Tag Archives: Human Resources

10 C’s to Cultivating Your Brand!

Last week we talked about the importance of brand positioning. I really enjoyed the engagement and interaction on social media with business leaders about their perspective and insight on the importance of branding in the workplace.

Some of the comments included:

  • “You need to define your brand or it will define you.” Steve Browne
  • “Know what you want to be known for. (Ryan Keating sharing 10Ks of personal branding)
  • “If my personal brand doesn’t reflect well, then it doesn’t matter what other name I have behind me.” Kevin Dawson
  • “Lack of effort or going above and beyond brightens the brand spotlight.” Bethany Wallace
  • “The most important thing is to be memorable…in a good way.” Dustin Paschal
  • “Surround myself with folks that are like minded and smarter than me.” Tom Cowlishaw
  • “You can’t help anyone if they are confused about who you are, what you do, and how well you do it.” Mark Waller
  • “Authentic Behavior Aligned With Purposeful Action to Positively Impact Others.” Mike Shaw
  • “Personal Brands = Reputation + Packaging + Style + Output + Regard.” (Greg Hawks shared Tom Peters formula)
  • “Branding = perception + interaction. You can only control half of that equation, make that interaction spectacular!” (Greg King)

As we can see, this is huge as a business leader in the workplace. So how can we cultivate our brand to make sure it is aligned with some of these comments and make it a brand we can be proud of? Today, I want to share 10 C’s of branding that just might elevate your brand and growth in the workplace!

  1. Be Committed! …to developing yourself to get better in you career. In my book, Find Your Lane, I share the importance of investing in yourself (Maintaining your vehicle), every day! This is developing and being committed to the process even when times get challenging..
  2. Being Consistent is one of the biggest keys to an effective brand, in your daily disciplines, in how you treat people and with your approach to your everyday leadership.
  3. Collaborate with all stakeholders this includes HR, Recruiters, Business Unit leaders, Vendors, Executives for mastering a successful brand!
  4. Continuously improve and evolve yourself to improve your team which will improve your organization. Read books/industry articles, listen to podcasts, and network with others!
  5. Have the Courage to BE BOLD. Raise your hand, share your perspective and your voice.
  6. Be a Champion for your team, as well as others in the market that you partner with to make your brand a success. Help educate others about why your thoughts and have dialogue!
  7. Communication is critical with ALL stakeholders even when you have bad news. Be proactive and focus on pushing information rather than people having to pull it!.
  8. Change lanes when you need to. Find the lane that works best in your role!
  9. Challenge the status quo when you see an opportunity to make things better with your program, Your employees will appreciate your willingness to do the right thing.
  10. Have Compassion and empathy for others. See it from the lens of your employees and customers for best approach!.

Call to Action: Print these 10 C’s out and post on your wall to focus on ways to cultivate your brand. Start a conversation with others on the importance of branding and how they see you as well as ways they can cultivate their brand. It’s a win – win – win! Share your comments!

Quote of the Week… “He learned, He Loved, He became better.” (Mitch Albom)

This has been A Relocation Minute on “10 C’s to cultivating your brand” with Bruce Waller, For more information to help your talent with relocation, call 972-389-5673, or email bwaller@goarmstrong.com or check out our my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon!

What’s Your Brand? Consider this strategy to position your brand for success…

Have you ever reached out to someone and not received a response? Have you ever been copied on an email only to wonder if the email received any follow up? How people respond is often how we view their brand.

Nike, Southwest Airlines, Google, McDonalds, and LinkedIn are some of the most well known employment brands in the world. When you see or hear about these companies, you immediately know what these brands represent.

…but what about your personal brand? Each company is made up of employees that have a personal brand that often reflects the employment brand or values of the company such as attitude, accountability, and relationships to name a few. How you communicate with others could position you as a leader of excellence which just might drive future opportunities for you in the organization. It could also reflect a negative perception even if you complete your daily tasks.

Have you ever thought about your personal brand? Your brand isn’t what YOU think it is, it’s what OTHERS think it is when THEY see you or hear your name.

What brand do you represent when you show up at work as the HR leader, or as a sales leader making a call, or as a volunteer in your community, or at your gym to workout, or in your community, or even at home with your family after work? How do you communicate with others? How about your approach to social media? Are you a learner, and a resource to share with others? … or a leader or influencer in your industry?

You see, we all have a brand whether we think we do or not. People that have met you have a thought or opinion when they see you or hear your name. What are people saying about you? One of the ways we learn about our brand is to evaluate feedback which can help us decide if we should continue building on our current brand or if we should consider a strategy to reshape or re-purpose our brand for excellence.

So how do we know what our brand positioning is as a leader or future leader? Some of the well known brands above invest and position their brand to attract others. We should also invest in our brand to attract others to join our teams or partner with our organization. Engagement on social media posts can be a marker as we are now more social than ever. We can also learn from LinkedIn recommendations when people share comments about working with you? However, the best way is to simply ask some of your colleagues and business partners!

Here are two (2) questions to consider asking…

  1. What words would you use to describe my brand as an employee or business partner?
  2. What is the best thing you like about my brand for me to keep working on as a leader?

In my book, “Find Your Lane” I talk about the importance of “investing in your people zone” to help you steer toward the Lane of Fulfillment. Today, I challenge you to reach out to three (3) people and ask them the questions above.. It might provide you some insight to help calibrate your “career GPS” to drive your brand with purpose and make the most of your leadership journey!

So how would you describe my brand? I would enjoy seeing your response in comments below. It’s a great time to position our brands to help others drive leadership with purpose…

Quote of the week: “Feedback is a gift” (Shelley Zajic, Global Head of HR)

Call to Action: Have the courage this week to reach out to three (3) people close to you and ask about your brand and decide if you like the brand or if you should consider reshaping it for the future. Let me know how it goes. … or just start a conversation with someone you know. I am confident it will have impact on you as you continue driving your career with purpose.

This has been A Relocation Minute on “what’s your brand” with Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

Consider these strategies to onboard your candidates… especially when they need to relocate!

In my book, “Find Your Lane”, I share an experience that my son and I had with Patty Farr, the wonderful rental car agent that went above and beyond to help us find a hotel for the Big 12 Championship game in Kansas City, Missouri. This was a memorable moment because it was not expected and outside the scope of our expectations during a stressful time since it was a last minute decision for us to make the trip. Memorable experiences are the best because they are embedded in our minds for life and triggered during reflection from time to time to share with others. This goes for both good and bad experiences.

Recently, I was reading the “Sapling Blog” about companies that invest in the experience to onboard their employees. Onboarding starts from the time the candidate says YES to the new job offer to help him/her assimilate into new role. Here are a few of the onboarding strategies that I found interesting on their blog to help elevate the experience for their candidates.

  1. Twitter: From YES to DESK! Before the employee sits down, they receive email address, t-shirt, and bottle of wine. Their desks are also strategically placed close to experienced employees for support. They also have breakfast with CEO and tour facility.
  2. LinkedIn: New hires start with ice breakers and then attend session called “Investing in you” which includes tour, and an orientation to learn more about the company.
  3. Zappos: This Company thrives on protecting the culture. After 30 days, if employees say they are not a good fit, they are offered $2000 to leave the company. Wow!

…BUT what about the employee that has to relocate for the new position. Many times the employee is already working and the spouse is left to coordinate the relocation. In fact, a recent survey showed one of the biggest challenges to hire talent was a family reluctance to relocate.

What are you doing to elevate the onboarding experience for your candidates relocating? Some ideas might include:

  • How about starting with an email introduction from you and the relocation team explaining process and expectations. Include pictures and maybe even a short welcome video.
  • What about including a welcome packet for the family including community info?
  • How about sending a video with information for the new area and providing an area orientation trip INCLUDING a PAID extended vacation for the family?

Now that might be memorable and an experience they share with other potential candidates to help build your culture when it comes to mobility. What do you do to help onboard the relocating family for best experience? Share your ideas and let’s collaborate and find ways to implement new strategies for us to include MOBILITY when we think about ONBOARDING a new hire! It will make a difference for the family and your organization!

“The customer experience will never exceed the employee experience.” Tony Bridwell

Call to Action: Reach out to your partner and discuss ideas to elevate the experience when onboarding your candidates relocating. Identify a strategy that works for your organization and drive mobility with purpose when hiring relocating talent.

This has been A Relocation Minute on “Onboard strategies for better experience when relocating talent” with Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

Questions from the “lens” of your talent relocating.

I remember relocating from Oklahoma to Texas over 20 years ago. My wife and I had so many questions from the process of selling our home at origin to where we would live in the Dallas area. The best thing a company can do for their candidates relocating is develop a partnership with a company to help guide the candidate/family during the transition. There are so many questions needing to be answered and many times the spouse is left coordinating the move. …and change creates “fear of the unknown” especially with when relocating to a new city for a new opportunity.

One of the tasks a candidate thinks about when accepting a new job that requires relocation is the movement of the household goods. The key to any successful household goods move ALWAYS starts with the “pre-move survey” which is the first touch point following the introductory call. This is an area I enjoy about my role in relocation, because it allows me to learn first hand about what’s most important to the employee/spouse during their upcoming relocation. I hear questions from “how will my personal items will be packed?” to “how long it take to pick up and deliver for planning”? I will be sharing questions during peak season from the employee lens to help equip you and your employees with relocation resources. I hope you find it helpful!

This weeks question from the customer…

“I am wanting to move next Tuesday from Dallas to Houston. Can I have delivery on the following Saturday? If not on Saturday, then can you hold my household goods for 2 weeks because I start my first day on Monday then I’m traveling for 10 days before I can accept my shipment?”

Answer…

Interstate and intrastate move transit times are based on the weight of the shipment and miles to destination. In this scenario, the move delivery spread is generally 2-4 days to allow the van operator time to load additional shipments to maximize his trailer. This means the delivery would be scheduled for Friday or Saturday depending on van operator assignment. Many times with a “short distance” move, the preferred delivery day can be planned for a one day delivery which is what we were able to achieve for a great customer experience.

In some cases, we would need to place the household goods in storage, then plan the delivery once the employee returned from traveling unless her or she would be able to have a family member it friend accept delivery! The key is to listen, learn, and respond with best approach for the best customer experience on every relocation.

Quote of the week… “The first step in leadership is not action, it’s understanding.” (John W Gardner)

Call to Action:  Delivery guidelines change when peak season begins in May and run through September. Reach out to your preferred relocation partner to discuss strategies for best employee relocation experience. …or send me a note for questions. I’m always glad to help!

This has been A Relocation Minute on “questions from customer lens – delivery time” with  Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

Who moved my “mobility” cheese?

As Hem saw his friend getting into his running gear, he said “you’re not really going out into the maze again, are you? Why don’t you wait here with me until they put the cheese back?” “ Because you just don’t get it”, Hem said. “I didn’t want to see it either, but now I realize they’re never going to put yesterday’s cheese back. It’s time to find New Cheese.”

I love the book “Who Moved My Cheese? by Spencer Johnson, M.D.. It’s a great story about an  amazing way to deal with change in the workplace and in your life. We are currently dealing with change today in many industries including the mobility industry with the new tax cuts and jobs act law implemented this year which is creating a lot of “buzz” around change and the process of relocating talent. Many companies are reviewing their program and discussing ideas and strategies with their partners for policy alignment with the new tax laws, and their business goals.

Here are a few questions I have been asked this month about new mobility tax laws that might help your team in 2018…

  1. Can a corporation still deduct moving expenses when relocating talent? Yes, employee relocation is still considered a business expense. However, corporations are now taxed on all relocation expenses and will need “gross up” the costs to make the employee whole on his/her W2 for tax purposes. Corporation tax has also been reduced from 35% to 21% providing $140,000 of windfall for every $1,000,000 taxable income to help offset costs.
  2. What relocation expenses are tax deductible? Most relocation expenses are now taxable income for employees except for members of military on active duty moving for military orders, as well as tax protected home sale programs (BVO and GBO) as long as they meet WorldwideERC 11 key elements under IRS Revenue Ruling 2005-74.
  3. Does the time and distance rules still impact relocation taxes? Since the moving deduction is no longer viable for household goods and storage for 30 days, you no longer need to include 50 mile / 39 week rule in your policy. However, many companies are revising their policy by taking out “IRS” and changing to “Company” to give them a guide for employees eligible for a corporate relocation.

Quote of the week: “There is always new cheese out there whether you recognize it or not. And you are rewarded with it when you go past your fear and enjoy the adventure.” (Haw)

Call to Action: What questions do you have about employee relocation? Reach out to your relocation partner to discuss and develop strategy for an effective program when onboarding talent needing to relocate their family. They will appreciate having new cheese, and so will you!

This has been A Relocation Minute on “who moved the mobility cheese” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com to order or review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

What is success to you?

In his new book, Million Dollar Habits, Brian Tracy defines success as follows:

“Success is the ability to live your life the way you want to love it, doing what you most enjoy, surrounded by people you admire and respect.”

I absolutely love this. It doesn’t say anything about money or fame… it’s about living life the way you want it. Yes, money gives you options and fame often gives you a platform to share your message, but at the end of the day… it’s about how you want to live your life. 

This is the essence of my book, Find Your Lane… the ability to navigate your career that gives you a chance to experience success as described above. It starts with you. I call it maintaining your vehicle, which is the importance of investing in yourself. If you want to experience success, then you must find a way to define what it means to you…

Here are 3 things that may help you on your journey…

  1. Perspective… Be intentional each day by creating time in the morning or evening to read and think about whats important to you. This will lead to fresh ideas and strategies to apply for acceleration in your career.
  2. Plan. Be purposeful and invest time to plan and set goals each week that will be most  meaningful. Invest 15 minutes to review expected outcomes at end of each day. It is like planning your road map on a trip. It will make the difference in your results.
  3. People. In my book, I call this “Investing in your people zone“. Be purposeful and open minded as you connect with people. Find common threads and look for ways to be open minded and transparent to help each other. Remember that “Your network will be your net worth”. Relationships really do matter!

Quote of the week: “When you learn, teach. When you get, give.” -Maya Angelou

Call to Action: What is your definition of success? Write it down and share with others… I would really enjoy hearing your perspective! Send me an email bwaller@goarmstrong.com

This has been A Relocation Minute on “what is success ” with Bruce Waller, For more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, or Barnes and Noble. Available on Kindle edition too!

Mentors can absolutely change your game!

In high school, my football coaches guided and inspired me to be my very best both on and off the field. In business, I have had the good fortune of having great mentors for the past 20 years. They have guided and encouraged me during challenging times, and to celebrate successes when times were going my way. Mentors can change the game for you as a mentee, as well as for a mentor giving back to others. I have been a mentor for others in our company as well as for college students and young professionals for guidance as a business leader, HR practitioner, or in the mobility space. When you give back some of the leadership lessons that others have poured into you during your career, life can be so much more fulfilling.

In 2018, I am teamed up with a college student studying Human Resources at Texas Women’s University. She is so passionate about HR and has a heart for continuous learning. We were recently discussing some of the value of our partnership and it reminded me of the similarities we have when we partner with others in our company and in our communities. For example, in relocation, a mentor can be a business partner that not only helps with a transaction, but provides resources and shares information to help your team develop AND transform your leadership which will result in a better program for your talent relocating. The value outcome is better relationships and better value for the recruiting teams. A mentor can help mentee’s drive positive outcomes and take their career to new levels.

Some of the value we discussed included:

  1. Networking: Mentors can help mentees or customers connect with the right people. As I am reminded, two are always better than one and three aren’t easily broken. There is a network of resourceful people waiting to help you connect.
  2. Review and Validation: Mentors can help mentees create or validate communication or decision points. Mentors have already been down the road and can provide wise counsel. The mentee or customer just needs to be vulnerable and ask for best approach methods. When we seek wise counsel, we are equipped for a more successful outcome.
  3. Trust worthy partnerships: Mentors respond quickly to the needs of their mentees and customers because they understand the importance of urgency and timing for the mentee or customer to have success. Partnerships change access points. It’s like always having a coach available (on call) to help you for the rest of your career.

What are you doing to add value for others on your team, or in your community? Consider mentoring high school, college students, or young professionals or even someone in your organization. If you are needing help as a mentee, now may be the time to reach out to a mentor or service provider for guidance and support. People really enjoy helping others when they know how they can help.

Quote of the day… “The purpose of life is to live a life of purpose.” (unknown)

Call to Action: You don’t have to do school, business, or life alone. Call someone today and ask for guidance as a mentor, mentee, or maybe you need a partner to support an area your are responsible for in your company. If you don’t know who to reach out to, call or send me an email and I will be glad to provide some guidance.

This has been A Relocation Minute on “Mentors can change the game” with Bruce Waller, for more information, call 972-389-5673, or email bwaller@goarmstrong.com or check out my social media Facebook and Twitter page.

Also, check out http://www.BruceWaller.com for review my latest leadership book “Find Your Lane” on sale at Amazon, Barnes and Noble or Kindle Version!