The document discusses tips for administrative assistants to progress their careers, including managing their job, boss, time, relationships, and career. It emphasizes the importance of prioritizing tasks, creating to-do lists, and maximizing time by focusing on high-impact activities. Assistants are advised to understand their boss's needs and problems, treat the boss as a client, and take on additional responsibilities to broaden their skills. Proper time management, including setting deadlines and reviewing priorities, is also presented as key to career success.
(CLARIDEN) Managing Your Professional Development: Effective Strategies for C...Kenny Ong
CLARIDEN GLOBAL - Executive Secretary and
Personal Assistant (ES/PA) Conference 2015
Managing Your Professional Development: Effective Strategies for Career Progression and Skills every PA Should Acquire
• Feedback process - useful models
• Ongoing personal and professional development - Identifying where you are
vs where you want to be
• Understanding and harnessing technology and new media
• Skills every PA should acquire
• Strategies for effective business networking
Aligning the entire Organization to achieve Business and Organizational GoalsKenny Ong
ECU Forward Networking Confrenece
SIngapore, October 2011
The importance of knowing your organizations Business Model (Profit and Non-
Profit) in order to achieve optimal alignment
l Aligning the entire organization: Structure, Leadership, People, Processes and
Culture
l Aligning core processes to achieve organization goals: Strategic Planning,
Budgeting and Performance Management
l Transforming Performance Management from a bureaucratic requirement to a tool
for managing and improving business performance
Digital Marketing - Getting Your Audience InvolvedKenny Ong
Digital Marketing Malaysia Conference
Explore the payoffs of investing in immersive technologies
Learn how your brand can be a standout with interactive storytelling
Discover how immersive campaigns could be the key formula to encouraging content-sharing
5 Reasons Why You Don’t Train Your EmployeesEduson.tv
Why do small companies refuse to train employees?
Almost every business owner has a couple really good
reasons for that. We’ve guessed five.
Do you agree with them?
(CLARIDEN) Managing Your Professional Development: Effective Strategies for C...Kenny Ong
CLARIDEN GLOBAL - Executive Secretary and
Personal Assistant (ES/PA) Conference 2015
Managing Your Professional Development: Effective Strategies for Career Progression and Skills every PA Should Acquire
• Feedback process - useful models
• Ongoing personal and professional development - Identifying where you are
vs where you want to be
• Understanding and harnessing technology and new media
• Skills every PA should acquire
• Strategies for effective business networking
Aligning the entire Organization to achieve Business and Organizational GoalsKenny Ong
ECU Forward Networking Confrenece
SIngapore, October 2011
The importance of knowing your organizations Business Model (Profit and Non-
Profit) in order to achieve optimal alignment
l Aligning the entire organization: Structure, Leadership, People, Processes and
Culture
l Aligning core processes to achieve organization goals: Strategic Planning,
Budgeting and Performance Management
l Transforming Performance Management from a bureaucratic requirement to a tool
for managing and improving business performance
Digital Marketing - Getting Your Audience InvolvedKenny Ong
Digital Marketing Malaysia Conference
Explore the payoffs of investing in immersive technologies
Learn how your brand can be a standout with interactive storytelling
Discover how immersive campaigns could be the key formula to encouraging content-sharing
5 Reasons Why You Don’t Train Your EmployeesEduson.tv
Why do small companies refuse to train employees?
Almost every business owner has a couple really good
reasons for that. We’ve guessed five.
Do you agree with them?
This is a presentation about Outsourcing, what to before you start. You need to know where you are as a business and where you want to go as a business.
Startup Playbook for founders & employees, written by Toucan's founders (2021)Toucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
Motivating Staff using Benefits management to align valuesMinney org Ltd
Everyone wants to make a difference. When people feel involved, feel that they make a difference, they can achieve superhuman results. When they don't feel involved, recognised, and able to contribute, they become demotivated.
Benefits Management is a way of measuring to demonstrate results. With the right measures and reporting in place, people can see what a difference they make and can see how their changes in behaviour and activity affect the organisation's (and their team's) success. That's why it is so powerful!
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
A six step approach to creating and updating and using a personal marketing plan for individuals in career transition. This document is to be used during one on one networking to brand yourself and to gain contacts at your defined "Target companies".
If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Employee Value Proposition Template PowerPoint Presentation SlidesSlideTeam
Retain your employees by incorporating our employee value proposition PowerPoint slides. Our employee value proposition PPT slideshow has a set of various useful and customizable Presentation slides which can represent the offerings given to your employees in an eye pleasing manner. It is the people which leads an organization to the path of success using their skills, knowledge and capabilities. So, you should hire the best of talent offering them the best possible opportunities using our employee value proposition Presentation theme. This content-ready employee value proposition PowerPoint deck covers topics like employee value proposition components, employee benefits, work life balance, framework, benefits, and more. Increase your workforce and retain the talent by showcasing your viewers employee value proposition Presentation templates. You can add your own content as the graphics are completely modifiable. A strong employee value proposition PPT design will help in retaining top performers and attract the best talent. Download these PPT diagrams as required. Encourage folks to express friendship with our Employee Value Proposition Template PowerPoint Presentation Slides. Generate handshakes all around.
From employee experience to human experience: Putting the meaning back into work. One of the biggest challenges we identified this year is the need to improve what is often called the “employee experience”: Eighty-four percent of our survey respondents rated this issue important, and 28 percent rated it urgent. But the concept of employee experience falls short in that it fails to capture the need for meaning in work that people are looking for. We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work—building on an understanding of worker as- pirations to connect work back to the impact it has on not only the organization, but society as a whole.
Startup Bootcamp for Kids - SV Young Coder's Club - Session 1Sreeram Pydah
This is part of several sessions held for young children, who are in 4th grade or higher, in the City of Saratoga, CA. Silicon Valley Young Coder's club was established by Rishi Kumar, Council member of City of Saratoga.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
This is a presentation about Outsourcing, what to before you start. You need to know where you are as a business and where you want to go as a business.
Startup Playbook for founders & employees, written by Toucan's founders (2021)Toucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
Motivating Staff using Benefits management to align valuesMinney org Ltd
Everyone wants to make a difference. When people feel involved, feel that they make a difference, they can achieve superhuman results. When they don't feel involved, recognised, and able to contribute, they become demotivated.
Benefits Management is a way of measuring to demonstrate results. With the right measures and reporting in place, people can see what a difference they make and can see how their changes in behaviour and activity affect the organisation's (and their team's) success. That's why it is so powerful!
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
A six step approach to creating and updating and using a personal marketing plan for individuals in career transition. This document is to be used during one on one networking to brand yourself and to gain contacts at your defined "Target companies".
If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Employee Value Proposition Template PowerPoint Presentation SlidesSlideTeam
Retain your employees by incorporating our employee value proposition PowerPoint slides. Our employee value proposition PPT slideshow has a set of various useful and customizable Presentation slides which can represent the offerings given to your employees in an eye pleasing manner. It is the people which leads an organization to the path of success using their skills, knowledge and capabilities. So, you should hire the best of talent offering them the best possible opportunities using our employee value proposition Presentation theme. This content-ready employee value proposition PowerPoint deck covers topics like employee value proposition components, employee benefits, work life balance, framework, benefits, and more. Increase your workforce and retain the talent by showcasing your viewers employee value proposition Presentation templates. You can add your own content as the graphics are completely modifiable. A strong employee value proposition PPT design will help in retaining top performers and attract the best talent. Download these PPT diagrams as required. Encourage folks to express friendship with our Employee Value Proposition Template PowerPoint Presentation Slides. Generate handshakes all around.
From employee experience to human experience: Putting the meaning back into work. One of the biggest challenges we identified this year is the need to improve what is often called the “employee experience”: Eighty-four percent of our survey respondents rated this issue important, and 28 percent rated it urgent. But the concept of employee experience falls short in that it fails to capture the need for meaning in work that people are looking for. We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work—building on an understanding of worker as- pirations to connect work back to the impact it has on not only the organization, but society as a whole.
Startup Bootcamp for Kids - SV Young Coder's Club - Session 1Sreeram Pydah
This is part of several sessions held for young children, who are in 4th grade or higher, in the City of Saratoga, CA. Silicon Valley Young Coder's club was established by Rishi Kumar, Council member of City of Saratoga.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
Greetings Everyone!
I was excited to host a free webinar on "Crafting Powerful Responses in Interviews". Here's a glimpse of what we covered:
Things to take care of in an interview
Scenario-based Interview Questions
Behaviour-based Interview Questions
The session was mostly aligned with the Project Manager and Scrum Master Interview Questions.
This session was inclusive—open to all! Feel free to have shared the meeting link with friends and family to maximize the benefits.
Thanks to all who joined us at 11:00 AM IST on 17th March 2024.
Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
A Crash Course on Being CEO. 7 behaviors every CEO must exhibit:
1. Know Your Business And Your People
2. Insist On Realism
3. Set Clear Goals And Priorities
4. Follow Through
5. Reward The Doers
6. Expand People’s Capabilities
7. Know Yourself
THE V.A. GAME: SCALE YOUR E-COMMERCE BUSINESS WITH AUTOMATION AND VIRTUAL ASS...Andrew Maff
On February 7th I sat down with Nathan Hirsch, the CEO of FreeeUp.com.
We sat down to talk about the best ways to hire freelancers and how they can help automate your business.
We discussed how to hire them, what to hire them for, how to keep them around longer, and how to get them to help automate your business. Not to mention a few fun stories were shared.
Check out the slides attached here and feel free to reach out if you have any questions!
SUBSCRIBE to our YouTube channel to see all of our other webinars!
SUBSCRIBE HERE: http://bit.ly/SellersChoice-YT
How do you stand out from the crowd when you're surrounded by smart, hard-working people? Stop trying to outwork everyone and start focusing on what you can do today to create momentum in your career..
Focus, Focus, Focus - The one thing that makes a differenceStephan Schmidt
Focus is the difference between me-too and success. Many companies have lost focus. But how to focus? The focus pyramid of personal, organizational and strategic focus startups and enterprise can regain lost focus and beat the competition.
Bridge Knowle Workshop - Interview & RecruitmentKenny Ong
Bridge Knowle - Interview & Recruitment Techniques Workshop
An Effective Guide & a Practical Approach to the Best Candidate
Kuala Lumpur, February 2012
Workshop Highlights
• Develop Leads on new employees through a Variety of Recruitment Sources
• Conduct own Rating System on Necessity Basis
• Use a Goal-Directed Interview to Discover In-Depth Background information about the Candidate
• Understand & Comply with Legal Rules and Guidelines
• Implement an Interview Preparation Process that is Simple & Effective
• Formulate an Interviewing Strategy, including Opening & Closing of an Interview
• Establish consistent Recruiting, Screening & Hiring Procedures
• Identify the Candidate’s Strengths & Weaknesses
• Acknowledge a selection Standard for Employment
Create a Sustainable Career Into PM by Meta Product LeaderProduct School
Main takeaways:
- Resilience and joy are important to building a sustainable career in PM, and any job
- Start with building empathy for yourself and understanding yourself
- Reframe to the right actionable problems and use different tools to design the best doable options
- Reframe to change your perspectives
- Practice self-compassion and prioritize yourself
Art of Project Management (what your PMP certification is not teaching you)Ronald Vereggen
The Art of Project Management (what your PMP certification is not teaching you) contains my thoughts on what it takes to be a great Project Manager. This presentation is based on my 20 plus years of experience involved in business and technical projects.
Boostrapping a company to 1 million in revenue - Denver Startup Week PresentatioJeff Gladnick
Jeff Gladnick bootstrapped a Hybrid SaaS/Agency company, Great Dental Websites with no outside investment and grew annual revenue to $1MM/yr. He'll share the great decisions he made as well as the terrible ones, the software stack he used and the strategy to acquire the first 200 customers without spending a single dollar on marketing.
How to Overcome Fear in Product by Sunrun Sr. Product ManagerProduct School
Main takeaways:
-How to overcome hurdles as a Product Manager
-Being an adaptable Product Manager
-How to be successful in the midst of difficulty
Screen reader support enabled.
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
C-Suite Chemistry: Building a Powerful CEO-CFO Partnership to Navigate Today’...Kenny Ong
C-SUITE CHEMISTRY
Building a Powerful CEO-CFO Partnership to Navigate Today’s Business Environment
• Discussing key expectations of CEOs from their CFOs to survive headwinds
• Propelling your business through times of transition into a period of stable growth and opportunity
• Preparing for enterprise-wide transformation in today dynamic environment
Storytelling and Brand Integrity:
Infusing Emotional Resonance into Brand Identity for Optimal Engagement
• Exploring the advantages of emotional resonance in marketing campaigns
• Instilling integrity in your brand identity
• Importance of strategic storytelling into your brand campaigns
• To comment on the marketing strategies of word-of-mouth and subliminal marketing campaigns
Reversing the Great Resignation:
Reimagining Workforce Dynamics to Increase Stability and Functionality
• Ways to adapt, combat and overcome the biggest professional departure of
recent times
• Predicting attrition rates through cross-industry analysis of employee data • Prioritising stability and structural organisational efficiency through
adaptable workforce models
• Motivating employees through engagement, autonomy and personalisation
Balancing Human and Digital Resources for HR Digital TransformationKenny Ong
Marcus Evans: GLOBAL HR EXCELLENCE
Balancing Human and Digital Resources for HR Digital Transformation • Triggering innovation in a data-oriented organisational structure
• Activating the right kind of capabilities to aid digital transformation
• Augmenting adoption rates for you digital resources to facilitate a
seamless transition
Radiodays Asia 2022
Keynote: Sound of the Future
What is the Future of Sound? Preparing for the future, we will need to consider the role audio and sound plays in immersive experiences and spaces, and how audio and sound will evolve to play in the complex world of the media universe. As we move from Radio 1.0 to Audio 4.0, we need to think more strategically about audio and sound, and how they can offer consistent, recognizable sonic experiences that surprise and delight audiences, no matter when, where, or how they’re heard. Now more than ever, we need to approach sound from a design perspective, giving as much attention to the development of sonic identities. Most importantly, we need to consider how current trends, fads, and technology will or will not affect us.
RADIODAYS ASIA - THE NEW RADIO, AUDIO & PODCAST CONFERENCE IN ASIA
The 3rd Radiodays Asia will be held 6-7 September 2022!
Radiodays Asia is a collaboration between Radiodays Europe, the world's largest and leading conference for radio, audio and podcast, and broadcasting partners in Asia and Australia. It will be a 2-day, 2-track event full of new ideas and progressive business trends, with additional specialised meetings on the third day.
Why Radiodays Asia?
Radiodays Asia is now the professional, international meeting point for the radio, audio and podcast industry in the Asia-Pacific. Its purpose is sharing and learning about international media trends, new technology, content development and business opportunities.
Growing challenges are facing all media, from changing media consumption and the fast transformation of the media business. At the same time there is a worldwide rise in investment and usage of audio on new platforms, opening up a new golden age of audio. Radiodays Asia is the opportunity to be connected to the future of radio and podcast and make sure your media and business can act accordingly.
Maneuvering Through A Crowded Media LandscapeKenny Ong
Malaysian Media Conference (MMC) 2022
"Maneuvering through a crowded media landscape" by Kenny Ong
A crowded media landscape
First and Foremost: Understanding Your Business Model
Media Trends and Predictions 2022 and beyond
Key themes, Risks and Opportunities
Media vs Audience
Engaging you audience for a informed digital marketing campaign in the age of...Kenny Ong
Engaging you audience for a informed digital marketing campaign in the age of social media' focusing on tracking trends with social media, discovering deeper insights by engaging not leading the consumer, understanding and identifying your target market, gamification to engage gen z and millennials,immersive tech. F
Change Leadership-Understanding the Role of Management in Achieving Business ...Kenny Ong
CROWN Business Process Excellence and Transformation Asia Masterclass
Change Leadership-Understanding the Role of Management in Achieving Business Process Excellence
• Developing a change culture in the organisation
• Ascertaining the role of the leader in operational excellence
• Characteristics of a good change leader
Sketching the mental framework and physical appearance of a fraudsterKenny Ong
Internal Fraud Investigations & Control Conference 2014
Bangalore, India 2014
Sketching the mental framework and physical appearance of a fraudster
• How a criminal mind's work – delving into a devil's mind
• Certain characteristics and behavioral patterns of a corrupt employee
• An overall personality analysis of a fraudster
Bridge Knowle Workshop - Developing Effective KPIs (Companion Workbook)Kenny Ong
Learn How to Setup, Implement & Monitor Effective Benchmarks for Departmental and Corporate Growth Using Result-Driven KPI Initiatives
KPI Measurements for Employee & Performance
Know how to effectively use KPI to manage people and
their performance. This will mean you can effectively set
goals, measure their performances, provide feedback as
well as giving all a clear picture of what is important.
KPI Measurements for Departments & Company
Learn how you can use KPI to improve various functions
in your organization including for departments, business
units including new or existing business ventures
Bridge Knowle Workshop - Developing Effective KPIs (Main Slides)Kenny Ong
Learn How to Setup, Implement & Monitor Effective Benchmarks for Departmental and Corporate Growth Using Result-Driven KPI Initiatives.
KPI Measurements for Employee & Performance
Know how to effectively use KPI to manage people and
their performance. This will mean you can effectively set
goals, measure their performances, provide feedback as
well as giving all a clear picture of what is important.
KPI Measurements for Departments & Company.
Learn how you can use KPI to improve various functions
in your organization including for departments, business
units including new or existing business ventures
Content Marketing 101: Overview of Content MarketingKenny Ong
Crown - CONTENT MARKETING ASIA MASTERCLASS
February, 2014
Content Marketing 101:Overview of Content Marketing
• The changing behaviour of customers
• How content marketing enhances customer engagement and conversion
• The convergence of social and content marketing (engagement, not merely likes)
• The process: Strategy, Creation and Syndication.
• Thoroughly understand the three components necessary to implement an effective content marketing strategy
• Receive guidance on what types of content may be suitable for their particular organization
• Determine the best way to distribute content
• Address important issues such as implementation and management of a content strategy
ASLI Fraud Investigation Conference 2013 - Delving into the devil’s mind Kenny Ong
ASLI - Internal Fraud Investigation & Control Conference 2013
Delving into the devil’s mind – knowing the psyche of a fraudster and a corrupt employee
• Unleashing the mechanisms of a criminal mind
• How a fraudster reacts and behaves in a constrained environment
• How to recognize a fraudster – traits and personality of a corrupt and fraud employee
MICG - Strategy and Risk Management for MTU ServicesKenny Ong
MICG ENTERPRISE RISK MANAGEMENT 2012
November 2012
Strategy and Risk Management
• Strategic Risks in the New World
• The Most Important Risk of All: Business Model vs. Risk (Choosing the wrong Business Model)
• M&A Risk (Pre- and Post- Acquisition Risks)
• People Risk (Succession Planning and Business Continuity)
• Fraud Risk
• Growth Risk (Growth methods and their associated risks including Benchmarking Risk)
• Reputational Risk (Brand and PR)
• R&D Risk
• How To: The 4-Wheels Operating Model and Strategic Risk Management Checklist
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
15. 17
http://totallyunrelatedrandomanddebatable.blogspot.com/
Managing your Boss: Boss’
problems
A. Top Four Leadership Challenges
1. Getting people to work together who have different
agendas (60%)
2. Balancing competing demands and priorities (56%)
3. Motivating and inspiring employees in a world of
constant change (48%)
4. Accomplishing difficult assignments without the
necessary resources (45%)
16. 18
http://totallyunrelatedrandomanddebatable.blogspot.com/
Managing your Boss: Boss’
problems
B. Top three challenges affecting Business today (if your
Boss is a CEO or Business Unit Head)
1. Recruiting, retaining and training talented employees
(49%),
2. Developing and implementing business strategies that
result in profitable returns (49%)
3. Reducing operating costs to increase efficiency (41%)
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Managing your Boss: Boss’
problems
C. Unspoken Problems faced by Bosses (1/2)
1. Too much communications (Email <yahoo, google,
outlook, intranet>, IM, mobile, office phone, blackberry,
etc….)
2. Uncooperative Heads from other departments/business
units
3. Conflict among subordinates
4. Too many meetings to attend
5. Follow up on tasks (especially tasks delegated to
others)
6. Lack of resources
7. Incompetent subordinates
8. Unbalanced family life
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Managing your Boss: Boss’
problems
C. Unspoken Problems faced by Bosses (2/2)
9. Pressurized career progression
10. Too much information to read, store and retrieve
11. Need for more influence and power
12. Multiple and conflicting accountabilities (some are not
even recognized officially)
13. Monitoring the performance of multiple
projects/committees
14. Forgetfulness
15. Stress
16. Lack of Time
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Managing your Boss: My
Boss, the Client
1. Do not treat your boss as a boss. Treat your boss as a
Customer
2. I used to have four main clients at every client: the HR
Manager, CEO, Company, Staff
3. Now I have also four clients: Boss, Big Boss, Company,
Employee
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Managing your Boss: My
Boss, the Client
1. What I have learned about properly managing
clients and customers:
1. Make them look good and they will make you look
good
2. What ever you give to the CEO, give to the HR
Manager
3. You better be more prepared than the client
4. The client wants results, not activity
5. No matter how much I hated my client, he is still the
one buying rice for my family
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Managing your Boss: My
Boss, the Client
1. What I have learned about properly managing
clients and customers:
6. Clients don’t to hear the word “No”. They prefer
“Maybe”. The best is “Yes, can be done.”
7. Clients will pay you for one job but request ten other
jobs for free if they can.
8. You have to produce first, then only get paid.
9. If you want a big project, aim for the small project
first.
10.A client will pay you the rate that they think you
deserve, not what you think you deserve.
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Managing your Boss: My
Boss, the Client
1. What I have learned about properly managing
clients and customers:
11.A client won’t pay for your development. They expect
you to get better by yourself. If not, they just look for
another consultant.
12.You are not the only consultant they can hire. Are
you better than the rest? How do you know?
13.The client is always right. Agree first, try to change
later.
14.Clients hire you to solve problems that they cannot
solve or do not want to solve.
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Personalities (1)
PEOPLE
•animated and enthusiastic
•communicate physically & verbally
•“open up” right away
•priority is relationships
•casual and flexible about time.
•focus on the needs of people, not tasks
•base decisions on gut feeling and emotions
TASK
•take a little longer to warm up to relationships
•priority is tasks
•work-oriented, well organized
•follow guidelines and procedures.
•punctual and disciplined
•rational, logical individuals
•base decisions on logic and data
PEOPLE
TASK
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Personalities (2)
CLOSED
•slow-paced and reserved.
•patient and cooperative
•cautious, supportive, and good
listeners
•ask questions for clarification,
•support, and information
•go step-by-step.
OPEN
•fast-paced and spontaneous.
•express opinions readily
•risk takers who want results now
•enjoys overcoming obstacles to
accomplish results.
•tend to be impatient
•move at a quick pace
•jump right into things.
CLOSED OPEN
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1. Each of us is given exactly 24 hours a day. No
more, no less.
2. What we do with our time is entirely up to us.
3. But, in everything we do, every minute, makes
a difference.
4. Whatever we do today, affects us tomorrow.
Law of Cause and Effect.
5. In the same way, the more effort we put into
our lives, the more we will gain.
6. Time required for something expands
according to expectations
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Personally speaking…
1. Small time segments
2. Do things at times that no one else is doing it
3. Carry paper & pen (or Smartphone Notes)
4. Pre-work
5. Internet (search, templates, tools)**
6. Forced Break Times
7. Control phone calls (call out, return call out)
8. In phone calls (or face-to-face) – serious first,
social second
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9. Allocate extra time for all task planning (this
includes traveling)
10.Analyze and manage personalities
11.Learn to say ‘No’
12.Plan for 5.30pm exit
13.Fat = 50% (money) + 100% (time)
14.Email Efficiency:
– cc, by name, subject, one page, BLUF
Personally speaking…
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Additional Career Advice…
Take over some work:
a. Decisions that the boss makes frequently and repetitively and
that are predictable in nature
b. Assignments that will add variety to your routine work
c. Functions that the boss dislikes
d. Work that will provide experience for you
e. Tasks that you're capable of doing
f. Activities that will make you more well rounded and that will
broaden your expertise
g. Opportunities to use and reinforce your creative talents
h. Recurring matters
i. Minor decisions
j. Time-consuming details
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Managing Your Career:
Management Ladder
1. Pick the area of Management you want
2. Set long-term and short-term goals
3. Determine competencies needed for short-term
goals
4. Invest (Time + Money)
5. Time = Study, Work, Projects, Reports, Mentor
6. Be prepared to invest up 50% IN ADDITION to
your current work-load and current schedule
7. Time Management skill is critical
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Rules of Work
• Rule 1.2: Never stand still
• Job: merely a means to an end.
• While others are distracted
• Fixed on the next step:
– Study for the next promotion
– Write special reports/proposals
– Research ways to improve the work process
– Further you knowledge of company
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Rules of Work
• Rule 1.8: Never complain about how hard you
work
• Look at the all the successful leaders and
professionals.
• Smooth, easy, relaxed, unhurried, in control and
very cool. You never run, never panic, never
seem to hurry.
• Must never admit, complain, or let others know.
To the outside observer : taking it easy
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Rules of Work
• Rule 1.1: Get your work noticed
• Rule 1.2: Never stand still
• Rule 1.3: Under promise and over deliver
• Rule 1.4: Know something the others don't
• Rule 1.5: Be 100 per cent committed
• Rule 1.6: Enjoy what you are doing
• Rule 1.7 Develop the right attitude
• Rule 1.8: Never complain about how hard you
work
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Rules of Work
Rule 2: Know that you're being judged at all times
• Rule 2.4: Show confidence and energy
• When you walk through the office first thing in the
morning there should a spring in your step. Let
others crawl into the office.
• You need to be smoothly in control – not hurried, not
lazily, not frightened or beaten. You need to be seen
as bright and fresh and alive and enthusiastic.
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Rules of Work
Rule 2: Know that you're being judged at all times
• Rule 2.1: Dress well
• Rule 2.2: Cultivate a smile
• Rule 2.3: No limp fish, perfect your handshake
• Rule 2.4: Show confidence and energy
• Rule 2.5: Pay attention to personal grooming
• Rule 2.6 Be cool
• Rule 2.7 Speak well
• Rule 2.8: Write well
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Rules of Work
• Rule 75: Let the company know you are on its side
• Read the company newsletter
• Support company functions
• Show an interest, Ask questions
• Use the company’s products and services
• Actively speak well of the company
• Rehearse what you think is good about the company –
have a ready answer of asked
• Know the company’s mission and philosophy
• Know the company’s history
• What you do not do – ever – is bad-mouth the company
under any circumstances
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Rules of Work
• Rule 76: Don’t bad mouth your boss
• Rule 77: Don’t bad-mouth your team
• Rule 78: Accept that some things your bosses tell
you to do will be wrong
– Accept that bosses don’t know what they are doing, are
not going change, and you have to put up with it. You
can also Refuse or Leave.
– Accept it from time to time.
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Rules of Work: Summary
• Rule 38: Don’t let it get to you
• Rule 41: Be proactive, not reactive
• Rule 47: Be ready to unlearn – what works,
changes
• Rule 54: Recognize when you’re stressed
• Rule 55: Manage your health
• Rule 75: Let the company know you are on its side
• Rule 76: Don’t bad mouth your boss
• Rule 77: Don’t bad-mouth your team
• Rule 78: Accept that some things your bosses tell
you to do will be wrong