Shama Kabani: Evolve your brand and decide how to “impact the world”

Shama Kabani talks readily about the evolution of her career expectations and her brand  For a while she wanted to be a cosmetologist, and then a wife and mother, a journalist and a teacher. She went to college – on a full-ride scholarship to the University of Texas — because her boyfriend, now husband, wanted her to have a college degree. “I want you to be smart’ ” she recalls him telling her.

She’s all that, and also a success in the social media world, running a 25-person digital marketing agency in Dallas and speaking at universities and organizations worldwide. Her book The Zen of Social Media Marketing  is in its second edition and has received many five-star reviews on Amazon.

I interviewed Shama for my Fortune magazine piece on career branding, and some mistakes and overextension people make. I was impressed with her candor and her thoughtfulness – not to mention her ability to manage myriad commitments from speaking engagements and a web television show to a digital marketing agency that has 25 employees and growing. (I also was taken with her shaggy little dog named Snoopy, who shows up in some of her videos.)

“All my passions clicked” – technology, media, teaching – with the social media work, she said.  ”Social media is simply an amplifier. Doing the right things and saying the right things and building the brand,” she said.  “There’s a digital footprint for everyone,” even children as young as 2.

So as you grow and manage yours, consider these four lessons I heard from from Shama Kabani:

  • Provide value and build credibility. In today’s Twitter and Facebook all the time world, it’s easy to write something silly or off-the-cuff.  Instead, think about your community, your followers and what could be useful to them. Shama answers questions about social media, and sharing insights of others.  “It’s always been content based, sharing things,” she said. You want your messages to match your brand and to attract more people in whatever focused market you’ve chosen.
  • Develop your own principles and approaches.  She suggests her clients answer the question: “What is it that they want to be known for?” Understand the norms of your industry or position; then adapt your own approaches that work for you and your values. “Find what works for you. Don’t care what’s politically correct,” she said.  She believes in being accessible and transparent, but when come-ons and inappropriate comments grew too much, she changed her approach to Google+ and Twitter to keep out the spammers and weirdos. ”You need to balance that personal-professional line; manage that very closely,” she said, and respect your husband, your personal life and family’s needs too.
  • Evolve your brand and your business.  Initially Kabani wanted to work for a major consulting firm like McKinsey or Bain on social media develop . But it was the recession of 2009 and they were skeptics and also not hiring. So she started her own company, to consult on use of Twitter and other new tools. Soon clients were asking her not just for recommendations but for implementation, so she developed the full deal. Her brand is evolving too, as she talks about social media and SEO but also leadership and entrepreneurship. And she chose to take her husband’s last name, despite some feedback that she was giving up something. “Your life evolves,” she said. So should your business strategies.
  • Choose how you will impact the world.  Shama seems already to be ahead of many people twice her age with her book and her business. She’s mentoring a group of young Egyptian women called SuperMama.me  and is involved in the Young Entrepreneur Council. She’s also committed to giving talks at universities and nonprofits. “That’s my platform for giving back in a public way,” she said. Recently when she couldn’t fly to the Dominican Republic for a college engagement, she agreed to a Skype talk instead.
Her hope is that she will become a role model for young girls who want to achieve and be smart.  She seems to be already ahead of many people twice her age in that and in business success – and a brand that is already evolved and growing.
Certainly, my approach on social media and branding have expanded, thanks to Shama, and I expect that she will teach me and others new lessons in the future.
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The secret world of promotions, counter offers and raises

It’s tougher to win a promotion lately but easier to wear yourself out with an “invisible promotion.”
My new Fortune magazine piece looks at how workers can be saddled with extra tasks and new responsibilities with no increase in pay – and what they can do about it.
Now a new report shows employers promoted fewer people in the latest year from their normal advancement patterns. Only 7 percent of workers received a promotion in the latest year, down from 8.1 percent norm, according to a World at Work study of promotions. Thats a statistically significant difference, and it may relate to tighter economic times.
My Fortune piece has plenty of advice for workers stuck with an invisible promotion and a heavy workload. One piece that stands out: “Ultimately you have to move…. You will have to change jobs to monetize your strong performance,” said executive coach and author Donald Asher. If you really love your current colleagues and workplace, use the offer as leverage for a counteroffer to raise your pay and get the advancement you deserve where you are.
Not everyone will want to leave however, so consider the light shed by the new World at Work survey of 720 employers that are members of the nonprofit organization:

  • Almost two-thirds of organizations only share their promotions policies or guidelines when asked for them by a worker. So go to HR and discover how it works.
  • Half of employers expect newly hired workers to be in their job for six months to a year before seeking a promotion. After that, though, six in 10 have no limit on the timing between promotions. This means you need to take some time initial to prove yourself, then feel free to seek advancement twice in two years if the jobs seem ideal for you and your career path.
  • Salaried staff received a raise averaging 8.3 percent while executives who were promoted won a 9.5 percent raise. Pay increases ranged from zero to 30 percent in the last year, so negotiate hard for more. Remember: Your increase may not cost your team anything. Almost half of employers budget for promotional pay raises separate from their other pay increases.
  • Higher salaries for someone who’s promoted is determined most often by the pay range established for the opening, by rates for others in comparable jobs within the organization and by external pay data. So it helps to obtain the latest compensation surveys by your professional association and to be well connected within your organization as well as outside.
  • Many employers are using promotions as ways to motivate and retain their most talented people. The more you understand senior leaders’ mindsets and approach to staff promotion and retention the more you’ll be able to win the game of getting ahead.

New research from LinkedIn shows that promotions in the United States happen most often in January, June and July. Globally, the best month to move up are January, July and September. January is still the best month for promotions, though it’s slowly losing its dominance. But for younger workers advancement is coming throughout the year – not built into certain months, LinkedIn reported.

My Fortune article on managing the invisible promotion is in the Feb. 7 issue and also available online. I’ll add links to the research  by World at Work and LinkedIn.

Check my second part on invisible promotions on this blog. It is especially useful for managers whose staff are toiling with many extra tasks.

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What the best employers look for when they’re hiring the best talent

They’re the best companies and they want to hire the best people.

So what qualifies as the best? And how do you demonstrate you’re the best, the primo candidate?
And what exactly are recruiters looking for when they are hiring for a Fortune Best Places to Work company?

Twenty-five of them gave some clues – the secrets to what impresses them in the new Fortune list, in the Feb. 7 issue. (Full disclosure: I freelance fairly often for Fortune, including my new article on the “invisible promotion” in that very issue.)
The top traits they identified in their snippets on Fortune’s website include:

  • A positive attitude. This could include customer service sensibility, high energy, mutual respect and a work ethic.
  • Problem solver. Make that a “relentless problem solver.” Resourceful, “find elegant solutions.”
  • Passion for your job. Excited about the job and the company. One talent agent called it “tremendous passion.”
  • Communication skills. This consistently shows up on employers lists – and covers written, spoken and online / social media chatter.
  • Love of learning. Curiosity. Asking great questions. Do your research on your future employer, several said.
  • Collaborative. Teamwork. Collaboration and sharing.
  • “Rock star.” “Clear accomplishments.” This also shows up as a deep experience, ability to show how you will add value now and into the future.

A few recruiters also mentioned creativity, professionalism and a candidate’s values matching the employers. This list of course is just a starting point – and many companies give ample clues in their job postings and on the Careers section on their websites.

Two of my favorite quotes from the Fortune package sum up what they’re seeking in their best people, whether they work as software engineers, cashiers and retail managers or sales professionals – among the most prevalent of their thousands of openings.
“We love adaptability, agility and the ability to think beyond today,” Mark Hamberlin, Cisco’s senior HR director, staffing, told Fortune.
Grace Soriano-Abad, NetApp’s top recruiter called it “experience in going above and beyond what’s expected of you.”
Demonstrate those things and show off your rock star, shining-star talents in an area the top companies seek and you’re likely to land in their privileged payroll people.

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The top five best companies to work for, according to Fortune’s much-watched list:

  1. SAS, a software giant
  2. Boston Consulting Group
  3. Wegmans Food Markets
  4. Google
  5. NetApp
  6. Other notables in the top 25 include Zappos.com, Recreational Equipment, Cisco, DreamWorks Animation and Whole Foods Markets. Fortune’s full list is easy to slice by location and size and more.

To consider why you need to create a list of your favorite dream employers, read my recent Glassdoor.com blog post.

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