Branding. The term is everywhere. No longer reserved for a product it refers to the organization itself.

Creating a great brand is an understandable and, at times, even worthy goal, but after creation it’s necessary to care for the brand, AKA, brand management.

Sadly, more and more effort is being made to ‘Teflonize’ brands and brand management has morphed into brand spin.

Anyone who watches TV knows that Toyota is spending a million dollars a day improving quality and, hopefully, fixing a culture that lost its way.

Then there is BP and its so-so-sincere promise to stay in the Gulf until they make it right—yeah, sure. Business Week offers an excellent view on the impact of the spill long before the oil even got near the shore.

Then there is the most Teflonized brand in the world, the Catholic Church, which I wrote about from the perspective of leader vs. manager a few months ago. The oldest and richest organization on the planet seems to be impervious—a true master of spin brand management. After all, what other brand could withstand the global sex scandals that are rocking the world and still see revenues (donations) increase since January 2010?

The purpose of brand management is to keep a positive image in the public eye, no matter how egregious the actions involved.

This is more easily accomplished than you would think, given the vast majority of the public has a short attention span, poor memory, a greedy nature—Louisiana already wants to resume off-shore drilling—and that’s when they are paying attention.

The question, then, is who will win?

The Teflon brands or us?

Flickr image credit: http://www.flickr.com/photos/shalabhpandey/4117173190/

See all mY generation posts here.

Everything today is about creating a brand and/or brand management. Whether a product, company or person, the brand is all important.

David Ogilvy understood this when he said, “Any damn fool can put on a deal, but it takes genius, faith and perseverance to create a brand.”

Warren Buffett has a handle on what puts a brand at the top, “Your premium brand had better be delivering something special, or it’s not going to get the business.”

Timm F Crull, Chairman & CEO of Nestle sees brands as the basis of successful marketing, “Long-term brand equity and growth depends on our ability to successfully integrate and implement all elements of a comprehensive marketing program.”

Harley-Davidson President John Russell sees a deed tie between the brand and its customers, “The more you engage with customers the clearer things become and the easier it is to determine what you should be doing.”

Robert Haas, of Levi Strauss fame, has a far clearer understanding of what constitutes a brand, “Companies have to wake up to the fact that they are more than a product on a shelf. They’re behavior as well.”

But it was ex Disney CEO Michael Eisner who offered the most food for thought when he said, “A brand is a living entity – and it is enriched or undermined cumulatively over time, the product of a thousand small gestures”

As you may have guessed, I didn’t randomly choose today’s topic; the quotes are a lead-in to tomorrow’s post, so read them carefully (there will be a pop quiz in the morning).

Flickr image credit: http://www.flickr.com/photos/43993720@N02/4742259901/

I have only two items for you today, not because they are longer than typical, but because I hope they will stimulate your mind as they did mine.

First, a provocative essay from Andy Grove, Intel’s legendary CEO, now retired, but obviously not from thinking. In it, he explains why startups aren’t really an engine for job growth what actually needs to happen.

[New York Times columnist Thomas L.] Friedman is wrong. Startups are a wonderful thing, but they cannot by themselves increase tech employment. Equally important is what comes after that mythical moment of creation in the garage, as technology goes from prototype to mass production. This is the phase where companies scale up. They work out design details, figure out how to make things affordably, build factories, and hire people by the thousands. Scaling is hard work but necessary to make innovation matter.

The scaling process is no longer happening in the U.S. And as long as that’s the case, plowing capital into young companies that build their factories elsewhere will continue to yield a bad return in terms of American jobs.

Now for the real mind bender.

Are you familiar with the Singularity?

…the arrival of the Singularity — a time, possibly just a couple decades from now, when a superior intelligence will dominate and life will take on an altered form that we can’t predict or comprehend in our current, limited state.

At that point, the Singularity holds, human beings and machines will so effortlessly and elegantly merge that poor health, the ravages of old age and even death itself will all be things of the past.

Some of Silicon Valley’s smartest and wealthiest people have embraced the Singularity.

Read the article, read some of the links, think about the pragmatic, ethical, moral and religious aspects, then come back and share your thoughts.

Flickr image credit: http://www.flickr.com/photos/pedroelcarvalho/2812091311/

Do you make assumptions? What sort of impact do they have on what you do?

This little exercise is well worth your time.

2. List the last 5 decisions you made;
3. list the criteria on which you based your decisions for each one;
4. think about each criteria and define what percentage of it was grounded in assumptions (you may need to analyze down several layers).

Typically, assumptions underlie most criteria if you drill down far enough.

Knowing that you would do well to remember that assumptions are insidious, sneaky and often masquerade as common sense, logical thinking or general wisdom.

After all, you don’t want your decisions attributed to the first three letters of their actual basis.

Image credit: http://atom.smasher.org/

There are many ways to consider leadership’s future and I often focus on schools and education (not the same thing) and kids—who are the leaders, actual and positional, tomorrow.

But there is another view of leadership’s future worth considering and that is of leadership as an industry, as opposed to an action or description.

Make no mistake, leadership, directly and indirectly, is definitely an industry.

Consider the standard definition of ‘industry’: A category used to describe a company’s primary business activity, usually determined by the largest source of a company’s revenues.

From individual coaches to major consultants and every size in-between, thousands of people earn their daily bread and pay their mortgages with money made through their activities in the leadership industry. Even those who aren’t paid in money are earning something, whether it’s enhanced reputation, a way to spread their opinions/beliefs, an ego boost or something still more esoteric.

I’m not saying that this is a bad thing or a good thing, but it is a thing worth noting.

In a previous post I warned of the need to digest and tweak expert information as opposed to swallowing it whole and this is even more important when it comes to leadership, considering the vast volume of it and the media’s constant focus and insistence that it is leadership that separates the winners and losers.

Even if you subscribe to that idea you need to develop a definition that is relevant to your world and stands the test of time, not some offered up by the industry.

Leadership terms are casually thrown around, applied by some to any and every action that a person does, may do or should do and by others only to the actions/words of those in positional leadership roles.

Perhaps these two points are worth accepting, although I’m sure many will disagree with me,

1. Leadership is an industry in which people, directly or indirectly, earn their living.
2. Leadership information comes in a multiplicity of forms and the quality varies widely.

Accepting these two ideas results in one conclusion: like investing information, leadership information should be digested, internalized and tweaked for your individual needs at both that point in your life and in your future.

Flickr image credit: http://www.flickr.com/photos/hikingartist/4582034468/

Test your own Authentic Happiness courtesy of the University of Pennsylvania

Flickr image credit: http://www.flickr.com/photos/juhansonin/349197857/

This is as true today as it was 38 years ago when Dr Robert McNeish first expounded on it.

1. As each bird flaps its wings, it creates an ‘uplift’ for the bird following. By flying in a V formation, the whole flock adds 71% more flying range than if each bird flew alone.
Lesson: People who share a common direction and sense of community can get where they are going quicker and easier when they are traveling on the thrust of one another.

2. Whenever a goose falls out of formation, it suddenly feels the drag and resistance of trying to fly alone and quickly gets back in formation to take advantage of the ‘lifting power’ of the bird immediately in front.
Lesson: If we have as much sense as a goose we will stay in formation with those who are headed where we want to go. (If none are then we know we are with the wrong flock. Ed.)

3. When the lead goose gets tired it rotates back into the formation and another goose flies at the point position.
Lesson: It pays to take turns doing the hard tasks and sharing the leadership interdependent with each other.

4. The geese in formation honk from behind to encourage those up front to keep up their speed.
Lesson: We need to make sure our honking from behind is encouraging, rather than making less helpful noises.

5. When a goose gets sick, wounded or shot down, two geese drop out of formation and follow him down to help and protect him. They stay with him until he is either able to fly or dies. Then they launch out on their own with another formation or to catch up with the flock.
Lesson: If we have as much sense and compassion as the geese, we’ll skip the politics and knives and support each other.

Flickr image credit: http://www.flickr.com/photos/zedbee/103147140/

It’s a new month and Dan McCarthy over at Great Leadership is hosting this month’s Leadership Development Carnival. The 36 posts are loaded with useful information and helpful ways to improve your skills.

Enjoy!

Over at The People Equation, Jennifer V. Miller advocates for “management by asking” in her post “Socrates Was On to Something”:

Wally Bock presents Once Upon a Time posted at Three Star Leadership Blog. ” Lots of things have changed since I started in business. But the most important thing has stayed the same.”

Learn how to get the most out of blogs, books, seminars and other resources, whether the subject is management, leadership or any other self-improvement effort, the process for using the information is the same. Miki Saxon presents How to Improve Your Management Skill at MAPping Company Success.

Managers can’t let fear rule their decision making – Sharlyn Lauby presents Handling Workplace Retaliation posted at HR Bartender.

Mary Jo Asmus presents 7 Ways to Enjoy Others at Work posted at Aspire-CS.

Jane Perdue presents A Lobby Display of True Leader Colors posted at Get Your Leadership BIG On!.

If you want to really understand your culture, take time to understand the underlying rules: spoken and unspoken. Steve Roesler presents Want to Influence? Know the Norms posted at All Things Workplace.

Mark Stelzner presents SHRM 2010: Observations & Conclusions posted at Inflexion Point.

Alice Snell presents Public Sector Hiring Reform posted at Taleo Blog – Talent Management Solutions.

Art Petty presents Leadership Caffeine: Prepare Your Mind to Conquer Presentation Anxiety posted at Management Excellence.

Kevin W. Grossman presents Valuing meaningful work always plays better to the bottom line. posted at HRmarketer.com Blog.

Nothing is more inspiring than a noble purpose. Do you see your work as a “job” or a mission? You will be surprised how easy it is to make your purpose special. Mike Henry Sr. presents Inspiring Purpose posted at Lead Change Group.

Zappos CEO Tony Hsieh has built an amazing culture. Most of us can learn a lot from what he did and how he did it. But there is one lesson we should NOT learn from Zappos. Anne Perschel presents What NOT to Learn from Zappos posted at Germane Insights.

Leaders make many decisions each day. What factors do you consider when making decisions? Becky Robinson presents Factors in Decision Making posted at Mountain State University LeaderTalk.

7 useful tips to take leadership repertoire to the next level: Utpal Vaishnav presents How To Caffeinate Your Leadership Repertoire? posted at Utpal Writes.

A fun post – a poem that links how we work with what we are seeing in the World Cup Football matches. David Zinger presents Working Zingers: Work as the World Cup posted at David Zinger Employee Engagement.

There is always friction between a unit and its higher headquarters, no matter the organization. In “Those Idiots Up At HQ,” Leader Business examines the firing of General McChrystal from a personal perspective. Tom Magness presents Those Idiots Up At HQ posted at Leader Business.

NY Times best selling author, Chuck Martin, shares his Management Tip, Play to your strengths, in this ten minute podcast. Nick McCormick presents Play to People?s Strengths posted at Joe and Wanda on Management.

With leadership development being defined and implemented differently from business to business, it is often difficult to find or create measurement around LDP programs. In this post I describe 7 approached to measure the leadership programs you create. Benjamin McCall presents Metrics of Leadership: 7 measurements for Leadership Development, at REThink HR.

This post links together England’s demise in the World Cup, Boris Groysberg’s new book on talent and performance, and whether what applies (may apply) in football / soccer applies in business too. Jon Ingham presents Chasing Stars and Socialism at Social Advantage.

Highlights an eye-opening study which finds that Talent Management systems are gender-biased and talk about what to do about it. Meg Bear presents Are your leadership competencies gender biased? posted at TalentedApps.

The ultimate motivations comes from knowing who we are and courageously acting upon that knowledge. What will you do in your “moment of truth”? Janna Rust presents Purposeful Leadership: Your Moment of Truth: What Will You Choose? posted at Purposeful Leadership.

Laura Schroeder presents Is Attrition a Key Component of Retention? posted at Working Girl.

Anna Farmery presents The Life Cycle of Thinking posted at The Engaging Brand.

Many managers don’t trust that their systems hire and keep people that will make good decisions. They “solve” this problem by giving staff no authority, which isn’t a solution. John Hunter presents Trust Your Staff to Make Decisions posted at Curious Cat Management Improvement Blog.

Research from i4cp/AMA reveal four key practices all companies should follow when developing global leaders. Erik Samdahl presents Four Key Practices for Developing Global Leaders posted at Productivity Blog.

Michael Lee Stallard presents The Need to Respect Legitimate Authority and One’s Colleagues posted at Michael Lee Stallard.

Nissim Ziv presents Problem Solving Interview posted at Job Interview & Career Guide.

There are lessons we can all learn from General Stanley McChrystal’s recent resignation. Sometimes choosing our words wisely is more important than sharing opinions. Kathy C presents Lessons Learned from General Stanley McChrystal posted at The Thriving Small Business.

Wise Bread presents Freedom From the Day Job posted at Wisebread.

This post speaks of reducing the clutter in Leadership and Learning & keeping things simple. Dominic Rajesh presents Clutter-free Learning and Leadership posted at Dom’s Blog ….

Bob Lieberman presents Gas! posted at Cultivating Creativity – Leadership Development for the Creative Economy.

Eliminating negative has a greater impact than accentuated positive. The challenge is to eliminate the negative in a way that does not create more negative. Michael Cardus presents Eliminating Negative to Increase Positive posted at Create-Learning Team Building & Leadership Blog.

Friso presents An introduction to Corporate Performance Management | Everyone can manage posted at Everyone can Manage.

This post talks about how to manage others successfully in a nonprofit setting. But it can be applied to any business. Mazarine presents Wild Woman Fundraising Advanced Fundraising: Managing Others posted at Wild Woman Fundraising.

Bauhinia Solutions presents The Benefits of Coaching posted at Bauhinia Solutions.

Image credit: Great Leadership

See all mY generation posts here.