Development, and we���ll dive into how you can apply this framework to your team in my next article.

The article is also published on LinkedIn.

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