Todd Defren at SHIFT Communications has a great post about balancing the needs of ‘personalities’ — people with their own online brands — and the companies they work for.
It’s an oft-cited maxim at SHIFT that “we run a talent agency, not a PR agency” – so Chris’s words rang true for me. Think about some of our most recent hires: Doug Haslam (@DougH, with 4,000 Twitter followers), Chris Lynn (rockstar blogger), Amanda Gravel (blogger), Sandy Kalik (tweeter), et al.
We’ve made many more hires than this handful, of course, and expect great things of all of them – but, specific to these “well-known” people and their personal brands? We consider them to be “on loan” to SHIFT for the duration of their tenure. And I expect more and more of our employees (and future employees) will have their own personal brands either well-established or on the rise.
Might we see the rise of formal policies that not only address things like blogging, but also the whole gamut of “personal branding” activities? Maybe.
Where do you think the line should be drawn? How do balance the potential that someone with a strong personal brand brings with the needs of a company that has its own brand?
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