Background slides for a 30-minute talk with 50 or so high-impact entrepreneurs enrolled in the Founder Institute\'s Chicago cohort. This message requires 90 to 180 minutes, and twice as many slides.
Strategic Alignment for Leadership in Diversity and InclusionJohn R Dallas Jr
For diversity and inclusion (D&I) initiatives at AonHewitt and elsewhere, ALIGNMENT is one key word that can make a critical difference in understanding the importance of D&I to our global economy and quality-of-life. To move D&I through assessment for Return on Leadership (ROL) to Return on Investment (ROI) requires highly intentional strategic alignment of people, money, technology and other resources.
This document discusses corporate engagement with non-profits in 2011. It notes that corporate responsibility has broadened beyond just philanthropy. Preferences must match between corporations and charities to build long-term success. Most important factors for corporations in deciding partnerships are marketing impact, fit with corporate social responsibility goals, and achieving social outcomes. The perfect partner is knowledgeable, professional, flexible, and helps deliver corporate objectives. What corporations want from partnerships and what types of charities they prefer are also examined.
Arthur Lawrence is a management and technology consulting firm providing business transformation and application implementation services using major business applications. Founded in 2003, it now has over 40,000 resources globally. Arthur Lawrence focuses on delivering high quality services through certified consultants with deep industry and application expertise. It aims to serve as a strategic partner and extension of clients' teams to help solve business challenges in a cost-effective manner.
Arthur Lawrence is an IT consulting and recruiting firm that provides enterprise-wide business transformation and applications implementation services. [1] It has over 50 years of combined experience among its partners and focuses on large ERP implementations since 1996. [2] It has a global presence with over 31,000 consultants specializing in applications like SAP, Oracle, and PeopleSoft. [3]
1. Students prioritize work-life balance, variety of assignments, and competitive salary.
2. Young professionals also value work-life balance and variety, along with competitive salary and challenging work.
3. Senior professionals seek challenging work, variety of assignments, competitive salary, and work-life balance, as well as leadership support and a creative environment.
This deck articulates the current relationship management challenges facing many firms today and the needs to optimize and operationalize social relationships by creating Relationship Capital (RC)
This corporate presentation introduces People Edge Management Pvt. Ltd., an HR solutions provider. It outlines their services which include recruitment, training, development, and benefits. They aim to become leading global human capital experts by resolving clients' HR challenges through innovative and cost-effective approaches. Their core team has experience from top companies and they provide end-to-end solutions across the employee lifecycle.
This document discusses LinkedIn's passive recruiting strategy and solutions for 2012. It explains that passive candidates, who make up over 80% of the talent pool, require a different approach than active candidates. The strategy involves building your company brand on LinkedIn to warm up and inform passive candidates, then advertising jobs to reach the most qualified passive and active talent. Key solutions mentioned are LinkedIn Career Pages to promote your company culture, LinkedIn Job Slots to post jobs flexibly, and LinkedIn Recruiter to efficiently search profiles and engage candidates. ROI and client success are also briefly touched on.
Strategic Alignment for Leadership in Diversity and InclusionJohn R Dallas Jr
For diversity and inclusion (D&I) initiatives at AonHewitt and elsewhere, ALIGNMENT is one key word that can make a critical difference in understanding the importance of D&I to our global economy and quality-of-life. To move D&I through assessment for Return on Leadership (ROL) to Return on Investment (ROI) requires highly intentional strategic alignment of people, money, technology and other resources.
This document discusses corporate engagement with non-profits in 2011. It notes that corporate responsibility has broadened beyond just philanthropy. Preferences must match between corporations and charities to build long-term success. Most important factors for corporations in deciding partnerships are marketing impact, fit with corporate social responsibility goals, and achieving social outcomes. The perfect partner is knowledgeable, professional, flexible, and helps deliver corporate objectives. What corporations want from partnerships and what types of charities they prefer are also examined.
Arthur Lawrence is a management and technology consulting firm providing business transformation and application implementation services using major business applications. Founded in 2003, it now has over 40,000 resources globally. Arthur Lawrence focuses on delivering high quality services through certified consultants with deep industry and application expertise. It aims to serve as a strategic partner and extension of clients' teams to help solve business challenges in a cost-effective manner.
Arthur Lawrence is an IT consulting and recruiting firm that provides enterprise-wide business transformation and applications implementation services. [1] It has over 50 years of combined experience among its partners and focuses on large ERP implementations since 1996. [2] It has a global presence with over 31,000 consultants specializing in applications like SAP, Oracle, and PeopleSoft. [3]
1. Students prioritize work-life balance, variety of assignments, and competitive salary.
2. Young professionals also value work-life balance and variety, along with competitive salary and challenging work.
3. Senior professionals seek challenging work, variety of assignments, competitive salary, and work-life balance, as well as leadership support and a creative environment.
This deck articulates the current relationship management challenges facing many firms today and the needs to optimize and operationalize social relationships by creating Relationship Capital (RC)
This corporate presentation introduces People Edge Management Pvt. Ltd., an HR solutions provider. It outlines their services which include recruitment, training, development, and benefits. They aim to become leading global human capital experts by resolving clients' HR challenges through innovative and cost-effective approaches. Their core team has experience from top companies and they provide end-to-end solutions across the employee lifecycle.
This document discusses LinkedIn's passive recruiting strategy and solutions for 2012. It explains that passive candidates, who make up over 80% of the talent pool, require a different approach than active candidates. The strategy involves building your company brand on LinkedIn to warm up and inform passive candidates, then advertising jobs to reach the most qualified passive and active talent. Key solutions mentioned are LinkedIn Career Pages to promote your company culture, LinkedIn Job Slots to post jobs flexibly, and LinkedIn Recruiter to efficiently search profiles and engage candidates. ROI and client success are also briefly touched on.
This document provides information about an employee engagement workshop that was held in Toronto on December 8-9, 2010. It included presentations from engagement leaders on enhancing performance through an engaged workforce. The workshop covered creating a sustainable culture for employee engagement and improving productivity through engagement. It provided networking opportunities for participants from organizations like Air Canada, Royal Bank of Canada, and Pitney Bowes Canada.
Leeway is a workforce solutions organization that partners with clients and candidates to find the best job matches. Their vision is to be the best in the world at this by upholding values of integrity, confidentiality, relationships, teamwork, passion, dedication, respect, and urgency. They offer services like executive search, recruitment process outsourcing, and employer branding to attract, recruit, and retain top talent across industries.
The document discusses AAHOA's Certified Hotel Owners (CHO) program which provides professional development resources and education to help hotel owners address challenges in the evolving hospitality industry. The CHO program offers nine modules on topics like leadership, human resources, and accounting. Graduates of the program are better prepared to deal with issues and excel in their roles. Attending the AAHOA annual convention provides additional innovative educational seminars. The goal is to help members maximize their return on investment through professional development opportunities.
Embrace Home Loans is a mortgage lender that has been in business for over 30 years. It has over 600 employees operating in 18 retail branch offices across 46 states. The company values investing in its employees through professional development opportunities and an atmosphere of appreciation, growth, and accountability. Embrace originated over $3.7 billion in loans in 2012 through a variety of mortgage products and is approved to service loans through government agencies like Fannie Mae and Freddie Mac. The company donates a portion of its profits to charitable causes and encourages employees to volunteer through a matching donation program.
XING is the #1 professional social network in German-speaking Europe. In 2012, XING grew revenues 11% to €73.3 million despite flat EBITDA due to investments. The company has multiple revenue streams including paid memberships, recruiting, and events. XING's strategy is to double revenues by 2016 through initiatives to increase member value and establish leadership in active recruiting and events. XING generates strong operating cash flow and profitability across most business units as it executes its growth strategy.
Ten Tactics Every Smart Sourcer Should UseCarly Rodger
Smart sourcers focus on gathering and applying intelligence to improve sourcing outcomes. The document outlines 10 tactics smart sourcers should use: (1) Don't treat all requisitions equally; (2) Influence requisitions sourced for; (3) Help candidates filter themselves for jobs; (4) Source where other sourcers don't; (5) Target channels offering quality, not quantity; (6) Take advantage of events at talent competitors; (7) Emphasize differentiated strengths; (8) Engage only qualified prospects; (9) Earn prospects' trust before relationships; (10) Use Web 2.0 for high-touch engagement. Using these intelligence-focused tactics helps solve common sour
New Zealand faces challenges in attracting skilled immigrants including an aging population, falling birth rates, and brain drain. It also struggles to attract and retain international students due to issues with how welcoming immigration policies are and how the country is perceived. There is no simple answer to what people want from work today as it depends on various factors like age, circumstances, values, and culture. Organizations offer various intrinsic and extrinsic rewards to motivate employees including pay, benefits, recognition, and opportunities for growth.
The document provides information about RecruitStrategy, a recruitment firm. It outlines RecruitStrategy's mission to serve candidates and clients with professionalism, dedication, honesty and sincerity. It describes RecruitStrategy's proprietary Talent Search Process which analyzes candidates based on moral, climate, terrain, leadership and discipline. It also discusses RecruitStrategy's staffing solutions, executive search services, overseas partnerships, and industrial expertise in areas such as banking/finance, food/beverage, and more.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
The document discusses ways to turn employees into intrapreneurs by empowering them and fostering engagement. It suggests giving employees time and processes to work on innovative ideas, encouraging contributions from diverse teams, and designing career paths for intrapreneurs. Organizations that empower employees in this way gain a competitive advantage in retaining talent. The document also discusses leadership roles, attitudes, and integrating intrapreneurship into HR processes to further enable change initiation within companies.
1. BrokersWeb experienced the highest revenue growth rate of 306.98% from 2009 to 2010. It is a premium pay-per-click traffic source for over 150 insurance advertisers.
2. The document profiles the top 50 fastest-growing companies in South Florida based on revenue growth percentage. It provides examples of several companies that have experienced high growth, including their industries and growth strategies.
3. The CEOs of some of the high-growth companies offer advice for fueling rapid growth, such as investing in scalable infrastructure, technology, hiring qualified people, and focusing resources on your core business.
The document discusses the importance of aligning a team's vision with concrete actions. It defines vision as a team's overarching purpose and goals as the specific steps to achieve the vision. Without clear goals, it is difficult for team members to know how to work towards the vision. The document provides examples of how to develop a strategy map to align vision with actions and how teams can brainstorm new actions to reinforce goals. It also includes a template for teams to define goals, objectives, measures, and targets to implement their vision through clear and measurable actions.
Tara Benoit COMM 303 identity & differenceTara Benoit
This document discusses 4 frames of identity as they relate to gender in organizations: 1) Gender differences at work examines biological and socialized differences that manifest in communication styles, with men using "report talk" and women using "rapport talk". 2) Gender identity as organizational performance views identity as ongoing accomplishments through "doing" rather than inherent traits. 3) Gendered organizations explores how structures, policies and practices produce and reproduce gendered roles. 4) Gendered narratives in pop culture shifts the focus to how media portrays and influences views of gender and organizations. The document concludes by relating this to the goals of the Northwest Social Forum to highlight diverse groups typically not represented in open events.
The document summarizes a presentation given at a Board of Higher Education meeting about achieving national leadership in education and research. It discusses goals of increasing college participation and completion rates, student learning outcomes, workforce alignment of degrees produced, and eliminating achievement gaps. It then previews a vision project assessing how well degrees and enrollments align with high-growth occupational fields and workforce needs in Massachusetts through metrics like graduation rates and employment of graduates.
Topic: Pointers for consulting with entrepreneurial ventures. Animation has been removed,and some notes have been added to the PDF that do not appear on the actual slides. Comic relief slides require the "script," yet there is plenty of value in these panels. Questions? Please call John Dallas: 312.643.8000
Node.js is a JavaScript runtime built on Chrome's V8 JavaScript engine. It uses an event-driven, non-blocking I/O model that makes it lightweight and efficient, enabling its use for real-time web applications. Node.js allows JavaScript code to run on the server, facilitating the creation of fast and scalable network applications like web servers through its asynchronous and event-driven architecture.
This document provides information about an employee engagement workshop that was held in Toronto on December 8-9, 2010. It included presentations from engagement leaders on enhancing performance through an engaged workforce. The workshop covered creating a sustainable culture for employee engagement and improving productivity through engagement. It provided networking opportunities for participants from organizations like Air Canada, Royal Bank of Canada, and Pitney Bowes Canada.
Leeway is a workforce solutions organization that partners with clients and candidates to find the best job matches. Their vision is to be the best in the world at this by upholding values of integrity, confidentiality, relationships, teamwork, passion, dedication, respect, and urgency. They offer services like executive search, recruitment process outsourcing, and employer branding to attract, recruit, and retain top talent across industries.
The document discusses AAHOA's Certified Hotel Owners (CHO) program which provides professional development resources and education to help hotel owners address challenges in the evolving hospitality industry. The CHO program offers nine modules on topics like leadership, human resources, and accounting. Graduates of the program are better prepared to deal with issues and excel in their roles. Attending the AAHOA annual convention provides additional innovative educational seminars. The goal is to help members maximize their return on investment through professional development opportunities.
Embrace Home Loans is a mortgage lender that has been in business for over 30 years. It has over 600 employees operating in 18 retail branch offices across 46 states. The company values investing in its employees through professional development opportunities and an atmosphere of appreciation, growth, and accountability. Embrace originated over $3.7 billion in loans in 2012 through a variety of mortgage products and is approved to service loans through government agencies like Fannie Mae and Freddie Mac. The company donates a portion of its profits to charitable causes and encourages employees to volunteer through a matching donation program.
XING is the #1 professional social network in German-speaking Europe. In 2012, XING grew revenues 11% to €73.3 million despite flat EBITDA due to investments. The company has multiple revenue streams including paid memberships, recruiting, and events. XING's strategy is to double revenues by 2016 through initiatives to increase member value and establish leadership in active recruiting and events. XING generates strong operating cash flow and profitability across most business units as it executes its growth strategy.
Ten Tactics Every Smart Sourcer Should UseCarly Rodger
Smart sourcers focus on gathering and applying intelligence to improve sourcing outcomes. The document outlines 10 tactics smart sourcers should use: (1) Don't treat all requisitions equally; (2) Influence requisitions sourced for; (3) Help candidates filter themselves for jobs; (4) Source where other sourcers don't; (5) Target channels offering quality, not quantity; (6) Take advantage of events at talent competitors; (7) Emphasize differentiated strengths; (8) Engage only qualified prospects; (9) Earn prospects' trust before relationships; (10) Use Web 2.0 for high-touch engagement. Using these intelligence-focused tactics helps solve common sour
New Zealand faces challenges in attracting skilled immigrants including an aging population, falling birth rates, and brain drain. It also struggles to attract and retain international students due to issues with how welcoming immigration policies are and how the country is perceived. There is no simple answer to what people want from work today as it depends on various factors like age, circumstances, values, and culture. Organizations offer various intrinsic and extrinsic rewards to motivate employees including pay, benefits, recognition, and opportunities for growth.
The document provides information about RecruitStrategy, a recruitment firm. It outlines RecruitStrategy's mission to serve candidates and clients with professionalism, dedication, honesty and sincerity. It describes RecruitStrategy's proprietary Talent Search Process which analyzes candidates based on moral, climate, terrain, leadership and discipline. It also discusses RecruitStrategy's staffing solutions, executive search services, overseas partnerships, and industrial expertise in areas such as banking/finance, food/beverage, and more.
Why on & offline marketing is essential to recruitment success Mike Ellingham ukrecruiter
Mike Ellingham and Keith Robinson have over 18 years of experience in recruitment marketing. Ellingham founded MESO Marketing, which provides marketing research, strategy, and communications services to the recruitment industry. Robinson founded ECOM Digital, a content marketing agency that specializes in the HR and recruiting sector. The document provides information on conducting customer feedback surveys, developing a brand identity and marketing plan, optimizing a company website, using various marketing channels, and measuring the effectiveness of different tactics.
The document discusses ways to turn employees into intrapreneurs by empowering them and fostering engagement. It suggests giving employees time and processes to work on innovative ideas, encouraging contributions from diverse teams, and designing career paths for intrapreneurs. Organizations that empower employees in this way gain a competitive advantage in retaining talent. The document also discusses leadership roles, attitudes, and integrating intrapreneurship into HR processes to further enable change initiation within companies.
1. BrokersWeb experienced the highest revenue growth rate of 306.98% from 2009 to 2010. It is a premium pay-per-click traffic source for over 150 insurance advertisers.
2. The document profiles the top 50 fastest-growing companies in South Florida based on revenue growth percentage. It provides examples of several companies that have experienced high growth, including their industries and growth strategies.
3. The CEOs of some of the high-growth companies offer advice for fueling rapid growth, such as investing in scalable infrastructure, technology, hiring qualified people, and focusing resources on your core business.
The document discusses the importance of aligning a team's vision with concrete actions. It defines vision as a team's overarching purpose and goals as the specific steps to achieve the vision. Without clear goals, it is difficult for team members to know how to work towards the vision. The document provides examples of how to develop a strategy map to align vision with actions and how teams can brainstorm new actions to reinforce goals. It also includes a template for teams to define goals, objectives, measures, and targets to implement their vision through clear and measurable actions.
Tara Benoit COMM 303 identity & differenceTara Benoit
This document discusses 4 frames of identity as they relate to gender in organizations: 1) Gender differences at work examines biological and socialized differences that manifest in communication styles, with men using "report talk" and women using "rapport talk". 2) Gender identity as organizational performance views identity as ongoing accomplishments through "doing" rather than inherent traits. 3) Gendered organizations explores how structures, policies and practices produce and reproduce gendered roles. 4) Gendered narratives in pop culture shifts the focus to how media portrays and influences views of gender and organizations. The document concludes by relating this to the goals of the Northwest Social Forum to highlight diverse groups typically not represented in open events.
The document summarizes a presentation given at a Board of Higher Education meeting about achieving national leadership in education and research. It discusses goals of increasing college participation and completion rates, student learning outcomes, workforce alignment of degrees produced, and eliminating achievement gaps. It then previews a vision project assessing how well degrees and enrollments align with high-growth occupational fields and workforce needs in Massachusetts through metrics like graduation rates and employment of graduates.
Topic: Pointers for consulting with entrepreneurial ventures. Animation has been removed,and some notes have been added to the PDF that do not appear on the actual slides. Comic relief slides require the "script," yet there is plenty of value in these panels. Questions? Please call John Dallas: 312.643.8000
Node.js is a JavaScript runtime built on Chrome's V8 JavaScript engine. It uses an event-driven, non-blocking I/O model that makes it lightweight and efficient, enabling its use for real-time web applications. Node.js allows JavaScript code to run on the server, facilitating the creation of fast and scalable network applications like web servers through its asynchronous and event-driven architecture.
Introduction to Core Polaris Principle™ of True-North Strategic Team AlignmentJohn R Dallas Jr
Without essential narration and animation to fill-in gaps and bring the slides to life, this is a thirst-whetting 60-minute intro for a three-hour workshop that\'s tailored to specific needs of each client. If a client\'s team needs to be strategically aligned for creating a vision, mission, project, promotional campaign, funding request, or any other plan with a articulated set of mission-critical imperatives, this workshop series puts a gold frame (i.e., contextualizes) what it means to be strategically aligned and moving in a specified true-north direction. For more information please call John Dallas 312.643.8000. Thank you.
L E A D, S O L V E, S E L L for Sales Leadership in a Recovering EconomyJohn R Dallas Jr
First of three parts for a high-impact half-day fee-based facilitated "HILL Climbing Expedition" for anyone (everyone!) who sells anything to anyone or everyone. Bright new views to use are in here. Animation is missing in this version. Spirited narration and ongoing audience interaction ties it all together more tightly. Please call to discuss ROI for your organization and Hillview fee arrangements: 312.643.8000. Thank you.
From The Windy City to The Ready City, a Socioeconomic Pivot for ChicagoJohn R Dallas Jr
Although narration, animation and audience interaction bring to life this appropriately disruptive message regarding cultural facts and theories associated with Chicago's decades of lagging behind so many other cities, there is enough meat on these bones for a healthy nibble or two.
Please reach out for more information. This presentation is available at a special fee for up to two hours working with a high-performing audience, and for certain colleges and universities, classes are offered without the normal speaking fee.
Please contact:
jrdallasjr@hillviewpartners.com
312.643.8000 Main
312.415.2222 Mobile
This document is a collection of 12 photos from Flickr shared under various Creative Commons licenses. The photos show a variety of subjects like nature, technology, and people. Each photo is attributed to the photographer and links to the original on Flickr.
Audit Log Protection: Avoiding a False Sense of SecurityNbukhari
Evolving digital evidence laws, the changing IT landscape and the reliance on audit log data has the is causing financial losses and a false sense of security for organisations
Clear Views for Pastors, Educators and Community Development LeadersJohn R Dallas Jr
The document summarizes a presentation given at a leadership conference for pastors. It discusses the importance of forging personal connections before engaging in other discussions. Connecting with individuals in a genuine way helps achieve higher levels of engagement. It also promotes choosing to focus discussions from a higher-level perspective to provide broader insights.
Join Jordan Rodney on May 4th, 2011 in his exciting new session “Fundamentals...jrodney
Join Jordan Rodney on May 4th, 2011 in his exciting new session “Fundamentals of HR for People Managers” at ICSA’s 14th Annual Customer Service Conference!
Join Greg Stewart, Vice President of Enterprise Solutions Sales at Profiles International and learn about talent management strategies for high impact positions that will bring success to your organization.
Join us for this webinar and learn:
Engage top performers
Engage talents
Improve performance through coachin
This document discusses how human resource (HR) practices can impact organizational intangible assets and shareholder value. It argues that HR is increasingly important for business success and sustainability due to factors like competition, globalization, and talent shortage. Investing in HR practices can increase employee commitment, customer commitment, and profitability. However, the real value created by HR is often intangible, such as organizational culture, identity, reputation, and brand. The document proposes a framework for HR professionals to create "people intangibles" by focusing on keeping promises, developing a compelling strategy, building core competencies, and developing organizational capabilities like talent, speed of change, shared mindset, accountability, collaboration, learning, and leadership
Witty & Vanity Eye Consultants is an Indian consulting firm that provides placement, risk management, career counseling, management consulting, marketing research, and education services. Its mission is to help organizations and individuals globally recognize their potential through innovation and world-class services. It aims to be customer-focused and responsive. The company has experienced consistent growth since 2007 and maintains a dedicated team of consultants.
8 Steps to Successful Brand Reputation MeasurementLuca Sanfelici
Report detailing the key challenges, threats and solutions to brand reputation management as part of a successful business strategy. This is first of the Hard to Measure reports created with the help of attendees to the roundtable event from Adobe, Salesforce, Deutsche Börse, Rippleseed, Monotype, Nativeye and Brand Perfect.
The topic includes a comparative examination of the theories espoused by acknowledged management scientist, Peter Drucker, author of Management Challenges for the 21st Century and concepts posited by Profiles International, Inc. founders, Bud Haney and Jim Sirbasku, authors of Leadership Charisma: Step by Step to Being a More Successful Charismatic Leader.
Join us for a lively discussion of theories and practical applications for enhancing leader readiness for this century. You may be surprised and challenged by this approach to examining leader effectiveness. Come join in the sharing. Bring your favorite theory or theorist and let’s talk about L-E-A-D-E-R-S-H-I-P.
Topics will include:
Old versus New Leadership Assumptions (Signs of the Times)
Leaders of Change versus Sustainability (Organized Abandonment)
Fidelity in Feedback (Are we asking the right questions?)
Are You a 21st Century Leader? If. . .then. . .what? (Moving toward greater effectiveness)
This document provides an overview of using LinkedIn for digital marketing. It discusses finding target markets and making messages stand out on LinkedIn. Best practices include developing a unique profile, connecting with contacts, providing recommendations, participating in groups, building relationships, and promoting content. Advanced people searches and case studies are also covered. The presentation aims to help users leverage LinkedIn for marketing, recruitment, and networking.
Banks International is a consulting and training firm that has provided services internationally for over 32 years related to organizational culture change, leadership development, creativity and innovation, and strategic planning. They help clients improve organizational efficiency, flexibility, problem solving and performance. Their services are based on evidence that evolving an organization's culture leads to durable improvements in key areas. They offer consultation, training, executive coaching and support services to help clients address various business issues and maximize their potential. Customer testimonials praise Banks International's ability to assess issues and drive meaningful results through their work improving organizational culture.
Björn Edlund discusses the importance of societal competence for business leaders and sustainability. He asks if leadership is ready to interact with stakeholders and understand how public opinion is formed. Edlund also questions if leaders can assess non-technical risk and are trained to manage issues through assertiveness and compromise. He notes that companies are vulnerable in the public sphere and must frame debates around delivering customer and societal value. Edlund proposes developing societal competence through helping leaders understand reputational vulnerabilities, preparing them for stakeholder engagement, and training them in assertive yet compromising issue management.
The document discusses how businesses need to manage risk in today's wired world by understanding stakeholders and their perceptions. It notes that the business environment and competitive landscape have changed dramatically in recent years with the rise of social media and new technologies. The document provides advice on how companies can monitor social media to understand stakeholders, prevent risks, and inform business strategy using the example of case studies. It emphasizes that managing reputation effectively in this new environment requires listening to stakeholders and communicating what matters to them.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
L&J Associates is a boutique executive search firm that has been providing talent management solutions since 2000. It is led by Managing Directors with decades of experience in executive search, IT, finance, accounting, and diversity recruiting. The firm helps clients fill executive and managerial positions across various industries. It has successfully completed hundreds of searches, placing candidates for roles such as VP of Operations, Controller, IT Director, and more. Clients praise L&J Associates for its professional process, timely delivery of qualified candidates, and assistance in upgrading their management teams.
Leading Dimensions Consulting offers solutions for leadership development, sales training, professional growth assessments, and organizational engagement. Their services include the Leading Dimensions Profile psychological inventory, the LD:360 multi-rater feedback survey, and the Organizational Engagement Review tool. They work with a global network of affiliates across various industries and have representatives located around the world.
Leading Dimensions Consulting offers solutions for leadership development, sales training, professional growth assessments, and organizational engagement. Their services include the Leading Dimensions Profile psychological inventory, the LD:360 multi-rater feedback survey, and the Organizational Engagement Review tool. They work with a global network of affiliates across various industries and have representatives located around the world.
The document discusses improving relationships with external vendors. It recommends assessing five components: continuous improvement and innovation; governance structure and decision-making; metrics; skills; and communication. Focusing on these areas and addressing any gaps can help build long-term, trusted advisor relationships with vendors based on shared goals of value and return on investment.
Deloitte is Canada's largest professional services firm providing audit, tax, consulting, enterprise risk and financial advisory services. It has over 8,000 total employees across Canada, including over 5,500 professional staff and 2,000 administrative staff working out of 56 locations. Deloitte provides consulting services in areas such as human capital, strategy and operations, and technology to clients across many industries.
Deloitte Canada is a leading professional services firm that provides audit, tax, consulting, enterprise risk and financial advisory services. It has over 8,000 total people across Canada, including 538 partners and 5,513 professional staff. Deloitte Canada has been recognized as the largest professional services firm in Canada from 2010-2012, and it has received several best employer awards. The document provides an overview of Deloitte Canada's consulting services, which includes human capital, strategy and operations, and technology consulting across various industries.
The document summarizes a company called IPS Group that provides consulting services to help businesses capitalize on opportunities in the disability market. It notes that (1) disability is a large untapped market segment of 1.1 billion people, (2) IPS offers intelligence, strategic planning, targeted programming, and valuation/measurement services to integrate disability initiatives into companies' strategies, and (3) IPS' process helps companies identify opportunities, define strategies, deliver solutions, and measure their progress in including people with disabilities.
The Stakeholder Engagement Imperative. Seminar Paper: Oxford University Cent...Terence Lyons
Recent seminar paper delivered at the Oxford University Centre for Corporate Reputation.
Synopsis:
Reputations only exist within a network. As such network identification, monitoring and engagement is key. Networks are increasingly complex spanning governments, NGOs, media, online, key opinion leaders, academics and many other diverse groups. These networks and the key opinion leaders within each comprise the critical stakeholders of a company. Good stakeholder management is a key driver of value protection and value creation. This is particularly relevant in the context of today’s negative business environment yet many companies fail to do so successfully. This paper outlines some of the new models, technologies and solutions available today.
2. John R. Dallas, Jr. Introducing
Founder and Chief Alignment Officer (CAO)
Hillview Partners Network LLC
Consultants | Coaches | Speakers
jrdallasjr@hillviewpartners.com
John Dallas
hillviewpartners.com
weneedtohaveaword.com Today’s Guide for Our
johnrdallasjr.com HILL-Climbing Expedition
A Vantage Point to Your Advantage™
Since 2005 leading Hillview, a network of independent professionals in fields of strategic alignment
From 1974 President of five prior technology-based B2B and B2C service companies:
1. Chicago Title Credit Services, Inc., Chicago / consumer and commercial credit data services
2. CreditComm Services LLC, Fairfax, VA (DC area) / consumer credit data services
3. Market Access Resources Corp., New York / consumer credit data services
4. Group Concepts Capital Corp., New York / consumer credit data services
5. National Business Intelligence Corp., New York / editorial services and electronic publishing
Moderator, Greater Chicago Thought Leadership Forum (ThoughtForum) at Gleacher Center
Leader in inclusive multicultural education and leadership development initiatives for business owners
Keynote speaker, meeting moderator, workshop facilitator, interviewer, and panelist
Guest lecturer at universities, colleges, and other schools
Volunteer leadership in economic development, civic affairs, arts, education, and churches
Majored in Journalism and Mass Communications, Pittsburgh’s Duquesne University,
continued studies in New York at Columbia University
2
6. Committees City Hall Diversity Life!
Economic Reality
Boards
Past, Current and Federal YOU Family
Future Employees
Ad Agencies Social Media
Credit
V
PR
Outsourcing E
Q&R N
D
Schools & O
IT/MIS Teams Universities R
Prospective Buyers
S
Law Networking
WHO?
The HILL Model™
IRS
Competition
Public
Global Needs
& Realities Strategically Aligned?
Strategic
Politics Alliances Quality Control &
Associations &
Foundations Best Practices
E-Commerce
HR
Regulatory
Seller Authorities
The Media
Faith Buyer 6
7. Committees City Hall Diversity Life!
Economic Reality
Boards
Past, Current and Federal YOU Family
Future Employees
Ad Agencies Social Media
Credit
V
PR
Outsourcing E
Q&R N
D
Schools & O
IT/MIS Teams Universities R
Prospective Buyers
S
Law Networking
WHO?
The HILL Model™
IRS
Competition
Public
Global Needs
& Realities Strategically Aligned?
Strategic
Politics Alliances Quality Control &
Associations &
Foundations Best Practices
E-Commerce
HR
Regulatory
Seller Authorities
The Media
Faith Buyer 7