Your current brand position

The Different Types of Urgency Campaigns You Can Create
By RPLStrategy
About Your current brand position

Before we move on to look at your employer brand, consider your company brand. Your employer and company brand should be integrally linked.

Your approach will differ if you have an established brand which is managed and owned. In this case it may be refreshing yourself with your brand and reviewing whether your brand is delivering what you want it to deliver.

 Get To work on discovering your brand position

The first task is to identify and record in your digital workbook a range of the stakeholders that are connected with your business.  These are likely to include the following and maybe others too.

  • Your leadership or management team
  • Your team
  • Your existing clients
  • Prospective clients
  • Past clients (where you have feedback already)
  • Partners and suppliers

Use your workbook to detail who your stakeholders are.

You can engage with these stakeholders in the way that is best for you.

The format you chose is less important than the outputs and feedback you get.

You may want to ask these questions as part of a regular client catch up, set aside a specific time or include in a team meeting.

As this exercise is designed to give you insight. Planning how and when to engage your Stakeholders will ensure you get the best results from the exercise and it is competed in a timely and efficient way.

Use the Stakeholder Engagement Plan in your workbook to plan and manage this exercise.

Now get the feedback...
Running your engagement meetings

To get genuine and useful information during your stakeholder engagement meetings you need to build trust and openness.
This is regardless of whether you are meeting individuals or a group.

The areas you should be seeking feedback on are shown below: 

  • When you think about our brand – what are your first thoughts? 
  • How would you describe this brand to others?
  • How does this brand make you feel? – probe for positive and negative feelings
  • What has caused you to feel this way?

To help you manage these meetings we have included three useful tools in the resources.

You'll find:

1)  There are guides to templates to use to run and record information for individual and team meetings.

2) A PowerPoint template to use in team meetings

3)  A best practice guide on “How to Receive Feedback”.


Once you have conducted your meetings you should summarise your thoughts and reflections in your workbook.

We will ask you to focus on the following areas:  

  • What were the common themes?
  • What other insights were shared?
  • What feedback was expected?
  • What was unexpected?
  • Are you happy with what you heard?
  • What would you like to change or what enhancements would you like to make?
  • What actions will you take?
Best practice around collecting feedback

Best practice around collecting feedback

Feedback form to use with each stakeholder

Feedback form to use with each stakeholder

Team meeting info

Team meeting template

Ready to learn?

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