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- Understand your target customer segments and how to acquire customers at a reasonable cost over their lifetime value.
- Develop a revenue model that considers customer acquisition costs, lifetime value, marketing, sales cycles and growth.
- Use tools like the Business Model Canvas to define the key elements of your business model in a clear way.
- Continually observe the environment and market to ensure your business vision remains aligned with reality.
We are living in exponential times. For ages and ages developments and the increase of knowledge of mankind went relatively slow. Man perfectly could function with the knowledge he learned from his parents and grandparents. We lived in small communities where everybody knew each other and everybody needed each other. Long ago? No, it depends on where you live. But at that places of the world which are connected at the internet, development evolved rapidly from evolution to revolution.
Now that I am nearly sixty years it appears to me that al the now existing modern electronica based technology has been development during my life. Since approximately 1995 fibreglass connects all continents and at the internet you can find all the data you need. (Major innovations and improvements which made this happens are at the field of the transducers and powerful small batteries).
But nowadays anybody connected to the internet have access to data to be gained from sources all over the world. People now themselves can be responsible for their thoughts and acts. Unless, people is educated and trained to interpret the data, to distinguish facts and fake. Development in technological, social morel economics fields at this moment are faster than ever before. Now there is no lack of information, there is an overkill of information. People can be drowned in it.
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Ron L. Rupe is the Quality Manager who ensures customer satisfaction and safety through engineering communication, customer service, support, delivery, and product creation. He wears many hats as an educator, manager, scientist, artist, and inventor to ensure success for customers, employees, the company, suppliers, and the community. Key skills include integrity, persuasiveness, determination, decisiveness, creativity, leadership, quick learning, problem solving, and analytical and project management abilities.
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Philosophy - Endorphin believes that in every student, there is a potential to excel
Endorphin primarily offers services in three major areas: Mind, Education and Futurology.
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This document discusses business models and business design. It provides advice on developing an effective business model, including:
- Define a clear value proposition that can be quantified in terms of costs, price, and value created.
- Understand your target customer segments and how to acquire customers at a reasonable cost over their lifetime value.
- Develop a revenue model that considers customer acquisition costs, lifetime value, marketing, sales cycles and growth.
- Use tools like the Business Model Canvas to define the key elements of your business model in a clear way.
- Continually observe the environment and market to ensure your business vision remains aligned with reality.
We are living in exponential times. For ages and ages developments and the increase of knowledge of mankind went relatively slow. Man perfectly could function with the knowledge he learned from his parents and grandparents. We lived in small communities where everybody knew each other and everybody needed each other. Long ago? No, it depends on where you live. But at that places of the world which are connected at the internet, development evolved rapidly from evolution to revolution.
Now that I am nearly sixty years it appears to me that al the now existing modern electronica based technology has been development during my life. Since approximately 1995 fibreglass connects all continents and at the internet you can find all the data you need. (Major innovations and improvements which made this happens are at the field of the transducers and powerful small batteries).
But nowadays anybody connected to the internet have access to data to be gained from sources all over the world. People now themselves can be responsible for their thoughts and acts. Unless, people is educated and trained to interpret the data, to distinguish facts and fake. Development in technological, social morel economics fields at this moment are faster than ever before. Now there is no lack of information, there is an overkill of information. People can be drowned in it.
This leads to the question: “Is the way we teach still adequate?” Does education keeps up with the needs and the revolution of timeshift.
The document provides information and tips about creating curriculum vitae (CVs) and preparing for interviews. It discusses the purpose and components of a CV, including personal details, education, projects, skills, and work experience. It also offers advice on targeting your CV for specific roles. The document then covers interview preparation, such as researching the organization, anticipating questions, and using the STAR method to structure answers. Finally, it lists qualities employers seek and things that create a bad impression during interviews.
Mba Induction Week Career Leader And Self Assessment September 2009Knyazev Danil
The document describes CareerLeader, a career assessment and planning tool. It outlines a four-milestone "three-step" career management plan that includes self-assessment, career exploration, developing a job search strategy, and making career decisions. Milestone 1 involves exploring career paths through CareerLeader assessments, workshops, and counseling. Milestone 2 helps users develop job search tools like resume writing and interview skills. The document also provides an overview of CareerLeader's assessment components and how to access the online tools.
The document provides guidance on creating effective CVs and design portfolios for design graduates and recent graduates. It emphasizes showing skills, achievements, and a focus on the target job or viewer. The portfolio should demonstrate design processes and solutions, with supporting arguments and consideration of the non-designer audience. Regular updates capturing work and reflection are important to classify materials and showcase learning over time.
Ron L. Rupe is the Quality Manager who ensures customer satisfaction and safety through engineering communication, customer service, support, delivery, and product creation. He wears many hats as an educator, manager, scientist, artist, and inventor to ensure success for customers, employees, the company, suppliers, and the community. Key skills include integrity, persuasiveness, determination, decisiveness, creativity, leadership, quick learning, problem solving, and analytical and project management abilities.
The document discusses the benefits of obtaining a business degree, including career development opportunities in both technical and management fields as well as personal growth. It outlines various career paths such as engineering, science, business, and professional careers and compares the pros and cons of each. The document advises readers to consider their interests, goals, and lifestyle when deciding on a career path.
This slides will be used in a talk for Engineering Students at NTU. Please help to assist to provide comments so that the students can be excited and consider taking entrepreneurship as their career.
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The document discusses career development as a fifty-year process, providing keys to career success and advice for managing one's career over the long term. It emphasizes that behavioral skills are more important than technical skills for career success. It also outlines processes for presenting yourself, managing information, presenting ideas, acquiring skills, and addressing conflicts. The document stresses that career development is lifelong and one must continually learn, gain experience, and adapt to changes over the decades.
This document provides guidance on using the STAR technique to prepare for job applications and interviews. It begins with learning outcomes around unpacking job ads, understanding the STAR approach, and practicing its use. It then covers an overview of a presentation on using STAR effectively in interviews, how to read job ads and selection criteria, and student activities to identify skills and practice the STAR method. Finally, it discusses the application process, types of interview questions, and tips for assessing fit with an employer.
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The document discusses constraints to scaling and growing a business to be the best in the world. It identifies two main constraints: organizational constraints and individual constraints. Organizational constraints include culture, processes, structure, and leadership. Individual constraints center around whether a person believes they can become the best and their willingness to undergo the pain of learning. Learning is difficult because it requires change, but is the process by which knowledge and skills are acquired through experience. Overcoming constraints requires destroying old ways of thinking and creating a new culture focused on accountability, courage, agility, excellence and synergistic collaboration.
The document provides an overview of training analysis, which is the first step in the ADDIE model of instructional design. It explains that training analysis involves performing a needs assessment, learner analysis, task analysis, and cost-benefit analysis to determine if training is the appropriate solution and what should be covered. The analysis phase establishes the basis for the design and development of the training program. It ensures the training fulfills a business need and identifies what needs to be learned, the performance standards, who needs to learn it, and how the learning will be delivered. The document outlines the key elements of each type of analysis and provides examples.
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This document summarizes the services of ESP, an executive search firm that specializes in recruiting for the LED and solid state lighting industry. ESP has a proven track record of filling critical roles globally across various disciplines, including science, engineering, manufacturing, and business development. They work with companies of all sizes, from industry titans to startups. ESP utilizes a proprietary search methodology to identify and evaluate candidates, ensuring a good cultural and responsibilities fit. Their process focuses on driving results by finding proven performers who meet the professional, financial, and personal needs of both clients and candidates.
This document summarizes a career conversation on management consulting. It discusses why students should consider management consulting as a career, the roles and expectations at top consulting firms, key challenges in consulting, and how to prepare for interviews. Some of the main points covered include the opportunities consulting provides to work across industries and functions, examples of the type of work consultants do for clients, and the typical career progression from consultant to partner level.
The document provides an overview of a career conversation on management consulting. It discusses why people pursue careers in consulting, the typical roles and expectations at major consulting firms, key challenges of the work, and how companies evaluate candidates. It also offers tips for leveraging an MBA, including which electives are useful, and how to prepare for and succeed in interviews for consulting positions.
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2. Career development
A process for balancing individual and organizational needs
Employee Needs:
• Values
• Skills & Competencies
• Career Interests
• Development plan
Business Realities:
• Market Demands
• Service, Technology,
Product Shifts
• Emerging needs
• Required capabilities
2
3. Three Simple Steps…
A continuous personal journey, supported by the EMS
Process, with feedback and reflection
1
Understand
the Business
3
Plan short
and long
term goals
Personal
insight &
reflection
2
3
4. The first step…
Understand the business (or industry)
that you are trying to grow within
What are the principles
the business is founded upon?
What is the driving force behind
the company’s success?
Are there role models to emulate?
4
5. Let’s look at GE
A tradition of innovation…
• Founded in 1878 as the Edison
Electric Company
• 130 years of successful
operation … $165 B revenues
• Only company of the original
Dow 30 Industrials
• 325,000 employees worldwide
5
6. Edison’s driving force …
To create products for emerging needs and markets
• How big was the market for
light bulbs in 1879?
– Considering the first power grid did
not exist until 1882 … Battery Park in
New York City
– Ductile tungsten filament discovered
in 1910 … after 1,700 failures
6
To this day, innovation is at the
core of GE strategy!
7. The second step…
Gain insight into your own strengths, weaknesses and passion
Do you know what your
manager wants from you?
What are you best at?
How could you improve?
Have you grown
professionally in the last 12
months?
7
8. What managers look for when
making a promotion
Strong values & integrity… personal conviction
Key competencies …functional,
personal, business, and leadership
Self confidence …but not arrogance
Good judgement … in the face
incomplete data
Ability to grow … love to learn
8
9. Values
The core of who you are
imagine
curious
passionate
Creating the worlds best energy technology &
products… taking appropriate risk to accelerate
discovery while seeking feedback and learning
solve
resourceful
accountable
Striving for simplicity, speed and quality while finding
new ways to deliver on our commitments… with
unyielding integrity
Open
energizing
Unlimited enthusiasm and energy towards our work…
respectful of differences while being candid,
constructive and willing to change.lead
teamwork
committed
Coming to work everyday as one global and diverse
team, with a can-do-anything attitude… intensely
focused on great Products & Servicesbuild
9
10. Competencies…
The skills you apply
Functional
Technical Depth
Technical breadth
Accountable
Knowledge of related
functions
Business
Org knowledge
Business acumen
Global markets
Customers &
competitors
Leadership
Motivate
Influence
Lead People
Manage Programs
Tough decisions
Personal
Organizing
Analyzing
Team Player
Change agent
Open minded
10
11. Results
• Entry ticket
• Common Denominator
in the promotion
process
• Confirms Your Ability
to Take on More
Responsibility
• Must Grow to Stay
Above the Bar As It Is
Continuously Being
Raised
…Always deliver
On the job performance…
Strive to make a difference on every assignment
Image
• It’s the Message You
Send Before You Speak
• Includes Many Areas…
Walk, Dress, Demeanor,
Humility
• Answers the Question
“I’m Ready” not “I’m
Not Ready”
• Every interaction
counts… Make sure it’s a
positive one
…Emulate Leaders
Exposure
• High Impact on Your
Career
• With strong
performance, exposure
is how others know it
• Makes You visible to
Those Who Can
Influence your Career
• Can Be Enhanced by
Network of mentors,
Managers & Champions
…Need sponsors
11
12. A few thoughts to consider…
Few people truly understand and
accept their development needs
The higher up you go, the less
candid feedback you get
It’s important to solicit on-going
feedback… few do
Understand your priorities … early
in your career
12
13. Who are you?
Write a short story to yourself… reflect & articulate
Biggest accomplishment
Problem description
How you solved it
What you learned
Leadership experience
Work related… or not
13
14. The third step…
Develop a plan for the rest of your life
What are your career aspirations?
Have you been in your current role long enough?
What should be the focus of your next job/assignment?
Do you have a mentor?
14
15. What you should look for in a career move
Reflect and assess … a mistake can be a derailer
An environment that sparks your passion and imagination
A support system that encourages learning
A challenge that seems
impossible
An opportunity that leverages
your expertise
A company that shares your
values… and dreams
15
16. Career Roadmap
Expanding your portfolio of learning experiences
Growth in
Responsibility,
Satisfaction,
Value,
Increased Skill,
etc.
Time & Maturity
Job
A
Job
F
Job
E
Job
D
Job
C
Job
B
Demonstrated Required
Competencies Compentencies
MS Degree
&/or Other
Technical
Training
A Course
Current
Assignment
BB Training
&/or MBA
Interim
Assignment
Short Term
Goal
Long Term
Goal
MDC
Today
• Competency 1
• Competency 2
• Competency 3
• Compentency 4
• Competency 5
• Competency 6
• Competency 7
• Criteria 1
• Criteria 2
• Criteria 3
• Criteria 4
• Criteria 5
• Criteria 6
• Criteria 7
• Criteria 8
16
17. Typical Engineering Career Paths
A strong foundation can create many options
Business Leadership Path
Projects, Services,
Sales, Marketing
Key Business Leader
The “Recipe” of Technical Success
… Accelerated with NPI Experiences
Technical Leadership Path
Engineer/Lead
Engineer
Technical LeaderNew Hire Consulting/Chief
Engineer
Senior/Principal
Engineer
• Diverse experiences
o Component analyses
o Product Support
o Manufacturing
o Services
• Ignite a Passion
• Encourage Adv Courses
& Training
• Build component
knowledge
o Blades
o Casings
o Control system
o Plant system
• Establish Reputation
• Technical depth plus
leadership experience
o Expand
understanding of
system and
integration
• Technical expert
• Solve major technical
issues
• Chief Engineer
o Safety & Processes
o Anticipate & prevent
issues
Organizational
Leader
Organizational Leadership Path
• Program Manager
• Platform Leader
• General Manager
o Comm, Sales,
Services…
• Subs/Section Manager
o Systems Engrg
o Materials Science
• General Manager
o CoE Leader
o Systems Leader
Executive
Organizational Leader
17
18. Typical Engineering Career Paths
A strong foundation can create many options
Business Leadership Path
Projects, Services,
Sales, Marketing
Key Business Leader
The “Recipe” of Technical Success
… Accelerated with NPI Experiences
Technical Leadership Path
Engineer/Lead
Engineer
Technical LeaderNew Hire Consulting/Chief
Engineer
Senior/Principal
Engineer
• Diverse experiences
o Component analyses
o Product Support
o Manufacturing
o Services
• Ignite a Passion
• Encourage Adv Courses
& Training
• Build component
knowledge
o Blades
o Casings
oControl system
oPlant system
• Establish Reputation
• Technical depth plus
leadership experience
o Expand
understanding of
system and
integration
• Technical expert
•Solve major technical
issues
• Chief Engineer
o Safety & Processes
o Anticipate & prevent
issues
Organizational
Leader
Organizational Leadership Path
• Program Manager
• Platform Leader
• General Manager
o Comm, Sales,
Services…
• Subs/Section Manager
o Systems Engrg
o Materials Science
• General Manager
o CoE Leader
o Systems Leader
Executive
Organizational Leader
Engineering
Vice President
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19. Advice from successful people
Develop skills rather than accumulate titles
Surround yourself with great people
Get involved … societies, community, forums
Have fun … laughter will keep you young
Balance work/life … set rules for yourself
Learn finance … the language of business
Do everything with a sense of urgency
Build a functional expertise
Take the tough job
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20. In Summary
Career management essentials
Balance personal goals with
business realities
Join a team that shares your
values
Focus career plan on …
• Functional depth
• Job performance
• Challenging assignments
• Passion for your work
• Constant Learning
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