Reputation Management

CFO magazine ran an excellent piece back in May entitled “What’s Your Reputation Worth?”. If you don’t get the magazine or you didn’t read it, it is online and I recommend taking a few minutes to read it. 

Here is what the CFO of E-Trade Financial said …

“What’s scary about reputation is that it doesn’t have to be something that’s true.”

Even if you don’t understand or buy into the concept of executive branding, it is critical that all executives and rising stars embrace and proactively manage their reputations.  

Here are two truths that will continue on for some time …

You are who Google says you are. Even if it says something different than who you are, Google will win the reputation war. With so many similar names, might Google have you confused with someone who has a less than principled reputation? Managing your reputation will ensure that the right information, rather than misinformation, is the foundation of your digital footprint.

Your company is who Google says it is. If your company doesn’t have  a social media strategy that includes monitoring what is being said, it could find itself mirred in negative publicity. Whether it is customer service, a faulty product, hiring practices, or a work culture … once you get behind the 8-ball it might just roll right over you.

If you haven’t ever Googled your name to see what others are finding about you, I encourage you to do so today. Put your name in quotes (i.e., “Cindy Kraft”) in Google’s search engine and see what comes up on the high-value first three pages. Do you own most of the real estate? Is it a true and consistent picture of who you are? 

No information is just as damaging as misinformation because … you are who Google says you are. If Google isn’t talking, then perhaps you don’t really exist!

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2 thoughts on “Reputation Management”

  1. Thanks for posting and bringing more awareness to this issue, Cindy. Here’s the good news on this subject, ExecuNet has found: 80% of corporate and search firm recruiters say an executive candidate’s job prospects improve when positive information (such as thought leadership, community service activities or published articles) is found online.

  2. That’s a great stat, Robyn. It seems to have almost doubled over the past 2 years. Thanks for providing it.
    Positive information is beneficial. Negative or no information is detrimental. That’s the part I’m not sure executives really understand. Yet.


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