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🚨 𝐈𝐟 𝐲𝐨𝐮𝐫 𝐛𝐫𝐚𝐧𝐝 𝐢𝐬𝐧’𝐭 𝐰𝐢𝐧𝐧𝐢𝐧𝐠 𝐡𝐞𝐚𝐫𝐭𝐬, 𝐢𝐭’𝐬 𝐣𝐮𝐬𝐭 𝐚 𝐥𝐨𝐠𝐨. 🚨 Everyone talks about "brand strategy," but most brands are really just shouting into the void. 𝐖𝐚𝐧𝐭 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐛𝐫𝐚𝐧𝐝 𝐭𝐡𝐚𝐭 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐬𝐭𝐚𝐧𝐝𝐬 𝐨𝐮𝐭? 👇 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐁𝐫𝐚𝐧𝐝 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐜𝐡𝐞𝐚𝐭𝐬𝐡𝐞𝐞𝐭: →  𝐁𝐫𝐚𝐧𝐝 𝐕𝐢𝐬𝐢𝐨𝐧 – Your North Star. Where are you headed? →  𝐁𝐫𝐚𝐧𝐝 𝐕𝐚𝐥𝐮𝐞𝐬 – What do you stand for? Make people feel it. →  𝐁𝐫𝐚𝐧𝐝 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 – Why do you exist? (Hint: It’s bigger than profit.) →  𝐁𝐫𝐚𝐧𝐝 𝐏𝐢𝐥𝐥𝐚𝐫𝐬 – The core beliefs holding it all up. →  𝐁𝐫𝐚𝐧𝐝 𝐏𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐢𝐧𝐠 – Where do you sit in the market? Own your space. →  𝐁𝐫𝐚𝐧𝐝 𝐒𝐭𝐨𝐫𝐲 – Your journey. People buy stories, not just products. →  𝐁𝐫𝐚𝐧𝐝 𝐈𝐝𝐞𝐧𝐭𝐢𝐭𝐲 – Your look, voice, and vibe. Instant recognition. 👉 Swipe through the carousel to dive into each of these elements and find out how other companies use them to build a brand that 𝐝𝐨𝐦𝐢𝐧𝐚𝐭𝐞𝐬, 𝐢𝐧𝐬𝐩𝐢𝐫𝐞𝐬, 𝐚𝐧𝐝 𝐬𝐭𝐢𝐜𝐤𝐬. Remember, your brand is more than a product—it’s your legacy. Start acting like it. 💪 Are you able to articulate the various elements of your brand strategy? Let me know in the comments.⬇️ - - - - -- - - - - 📌 𝐖𝐚𝐧𝐭 𝐦𝐨𝐫𝐞 𝐦𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐱 𝐛𝐫𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐢𝐩𝐬? 1. Follow Rena Tan (陈俐霖) 2. Like this post 3. Repost to your network 3. Subscribe to AInspirations: https://bit.ly/3X3q9R0 𝐼'𝑚 𝑎 𝐹𝑟𝑎𝑐𝑡𝑖𝑜𝑛𝑎𝑙 𝐶𝑀𝑂 ℎ𝑒𝑙𝑝𝑖𝑛𝑔 𝑆𝑀𝐸𝑠 𝑎𝑛𝑑 𝑠𝑡𝑎𝑟𝑡𝑢𝑝𝑠 𝑡𝑜 𝑠𝑐𝑎𝑙𝑒, 𝑎𝑐𝑐𝑒𝑙𝑒𝑟𝑎𝑡𝑒 𝑡ℎ𝑒𝑖𝑟 𝑔𝑟𝑜𝑤𝑡ℎ 𝑎𝑛𝑑 𝑏𝑢𝑖𝑙𝑑 𝑠𝑡𝑎𝑛𝑑𝑜𝑢𝑡 𝑏𝑟𝑎𝑛𝑑𝑠. #branding #marketing101 #brandstrategy

You don’t need to have all the answers starting something new I started helping SG Enable on its public education for disability and inclusion since the start of this year. As I dug in the work, I realised I wanted to find insights and had questions unanswered- why should people care about disability and inclusion? To find key insights to make the campaign meaningful and impactful This curiosity, asking questions, seeking answers, drove me. It allowed me to discover as I go along. Hearing from the team, picking up ideas along the way. Uncovering new insights. I would sometimes land on an idea thinking this would be the answer, but I would adapt as I learnt and adjust course in my understanding. And more importantly, my senses are heightened around the topic, more aware of my experiences as I navigate in the space. Earlier this week, I was in a disability management workshop. And my sense were open, hopes high, in finding my answer. And then this line struck me: Disability is a result of interaction between impairments in the body with barriers in the environment. Oh wow, what an AHA moment. Disability is created by society. It’s not the impairment that leads to disability. It’s the interaction between the impairment with the barriers we had created in the environment. And it isn’t just physical barriers (as we commonly see), it can also be digital, institutional, and especially in our attitudes and communications! And it gave me the insight I needed for now in our public education work. It’s working on these barriers. It’s working on why we think like so, and it’s shifting such mindsets. And then I got to truly appreciate the word ENABLE. And the work the team does in enabling. Enabling is not an act. It’s a mindset shift in so much aspect: empathy, understanding, respect, dignity, equity that leads to inclusion! Not knowing everything in a new environment does drive that hunger to learn, grow and contribute! [Photo: Showcase of the 2024 NDP Packs artworks that were co-created with 40 student artists from 22 Special Education schools]

Increasing output is easy. Just have more people working on the task, right? ❌ Well, not quite.   I’ve seen this kind of brute-force solution to a problem being implemented and the organizations grew exponentially. That #growth in number, however, doesn’t always translate to higher output or higher quality. In many cases, growing the team feels more like adding complexity than actually scaling up. A good example is social media content creation; a lot of other processes in #marketing to be honest. The process takes a lot longer to complete when more people are involved, especially when there is no change in the process.   Throwing more people into a problem isn't a solution. Process improvements is the key to scaling up. Do you agree?

As a recruiter, I see leaders feel threatened by brilliance. They’re stuck trying to be the smartest in the room—but that mindset holds them back. Great leaders aren’t afraid of brilliance—they crave it. If you want to elevate your leadership, hire people who: ➟ Adapt fast, learn faster. ��� Execute relentlessly, no excuses. ➟ Push your boundaries with bold ideas. To be future-proof & hire better, sharpen these 8 skills: 1/ Stay Humble ↳ Check your ego at the door. The smartest person in the room isn’t always you. 2/ Delegate Decision-making ↳ Trust your people. Give them space to make big moves. 3/ Own Your Weaknesses ↳ Know your blind spots and bring in people who can see what you can’t. 4/ Push for Constant Learning ↳ Make growth the standard. Stagnation isn’t an option. 5/ Demand Accountability ↳ Don’t just set the bar high—make sure everyone owns their results. 6/ Cultivate Resilience ↳ Train your team to bounce back from setbacks stronger, faster, and more determined. 7/ Recruit From a Diverse Pool ↳ Hiring people with different backgrounds will propel innovation & progress. 8/ Create a Culture of Healthy Disagreement ↳ Growth happens when people aren’t afraid to challenge ideas & speak their minds. Remember: You don’t need to have all the answers. You just need a team that’s hungry enough to find them. P.S. Want to be a great leader? Start by hiring those who can take you higher. P.P.S. Have a blessed week ahead! --- ♻️ Share to help your network level up their leadership. ➕ Follow Shulin Lee for more like this!