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Performance and Personal Brand: Making the Connection

Everyone has a set of philosophies that determine how they view life, relate to others and show up to pursue success and personal fulfillment. Share On Purpose CEO, Terri Maxwell, defines this as a personal brand standard. Many people may not be aware of this on a conscious level but for Pam Abrahamsson, PR Executive at Promote On Purpose, it’s as clear as day.

“For me, it’s service first. I’m fortunate to do the work I do and help other people succeed. A key part of my brand is using the knowledge I’ve gained along the way to ensure success for other people’s dreams and ideas. That’s my mantra; service first.”

A true professional, Pam sees the needs of her clients as a driving force to enable her to tap into her passion to win. It also helps her prepare adequately for success and persevere through whatever obstacles may stand in the way of getting results. She recalls a pivotal moment in her career when she learned this vital lesson that still influences her work today.

Developing the Passion to Win

“I had an early aha moment that helped me crystallize these ideas,” said Pam. “It was my first agency job, and I had a client who had a problem. I had no idea what to do, so I threw my hands up in the air, ran to my manager and said: “What do we do?”  She turned to me and simply asked, “What would you do?”

According to Pam, this simple exchange was crucial in developing her problem-solving skills that ultimately drives her performance at work to this day. With a strong passion for winning, she now sees problems—no matter how thorny—as an opportunity for big wins and improved team performance. “It made me realize that I’m responsible for the solution, for handling what comes across my desk and also for my team’s wellbeing. It’s what I love about being at Share On Purpose today because everyone is committed to performance. I love that this company is built on the fact that everyone has a role to play and performance can’t happen unless everyone shows up and handles their role with excellence.”

She believes that having what she calls a 360-degree mindset is crucial for ensuring performance across the board. “Everyone has a specific role that’s part of a larger effort and knowing how you fit into the bigger picture will help you determine how to perform your role better to elevate the team’s results.”

Ethics and Integrity

Stories are at the heart of Pam’s field of Public Relations and knowing the power of perspective to shift mindsets and influence decisions, she is committed to upholding the ethics of both her profession and her personal standard of excellence. This goes straight to the heart of character as a driving force for performance.

“I need to be ethical in how I tell stories and ensure that my clients and team members are part of that journey. And that’s a part of my personal brand promise—to work with integrity and deliver results in a way that honors my character as a person. I always believe you should look in the mirror. If at the end of the day I can look in the mirror and say that I have given my team, my clients, and my personal ethics my best effort, then I’m going to be just fine.”

Share On Purpose IS a place of possibilities, where GREAT people do great things. Our portfolio of companies thrives due to each employee’s personal commitment to performance.

Do you want to work with a company that values your contributions and encourages you to give your best at work? Check out our available positions.

Together is More

Over the last few months, I’ve slowly introduced a few of Share’s Guiding Principles. Last month we discussed how to live in the AND while getting more out of life by combining work AND play.

For December, I want to introduce another way to get MORE out of your career. Too often we try to accomplish everything ourselves, and end up taking on more responsibility than is necessary.

As a serial entrepreneur as well as a leader of emerging leaders who are very entrepreneurial, breaking the habit of trying to “go it alone” is paramount. Leaders who do not master the art of collaboration are overworked, or have limited results, or in some cases, both.

Our success at Share On Purpose is in large part because of the principle – Together is More: Collaboration Fuels Quality.

WHAT IS “TOGETHER IS MORE”?

The guiding principle Together Is More, is about collaboration. Collaboration as a discipline is not well understood because the corporate management system by which most professionals started their career, is deeply flawed. In most companies, failure is punished severely, which diminishes the willingness to take calculated risks, and includes an intense focus on individual accountability versus individual and team performance.

This translates into individuals and departments working independently, and in some cases against each other, rather than collaborating to win collectively. This lack of natural collaboration built into the cultural framework impacts productivity and results. It also slowly erodes trust as well as the ability to create a performance culture.

The guiding principle Together is More requires that the executive team model collaboration from the top down, as well as ensuring collaboration occurs throughout the organization. It’s something that’s not just “talked about” but is embedded into the entire management structure, as it is role modeled at all management levels.

WHY COLLABORATION IS KEY TO SUCCESS

Building a performance culture is, in large part, dependent upon the effectiveness of the organization’s ability to collaborate. Establishing a culture that has a foundation of collaboration will have a significant impact on the organization’s effectiveness.

However, it requires a win-win mindset from every level of the organization. For example, the executives and middle management MUST believe:

  • No one can win, unless we all win.
  • When an individual wins, we win as a team.

HOW DO YOU BUILD COLLABORATION INTO YOUR CULTURE?

Collaboration requires authentic leadership, as well as a commitment to win-win relationships between employees and managers, and the company and its contractors.

Beyond the commitment to strive for the “win-win,” the basis of all performance cultures is what I call “authentic leadership.”  Although there are 5 tenets of authentic leadership, one is particularly important in building collaboration into the cultural fabric – Assume Positive Intent. Leaders who are authentic have not only mastered a win-win mindset, but usually do so through mastering the ability to “assume positive intent.”

If we assume positive intent, the mind will begin to expect only positive outcomes in relationships. If someone still gets upset, hurts you, or takes advantage of you, it usually has nothing to do with your actions.

To do this means to assume the other person/entity/group meant well, even if we don’t agree with their actions or ideas. We then in turn, look for positive intent. When you enter any interaction assuming positive intent from the other party, relationships will improve.

No one really sets out to purposefully hurt us. People are just wrestling with their own issues. So, if you assume positive intent, you’ll find that most people rise to the expectation, and when they don’t, know they are doing the best they can and their reaction has little to do with you.

This is a powerful leadership lesson that facilitates a culture of collaboration, and supports a performance culture. I am grateful that our top executives model this attribute and have adopted a collaboration mindset.

If a place that has an authentic collaboration among all of its team members sounds like a place you would want to work for, consider applying for one of our open positions.