At Leading Edge Branding™ we apply the concept of self-awareness from two very distinct perspectives.

Self-Perspective

&

Skill-Set Perspective

In each of these spaces, being self-aware creates a space for change and modification.

Level 1:  Oblivious

You don’t know what you don’t know and are surviving by the seat-of-your-pants. Meaning that you do things by using your own experience and trusting your own judgment. Having your head in the sand, so to speak. This is mostly done out of fear or ignorance.

Level 2:  Attentive

The lightbulb comes on by whatever means, so now you are aware that you were unaware. But still clueless until you try and incorporate new ways of being or doing. It’s a process, but you move in and out of efficiency in the beginning. This process is about transforming and dispelling fear.

Level 3:  Mindful

After being attentive and going through trials and errors, you become more mindful; therefore, becoming more efficient at being or doing. It’s a process, but once it’s perfected, you move to the fourth level.

Level 4:  Instinctive

After being mindful and more efficient over time, you then become proficient in being and doing. You become very masterful with the tasks at hand. It’s like driving a car: once you learn how, you switch to autopilot.

Leading Edge Branding™ has worked with thousands of professionals and identified three "Contributing Factors" that help employees reach their full successful potential. The word that holds immense power is "potential". It’s about going beyond the status quo.

An employee's VISIBILITY contributes 60%, IMAGE contributes 30%, while PERFORMANCE is only 10%. The same holds true for an organization. A great product may perform excellently, but without proper exposure, it won't sell. As a result, it will sit on a shelf, lacking monetary value.

It is crucial to spread awareness of a product's potential so that people will see its solution powers. The same holds true for an employee. If their skills and talents are not utilized correctly, then their talents will fall by the waste side. Is the visibility, or lack thereof, holding your employees back, reducing the success potential of your organization?

The Parker Factor™ focuses on how others perceive an employee at first impact, which we at Leading Edge Branding™ have identified as authoritative or approachable. We refer to these identities as one's Perception ID™.

Most importantly, The Parker Factor™ is a valuable tool that can guide employees towards reinforcing or modifying their Perception ID™ to cater to different audiences in various business situations, such as meeting new people, leading meetings, and delivering presentations, to mention a few. Regardless of the business at hand, this process will help your employees to capitalize on the business opportunities, having a results-driven outcome of their agenda.

We achieve this by implementing the following four principles from The Parker Factor™.

PRINICIPLE 1:  Desired Perception

The “Desired Perception” is how one wishes to set-the-tone for a particular business opportunity. To do this one would need to analyze the dynamics of a particular situation to determine if he or she should reinforce or modify their Perception ID™. This can be achieved by following the CPR Approach.

PRINICIPLE 2:  Percentage Impact

How much of an impact of the “desired perception” does one want to project? The “percentage impact” should range 50% to 100%.

PRINICIPLE 3:  Modification Quota

How much does one need to modify in order to position themselves correctly for the business at hand? One would subtract their natural state from their desired state to determine what percentage one needs to modify.

PRINICIPLE 4:  Impression Management Tactics (IM Tactics)

The final decision is to determine exactly which impression-management tactics one would need to modify in order to reach his or her “modification quota”.