Angela Cathey, MA & Todd A. Ward, PhD, BCBA-D
Brett DiNovi, M.A., BCBA
Brett DiNovi & Associates
For all businesses, reputation and branding become vital to maintaining market traction and growth. The path to building the reputation and brand that best suits you can bring many challenges. In today’s digital world, it is exceptionally easy for a business owner to damage their own brand or to have their brand damaged by a disgruntled customer. Verbal behavior about brands, on the Internet, or otherwise – affects sustainability and profitability.
As a business owner, you should consider running branding health checks to understand what verbal behavior is occurring in coordination with your brand (i.e., what are people saying about your brand, your industry, and you personally). In a recent video by Brett DiNovi & Associates, Brett DiNovi discusses his experiences with doing this for his own brand and how to correct false information on the Internet about oneself or their business.
Brett suggests using tools such as Mention or Buzzumo to monitor mentions of your brand and responses to your content online. Brett suggests that developing and maintaining your brand is essential to all business owners and can be best achieved by sharing information in ways that create familiarity and demonstrate consistency. This builds trust in your brand and can be helpful in drowning out any small blips of poor or inaccurate information in the press.
Brett also suggests that you take a similar approach to building your brand and business when hiring employees. He suggests panel interviews to learn about candidates’ social skills in a complex environment and assignment of tasks at the interview to learn about interviewee follow through. Further, Brett suggests that leaders should strive to let the interviewee lead with information in interviews. He cautions leaders to resist the urge to tell a prospective employee all about your company’s practices and values before letting them speak. Allowing the interviewee to speak first reduces the likelihood that the interviewees disclosures about themselves will bend to your own verbal behavior.
In a sense, you do not want to provide information that will allow the prospective employee to adapt themselves to fit your preferences before you learn about them. Interview situations tend to be high pressure and prospective employees may espouse views that they might not otherwise to gain employment. Should a candidate who is not truly a good fit for your organization be hired, you are much more likely to have higher turnover and incur additional costs associated with replacing the employee at a later time. Using these methods to maintain consistency and awareness with regards to your brand and employees will help you set consistent and high standards for your customers and succeed as a business owner.
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Brett DiNovi, M.A., BCBA has the unique and distinguished experience of studying the principles of applied behavior analysis under the rigorous scrutiny of both Dr. Julie S. Vargas (formerly Skinner) and Dr. E.A. Vargas at West Virginia University’s internationally recognized program. For the past 26 years, Brett has used behavior analytic principles to create large scale change across school districts, Fortune 500 companies using principles of Organizational Behavior Management (OBM), and across individual learners. Brett has been a OBM consultant in Morgantown WV, an instructor at West Virginia University, a guest lecturer at numerous universities, a speaker on multiple Comcast Newsmakers TV programs, an expert witness in due process hearings, has publications in the Journal of Applied Behavior Analysis, and has been in in executive leadership positions across schools and residential programs nationwide. In addition to an award from South Jersey Biz Magazine for “Best Places to Work,” an award for “Best of Families” in Suburban Magazine, and the distinguished “Top Ranked U.S. Executives” award, Brett’s proudest accomplishment is being a role model and father for his daughter and two stepchildren (one of which has autism). Brett can be reached at firstname.lastname@example.org
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