Thursday, March 12, 2020
7 Professional Networking Tips and Tricks to Know 7 Professional Networking Tips and Tricks for a Successful Job SearchGetting a job today requires consistent, effective networking.When searching for a job, you may have heard the following statement Its not what you know, its who you know. The second part of that statement is especially true.Of course, you do need a solid set of skills to successfully perform a specific role, so what you know is always an important factor in getting hired. What remains true is that who you know can be the dynamic that gets you in the door all other things being equal.For example, getting a recommendation or even a mention from someone who already works at a company where you want to work is often the deciding factor that makes you the choice over another, equally-qualified candidate.So, how do you get that who you know factor in your corner? Networking.Whether you like meeting people face to face or prefer to connect electronically, there are a vari ety of networking tips and tricks that will help make your job search successful. Here are seven successful networking tips that could make all the difference.1. Identify what networking style works best for youThis networking tip is first because it truly is the key to success. There is no one size fits all when it comes to networking, says TopResumes career advice expert, Amanda Augustine. Different people are successful using different networking tactics.Introverts do not connect with people the same way extroverts do, so they shouldnt try to match an extroverts networking style. Its important to be comfortable and confident in how you reach out to others so you always put that best foot forward.Thisshort quiz from TopResume can reveal what networking style best fits your personality, which could make the difference in your overall success.2. Know the rules of professional networkingRecently, a TopResume contributor shared the two sacred rules everyone must follow when networking Never openly ask for an interview. Instead, ask questions to find whether the company, its culture, and its employees are a fit for you. Let people know you want to learn from their experience in your field.Never ask for a job. As you talk with both old and new connections, simply let them know youre in the market for a certain role and would appreciate if they let you know about any potential opportunities.3. Use social media effectivelyTodays variety of social media platforms have something to offer every type of job seeker. Here are some ways to effectively network on two of the best social sites, LinkedIn and Twitter.LinkedIn LinkedIn should always be your starting point, no matter what part of the job search youre wrapped up in, says Anthony Gaenzle, another writer for TopResume. You can search by various factors including company or job title, and then reach out to professionals at those companies to connect with them. Dont send a resume until youre asked, states Gaenzle, but do keep digging to learn whether the company and job are a good fit. Often, the conversation can lead to an interview.Twitter Research your target companies on Twitter, suggests Gaenzle, and follow any handles they have that are dedicated to recruiting so you can see when jobs are posted. Connect with recruiters or relevant hiring managers by liking, retweeting, or engaging with what they post. After two or three interactions, reach out directly to compliment their posts and then start to build a rapport about working with them. When appropriate, send them back to your LinkedIn profile for more details.RelatedSocial Networking How to Connect With Potential Employers zugnglich4. Practice networking in your workplaceYour co-workers may have much to offer to your career from right within your own company, and its perfectly allowable for you to network with them.Whether youve been at your current job for two months or two years, networking with fellow employees can help you grow in your current role or provide information that can help you step into a new one. The right mentor can make you aware of new opportunities that might not be posted at large.5. Offer to helpWherever or however you do it, networking isnt meant to be one-sided. It should provide value for both parties at some point. Look for ways to help your network, and theyll readily want to help you in return.One option is to volunteer. Work for a non-profit group that resonates with you and youll likely make strong, lasting connections with other volunteers. Another route is to find skill-based volunteer (SBV) opportunities that let you use your professional skills in your volunteer efforts.In all situations, remember to both pay it back and pay it forward when someone has helped you.6. Be consistentSometimes it isnt about how you network, its simply about doing it regularly. Be willing to get out of your comfort zone and put yourself out there to connect with others, formally and informally, on a regul ar basis. Studies have proven youll be more successful if you do.7. Follow upIts a simple task, yet many professionals neglect this critical step in the networking process, states Augustine.As soon as possible after meeting someone new (either online or in person) send a LinkedIn connection request and include a personalized message asking to stay in touch. Then be sure to reach out every so often with comments about posts, to share valuable career information, or simply to see how they are.Networking is one of the most important job-search techniques you should have in your toolbox, with a wide variety of methods to fit every personality and situation. The only two hard requirements are a willingness to stretch beyond your comfort zone and the ansinnen to pay it forward by helping others when you can.Your skills will get you started, but the connections you make through networking can help ensure a long and thriving career in whatever profession you pursue.Click on the following li nk for more networking advice.Your resume should be just as strong as your networking skills. Is yours? Submit for a free resume critique and well tell you.Recommended ReadingThe Importance of Networking (and How to Do It Well)10 Networking Mistakes That Make You Look UnprofessionalAsk Amanda How Do I Ask My Network for Help?Related Articles
Saturday, March 7, 2020
The Hidden Treasure of Retail Assistant Manager Resume Utilize your Assistant Store Manager resume objective to demonstrate the possible employer you know the job by heart and that you may manage every region of the business without them having to be concerned about anything whatsoever. There are many advantages to becoming Assistant Store Manager. Writing the ideal store manager resume summary or objective can be hard. Our resume builder gives you tips and examples on the best way to compose your resume summary. Just make sure you double-check with the work description in the fest the business accepts PDF. You will discover a complete guide on how best to make your resume straight-forward, professional and experienced Retail Assistant Manager Resume - Is it a Scam? Retail Managers ought to be highly organized and dependable folks, that are capable of achieving excellent customer service objectives. The key is in the way you present your qualifications. This information will be able to help you design a resume that may find any hiring managers attention. The 5-Minute Rule for Retail Assistant Manager Resume Perhaps youre in marketing with an impressive history in ROI. Even if youre the very best person for the job, you could possibly be overlooked. Besides, youre unlikely to find any job if youre in prison Whenever you are asking for a new job, you should be certain your resume is up-to-date. New Step by Step fahrplan for Retail Assistant Manager Resume There are not any formal education requirements for assistant managers, but if youve got a college degree, its recommended to list it on your resume. View the objective section for a place to highlight your abilities and accomplishments in place of a wish list for the sort of position youd love to have. The education section needs to be brief. The skills part of your assistant manager resume cant be full of all skills you feel youve listed in whatever order you see fit. Your professional profile is the anfangsbuchstabe thing a hiring manager notices since its right at the very top of your resume and acts as its introduction. For the correct individual, an assistant manager position may be a rewarding career choice. In addition, you can learn more on the topic of retail careers and client service careers on Monster. To make certain that your resume is related to the work description, you may use ready-made resume templates for your convenience In addition, there are resume templates you may download to make your own resume. You can also take a look at supervisor resume templates. When youre prepared to create your resume, take a look at our assistant manager resume templates for more info. The fruchtwein Popular Retail Assistant Manager Resume The fantastic thing about retail is they record everything. Your work is to convert because many walk-ins into paying customers. You help customers find what they are searching for and at the exact same work hard so the organization meets its sales goals. Ensuring that each and every customer has a superb experience each and each time they come into your store goes a ways toward the accomplishment of where you are. Retail assistant sales manager positions are extremely competitive, thus a terrific resume is vital to landing the job. To assist you write an excellent retail manager objective that recruiters cant resist, you will need to assume the place of the employer. You should also think of the assistant manager duties and responsibilities he or shes going to have to manage. If it comes to locating the ideal assistant manager job, an intriguing resume is vital.
Friday, January 3, 2020
Working At Convoy Convoy was just recognized by LinkedIn as one of the top startups in the nation Watch the video above to get a sneak peek behind the scenes at Convoy, and learn about a few of their favorite things.The best part? Convoy is currently hiringClick here to see all of their available opportunities, and dont forget to press Follow to receive custom job matches, event invitations and mora One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial posi tions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and ind ustrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.
Sunday, December 29, 2019
Converging Challenges With Upside for Finance TeamsConverging Challenges With Upside for Finance TeamsTwo things can be true and still be in conflict with each other. That statement applies to the top two challenges that many accounting and finance organizations face today meeting regulatory compliance demands and staying up to date with technology.Chief financial officers interviewed for a recent Management Resources survey cited regulatory compliance challenges and keeping pace with technology as the greatest pressure points impacting their finance teams. These issues, if not managed appropriately, can also disrupt operational functions and resources beyond the finance department, affecting an organizations ability to adapt quickly to shifting business demands.However, interestingly, ansicht converging challenges for finance teams can also support potential solutions for each other. Technology can help to ease the burden of compliance work by automating controls and certain activit ies. And regulatory compliance challenges can drive much-needed new tech adoption and innovation in an organizations front and back offices.No pressure, no changeCompliance mandates, from Sarbanes-Oxley (SOX) to the General Data Protection Regulation (GDPR), are a familiar challenge for companies and have only become more stringent and complex over time. According to Robert Halfs latest Benchmarking Accounting and Finance Functions report, just 2 percent of finance leaders expect their firms compliance burden to decrease in the next few years. More than one-third (38 percent) said they believe it will rise.The resource-intensive nature of maintaining compliance and internal controls was a theme in the latest Benchmarking report. Compliance demands can divert finance teams attention from other activities that add value to the business and help it to grow. But on the positive side, while regulatory compliance challenges can strain a companys operations and resources, they also force o rganizations to evaluate their processes and seek new solutions to improve performance and productivity.New technology is one of the solutions for alleviating many of the stressors confronting accounting and finance functions. That includes the compliance burden, which regulatory compliance automation (also known as RegTech) can help to ease. Tools that use artificial intelligence (AI) and robotic process automation (RPA) can help companies keep pace with the increasing demands and complexity of compliance requirements. These real-life use case studies illustrate some of the solutions that technology can deliverA financial services organization needed to review its transactions to obtain audit evidence. AI tools helped the company rapidly recalculate an entire years worth of revenue - millions of transactions - which would have been an impossible task using traditional, manual processes.In another instance, a manufacturer needed assistance in adopting the new lease accounting stan dard. It introduced machine learning technology to augment and streamline its data-abstraction effort.Looking beyond their ability to help solve regulatory compliance challenges, data analytics tools, cloud computing solutions, enterprise resource planning (ERP) systems and other technologies can all help to transform accounting and finance functions by improving business agility and efficiency. As the Benchmarking report explains, digital transformation efforts are completely changing how many functions, and the businesses they support, operate.The people factor in digital transformationTechnologys value in supporting accounting and finance teams is becoming increasingly clear. But digital transformation in any respect is almost always easier said than done. The array of implementation options, the deployment scale, the required investment and the simple fact that technology is advancing so rapidly can all have a paralyzing effect on decision makers.There is also the people factor to consider. Digital transformation initiatives require tech-proficient professionals with specialized knowledge and skills. As the Benchmarking report notes, digital transformation is driving the need for professionals who have experience with data analytics, knowledge of cloud-based systems, experience with ERP systems and more. In todays highly competitive job market, that talent is hard to find, hire and retain.Companies, to ensure they have the skilled resources in distribution policy to execute their digital initiatives, may want to consider taking the following three-pronged approach1. Developing internal staffBusinesses can upskill their existing personnel by offering relevant technology training and professional development opportunities, increasing exposure to digital projects, and providing continuing education reimbursement.2. Bringing in external consultantsThe new labor model for finance can provide the staffing agility and flexibility many companies require to succeed in the digital age. Working with professional staffing and managed services firms provides access to the specialized tech skills needed to support digital transformation projects. These resources can also help firms manage the change and disruption that unterstellung initiatives bring.3. Cultivating knowledge transferFinance leaders can drive cross-pollination of technology expertise in their organization by fostering greater collaboration with their IT colleagues and interaction between internal staff and external consultants. For example, holding a post-mortem meeting following the implementation of a new business system is a great way to ensure knowledge transfer and share new learnings.Again, while regulatory compliance challenges and keeping pace with technology can create headaches for accounting and finance teams, they also can help to alleviate those pressures. Technology can help ease the compliance burden, and compliance demands can help spur necessary digital change in a n organization. It is important for finance leaders to recognize, and take advantage of, the positive link between these two key challenges. They can help their teams and the business to succeed in both a rapidly evolving technology environment and an increasingly complex regulatory compliance landscape.
Tuesday, December 24, 2019
Increase Healthcare Team Collaboration with New Tech ToolsIncrease Healthcare Team Collaboration with New Tech ToolsIncrease Healthcare Team Collaboration with New Tech Tools ConlanThink of healthcare apps and you probably think of step trackers and calorie counters. But for healthcare teams, apps can be powerful tools to help improve patient care and foster team-based healthcare and collaboration.In medicine, youre not working as an island, says Dr. Andrew Brooks, co-founder and chief medical officer of TigerText, based in Santa Monica, California. Employees have to rely on teamwork in healthcare, interacting with a lot of people throughout the organization as they deliver care.The good news relatively simple technology is helping to improve healthcare delivery and employee engagement.Here are three ways that technology is helping to transform healthcare team collaboration.Foster Communication among ProvidersApps like Whisper, WhatsApp and Snapchat facilitate communication among you ng people. These tools lack the security and privacy guarantees mandated for healthcare technology.But apps that are compliant with regulations such as HIPAA can improve team-based healthcare they also make it easier for providers to securely compare notes on patient cases, images, test results and share other important data from any location using a chatroom-like setting or direct messaging.For example, best practices dictate that doctors contact specialists directly by calling and explaining why they are referring a patient to them, says Kenneth Garay, chief medical officer at Jersey City Medical Center RWJ-Barnabas Health in Jersey City, New Jersey. Yet too often, by the time the referral is called in, the specialist may be on rounds or out of the hospital, unable to take a call. It delays care and lengthens the stay of the patient, Garay says.To help bridge this gap, his organization uses Practice Unite from Uniphy Health, based in Newark, New Jersey. The app authenticates users to communicate and share information in real time. Now I dont have to wait for the specialist to call back. I know it was sent out and when it was received. If theres no response, I can resend it. Its amazing, he says.The app has helped shorten courses of care and improve care quality. According to one case study, the app improved metrics such as inpatient care delays and length of post-surgical stays, resulting in annual savings of $2 million. Its the best thing since sliced bread, Garay says.Empower Employees to Do BetterAs a service provider, the healthcare industry would score fairly low when it comes to user satisfaction, Brooks says. Now, with increased importance placed on patient satisfaction scores, healthcare organizations are looking to improve the patient experience via employee engagement and empowerment.With collaboration apps, healthcare employers can empower employees to communicate as effectively as workers in other service industries, such as hospitality and resta urants - and ultimately provide better patient care. These apps can help providers act on patient feedback in real time, creating a better patient experience.With the tablet-based Humm system, for example, users can sign up to receive notifications whenever a patient isnt satisfied. Individual subscriptions may depend on assigned outcomes, says Humm CEO Bernard Briggs. For example, housekeeping will sign up for cleanliness alerts, while a nurse manager might want to sign up for all alerts to see the big picture.This type of real-time feedback can benefit historically siloed departments that were once at odds with each other, says Dr. Michael Bennick, medical director of the patient experience at Yale New Haven Hospital and chairman of Yale New Haven Healths patient experience council. Now, theyre in a healthy competition as they try to see who can do the real-time recovery first when theres opportunity for improvement, Bennick says.Better Staff EngagementBy gauging real-time sentim ent among patients, apps provide an opportunity to give employees a virtual pat on the back - a boon for healthcare providers who dont always intercept positive feedback.For employers who are looking to increase engagement, this level of transparency can be a big boost to the healthcare team.With Humm, discharge surveys (the management equivalent of the exit interview) capture information about how patients rate their experience Briggs says his organization has found that about 70 percent of comments are positive.Before technology was introduced, this information wasnt always tracked or readily available to healthcare employers. Now apps make it easier to quantify and share survey information.At Yale New Haven, Bennick says a dashboard displays encouraging comments to providers. It creates an atmosphere of celebrating the positives, which is useful when people are talking about exhaustion and a lack of engagement, he says.Being able to respond quickly to feedback and successes has led to quarter-over-quarter improvements in Hospital Consumer Assessment of Healthcare Providers and Systems measurements, he says.
Friday, December 20, 2019
Making $60K in a first job A third of college graduates expect itMaking $60K in a first job A third of college graduates expect itCollege kids just want to get paid.When it comes to the most important factor when figuring out employment in recently released poll data, good pay exceeded any other factor by a landslide, with 72% saying that was most important to them.College students are also aiming very high in terms of that salary - with some of them expecting salaries over $60,000 in their very first gig- a level thats inordinately high for almost every industry.In one question asking how much money college students think theyll be taking home at their first post-graduation job, 36% said between $40,000-$60,000 yearly, 26% said less than $40,000 yearly, 21% said $60,000-$80,000 yearly, 17% said more than $80,000 per year.But the report highlighted the significance of the amount of respondents who think theyll be making really big bucks right after school, saying that the 17 percen t of respondents who are expecting to make over $80,000 out of college should begin tempering their expectations so they are leid as disappointed. Very few college graduates will make that salary in their first job out of college.Second to salary corporate cultureThe college grads who chose pay placed every other work factor in a distant second. versus 14% who reported wanting strong ethical culture, 8% favoring a good training program the most, and 5% reporting the other option, according to data in LendEDUs Class of 2017 Career Report, which detailed polling results for six questions with college students as respondents, supplied by Whatsgoodly.Money was an ongoing theme, but fear also entered the picture in the report.Studentsalso revealed what they fear most about post-graduation life, with a whopping 48% dreading having to pay taxes and set a budget the most, compared to 26% worrying most about getting a job, 14% saying not being in constant company of friends , and 11% looking forward to having to get up early five days a week the least.Men and women want different things after collegeData on company culture and other offerings were further broken down by gender.Fifty-two percent of college students said they prefer to have a position with less security in terms of employment, but a greater amount of benefits. On the other end of the spectrum, 48% said they want a greater amount of job security, and fewer perks.More men than women liked having more benefits - 58% of men, compared to 46% of women.In fact, 54% of women liked job security more than perks, while 42% of men did.College students also dont want to spend a lot of time on office politics. Sixty-two percent of college students would rather be employed in a collaborative workspace, compared to 38% who preferred a competitive one. Women took the cake in terms of collaborative ones, with 66% preferring it, versus 57% of men who did. Conversely, only 34% of women and 43% of men were in favor of compet itive ones.College kids also have preferences when it comes to the size and type of employer they want to work for.Bigger, more established businesses were highly favored at 69% versus 31% who would want to be employed at a very small startup. Seventy-two percent of women and 65% men were in favor or the former, while 35% of men and 28% of women were in favor of the latter.The pursuit of money after collegeIts easy to see why the idea of graduation can strike fear in the hearts of many college kids. Everyones journey to employment and building wealth is different- some will find it harder to enter the job market after college than others in the months that follow, which can deliver a rush of anxiety to those who take a little longer to get started on their next professional chapter.Joe OBoyle offers budgeting advice in for recent grads on TIMEs Money website.A good starting place for your monthly budget can be easily remembered as 50-30-20. When you receive your first paycheck, sit down and figure out what your monthly take home pay will be. Out of that, put 50% toward needs such as rent, utilities, and groceries. Thirty percent goes toward wants such as shopping, entertainment, restaurants, and fun. The final 20% goes to your savings and debt repayment. If your student loans are substantial, you may have to flip the percentages so that 30% goes towards debt repayment and 20% toward wants. By following this plan, you can quickly put a dent in those loans, Boyle writes.So its not just the young feverish pursuit of money is frequently on the brain for new grads and older grads alike.
Sunday, December 15, 2019
The 7 personal branding trends that will motivate your employeesThe 7 personal branding trends that will motivate your employeesPersonal brandsmatter to everyone, elend just startup founders and public speakers. In the age of social media, every employee owns a unique personal brand, and most employees want to grow those brands to boost their careers.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAs the boss, you can help your team members accomplish that goal by providing the guidance and opportunities they need to flourish. Even if you invest in people who eventually leave your company to pursue other passions, theyll remember the help you provided and speak highly of your brand to others in their network. That positive word-of-mouth advertising could pay major dividends down the road.Follow these best practices to help employees cultivate strong personal brands1. Provide content contributio n opportunitiesDo you publish all your companys content under your own name - or, worse, the brands name? If so, youre not just missing opportunities to help employees grow their personal brands - youre also missing out on better audience engagement. Consumers prefer content that comes from people over brands, so give employees opportunities to express themselves and attach their names to their work. Offering different voices and perspectives will increase your readership and cultivate long-term interest.2. Encourage time ownershipDont micromanage employees or give them simple lists of tasks to accomplish. Instead, teach themcalendar managementor downloadtop calendar apps, and provide opportunities for workers to use their time more wisely. You hired smart people for a reason, and the more opportunities they have to explore their innovative sides, the more confidence theyll gain. Thats good for them, good for your company, and a good look for anyone thinking about joining your tea m.3. Invest in educationThe digital world requires diverse skill sets. To stand out from the crowd, workers today need to know about more than just the tasks in their job descriptions. Invest in training opportunities for your employees, such as conferences or subscriptions to online educational resources. Ambitious team members will use their newfound knowledge to innovate and explore for your company.4. Create mentorship connectionsDespite the popularity of new communication tools, young people at work prefer face-to-face communication over emails and IMs. Provide opportunities for more experienced employees to mentor younger ones. The old hands can grow their management chops, while the younger staffers can get more hands-on experience under the guidance of people who know the industry well. Both sides get to accelerate their growth while helping each other.5. Help speakers step upSpeaking engagementsprovide valuable connections and visibility for your brand, and your employees w ant in on the action. Instead of hogging the limelight yourself, help your employees get speaking gigs at trade shows, schools, association meetings, and conferences. When employees suffer from stage fright, help them overcome their fears by letting them create and publish short videos on the company website. The content will help you now, while the experience will help them later.6. Get active in the communityModern audiences prefer brands that give back. Employees, too, want to work for companies that strive for more than profits. Get involved in community efforts, and let employees lead the way. Use your network to connect with local leaders, then step back and let team members handle the specifics. Your brand will look good, your community will benefit, and your employees will add to their growing prestige.7. Acknowledge the value of failureNo one grows without failure. Implement company policies that encourage smart risks. Never punish employees who take a risk and miss your te am members need to know they can explore without fear of retribution. When your employees know you have their back, theyll feel more confident about their ability to innovate - a vital component of any strong personal brand.The more you invest in your employees personal brands, the more your companys reputation will spread. Eventually, your industry will be filled with thought leaders who all point to your company as a catalyst for their growth. Take advantage of every opportunity to help your employees expand their influence - it will pay dividends for you both.This article first appeared on Personal Branding Blog.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people