Although the “personal brand development” concept is meant to sell this concept more to the enterprise, rather than the individual. It isn’t hard to convince people that they need to invest personal capital (time, effort, thought) into themselves.

… the reality is that most organizations don’t *really* want their employees’ brand to succeed *too* much… why? Because it will increase the personal “market cap” of the employee and price them out of their employers reach.

I argue that an employer that implements a successful personal brand development program is ultimately investing in the corporation indirectly by ensuring that their employees are increasingly valued in the market, increasingly value themselves within the context of their “value offering” and increasingly value the environment that allows them to accomplish this.

… in my experience the cost to keep this person a productive member of your team is significantly less in contrast to their worth/value to the market.

By the way: I do believe that we can serve a “win-win” situation here… it isn’t so much a matter of prioritizing yourself before, or behind, the organization… but rather gaining momentum in the forwarding of your thoughts/ideas/principles/etc. and helping the organization by inherently being a contributing member of that community.

… keep banging the drum!