Success Advice
How to Brand, Unbrand and Rebrand to Remain Relevant

When looking at inspiring personalities including Arianna Huffington, Richard Branson, Janine Allis, Michelle Obama, and Sheryl Sandberg, they built their personal brands successfully. In fact, failure is not the end of the road, but it is a bend for betterment and prosperity when you take feedback and learn lessons.
Failure teaches many lessons in life provided you want to learn and improve yourself. When your brand hits an all-time low, don’t get panic. Instead, be cool and composed. Explore the tools to unbrand and rebrand to remain relevant. Find out the reasons for the failure, learn lessons, and move forward with energy and enthusiasm. Remember, neither success is permanent, nor failure is permanent. So is the case of branding.
What is branding?
Branding is about how you want to be recalled and respected when you are not available. It is to be known for its principles, philosophies, values, ethics, and etiquette. It helps others understand your personality, attitude, and behavior. It helps others value your expertise and experience, and the contribution that you have made.
As an individual, people respect you for your character, content, commitment, and charisma. As a brand, people respect you for your knowledge, skills, abilities, expertise, and experience.
Seth Godin remarked, “A brand is a set of expectations, memories, stories, and relationships that, taken together, account for a consumer’s decision to choose one product or service over another.”
Reasons to rebrand
Branding helps you and your organization stand out from others. Taking feedback regularly and following up promptly helps you strengthen your brand. If you feel that there is no positive response, you must unbrand and rebrand to remain relevant and successful in this digital world.
There are several reasons to build your brand. Here are some of them. When you want to add value to others, you need authenticity to be taken seriously. It is possible when you have a strong brand. When you want employment, you must have your online brand to grab employment offers easily.
When you want to excel as a thought leader, you must have credibility on social media. When you want to strike rich, you must brand yourself. When you want to earn income passively, building your brand helps greatly.
When you want to avail speaking opportunities or sell your books, your branding helps. Above all, branding helps when you want to make a difference in the world and provide meaning to your life.
Bollywood star Amitabh Bachchan’s rebranding
According to Martin Lindstrom, there are three steps to creating a powerful personal brand ― Attention, Bridging, and Re-Invention. If you are consistent and persistent, you can build your brand quickly. But what happens when you lose your consistency due to failure in your ventures or endeavors.
You will have to unbrand and rebrand which is more challenging. But some people reinvented their brands after failures and evolved into inspiring brands. When you look at India’s Bollywood actor Amitabh Bachchan, he failed in politics and business but he rebranded with his new incarnation as a television host.
He unbranded as an ‘angry young man’ and branded as a ‘humble old man’. He is undoubtedly an inspiring brand. Hence, we can take leaves from such inspiring personalities in the way they re-built their brands by adapting to the changing times and technologies.
Build your brand brick by brick
If you want to ensure the longevity of your brand, you must not deviate from your core values, principles, and philosophies. Your content must be king and queen. It must be relevant and consistent. Some people kick up controversies to hit the limelight and build their brands.
Such endeavors give temporary fame but end up in permanent infamy. Controversies adversely affect the brand image in the long run. Hence, explore innovative tools and techniques to build your brand brick by brick with a long-term vision rather than build your brand quickly with short-term temptations.
Brand, unbrand and rebrand
Avoid kicking up controversies to elevate your brand because it boomerangs. Controversies are like steroids that ruin your brand in the long run. Your brand must not be like a flash in the pan. Instead, your brand must reflect your content, character, and commitment. You must live by it by standing on your principles and philosophies irrespective of pulls and pressures.
Life is an endeavor. It is full of peaks and valleys. You must learn to balance them to contribute your best to grow personally, professionally, and socially. When faced with a crisis, bounce back with resilience and tenacity to rebuild your brand. As a business turnaround, you can turn around your brand when done right.
To conclude, bounce back from your failures to unbrand and rebrand to remain relevant and successful in the digital world.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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