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Essentials to Strong Company Branding

Suppose you have a towing service company and you are tasked to come up with its brand, how do you go about it? Brand strategy is a plan that involves coming upon a specific long term goal that can evolve to become a successful brand. A well-defined and executed brand strategy affects all aspects of a business and has a direct connection to consumer needs and emotions. Against many misconceptions, a brand is not about a product, a logo, and a website. It involves more than that. A brand is what feels intangible and more of what customers feel when they hear your business is mentioned.

Here are the components that make a comprehensive


Every brand makes a promise, but in a marketplace where consumer confidence is low, it is the promise you make and how you fulfill it that makes a difference. Every brand must have a defined purpose. It is important to define your business purpose on both functional and intentional lines. The functional part focuses on the evaluation of success for both immediate and commercial reasons. The intentional part focuses on success as it relates to the ability to make money and do good to the world.


The key to consistency when it comes to branding involves avoiding talking about things that do not relate to or enhance your brand. Whatever you do must be aligned with your brand and should never confuse your audience. To ensure you give your brand a platform to stand on, make sure your message is cohesive. As a result of your commitment to consistency, ensure every element of your brand’s marketing works in harmony.


You must understand that customers are always not rational. You need to provide your customers with an opportunity to feel like they are part of a larger group because people have an innate desire to build relationships. People have a basic psychological need to feel closely connected to others and they have a desire to create affectionate bonds as its part of the human desire. There is also togetherness, which outlines the need for love, affection, and being part of a group.


In a fast-changing world, marketers must remain flexible to stay relevant. You must be free to be creative with your campaigns. Consistency will aim at setting standards for your brand, and flexibility will enable you to make adjustments that build interest and distinguish your approach from that of your competitors. You need to take the opportunity to engage with your followers in fresh and exciting ways and work on creating partnerships.


As we have mentioned, achieving a sense of consistency is important if you want to build a recognizable brand. If you already have people that love you, love your company and brand, don’t just relax, but reward them for their love. These customers have done a lot to write about you and telling about your company to their friends, as they act as brand ambassadors. Cultivating loyalty if these people will yield more returns as returning customers.

How Micromanaging Leads to Failure and Bad Leadership

One of the greatest American Presidents – Theodore Roosevelt once said – the best executive is the one who has sense enough to pick good men to do what he wants to be done, and self-restraint from keeping meddling them while they do it. – This is the essence and backbone of delegation. The golden rule of leadership is that when employees succeed, leaders succeed as well. Employees in Dream Builders have been doing great, and the management is doing great as well. Great leaders foster an open and engaging environment that allows employees to succeed and thrive. However, despite all this, one of the greatest obstacles to achieving all these is micromanaging.

Signs of Micromanaging

Micromanaging involves the leader in question acting as if their subordinates are incapable of doing the job. Such leaders give close attention and offer many helpful suggestions that dump all the responsibility of the subordinate without any authority and keep on checking everything their subordinates do. Micromanagers seldom practice and always criticize. On everything their subordinates do, nothing seems good enough. Good delegation is therefore the opposite of micromanaging.

Much has been written when it comes to the subject of micromanaging. It is a popular topic and one that is well discussed in management. Micromanagers do not have any other way rather than with that belief that no outstanding work will be done without their consent and intervention. Often, as a result of micromanaging, it leads to diminished team performance and a lack of accountability on all parts involved.

Manifestations of Micromanaging

Micromanagement happens across different spheres and has different scales. There is dominating and passive micromanaging. The dominant methods of micromanaging include taking over, verbal assault, anger, intimidation, and constant close instructions. Passive micromanaging can be just as powerful and difficult to recognize. Passive micromanaging may include vulnerabilities such as deception, caretaking, withdrawal, crisis orientation among others.

Characteristics of Micromanaging Relationships

There are bad relations build between micromanaging leaders and their employees. Micromanagers tend to collect employees that are caretakers – passive micromanagers. These employees may have a higher need for security and may be more willing to work for leaders who seem to have a tight handle on everything. However, in today’s modern world of work, workers must be willing to own their work and must be competent enough to deliver value to their customers.

The need for predictability goes hand in hand with micromanaging. Leaders may be forced to micromanage to ensure there are a stable environment and predictability in results delivery. These sets of behaviors prevent many people from taking risks and limits employees. It can prevent learning among employees because people try to avoid situations they are not thoroughly and well prepared on.

Micromanaging doesn’t necessarily mean it is bad, but in most cases, the price you pay for micromanaging is too high. If you are micromanaging, it is good you stop the practice. Some subordinates may fight back and work for micromanaging leaders to make the environment toxic and challenging. There is a mental state of low productivity that is caused by abuse and become more rigid to committing their time and energy of delivering new projects.