At WyzAnt, our core values guide our decisions, and the way we interact with our students and tutors. We created and used this deck until the creation of our first Core Values video in 2015.
The document discusses the importance of company values. It notes that values help companies make better decisions, keep entrepreneurship alive, create unique branding, and help hire the right people. It provides examples from Zappos, emphasizing the importance of personal values matching corporate values. The document recommends that companies define no more than five concise yet impactful values that are embedded throughout the organization. It offers tips for defining values, such as considering the founder's most important personal values and avoiding those who lack key values.
This document provides information about the values, team, work, clients, and career opportunities at a professional services firm. The firm values its colleagues, clients, quality work, community involvement, and creating the "best job" for employees. It aims to be the most admired firm through a flexible, family-friendly culture where employees can grow, learn from experts, and contribute to high-value, groundbreaking work across diverse markets.
Jackson & Coker is a national physician staffing firm and part of the Jackson Healthcare family of companies. Our core values are reflected in all we do.
This document discusses the importance of employee engagement for businesses. It defines employee engagement as the emotional attachment employees feel towards their work, role, colleagues, and company culture. Research shows that higher employee engagement leads to increased productivity, customer satisfaction, employee retention, and company profits. The document recommends that businesses focus on senior leadership behavior, manager support, effective communication, and dedicating proper time to employee engagement initiatives in order to create an engaged workforce.
I kept reading about great companies. But what does that really mean. Well, the times 100 was agreat starting place. I believe if you work around this criteria, you will be closer to great than you are today.
At WyzAnt, our core values guide our decisions, and the way we interact with our students and tutors. We created and used this deck until the creation of our first Core Values video in 2015.
The document discusses the importance of company values. It notes that values help companies make better decisions, keep entrepreneurship alive, create unique branding, and help hire the right people. It provides examples from Zappos, emphasizing the importance of personal values matching corporate values. The document recommends that companies define no more than five concise yet impactful values that are embedded throughout the organization. It offers tips for defining values, such as considering the founder's most important personal values and avoiding those who lack key values.
This document provides information about the values, team, work, clients, and career opportunities at a professional services firm. The firm values its colleagues, clients, quality work, community involvement, and creating the "best job" for employees. It aims to be the most admired firm through a flexible, family-friendly culture where employees can grow, learn from experts, and contribute to high-value, groundbreaking work across diverse markets.
Jackson & Coker is a national physician staffing firm and part of the Jackson Healthcare family of companies. Our core values are reflected in all we do.
This document discusses the importance of employee engagement for businesses. It defines employee engagement as the emotional attachment employees feel towards their work, role, colleagues, and company culture. Research shows that higher employee engagement leads to increased productivity, customer satisfaction, employee retention, and company profits. The document recommends that businesses focus on senior leadership behavior, manager support, effective communication, and dedicating proper time to employee engagement initiatives in order to create an engaged workforce.
I kept reading about great companies. But what does that really mean. Well, the times 100 was agreat starting place. I believe if you work around this criteria, you will be closer to great than you are today.
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
• How to create and maintain a productive company culture as you scale
• How to resolve problematic areas that do not embody desired culture
• How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
Strong Core Values are the cornerstone of successful Organizations. At Open-i Advisors we guide companies through uncovering their corporate values and leveraging them for everything from hiring and employee onboarding to sales and marketing.
Making Something Happen info sheet January 2017Steve Gordon
MSH is a charity based in Teesside that raises time from businesses and individuals to help looked after children and pupils with special educational needs experience work, learn skills, and increase their job prospects. They work with schools and local authorities to provide opportunities like business tours, work experience placements, and visits to learn about local industries. MSH was founded in 2012 and has grown each year, now expanding their business board and looking to launch new projects to involve more schools, authorities, and businesses in the North East region.
How to Drive Your Employees’ Wellbeing, Happiness and ProductivityTALiNT Partners
Karina Townley, Head of Operations, Guidant Group
- It’s a no-brainer that happy, healthy and engaged employees are less likely to leave, or be off sick
- However, how can you consistently support your employees to be happier?
- Karina will share how Guidant Group has put employee wellbeing and happiness at the heart of its business and is now reaping the benefits
This is a sample Criteria for finding your very first job. Modify the ranking based on your priorities and evaluate and assess the company by putting numerical values
Turley is an employee-owned company that focuses on developing high levels of employee engagement. Employees work hard together and experience engagement, celebrate successes together, and develop their own talent. The company also gives back through its consistent focus on engagement, which has been praised by outside observers. More information about careers at Turley can be found on their website or by contacting the senior HR advisor.
This document summarizes the services offered by the marketing company Marketing Sweet. In 3 sentences:
Marketing Sweet is an Australian marketing company that offers a range of services including web design, graphic design, and increasing website traffic. They have over 150 client reviews and emphasize their outstanding customer service and creative solutions. The document provides details on their team, client testimonials, portfolio of work, and encourages contacting them for advice.
Enjoy our 4th Annual Holiday Outside-Infographic!
As the end of each year comes to a close, many take the opportunity to reflect back on the year. We do just that and our Outside-In® family of companies would like to share a visual of our year in numbers with this 4th Annual Holiday Infographic.
Recruitment, Staffing, and Outplacement solution providers CBI Group, Placers, and Barton Career Advisors wish you a Happy Holidays! #OutsideIn
Enjoy our 5th Annual Holiday Outside-Infographic!
As the end of each year comes to a close, many take the opportunity to reflect back on the year. We do just that and our Outside-In® family of companies would like to share a visual of our year in numbers with this 5th Annual Holiday Infographic.
Recruitment, Staffing, and Outplacement solution providers CBI Group, Placers, and Barton Career Advisors wish you a Happy Holidays! #OutsideIn
An analysis on the characteristic of thai's behaviorsFilmGoer Vehicle
This document analyzes Thai behaviors and the policies of InterContinental Hua Hin Resort & Spa toward Thai employees. It discusses Thai cultural characteristics like loyalty to the king, money, power, and traditions. It also outlines the resort's "Winning Ways" policies of doing the right thing, showing care, aiming higher, and working better together. Some policies align with Thai behaviors like philanthropy and power, while celebrating differences does not. It also examines a foreign employer's perspective on perceived weaknesses of Thai employees like time management and separating work from personal matters.
This document provides information about Vision Plus, a direct sales company that sells health and wellness products. It discusses Vision Plus's mission to improve lives through opportunities for personal and financial growth while preserving the environment. The document compares Vision Plus's multi-level marketing structure to traditional business models, outlines the company's marketing plan and incentives including direct sales commissions, matching bonuses, and residual income from downstream sales. It also describes rewards such as a car bonus program and explains how building a large team can generate significant income.
This document is the June 2015 edition of The Cornerstone Eagle newsletter from Cornerstone International Group. It discusses the company's mission to be the best executive recruiting group worldwide and vision to mentor clients, candidates, and partners locally. The newsletter then explores the true value of money through articles about winning the lottery, assessing what money is worth, stories about Warren Buffett's life and philosophy, and a Bible verse on the dangers of loving money. It aims to inspire readers to maximize their potential and discover their identity, career, health, relationships and future beyond a simple focus on money and material wealth.
Know Thy Customer: Customer Engagement Through the Hard Times by Nancie Freit...Engage
In service businesses, our human relationships are just as important as our offering itself. Strong client relationships are quite useful in stressful times. During these periods of upheaval, like a change in management or when a client’s business falls short of projections, our personal connections can help us not only retain but also grow the terms of our engagements. In this session, we'll explore a key question: do you really know your customers? Do you fully understand their days, their demands, and what they really care about? We’ll explore strategies to engage and build relationships so that the hard times are not so hard.
This document outlines the culture code and vision for a company called Sigaria. It emphasizes that the company strives to be a place where employees are proud to work and where they feel their purpose is supported. The vision is to be the world's most valued procurement network and to connect, inspire, and support customers. To achieve this vision, the company aims to remain memorable for great products and service, hire ambitious and respectful talent, coach employees, encourage debate and ideas, and reward results over hours worked. The document expresses gratitude and hope that employees will enjoy being part of the company's journey.
Fluent Money is a UK finance broker that provides excellent customer service and access to financial products through dedicated account managers. They aim to take the hard work out of managing finances for customers. The document discusses Fluent Money's history and experience in the industry, their office location, company structure, benefits for employees, opportunities for development and progression, employee testimonials praising the supportive culture and opportunities, and their commitment to diversity and local community involvement.
7 fundamental steps for building a great place to workLimeade
Slides from our webinar featuring work culture experts at TINYpulse and Limeade on why investing in your employees is they key to building a great work culture.
This document provides advice on how to ensure corporate social responsibility (CSR) initiatives fail by taking ineffective and counterproductive approaches. It recommends: 1) treating CSR as just another cost and not an investment; 2) focusing on short-term standalone projects rather than integrating CSR into daily operations; 3) making all CSR decisions alone without stakeholder input; and 4) outsourcing CSR to consultants rather than addressing it internally. The overall message is that CSR should not be taken seriously or strategically implemented.
The values that drive Serosoft on a daily basis, and which will help us achieve our mission of being the world's leading educational technology/software company.
This document summarizes the benefits of working for Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago. It describes Goodwill as a mission-driven nonprofit that provides training, employment, and services to help dislocated workers and people with disabilities or disadvantages. It highlights that Goodwill offers a stable career with opportunities for growth, a family-friendly work-life balance, and the ability to make a positive impact through their mission of transforming lives through the power of work. The document promotes Goodwill as an award-winning organization that values its employees and offers competitive wages and benefits.
We are recruiting in both our Manchester and London offices. Read our 'Work For Us' document to learn all about our company culture and understand if we're the right fit for you!
Ready to build culture from the ground up? DH hosted a lunch-and-learn session on how culture can impact the success of your growing organization.
Together, we discussed the burning culture questions that keep you up at night such as:
• How to create and maintain a productive company culture as you scale
• How to resolve problematic areas that do not embody desired culture
• How to hire for and measure performance based on culture
In attendance were founders looking to develop a strong company culture from the start and leaders in Employee Experience, HR, Talent Management, Learning and Development, and People Operations.
To bring our coaches to your organization for a workshop, email us: culture@deliveringhappiness.com
Learn more: http://deliveringhappiness.com/services/
Strong Core Values are the cornerstone of successful Organizations. At Open-i Advisors we guide companies through uncovering their corporate values and leveraging them for everything from hiring and employee onboarding to sales and marketing.
Making Something Happen info sheet January 2017Steve Gordon
MSH is a charity based in Teesside that raises time from businesses and individuals to help looked after children and pupils with special educational needs experience work, learn skills, and increase their job prospects. They work with schools and local authorities to provide opportunities like business tours, work experience placements, and visits to learn about local industries. MSH was founded in 2012 and has grown each year, now expanding their business board and looking to launch new projects to involve more schools, authorities, and businesses in the North East region.
How to Drive Your Employees’ Wellbeing, Happiness and ProductivityTALiNT Partners
Karina Townley, Head of Operations, Guidant Group
- It’s a no-brainer that happy, healthy and engaged employees are less likely to leave, or be off sick
- However, how can you consistently support your employees to be happier?
- Karina will share how Guidant Group has put employee wellbeing and happiness at the heart of its business and is now reaping the benefits
This is a sample Criteria for finding your very first job. Modify the ranking based on your priorities and evaluate and assess the company by putting numerical values
Turley is an employee-owned company that focuses on developing high levels of employee engagement. Employees work hard together and experience engagement, celebrate successes together, and develop their own talent. The company also gives back through its consistent focus on engagement, which has been praised by outside observers. More information about careers at Turley can be found on their website or by contacting the senior HR advisor.
This document summarizes the services offered by the marketing company Marketing Sweet. In 3 sentences:
Marketing Sweet is an Australian marketing company that offers a range of services including web design, graphic design, and increasing website traffic. They have over 150 client reviews and emphasize their outstanding customer service and creative solutions. The document provides details on their team, client testimonials, portfolio of work, and encourages contacting them for advice.
Enjoy our 4th Annual Holiday Outside-Infographic!
As the end of each year comes to a close, many take the opportunity to reflect back on the year. We do just that and our Outside-In® family of companies would like to share a visual of our year in numbers with this 4th Annual Holiday Infographic.
Recruitment, Staffing, and Outplacement solution providers CBI Group, Placers, and Barton Career Advisors wish you a Happy Holidays! #OutsideIn
Enjoy our 5th Annual Holiday Outside-Infographic!
As the end of each year comes to a close, many take the opportunity to reflect back on the year. We do just that and our Outside-In® family of companies would like to share a visual of our year in numbers with this 5th Annual Holiday Infographic.
Recruitment, Staffing, and Outplacement solution providers CBI Group, Placers, and Barton Career Advisors wish you a Happy Holidays! #OutsideIn
An analysis on the characteristic of thai's behaviorsFilmGoer Vehicle
This document analyzes Thai behaviors and the policies of InterContinental Hua Hin Resort & Spa toward Thai employees. It discusses Thai cultural characteristics like loyalty to the king, money, power, and traditions. It also outlines the resort's "Winning Ways" policies of doing the right thing, showing care, aiming higher, and working better together. Some policies align with Thai behaviors like philanthropy and power, while celebrating differences does not. It also examines a foreign employer's perspective on perceived weaknesses of Thai employees like time management and separating work from personal matters.
This document provides information about Vision Plus, a direct sales company that sells health and wellness products. It discusses Vision Plus's mission to improve lives through opportunities for personal and financial growth while preserving the environment. The document compares Vision Plus's multi-level marketing structure to traditional business models, outlines the company's marketing plan and incentives including direct sales commissions, matching bonuses, and residual income from downstream sales. It also describes rewards such as a car bonus program and explains how building a large team can generate significant income.
This document is the June 2015 edition of The Cornerstone Eagle newsletter from Cornerstone International Group. It discusses the company's mission to be the best executive recruiting group worldwide and vision to mentor clients, candidates, and partners locally. The newsletter then explores the true value of money through articles about winning the lottery, assessing what money is worth, stories about Warren Buffett's life and philosophy, and a Bible verse on the dangers of loving money. It aims to inspire readers to maximize their potential and discover their identity, career, health, relationships and future beyond a simple focus on money and material wealth.
Know Thy Customer: Customer Engagement Through the Hard Times by Nancie Freit...Engage
In service businesses, our human relationships are just as important as our offering itself. Strong client relationships are quite useful in stressful times. During these periods of upheaval, like a change in management or when a client’s business falls short of projections, our personal connections can help us not only retain but also grow the terms of our engagements. In this session, we'll explore a key question: do you really know your customers? Do you fully understand their days, their demands, and what they really care about? We’ll explore strategies to engage and build relationships so that the hard times are not so hard.
This document outlines the culture code and vision for a company called Sigaria. It emphasizes that the company strives to be a place where employees are proud to work and where they feel their purpose is supported. The vision is to be the world's most valued procurement network and to connect, inspire, and support customers. To achieve this vision, the company aims to remain memorable for great products and service, hire ambitious and respectful talent, coach employees, encourage debate and ideas, and reward results over hours worked. The document expresses gratitude and hope that employees will enjoy being part of the company's journey.
Fluent Money is a UK finance broker that provides excellent customer service and access to financial products through dedicated account managers. They aim to take the hard work out of managing finances for customers. The document discusses Fluent Money's history and experience in the industry, their office location, company structure, benefits for employees, opportunities for development and progression, employee testimonials praising the supportive culture and opportunities, and their commitment to diversity and local community involvement.
7 fundamental steps for building a great place to workLimeade
Slides from our webinar featuring work culture experts at TINYpulse and Limeade on why investing in your employees is they key to building a great work culture.
This document provides advice on how to ensure corporate social responsibility (CSR) initiatives fail by taking ineffective and counterproductive approaches. It recommends: 1) treating CSR as just another cost and not an investment; 2) focusing on short-term standalone projects rather than integrating CSR into daily operations; 3) making all CSR decisions alone without stakeholder input; and 4) outsourcing CSR to consultants rather than addressing it internally. The overall message is that CSR should not be taken seriously or strategically implemented.
The values that drive Serosoft on a daily basis, and which will help us achieve our mission of being the world's leading educational technology/software company.
This document summarizes the benefits of working for Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago. It describes Goodwill as a mission-driven nonprofit that provides training, employment, and services to help dislocated workers and people with disabilities or disadvantages. It highlights that Goodwill offers a stable career with opportunities for growth, a family-friendly work-life balance, and the ability to make a positive impact through their mission of transforming lives through the power of work. The document promotes Goodwill as an award-winning organization that values its employees and offers competitive wages and benefits.
We are recruiting in both our Manchester and London offices. Read our 'Work For Us' document to learn all about our company culture and understand if we're the right fit for you!
We are recruiting! We are always keen to speak with experienced professional recruiters, individuals interested in stepping out of their careers in property to explore a career within recruitment or those who simply feel they have the motivation & tenacity to succeed within a career in recruitment. Although experience is great, if you have the right attitude we want to hear from you!
The document discusses the people journey at a hospitality organisation. It aims to create a unique culture that respects employees and fosters teamwork. The organisation focuses on developing the right environment, behaviours, activities, and results. It strives to give employees a sense of purpose and room to grow. Core values like teamwork and a customer-centric approach are promoted. Goals include attracting and engaging talent, recognising contributions, and improving employee satisfaction, guest experience and financial performance.
The purpose of Bathurst Women’s Network is to encourage women and supporters of women to actively meet on a regular basis to learn, to share ideas, to support each other, and to ensure that each member reaches their full potential as a business owner, senior executive and leader.
Sift Media Culture Code - Inspiring Positive ActionIan Robins
This document outlines the culture code of Sift Media, an inspiring company. It discusses that amazing companies have 3 key elements: a clear purpose, people that make a difference, and a strong culture that enables people. Sift Media's culture is based on 8 principles: putting people first, relentlessly pursuing their purpose of inspiring people, obsessing over audiences, fostering autonomy with purpose, having a mindset of curiosity to improve, using metrics that provide insights, being transparent and honest, and having fun. The culture aims to inspire people to take positive action through their work.
This document summarizes the mission and culture of Palo Alto Software. Their mission is to revolutionize how small businesses set goals and track performance by being the "Fitbit for Small Business." Their culture focuses on relying on data to test ideas and make decisions, solving problems for customers rather than focusing on their own success, being transparent in sharing information, giving employees autonomy over their work, being selective in hiring top talent, and valuing the community.
This document provides information about Charity People, a recruitment consultancy that specializes in placing candidates within the charity sector. Some key details:
- Charity People was founded in 1990 and has placed over 30,000 people into new jobs within charities while maintaining their values of a consultative approach and understanding of the charity sector.
- They recruit for roles at all levels from all areas including fundraising, marketing, operations, and senior management.
- In addition to permanent hiring, they also assist with contract and temporary roles.
- The company emphasizes their collaborative approach, integrity, expertise within the charity field, and aim of having fun while making an impact.
Making life better @Weststar and CITN ...our values presentation 2013April Cummings
Weststar and CITN/Cayman 27 are working to change their corporate culture. We believe that instead of spouting off a bunch of values that don't mean anything to us, the time had come to articulate who we are and who we want to be.
At Modern Message our values are not about words, they’re about actions.
They represent how we see the world, the qualities that we look for in candidates, in promoting our own employees, etc…
Advantage Group International Culture ManifestoCristina321121
Great corporate cultures aren’t created by accident—they require intention and commitment. Our new Culture Manifesto is designed to unite our global business behind our common purpose, while honouring our shared values and goals. Learn more about what it is—and how it works—here.
Leaderonomics is a social enterprise that believes in developing strong leaders both within and outside of the organization. They aim to create an optimum workplace environment for their employees, or "Leaderonomers", by focusing on highly engaged people, continuous learning and growth, rewards and recognition, workplace layout, and work-life balance. Employee engagement is essential at Leaderonomics and directly impacts productivity and growth. The organization strives to align personal and organizational goals to ensure employee wellbeing.
Who is BankVic? What is our culture? How do we do 'Banking with Heart'?
All credit and thanks for this great concept goes to Hubspot and their Culture Code.
North America Diversity & Inclusion ReportCapgemini
Capgemini’s inaugural North American Diversity & Inclusion (D&I) Annual Report chronicles its three-year journey to more formally weave diversity and inclusion into its culture. D&I has been a part of Capgemini’s core values since our inception.
In North America, strengthening our diversity and promoting a more inclusive culture is a top business priority, as we recognize its ability to move us forward in a competitive, increasingly culturally and globally diverse market.
Promoting diversity is not just morally correct, it enhances our business activities. An inclusive culture is what ensures our teams not only thrive collaboratively, but push new boundaries with bold, creative thinking.
i can in the North East Ltd is a social enterprise committed to developing learning opportunities to meet the needs of individuals and groups. It aims to help people gain skills, confidence, and positive outlooks to integrate into society and stand on their own two feet. Programs are offered to a wide range of individuals and organizations, and are designed to remove labels and direct people towards education, employment, or training.
We help customers confidently choose financial products that are right for them by researching and rating best value options. We develop in-demand skills in our team members through technology and training opportunities. We foster a happy, healthy work culture where team members support each other, work as a team, and celebrate successes while also enjoying what they do along the way. As a right-sized company, individuals can make a difference and contribute to the bigger picture.
This document provides information about a company including who they are, their vision, mission, core values, and history. Their vision is to remain customer-centric as the market changes. Their mission is to provide software solutions competitively and exceed customer expectations. Their core values include customer satisfaction, transparency, and corporate citizenship. The company has a long history dating back to 1965 when it was established by explorers and merchants.
Paladin Culture : How we Work and Succeed TogetherLarianna Evania
An overview of the Paladin's culture, our values and mission, and what success means to us.
Core Values are more than just words, they’re guiding principles. We know that companies with a strong culture and a shared purpose perform better in the long run.
As we continue to grow, we strive to ensure that our culture remains strong.
Paladin guides middle-market companies and their stakeholders through challenging financial, operational and strategic transitions. Our clients rely on us as a trusted partner to help chart an entirely new future.
Your Mission is Our Mission.
Paladin Culture : How We Work and Succeed TogetherPaladin
An overview of the Paladin's culture, our values and mission, and what success means to us.
Core Values are more than just words, they’re guiding principles. We know that companies with a strong culture and a shared purpose perform better in the long run.
As we continue to grow, we strive to ensure that our culture remains strong.
Paladin guides middle-market companies and their stakeholders through challenging financial, operational and strategic transitions. Our clients rely on us as a trusted partner to help chart an entirely new future.
Your Mission is Our Mission.
Similar to Catherine Allen, Ella's Kitchen - Engaging the Team Through Purpose and Culture (20)
Mark Wilkinson and Simon Maddison - Coaching for EngagementRose Adderley
This document provides information about coaching for engagement. It discusses key aspects of effective coaching such as trust, rapport, questioning, feedback, and challenge. It outlines four enablers of engagement: strategic narrative, engaging managers, employee voice, and organizational integrity. It also discusses Daniel Pink's theory of the three motivators - autonomy, mastery, and purpose. The document encourages the reader to reflect on these aspects within their own organization and with colleagues, and provides a coaching model and examples of evidence of the effectiveness of coaching.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
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
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
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Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
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Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Best practices for project execution and deliveryCLIVE MINCHIN
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5. At Ella’s Kitchen we care about each other, we care about the world we live in
and we care about making the absolute best food for tiny tummies.
We believe that if we’re all aligned towards a clear direction, grounded in the stuff
we’re passionate about, then our team will thrive; free to deliver amazing results
and feel rewarded doing it.
We’re guided by our values. They set the tone of our culture and we look out for newbies
who will be a natural fit to our values and complement and contribute to our business.
We believe to achieve strong business growth, we need to nurture our people, because happy
people do the best work. So we invest in our people to be the best they can be and encourage
a culture of leadership so that everyone feels valued and empowered.
6. Buddy is our friend who helps us understand what it means to work at Ella’s
Kitchen + guides us in our behaviours + relationships every day.
Our values are at the heart of Ella’s Kitchen, it’s how we recruit newbies,
it’s how we judge + reward success, it’s how we make decisions and it’s how
we make sure Ella’s Kitchen is always a super fun + rewarding place to work!
7. Invest in a happy, healthy
team
Engage the team in the
purpose and mission
Involve
everyone in
building the
strategy
Promote
autonomy
Build
development
opportunities into
individual
objectives
Have great managers
Ella’s ingredients
9. We passionately believe that businesses can and should be a force for good, so that’s
why we joined the B Corp movement.
B Corps aspire not only to be the best in the world but the best for the world.
As members of B Corp we actively contribute to solving social and environmental
problems as well as making sure that we are a super tip-top employer which promotes
the wellbeing of our people.
It’s what we’ve always been about, but now we have lots of other friends in the
business community who think that way too.
And we’re passionate about leading the movement in the UK to encourage other
businesses to become B Corps too, because then the world will be an even better place.
Being a B Corp means that we are focussed on, and driven by, Our Mission and
Our Dream.
10.
11.
12. Everyone at Ella’s has the opportunity to volunteer at local
charities that are related to our Mission. We call these
‘Mission Days’.
We also have ‘MAD Days’ (Make a Difference Days!) which allows
each individual to spend a day volunteering for a cause that’s
important to them.
16. We strongly believe in enabling a culture of leadership at Ella’s Kitchen.
We don’t believe that leadership is something which is defined by your
job title.
Leaders at Ella’s role model our values and support their team. With a
clear strategic direction and our mission and values to guide you, anyone
can lead at Ella’s.
We believe that encouraging autonomy enables people to grow and
develop and to feel fulfilled. It helps us create a sustainable business
where contribution and responsibility are spread across the whole team
rather than control being held by the few.
You should feel ownership of your projects and be clear on your roles +
responsibilities. You’ll be guided by our strategy, mission and values and
supported by your manager.
18. Our strategy is to ‘Invest in people to do their jobs well, achieve their
potential, and make a difference’.
Personal growth means different things to different people – it is
available to everyone, but not the same for everyone.
Your development is your responsibility. We support your self-
improvement and we’ll support you with a great working environment
(smart colleagues, challenges, honest + constructive feedback, fun) but
you control your development. That’s why we give everyone a personal
development pot of £1000 to help you achieve your aspirations.
As a small business, there may not always be enough growth
opportunities for everyone, so sometimes your personal growth journey
might lead you beyond Ella’s.
24. Having great managers is really important at Ella’s. After all, people are more
likely to stay happy and fulfilled in their jobs if they have a great manager.
We understand how much difference a good manager can make to a person’s
potential and that’s why we have created our own 4-day programme for all
our managers – we call it ‘Super Buddies’.
It’s great because it’s really valuable training if you are a manager, with
lessons you can take with you wherever you go, but it also means there is
consistency in approach as well as clear expectations set on what
it means to be a good manager at Ella’s.
And it’s great for all our Buddies too knowing that their managers are well
trained and focused on supporting and developing them.
25. Invest in a happy, healthy
team
Engage the team in the
purpose and mission
Involve
everyone in
building the
strategy
Promote
autonomy
Build
development
opportunities into
individual
objectives
Have great managers
Ella’s ingredients
Editor's Notes
Thanks for inviting me. I am Head of Keeping People Happy at Ella’s Kitchen where I have been working for the last 6.5 years.
Hi everyone. I’m Catherine Allen, Head of Keeping People Happy for Ella’s Kitchen. Ella’s is an organic baby food and toddler food company – before I get going I’d like to do a quick straw poll of how much you already know about Ella’s?
All stand up – stay standing if you’d heard of us before today, stay standing if you’ve bought an Ella’s Kitchen, stay standing if you’ve eaten an Ella’s Kitchen.
In brief - Ella’s Kitchen started life 12 years ago and was founded by Paul Lindley who was looking for a healthy and fun way to feed his little girls Ella – a fussy eater – from this initial idea the brand was born and we’re now a £78 m turnover business that you’ll find in all major retailers and also within Europe. My role at Ella’s is Head of Keeping People happy and keeping people happy is a big part of driving great performance at Ella’s.
WE have a team of 80 people working in our beautiful barns in Henley. Everyone is based in the Barns (though people travel) and we have access to lots of lovely outdoor space. – all good context for the presentation to come.
It’s not just for the fun of it – ALTHOUGH IT IS FUN - it’s also because I believe that happy engaged people do the best work. It’s certainly been true at Ella’s – we’ve always focussed on Keeping People Happy (which is my job title and my raison d’etre) which has led to some fantastic business results. Working for a successful company and making a difference makes people feel satisfied and proud leading to more happiness and so on around a virtuous circle. It’s not rocket science..
Everything I believe about creating a great place to work is based around this simple fact that happy, healthy engaged people do the best work. So based on this, I am going to talk about my 3 top tips for engaging people at a small company though they all take work and are not magic wand solutions. I’m not positioning myself as an expert – I’m sure many of you are doing great things too – I’m just going to focus on what has worked for us and hopefully there will be things that you can apply back at your businesses.
This is from our Ella’s culture deck where we have outlined what working for Ella’s is all about and it summarises our core ethos for enabling people to do their jobs really well.
Our values set the context for everything we do. We have 5 simple values and everyone demonstrates them in their own unique way and they really do run through everything that we do.
I’m going to talk through the 6 ingredients (excuse the pun) which we mix together to help everyone do the best job that they can.
People need something to believe in and want to make a difference – this is a vital part of driving great performance.Does anyone work for a company who is a B Corps member already? B corps is a movement bringing together companies who believe that business can be a force for good. We were accredited 3 years ago and are really proud to be part of this community. People who work for us are really proud that we are trying to influence the world beyond Ella’s and feel that they are making a difference to this – this has been really motivating..
We have a compelling mission which all our team are engaged with. It inspires them to do the best job they can.
Some roles feel very close to the mission every day eg of marketing and product teams, but others may feel less directly involved eg our finance team. Sp to keep everyone close to the mission we give time off to have a Mission Day and a Make a difference day. Mission days are organised by us in partnership with local charities – at the moment we are supporting Ella’s explorers on the farm, readifood and Kitchen academy. MAD are time off to help with a cause that you really want to support which doesn’t have to be around children and food . Everyone tells us about their experiences and it makes sure people connect to what we’re here for.
We allow as much autonomy as possible for setting and delivering individual KPIs. We’ve found that autonomy can deliver great outcomes – melty sticks story.
If you can combine the activities that will help the organisation achieve their KPIs with a person’s development that is a win win - we aim to do this through our MBC process initially and then look for opportunities throughout the year.
We believe that healthy, happy people do the best work so we invest time and money in helping people get to their best physical and mental state. This is my Happies team who look after everyone at the Barns from an HR or a facilities POV.
We have all the usual benefits that you woulc expect including private health and an EAP. We also run year round wellbing events to increase individual awareness of their own wellbeing – this includes on site health checks, sleep workshops, mental health awareness with MIND and financial awareness training. We run weekly yoga and bootcamps and people regularly go for runs and walks in our beautiful surroundings and we encourage walking 121s. We’e just launched Ella’s clubs where team members can run their own clubs with budget support from Ella’s.
In this year’s My Big Chat (our appraisal) we introduced personal wellbeing goals and 70% of our team have set themselves 1 or more wellbeing goals – it’s different for everyone.
They really are the key to ensuring your team members do a great job. Training, super buddies revisited, automomy, open blend have all helped create a great team of managers – they make the difference between the team leaving or going
They really are the key to bringing all the other ingredients to life – we know that managers are the primary reason why people stay or go. S buds, sbudds revisited, open blend
I’m going to talk through the 6 ingredients (excuse the pun) which we mix together to help everyone do the best job that they can.