Alliance Best Practice (ABP) is a consulting firm that specializes in strategic alliance relationships. It was founded by Mike Nevin to help organizations better structure the formation and management of business partnerships. ABP provides services such as alliance diagnostics, benchmarking, and training to help clients implement best practices for alliance success. Based on research of over 27,000 alliances, ABP has developed a framework and database of practices that clients can use to increase revenues from their partnerships by an average of 250-650%. Major companies in various industries utilize ABP's expertise to optimize their alliance programs.
The Secret Sauce for Successful Collaborationsnormaw55
Partnering and building alliances is the preferred model of business growth for many CEO’s. In a recent survey, 70% of CEOs plan to partner extensively and indeed the top performers among those CEO’s do just that. Partnering leverages the expertise, resources, and talent beyond the walls of a single organization. Yet many companies lack the fundamental skills, capabilities and leadership to collaborate effectively. We have found in our practice that successful collaborative business relationships are built upon four crucial ingredients.
As learning and development professionals, we know the value of locating resources, sharing ideas, and learning about best practices from the experts in the field, so why then do we seem to underestimate or ignore the value of our own hard-earned knowledge and insight? Our experience and expertise are unique assets we can share in the workplace. They are a professional advantage that we can leverage within the organization to mentor colleagues and use to gain new clients.
The expectation that all learning and development professionals should be comfortable sharing can be intimidating or know how to share the knowledge appropriately and usefully can be misleading. We often have more opportunity to share because of the nature of our work but may feel unprepared or aren't sure how to distill, organize, and communicate what we know and have learned from a project. By organizing the information into digestible chunks, the information becomes useful and shareable.
Join Karen Sieczka, Instructional Designer for GP Strategies, for a 20-minute webinar where she will discuss:
- Why sharing can build professional credibility and retain organizational knowledge
- How to share knowledge through writing, speaking, and mentoring
- Where some places are to share best practices
The Secret Sauce for Successful Collaborationsnormaw55
Partnering and building alliances is the preferred model of business growth for many CEO’s. In a recent survey, 70% of CEOs plan to partner extensively and indeed the top performers among those CEO’s do just that. Partnering leverages the expertise, resources, and talent beyond the walls of a single organization. Yet many companies lack the fundamental skills, capabilities and leadership to collaborate effectively. We have found in our practice that successful collaborative business relationships are built upon four crucial ingredients.
As learning and development professionals, we know the value of locating resources, sharing ideas, and learning about best practices from the experts in the field, so why then do we seem to underestimate or ignore the value of our own hard-earned knowledge and insight? Our experience and expertise are unique assets we can share in the workplace. They are a professional advantage that we can leverage within the organization to mentor colleagues and use to gain new clients.
The expectation that all learning and development professionals should be comfortable sharing can be intimidating or know how to share the knowledge appropriately and usefully can be misleading. We often have more opportunity to share because of the nature of our work but may feel unprepared or aren't sure how to distill, organize, and communicate what we know and have learned from a project. By organizing the information into digestible chunks, the information becomes useful and shareable.
Join Karen Sieczka, Instructional Designer for GP Strategies, for a 20-minute webinar where she will discuss:
- Why sharing can build professional credibility and retain organizational knowledge
- How to share knowledge through writing, speaking, and mentoring
- Where some places are to share best practices
Productivity gains are key to the bottom line profits of your department and organization because they allow you to accomplish more with less. The purpose of this webinar is to discuss the 3 vital elements that can help you and your organization increase its productivity gains by:
• Cascading Activity Alignment
• Optimizing Resource Utilization
• Increasing throughput and value creation
To learn more: http://developingaculturethatworks.com/
Global Best Practices / Benchmark & Tips: How to Evaluate & Assess Business P...Maz (Mazhar) Syed
Hi & Thanks for visiting ....
Are YOU currently having difficulties with existing Business Partners, Value-added Partners, Solution Partners, Strategic Partnerships, and Strategic Alliances?
This presentation will significantly help! :-)
Maz
Dubai / Mobile - IMO - Whatsapp: +971-56-1706553
Author & Writer
Sales Trainer, Leadership Trainer, Management Trainer, Communication Trainer
Organizations succeed or fail on the strength of their leadership—and yet many are taking an outdated approach to development. Today’s smart companies build leadership growth into their everyday systems and processes. Look again at opportunities to unleash potential.
This document provides you an overview of Strategic Doing, the protocol for designing and guiding complex collaborations with simple rules.
If you have questions about Strategic Doing, please contact
Pathways to Innovation | Strategic DoingEd Morrison
Pathways to Innovation represents a bold initiative to redesign engineering education in the United States. Led by Stanford University and managed by Venturewell, Pathways uses Strategic Doing, an agile strategy discipline pioneered at Purdue. This two page summary outlines the remarkable progress through August 2015.
By David F. Larcker, and Brian Tayan Core Concepts June 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance at Stanford University
A Holistic Approach to Modern Talent ManagementDATIS
Does your organization practice goal and performance management? Do you complete development plans for employees? Are employee goals aligned with the organization’s strategy?
A recent study by McKinsley & Company has found that, “Human capital departments are struggling to deal with a talent shortage, adapt to a changing workforce, and develop new flexible working models to meet the needs of tomorrow’s workers.” This has triggered a fundamental shift in the HR function from information management to practices that aim to attract, develop, and retain top talent.
Topics covered include:
Unifying talent management into your workforce strategy for a holistic approach
Best practices for employee and manager performance appraisals
Cascading goals that align employees with the organization
Development plans with customized training requirements for individuals, groups, or departments
How adding structure helps improve the value and results of strategic partnerships and alliances. Structure is a set of standardized processes to evaluate and manage partnerships
This presentation summarizes ways to add structure at three key phases: Choosing the right partners; Rolling-Out – Launching new partnerships; Managing existing partnerships to achieve your goals.
Strategic partnerships and alliances help organizations enter new markets, deliver enhanced service and build customer loyalty. Using structure with partnerships increases results.
The current age of hyper transparency requires more public presence of corporate managers. In today’s business world, some of the most valued behaviours include taking part in events, being accessible to the media and available in social networks, sharing new insights and trends, playing a visible role in society or featuring on the corporate video channel.
This document includes detailed percentages about different aspects that show the interdependence between CEO reputation, company reputation, and market value and it’s based on the research The CEO Reputation Premium: Gaining Advantage in the Engagement Era, carried out by Weber Shandwick, in partnership with KRC Research, who sought to quantify the value of CEO reputation and measure the importance of CEO engagement. They conducted a survey of more than 1 700 executives that worked in companies with revenues of $500 million or more and represented 19 countries around the world.
Besides, it explains what CEO’s attitudes are more valued, what activities CEOs should do and what are the core competences for a CEO to Gain a Good Reputation.
It also talks about the perceptions of the highest executive power depending on gender. However, apart from these small differences, the reputations of male and female CEOs contribute approximately the same levels to the market value of their firms.
It ends up with some suggestions to maximize CEO's public presence and benefit corporate reputation.
Document written by Corporate Excellence – Centre for Reputation Leadership, quoting the research The CEO Reputation Premium: Gaining Advantage in the Engagement Era prepared by Weber Shandwick in collaboration with KRC Research in in 19 countries around the world from surveys of more than 1 700 executives of companies invoicing 500 million USD or more and released on March 2015.
Engaging Your High Potentials: Retain Your Key Talent through Career DevelopmentThe HR Observer
• Revamping your succession planning and career development programmes to engage your HiPos
• Getting HiPo motivation right - which opportunities really engage high potentials and which act to demotivate?
• Taking the generational factor into account: strategies for assessing and engaging with your Gen Y and Millennial HiPos
David Jones, Managing Director, The Talent Enterprise
Radhika Punshi, Consulting Director, The Talent Enterprise
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
VST briefing pack for senior executives version 3 0Mike Nevin
A simple briefing pack to explain to Alliance executives why the VST Alliance sales System is a valuable approach. Includes case studies to show value achieved by using the system
Productivity gains are key to the bottom line profits of your department and organization because they allow you to accomplish more with less. The purpose of this webinar is to discuss the 3 vital elements that can help you and your organization increase its productivity gains by:
• Cascading Activity Alignment
• Optimizing Resource Utilization
• Increasing throughput and value creation
To learn more: http://developingaculturethatworks.com/
Global Best Practices / Benchmark & Tips: How to Evaluate & Assess Business P...Maz (Mazhar) Syed
Hi & Thanks for visiting ....
Are YOU currently having difficulties with existing Business Partners, Value-added Partners, Solution Partners, Strategic Partnerships, and Strategic Alliances?
This presentation will significantly help! :-)
Maz
Dubai / Mobile - IMO - Whatsapp: +971-56-1706553
Author & Writer
Sales Trainer, Leadership Trainer, Management Trainer, Communication Trainer
Organizations succeed or fail on the strength of their leadership—and yet many are taking an outdated approach to development. Today’s smart companies build leadership growth into their everyday systems and processes. Look again at opportunities to unleash potential.
This document provides you an overview of Strategic Doing, the protocol for designing and guiding complex collaborations with simple rules.
If you have questions about Strategic Doing, please contact
Pathways to Innovation | Strategic DoingEd Morrison
Pathways to Innovation represents a bold initiative to redesign engineering education in the United States. Led by Stanford University and managed by Venturewell, Pathways uses Strategic Doing, an agile strategy discipline pioneered at Purdue. This two page summary outlines the remarkable progress through August 2015.
By David F. Larcker, and Brian Tayan Core Concepts June 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance at Stanford University
A Holistic Approach to Modern Talent ManagementDATIS
Does your organization practice goal and performance management? Do you complete development plans for employees? Are employee goals aligned with the organization’s strategy?
A recent study by McKinsley & Company has found that, “Human capital departments are struggling to deal with a talent shortage, adapt to a changing workforce, and develop new flexible working models to meet the needs of tomorrow’s workers.” This has triggered a fundamental shift in the HR function from information management to practices that aim to attract, develop, and retain top talent.
Topics covered include:
Unifying talent management into your workforce strategy for a holistic approach
Best practices for employee and manager performance appraisals
Cascading goals that align employees with the organization
Development plans with customized training requirements for individuals, groups, or departments
How adding structure helps improve the value and results of strategic partnerships and alliances. Structure is a set of standardized processes to evaluate and manage partnerships
This presentation summarizes ways to add structure at three key phases: Choosing the right partners; Rolling-Out – Launching new partnerships; Managing existing partnerships to achieve your goals.
Strategic partnerships and alliances help organizations enter new markets, deliver enhanced service and build customer loyalty. Using structure with partnerships increases results.
The current age of hyper transparency requires more public presence of corporate managers. In today’s business world, some of the most valued behaviours include taking part in events, being accessible to the media and available in social networks, sharing new insights and trends, playing a visible role in society or featuring on the corporate video channel.
This document includes detailed percentages about different aspects that show the interdependence between CEO reputation, company reputation, and market value and it’s based on the research The CEO Reputation Premium: Gaining Advantage in the Engagement Era, carried out by Weber Shandwick, in partnership with KRC Research, who sought to quantify the value of CEO reputation and measure the importance of CEO engagement. They conducted a survey of more than 1 700 executives that worked in companies with revenues of $500 million or more and represented 19 countries around the world.
Besides, it explains what CEO’s attitudes are more valued, what activities CEOs should do and what are the core competences for a CEO to Gain a Good Reputation.
It also talks about the perceptions of the highest executive power depending on gender. However, apart from these small differences, the reputations of male and female CEOs contribute approximately the same levels to the market value of their firms.
It ends up with some suggestions to maximize CEO's public presence and benefit corporate reputation.
Document written by Corporate Excellence – Centre for Reputation Leadership, quoting the research The CEO Reputation Premium: Gaining Advantage in the Engagement Era prepared by Weber Shandwick in collaboration with KRC Research in in 19 countries around the world from surveys of more than 1 700 executives of companies invoicing 500 million USD or more and released on March 2015.
Engaging Your High Potentials: Retain Your Key Talent through Career DevelopmentThe HR Observer
• Revamping your succession planning and career development programmes to engage your HiPos
• Getting HiPo motivation right - which opportunities really engage high potentials and which act to demotivate?
• Taking the generational factor into account: strategies for assessing and engaging with your Gen Y and Millennial HiPos
David Jones, Managing Director, The Talent Enterprise
Radhika Punshi, Consulting Director, The Talent Enterprise
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
VST briefing pack for senior executives version 3 0Mike Nevin
A simple briefing pack to explain to Alliance executives why the VST Alliance sales System is a valuable approach. Includes case studies to show value achieved by using the system
The First Ever Handbook for Strategic Alliance Managers (Strategic Alliance H...Mike Nevin
The Strategic Alliance Handbook (SAH) gives practicing alliance executives all the tools they need to do their job, all in one place.
A sales manager has a sales manual and an accountant has an accounting manual, even a car mechanic has a car manual.
So why shouldn't an alliance manager have an alliance manual?
Getting collaboration right promises tremendous benefits: a unified face to customers, faster internal decision-making, reduced costs through shared resources and the development of more innovative products. But despite the billions of dollars spent on initiatives to improve collaboration, few companies are happy with the results. Join us to uncover common myths about collaboration and learn how to encourage and develop real collaboration within your organization so that people drive business results across internal and geographic boundaries.
By the end of this session participants will be able to:
Identify if their organizations are falling prey to common myths of collaboration.
Implement strategies that will transform differences and disagreement from a liability to an asset, so that conflict becomes the crucible in which creative solutions are developed and wise trade-offs among competing objectives are made.
Revealing the Leading Practices of High-Performing, Go-to-Market Technology Alliances. Learn from the best. Discover what distinguishes high-performing alliances and they do differently from their peers.
Why are alliance sales so misunderstood? After all they represent a dramatically lower cost of sale than other alternatives? Is it because they involve joint value creation? make up your own mind by reading this simple presentation.
Alliance Best Practice Research into Cultural Factors in Strategic Alliance R...Mike Nevin
This research presentation was produced from 93 separate alliance manager inputs from organisations such as: PPD, Quintiles, Cognizant, Covance, ICON, and RPS.
The research shows a very high correlation between Cultural Success Factors in alliances and overall success.
To address EAM challenges we are gathering a great number of practitioners, experts and visionaries in the area of Asset Management from Europe and beyond to share a light on the latest strategies, processes, methodologies and tools they are using to maximize greater Return of Assets and enable wide enterprise approach to Asset Management.
More information: http://www.eameurope.com/
Lessons learnt on setting up and scaling an automation CoEMindfields Global
This webinar presentation featuring Mindfields’ Sukalp Sharma and our guest speaker from ANZ Bank, Yann-Walter Dunlop, covers the lessons learnt and best practices for setting up and scaling an Automation Centre of Excellence at an enterprise level.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
dr Agata Dulnik - Supporting leadership effectiveness during times of rapid o...Certes
Wspieranie skuteczności liderów w czasach szybkiej zmiany organizacyjnej – studium przypadku
» Ludzka strona fuzji i przejęć
» Rozwój przywództwa w fuzjach i przejęciach
» Action Learning jako kluczowy komponent rozwiązania
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Latest results from MCI's American Engagement Index that looks at ten associations members and non member customers and their relative relationship and engagement strength.
CRM Options for Enterprise Nonprofits - Blackbaud CRM SolutionsHeller Consulting
Watch the webinar here:
http://teamheller.com/webinar-blackbaud-crm-options/
For over 30 years, Blackbaud’s CRM solutions have helped nonprofit organizations raise more money and build lifelong support with their constituents. If fact, with over 28,000 active clients, Blackbaud is a household name, with few in the nonprofit industry who haven’t worked with one or more of their products. In this presentation, nonprofit experts from Blackbaud will join Heller Consulting in a free webinar to share their solutions designed to power social good.
This is our third webinar in the “CRM Options for Enterprise Nonprofits” series. In this session, the Blackbaud team will outline the unique features and outcomes capabilities of their suite of CRM, engagement, fundraising tools.
Keith Heller, founder and Chief Strategist of Heller Consulting, will also share insights on CRM best practices for enterprise nonprofits based on his 20 years of advising and leading organizations on their CRM journey.
Fhyzics - a global leader in business analysis - offers business consulting, business analysis, business analytics, process improvement, product development and supply chain services to organisations in India and abroad. Today’s businesses are under tremendous pressure to adopt to the changes in regulatory framework, constantly changing customer preferences and disruptive business models. This mandates the business leaders to continuously upgrade their knowledge in various areas that could potentially help or affect their businesses. Keeping this in mind, Fhyzics has launched One-Day, Case Study Based Executive Development Programs, where the business leaders can upgrade their skill and can implement in their organisations. These programs are designed after intense research on international best practices.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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2. Page 2
Contents
Areas covered in this executive briefing
Who are we?
Where have we come from?
What do we do?
Who do we do it for?
Why are we different?
1
2
3
4
5
What do our clients think of us?
What value do we provide for our clients?
Contact details for further information
6
7
8
3. Page 3
Who are we? - Description
Alliance Best Practice (ABP) was
formed as a benchmark research
consultancy specialising in
strategic alliance relationships.
ABP was developed to satisfy the
need that many organisations have
to become more structured in their
instigation and management of
business to business relationships.
The company was founded by
Mike Nevin (Managing Director)
using open, non-proprietary
alliance and partnership best
practice standards developed over
the last 20 years.
From deep and specific research
into over 27,000 strategic alliances
ABP was able to discern repeating
success factors which appeared
critical to commercial success.
ABP has since spent 10 years
validating this research with over
300 clients to develop a coherent
framework for alliance success.
This framework is now codified in
the ABP database of over 180,000
entries.
ABP currently has 20 alliance
specialists who fulfil assignment
work.
ABP is the only alliance research company with a benchmarking database
4. Page 4
Description Area
Stephen Bailey UK
Ard-Pieter de Man NL
Russell Palmer UK
Mike Farmer US (West)
Siggi Gudergan AU
Greg Kiernan DE
Joe Debold US (East)
Di Tunney UK
Padraic Cahill IRE
Russell Palmer CH
Who are we? - People
ABP associates are subject matter experts in strategic alliances:
Description Area
Jean-Louis Morard FR
Geert Duysters NL
Geoff Barlow UK
Colin Hoogduyn NL
Nadine Roijakkers NL
Tony Narbey AU
David Green UK
Rob Amoury NL
Amanda Sills-Coles UK
Daniel Sapir Can
5. Page 5
Where have we come from?
ABP has a long history of alliance research excellence
Alliance Best Practice - History
1990 – 2001 Mike Nevin practicing alliances as various
executive roles in High Tech sector
2001 - Mike Nevin launched ASAP (the Association of
Strategic Alliance Professionals) in Europe
2001 – 2002 Increasing demand from ASAP members
for tangible ‘tools’ to execute alliance best practice
2002 - Alliance Best Practice launched to provide
executable help in applying alliance best practices
2002 – 2007 ABP framework developed and codified
2007 - Alliance Executive Forum (AEF) launched as a
discussion/networking/knowledge exchange forum
2008 – Alliance Collaboration Exchange launched as
social networking site dedicated to business to business
collaboration
2010 – iPartner developed as a software support to
partnership benchmarking
2011 – Best Practice Methodology developed
2012 – Alliance Sales Methodology developed
6. Page 6
What do we do?
The vast majority of ABP
assignments start with a
diagnostic healthcheck
to answer the question:
‘Do you have an alliance
related problem?’
Many ABP clients want
an objective assessment
of their alliance
programmes and would
like to know what others
have done (in a similar
situation) to improve.
If you don’t have alliance
resources in house, ABP
can establish best practice
programmes for you.
If you have alliance teams
ABP can train them in the
establishment and use of
alliance best practice
programmes.
ABP database = more success, more quickly with less risk
ABP
Database
7. Page 7
Summary of Services
The Alliance Best Practice
online diagnostic:
http://www.alliancebestpra
ctice.co.uk/csf_questionn
aire_abp.php
Over 100 alliance ‘tools’
to help apply best
practices at
www.alliancebestpractice.
com downloads page
ABP Linked In Group at:
http://www.linkedin.com/gr
oups?gid=37691
Framework
The ABP LinkedIn Group:
Quarterly face to face
High Tech Forum
Meetings
Cross Sector Forums to
discuss latest research
Locations: US West, East
and Central, Netherlands,
UK, Germany, France,
Nordics, and Australia
Forum
Keynote speaking
engagements
Partner Advisory Councils
(PACs)
Online and face to face
coaching (one to one or
groups)
Alliance best practice
workshops
Facilitation of Partner
meetings
Benchmarking
Consultancy
Facilitation
ABP helps clients implement their own alliance best practice programmes
8. Page 8
Full List of Services
Alliance Diagnostic
Capability Analysis
Alliance Benchmarking
Annual Report of Best Practices
Alliance Healthchecks
AllianceAudits
Alliance Executive Forum
Online Diagnostic
ABP Premium Membership
ABP Sponsorship
Partner Assessment Surveys
Partner Due Diligence Surveys
Partnership Broking
Research
Alliance Department Business
Case Production
Capability Building
Relationship Launch
Ecosystem Optimisation
Alliance Mediation
Relationship Facilitation
Relationship Optimisation
Alliance Department Design and
Implementation
ABP Shared Services Programme
Relationship Launch
Value Chain Optimisation
Relationship Relaunch
Consultancy
Alliance Manager Training
Senior Alliance Executive
Coaching
Non Alliance Orientation
Keynote Presentations
CAAM Qualification Training
CSAP Qualification Training
Supplier Management Training
Alliance Manager Assessments
Personal Coaching
ABP Best Practice Toolset Usage
How to Conduct Partner
healthchecks
Training
ABP has an extensive list of valuable services for clients
9. Who do we do it for? – Clients A-G
Accenture
Aenis
Air France
AirPlus
Alcatel
Amec
AMP Capital
ANA
Apple Computer, Inc.
Apple Inc
Ariba
AstraZeneca
AT+T
Atos Origin
Avaya
AXA
Bank of America
BASF
Battelle
Bax Global
Bayer Schering
Pharma
BCX
BDO Unicon
Bearing Point
BMI
BNP Paribas
Boeringer Ingelheim
Bristol-Myers Squibb
BT Retail
BT Global Services
Buckland Austin
Business Objects
Capgemini
Cardinal Health
Carlson Wagonlit
Chordiant
Ciber-Novesoft
Cognos
Computacenter
Continental Airlines
CSC
Csiper
Delaware
Dell
Deloitte
Delta
Disney
Dupont
EBRC
Eli Lilley
EMC
Epiphany
Ericsson
Everis
Exel
Exponent
Fontline
Fontworkx
Fujitsu
Communications
GE Capital Finance
Page 9
The ABP client base is diverse and varied
10. Who do we do it for? – Clients G-Z
Genesys
GlaxoSmithKline
GSK (Healthcare)
HP (UK)
HP (USA)
i2 Technologies
IBM (UK)
IBM (USA)
IBM Global Services
IBS
IBS
IDS Sheer
Intel
Intentia
ITS
Japan Corporate
Bank
Kana
KLM
Kuehne & Nagle
Lawson.
Logica CMG
Lufthansa
McAfee
Micro Focus
Microsoft
MSG
NEC
NEC Computers
Nordea
Nortel
Northwest Airlines
Oracle
Peregrine
Pfizer
PLM
RCC
Reckitt Benckiser
Rifcon
Rolls Royce
SAP (EMEA)
SAP (Global)
SAP (UK)
SAS Institute
Scottish Widows
Siebel
Siemens AG
Siemens Business
Services
Siemens Comms
Singapore Airlines
SSA
Star Alliance
Starbucks
StorageTek
TNT Express
UBS
uLogistics
Unisys
United Airlines
Vodafone
Xerox
Page 10
Clients use ABP at various times: pre formation, formation, growth, renewal
11. Page 11
Why are we different?
It owns a unique database of over 180,000 entries which identifies those
approaches leading organisations are employing to ensure partnering success.
It only ever uses tried and tested best practice activities which have already
been developed by other successful organisations. This ensures a better
quality of solution in less time.
The ABP people are internationally recognised teachers and presenters on the
subject of strategic alliance relationships.
ABP uses a ‘client best solution’ approach this means that it will actively
recommend other consultants and advisers from its extensive global network if
it is in the best interests of the client.
The ABP Methodology has now been used by over 60% of the organisations in
ASAP (the Association of Strategic Alliance Professionals) and by 8 of the 12
founding Sponsors of the association.
300+ of the FTSE 500 companies use the ABP Methodology.
ABP is unique because:
12. Page 12
What do our clients think of us?
ABP clients recognise the value that we develop in their strategic alliances:
“It was the end of a long day and we were all tired but Mike made us sit up and get involved. It was so good we
chose to go on for another 30 minutes rather than have a drink at the bar!” – VP Alliances EMEA SBS
The Workshop presenter (Mike Nevin) just keeps on giving and giving more information, it was absolutely amazing
the people he has worked with.” - Alliance Director IBM
“Whatever drug Mike’s on I’d like some! I have never seen an individual with so much energy and passion.” -
Alliance Director IBM
“Your feedback scores were the aggregated best out of over 130 presenters at the MPI Forum 2005. We look
forward to seeing you again at Davos in 2006”. - MPI Conference Organiser
“You will never be able to write fast enough to get all the good bits down!” – VP Alliances Cognos
Mike was quite happy to talk to me on the telephone after the event. He even gave me a huge number of extra
ideas that I could put into practice.” – VP Alliances EMEA Philips
“Mike has the collaboration gene. I mentioned in passing some problems I was having with a partner and within 4
days after the event Mike had introduced me to three relevant people in the organisation – 2 of them who were
significantly senior to me but still prepared to take my call.” – Alliances Director Cisco
“I have never before seen a conference leader or facilitator (Mike Nevin) performing that role in such an inspiring,
supporting and empowering way - Excellent!” – Feedback Forms ASAP Europe
“I immediately suggested the relationship refresh idea to my global strategic partner and they loved it!” – Alliance
VP (NA) Capgemini
13. Page 13
Revenue increase for our clients
$820 million of new incremental revenue since 2002. Some examples:
65
70 72
65
12
15
23 25
2002 2004 2008 Average
After Before Evidence from Client Reviews
“Early signs are that the incremental revenue generated
as a result of this assignment will far outweigh any cost
involved to a factor of over 100 to 1 (i.e. over £9m).” –
Patrick Nicolet Global Head of Sales and Alliances
Capgemini.
“In the quarter following the ABP assignment we
generated more revenue than the previous three
quarters combined!” Jeff Gerkin Partner, Accenture
“Since working with ABP we have generated an extra
€650m from our global alliances.” Nina Christiansen
Global Head of Alliances Tieto Corporation
“I used the Alliance Best Practice approach in my
relationship with IBM. Before I used it the best year I
had ever had was €6m. Last year after using the
approach we generated €23m!” - Roopa Dhanalal
Director EMEA Alliance for IBM BCS
“We estimate the extra revenue from the ABP approach
to be in excess of £480m over 18 months”. Lucy Dimes
General Manager Global partnerships BT
Database average increase is 250% - 650%
14. For further details please contact:
Mike Nevin
Managing Director - Alliance Best
Practice
Web: www.alliancebestpractice.com
O: +44 (0)1675 442490
M: +44 (0)7766 752350
E: mike.nevin@alliancebestpractice.com