AN INFLUENTIAL MANAGER DOESN’T BELIEVE IN BRANDING. NOW WHAT?

Welcome to my world. This could be a really complex discussion or a really simple one; I’m going to go with simple. Here’s the bottom line: Influential and effective managers generally manage business units or support groups that generate profit or cut expenses in a way that is material to a company’s bottom line. They’re hired because they have the necessary skills and knowledge to generate results and they can be held accountable for profits.

Managing these relationships is where brand management becomes an art much more than a science. Yes, you could create enterprise metrics and measures that demonstrate the brand effect to the bottom line—and you should do this no matter what, as we’ve discussed. The challenge for brand management in this situation is to demonstrate how the brand creates relevance and value for the influential manager and his or her business unit and bottom line.

The first thing you have to do is work with the manager to define “brand”—meaning brand as a core operation, not graphics, logos, or marketing—so you know you’re talking about the same thing. If, even after this discussion, the manager fails to get on board, a somewhat naughty but effective response is to ask that the dissenting manager rebrand his or her business unit and stop doing business under your brand if he or she doesn’t want to pay for the privilege (if you allocate brand expense) or doesn’t believe in the brand’s effectiveness. If this person really believes the brand has no value to his or her group, then he or she should be up for the challenge—but chances are he or she will see the light.

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