During the US economic Depression of the 1930s, motivational writer Napoleon Hill laid the foundation for personal positioning, described nearly forty-five years later by marketing executives Al Ries and Jack Trout in Positioning: The Battle for Your Mind.

By 1997, business writer Tom Peters introduced “personal branding” as self-packaging that communicates an individual’s accomplishments and characteristics, including appearance, as a “brand promise of value.”

Self-packaging can be considered “the shell of who you are” whereas personal branding is “what sets you apart from the crowd.“

These differentiators can include visible characteristics like attire, education, experience, expertise, sense of humour, and speaking style, according to Jim Kurkal and Murray Newlands.

University of Michigan’s Daniel Lair with Katie Sullivan of University of Utah, and Kent State’s George Cheney investigated components of personal branding, presentation, and packaging.

They found personal branding worth analysing for its complex rhetoric tactics that shape power relations by gender, age, race, and class.

Sylvia Ann Hewlett of the Center for Talent Innovation identified some of these power relationships and potential biases facing women and members of minority groups who are expected to demonstrate aspects of personal branding, including executive presence.

These analyses suggest that personal packaging and branding can significantly affect professional opportunities and outcomes.

-*What elements do you consider in “personal packaging” and personal appearance?

-*How do you mitigate possible bias based on expectations for personal appearance?

Related Posts

• How Much Does Appearance Matter?
• Executive Presence: “Gravitas”, Communication, and Appearance
• Glass Elevator and Nine Principles for Personal Branding, Career Impact

©Kathryn Welds