Authentic brands are not about marketing. They are not products. They live inside the company. And they are held and enacted of the people, by the people and for the people!

Just like the Declaration of Independence created the foundation of a nation, so does your brand act as the foundation of your company. Its principles are the framework for thought and action by everyone in the company. Without it there is no consistency, no alignment between what you say and what you do, no synchronicity between who you are inside and the way you present yourself outside.

You may ask—“well isn’t that the same as culture?” The answer is yes and no. Authentic brands are in many ways the identity of the company culture. They help that culture become visible. They also embody the values and purpose of the company, giving all these things a face and a voice that can be seen and heard by everyone the company touches. But especially your employees. As the people who most keenly impact the day-to-day beliefs and actions of the company it is constantly amazing how little they are considered when brand is discussed.

It is employees who show the brand to be true or not. Authentic brands live or die with the people in the organization. If they don’t believe the brand, if they don’t feel it is their cause, no campaign or change program on earth will help it succeed. Authentic brands feel natural. There is no need to “educate” the employees—they feel it immediately. There is no need to launch the “new” brand on your unsuspecting customers—they have known it for years. When you are doing it day in and day out, saying it becomes almost superfluous.

This is exactly why you should want to find your authentic brand. Just imagine a brand that is enduring, that lasts beyond the next ad cycle, that is sustaining and sustainable, that feeds the soul of your company and makes the whole stronger. Imagine a brand that doesn’t cause disharmony inside your company, that doesn’t cause friction with the way you already do things.

This is an authentic brand!

Read the full Michael Hogan’s manifesto: We Need a New Word for Brand (600kb PDF file).

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Here is a checklist of 23 brand health criterias as presented in Peter Cheverton’s excellent book Understanding Brands (Creating Success):

1. is based on a proposition of genuine substance and value to the target customer
2. communicates a clear and powerful brand definition
3. communicates a clear ‘emotional charge’
4. communicates an attractive and relevant personality
5. wins, builds and retains customer loyalty
6. is well known by the target customer
7. is held in high esteem by the target customer
8. communicates and evidences a unique match between the company’s capabilities and the customer’s needs
9. is a source of competitive advantage
10. is an investment of increasing value that others will want to own
11. maintains its relevance over time by evolving in response to changing customer expectations and perceptions
12. increases the profitability of the business is consistent with the business strategy
13. makes sense within the business’s brand architecture
14. provides a protective ‘halo’ for growth strategies
15. provides a barrier to entry for new entrants or substitutes
16. is uniquely positioned in the market and creates a relevant space in the customer’s mind
17. communicates and demonstrates a clear sense of value
18. interacts consistently with the customer on as many fronts and on as many occasions as possible
19. cements the brand definition into the customer’s mind through interactions and positive associations
20. is managed and supported consistently over time
21. has values that can be applied consistently and successfully to all parts of the marketing
22. mix and through all promotional media
23. makes people want to get their hands on it

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The experts cited understanding of Customer/Target frequently. This mirrors the finding in this report that metrics and brand research are key tools. Communication and Creative effectiveness were also frequently mentioned as critical aspects of successful branding.

These open-ended responses provide a useful counterpoint to the other findings in this report. They reflect the classic tenets of branding and marketing, which are focused on knowing the customer, maintaining a consistent brand in the marketplace, and delivering winning content and creative.

study says.

Here is the list of the top 10 aspects of successful branding, as resulted from the study:

1. Consistency (36.0%)
2. Understanding of Customer/Target (18.2%)
3. Message/Communication (14.7%)
4. Creative/Design/Brand ID (12.8%)
5. Relevance (12.4%)
6. Differentiation/Uniqueness (12.0%)
7. Key Stakeholder Buy-In (10.9%)
8. Positioning (9.7%)
9. Clarity (8.9%)
10. Connection to Customer/Target (8.9%)

Read the study here.

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Seek out insights:

Outstanding brands identify customer insights. When these insights are shared across cultures they assist in a brand’s adoption globally.

Integrate local intelligence:

Brand guidelines are tremendous tools for ensuring consistency. However, they have been known to impede innovation and diminish relevance. Brands are dynamic, never static, so the management of them must integrate new thought. In the case of global brands, to assume that one message can appeal uniformly to all audiences with equal relevance is unrealistic. Well-managed global brands cull local markets for intelligence related to the ‘next big thing’ to ensure local relevance and to counter competitor’s moves.

The Team:

Global brands demand a global brand management team. This regional and international organisation is in place to maintain brand leadership. Companies with large brand portfolios tend to have separate managers for each brand. Regardless, global brand managers have the authority and resources necessary to implement key decisions based on performance measurement. Global brand management teams implement processes to create, review, and improve brand performance.

Investment:

Intangible assets, including brand, now comprise the majority of the value of a company. These assets require capital investment like any other. Progressive companies and enlightened management recognise the need for appropriate communications spending.

Measurement systems:

In order to sustain a global brand’s long-term position, there must be consistent and widespread brand equity measurement. This will not only help brand development by highlighting and demonstrating best practices, but it will also provide the brand management team with a means of monitoring global consistency.

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Commandment 1: Establish a Clear Brand Position
A brand position is a clear, unambiguous statement that communicates what your company stands for and what it offers. You should choose one or two benefits that make up your brand position. These are the key benefits that your target market cares about and that you have the capabilities to produce. Why one or two? Because people generally can’t remember more than that.

Commandment 2: Build Your Brand on an Emotional Benefit
Your goal is to find an emotional benefit that is far superior to that of your competitors and to associate that benefit with your brand. In other words, you want to own that benefit.

Commandment 3: Build Your Brand as Early as Possible
If you don’t build your brand as quickly as possible, someone else may take the position that you want.

Commandment 4: Be Consistent Over Time and Over Markets
Marketing strategies need to focus on the attributes of the product or service so that they are effectively positioned in the marketplace. Brand strategies must do that too, but a branding strategy must also focus on the associations and identifiers.

Commandment 5: Make Sure All Your Employees Know Your Brand Position
You want all the touch-points in your company to reflect your brand. For example, if your brand is built on “friendliness,” everything in your company must embody that, from the employees to the logo to the company lobby.

Commandment 6: Make Sure All Your Products and Services Embody Your Brand
If you come up with a brand position and your product or service doesn’t embody it, your brand will have no credibility and will quickly fail.

Commandment 7: Make Sure All Your Customers Know Your Brand Position
If your product or service embodies your brand and your customers don’t know it, it’s useless. You must always remind customers of what you do well, and then remind them again.

Commandment 8: Don’t Dilute Your Brand
Once you have established a clear brand position, don’t dilute it. What this means is that you shouldn’t keep extending your brand or adding to it indefinitely. If you extend it, you might actually hurt it. In particular, you should never extend your brand to products and services where customers won’t let it go. Remember, branding is about what customers will let you do.

Commandment 9: Always Monitor Your BrandYou need to continually monitor your brand position to make sure it remains relevant to your customers. Trends change. Your brand needs to change with them.

Commandment 10: Maintain Your Brand as Your Organization’s Most Valuable Asset
Maintaining your brand involves everything we have talked about in this report. It means maintaining consistency, communicating and monitoring. It means putting Commandments 1-9 into practice every single day

Download full PDF file here.

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1 Perception is the truth

The battlefield of branding is in the minds of the customers. And as far as customers are concerned, perception is the truth, regardless of the facts.

2 Fortune favours the first

Many experts argue that the first mover advantage is a fallacy as there have been many first movers who failed. Being first only gives you the opportunity to lodge your brand in customers’ minds first. Fail to exploit that advantage and your competitors can, and will, catch up.

3 If you are not first, move the battlefield

If you are not first in the market, then you might need to shift the battlefield by creating a new category in which they can be first.

4 Keep a clear focus

If you stand for everything, you stand for nothing. Focused brands concentrate on owning one thing in the mind instead of creating line extensions indiscriminately.

5 Differentiate or sell cheap

In the absence of any perceived difference between products, customers will focus on the price.

6 Use PR for brand building, advertising for maintenance

Many companies make the mistake of using advertising to launch their brands. As advertising is a self-declaration, it has near-zero credibility in the eyes of consumers. Public relations, however, involves what others say about you, and hence carries with it the weight of third party endorsement.

7 Find a great name

In the long term, the name of your products is what separates you from your competitors as your unique ideas and concepts can be copied. To ensure greater brand recall, a short, unique and memorable name should be adopted.

8 Be absolutely consistent

Successful branding requires unwavering consistency

9 Find an enemy

To have credibility, you need to have an enemy. What would Superman be without Lex Luthor? Competition between brands creates excitement in the media and with the customer base, thus helping the category grow.

10 You may need a second brand

Your brand cannot stand for everything, thus necessitating the launch of a second brand in order to enter a new category. It is advisable, however, to launch a new brand only when your existing one is a dominant player in its category. If you struggle to increase sales in a category you know well, what are the chances of you doing well in a category you know nothing about?

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Employee branding is a process by which employees internalize the desired bran dimage and are motivated to project the image to customers and other organizational constituents. The messages employees take in and process influence

• the extent to which they perceive their psychological contracts with the organization to be fulfilled
• the degree to which they understand and are motivated to deliver the desired level of customer service

In so doing, they drive the formation of the employee brand. The messages employees receive must be aligned with the employees’organizational experiences if the psychological contract is to be upheld. Therefore, the conscious development of organizational messages is the fundamental building block in this process.

The messages must then be delivered through appropriate message sources.The following guidelines provide a starting point in this process:

1. Organizational messages should be carefully thought out and planned in much the same way mission and vision statements are thought out and planned.
2. The organizational messages should reflect the organization’s mission and values.
3. Messages directed toward external constituencies must be in line with the messages sent to employees.
4. Messages directed toward external constituencies should be sent internally as well.
5. The design of recruitment and selection systems should incorporate messages that consistently and frequently reflect the brand and organizational image.
6. The compensation system should incorporate messages that consistently and frequently reflect the brand and organizational image. For instance, managers in organizations that value training must be held accountable when they fail to train and develop their employees.
7. Training and development systems should help managers and employees internalize their organization’s mission and values and help them understand how the mission and values pertain to their roles in their organization.This should enable them to more effectively articulate messages that consistently and frequently reflect the brand and organizational image.
8. Advertising and public relations systems should communicate messages that consistently and frequently reflect the brand and organizational image.
9. Managers should be taught the importance of communicating messages that are consistent with their organization’s mission,vision, policies, and practices.
10. Performance management systems should address inconsistencies between practices and policies to minimize violations of employees’ psychological contracts.
11. Accurate and specific job previews should be given to new employees so that realistic expectations are incorporated into their psychological contracts.
12. Corporate culture (artifacts, patterns of behavior, management norms, values and beliefs, and assumptions) should reinforce the messages employees receive.
13. Individual output should be measured and analyzed to determine if there are message-related problems at the departmental, divisional, or organizational levels.
14. Individual messages should be continually examined for consistency with other messages.
15. Message channels should be examined to ensure consistency of message delivery.
16. In the event that messages need to be changed or psychological contracts altered, organizations must take careful steps in rewriting the messages.
17. Measures should be used to assess outcomes such as customer retention, service quality, turnover, and employee satisfaction and performance

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