This document is a recruitment package for the position of Client Success Manager at TRG Arts, an international consulting firm focused on building thriving arts and cultural organizations. The Client Success Manager will be responsible for strategically managing client accounts, delivering consulting projects, and providing excellent customer service. Key responsibilities include managing client portfolios, leading consulting projects, analyzing data, and coordinating with the client services team. The ideal candidate has 5+ years of relevant experience in arts marketing or sales, strong analytical and project management skills, and excellent written and verbal communication abilities. TRG Arts offers a proven methodology, training programs, and a reputation for helping clients achieve results in the arts sector.
Being a part of GENEWIZ means contributing to making a difference in the pursuit of scientific discoveries, better medicines, a greener environment, and abundant healthy food supplies.
At GENEWIZ, we are passionate about genomics and we strive to do our part to make the world a better place. The services we offer support research scientists within academia, pharmaceutical companies, research institutions, and government organizations who are making advancements within the life sciences.
We live in times where people can claim many things ,I wanted to offer some detailed back up to add credibility to my involvement. The Power Point was prepared for Senior Management at Indymac Bank as they looked to have me expand out of a total Recruitment role into the long term development of the 1500 + national sales force. You will note that the testimonials come from a very broad spectrum of people including the Head of Mergers and Acquisitions , Presidents of outside companies as well as the ground level team members.
Culture is intrinsically connected to your strategy. And story. It’s the very...James O'Gara
Peter Drucker famously said, “Culture eats strategy for
breakfast.” As we’ve shown, that’s not really true. Culture is
intrinsically connected to your strategy. And story. It’s the very
manifestation of the two. So, if you are like 95 percent of
executives who believe change is needed in your company’s
culture, it’s time to address the root cause: lack of clarity and
alignment in your story and your strategy. Then invest the time,
resources and dollars it takes to infuse that story and strategy into the hearts and minds of every stakeholder inside and outside of your company. It will be worth it. Discover why your
corporate culture is the byproduct of your story and strategy —
in action.
Paul Dupuis - ACCJ Journal - Transforming the Recruitment ProcessPaul Dupuis
The document discusses the ongoing challenge companies face in attracting top talent given Japan's low unemployment rate. It recommends companies make quick changes to improve recruitment success, such as defining what an "A-player" means for the company by having managers determine key skills and traits for roles. It also stresses the importance of selling the company story to candidates during interviews to attract the best talent.
This document discusses the importance of retaining and engaging talent even in difficult economic times. It notes high unemployment rates and low job openings and suggests companies need to make every new hire count. Research shows better hiring processes can identify top performers and lead to improved business results like higher sales, customer satisfaction and retention. The document recommends assessing candidates for fit with the job role and ongoing engagement practices like clear expectations, socialization and finding ways to align employee passion and competence with organizational needs.
Exceptional customer service is the greatest assurance for client retention and for developing a successful "word of mouth" marketing campaign. Many venues have a solid foundation for treating customers well, but many do so without a clear philosophy and/or specific standards in place. In this session, designed for upper-level management, attendees will be introduced to a step-by-step process for implementing a universal customer service philosophy that is structured and able to be evaluated for its success. Make exceptional service a standard and an expectation in your operation.
The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
This document is a recruitment package for the position of Client Success Manager at TRG Arts, an international consulting firm focused on building thriving arts and cultural organizations. The Client Success Manager will be responsible for strategically managing client accounts, delivering consulting projects, and providing excellent customer service. Key responsibilities include managing client portfolios, leading consulting projects, analyzing data, and coordinating with the client services team. The ideal candidate has 5+ years of relevant experience in arts marketing or sales, strong analytical and project management skills, and excellent written and verbal communication abilities. TRG Arts offers a proven methodology, training programs, and a reputation for helping clients achieve results in the arts sector.
Being a part of GENEWIZ means contributing to making a difference in the pursuit of scientific discoveries, better medicines, a greener environment, and abundant healthy food supplies.
At GENEWIZ, we are passionate about genomics and we strive to do our part to make the world a better place. The services we offer support research scientists within academia, pharmaceutical companies, research institutions, and government organizations who are making advancements within the life sciences.
We live in times where people can claim many things ,I wanted to offer some detailed back up to add credibility to my involvement. The Power Point was prepared for Senior Management at Indymac Bank as they looked to have me expand out of a total Recruitment role into the long term development of the 1500 + national sales force. You will note that the testimonials come from a very broad spectrum of people including the Head of Mergers and Acquisitions , Presidents of outside companies as well as the ground level team members.
Culture is intrinsically connected to your strategy. And story. It’s the very...James O'Gara
Peter Drucker famously said, “Culture eats strategy for
breakfast.” As we’ve shown, that’s not really true. Culture is
intrinsically connected to your strategy. And story. It’s the very
manifestation of the two. So, if you are like 95 percent of
executives who believe change is needed in your company’s
culture, it’s time to address the root cause: lack of clarity and
alignment in your story and your strategy. Then invest the time,
resources and dollars it takes to infuse that story and strategy into the hearts and minds of every stakeholder inside and outside of your company. It will be worth it. Discover why your
corporate culture is the byproduct of your story and strategy —
in action.
Paul Dupuis - ACCJ Journal - Transforming the Recruitment ProcessPaul Dupuis
The document discusses the ongoing challenge companies face in attracting top talent given Japan's low unemployment rate. It recommends companies make quick changes to improve recruitment success, such as defining what an "A-player" means for the company by having managers determine key skills and traits for roles. It also stresses the importance of selling the company story to candidates during interviews to attract the best talent.
This document discusses the importance of retaining and engaging talent even in difficult economic times. It notes high unemployment rates and low job openings and suggests companies need to make every new hire count. Research shows better hiring processes can identify top performers and lead to improved business results like higher sales, customer satisfaction and retention. The document recommends assessing candidates for fit with the job role and ongoing engagement practices like clear expectations, socialization and finding ways to align employee passion and competence with organizational needs.
Exceptional customer service is the greatest assurance for client retention and for developing a successful "word of mouth" marketing campaign. Many venues have a solid foundation for treating customers well, but many do so without a clear philosophy and/or specific standards in place. In this session, designed for upper-level management, attendees will be introduced to a step-by-step process for implementing a universal customer service philosophy that is structured and able to be evaluated for its success. Make exceptional service a standard and an expectation in your operation.
The document provides advice from experts on how to convince candidates to take a new job opportunity. It summarizes insights from interviews with 7 candidates and 2 recruiters on the best recruiting practices. The key recommendations are to personalize outreach by showing candidates are a good fit, make it easy for candidates to research the company online, listen to understand candidates' goals and find the right opportunities for them, be honest about both the positives and challenges of the role and company, connect candidates with current employees, advocate for strong candidates during the hiring process, and follow up after candidates are hired.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
This document provides an overview of the debut edition of Consultant's Review, a publication for human resource professionals. It features four influential consulting companies - M2 Consulting, Strategic HR Inc., AON Risk Services - and discusses their missions, solutions, and testimonials. It also includes articles on interview tips for new grads, choosing a consulting firm, defending HR, and Clemson University's MHRD program.
The document summarizes a discussion between PSD Group and Duncan Forbes, an experienced HR interim professional. Duncan believes interims must be realistic about assignments and able to adapt to changing needs, as well as challenge norms constructively. He notes HR's increasing complexity and argues it should focus on analyzing people data and adding business value like finance does, to improve its credibility internally. Duncan advocates focusing on customer goals over politics and views change as inevitable, advising interims to seek new challenges regardless of title or location.
Jennifer Davidson is a business consultant who helps clients achieve results through coaching, program development, project management, and business practices optimization. She has worked with various organizations, from non-profits to Fortune 500 companies, and has achieved outcomes such as 70% increased sales team efficiency and 50% reduced analysis time. Testimonials praise her visionary leadership, creativity, reliability, and ability to motivate clients to achieve meaningful changes.
Acquiring talents is just a piece of cakeNivarana CPC
An article on Talent Acquisition delineating the aspects which we should get right resulting in making sourcing candidates a not so difficult exercise.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
The document discusses the transformation of a company's resourcing strategies and processes. It outlines 3 steps taken: 1) Communicating the goals of transformation to all, 2) Implementing improved assessment techniques like video interviews to increase hiring quality and retention, 3) Developing forecasting to better identify resourcing needs. It also notes the transformation's success, with the function winning several awards and improving metrics like time to hire and referral rates.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
Slides used for Communication Styles 90-minute conference session presented by Sue Johnston, of It's Understood Communication, at Agile + Beyond 2014, Dearborn, MI, February 22, 2014. For more information, please visit http://itsunderstood.com
Valverde & Stiles Process and DeliverablesMike Stiles
Valverde & Stiles provide content strategy and video production services. Their approach focuses on telling clear brand stories through video and other agile, modular content that can be reused across channels. They emphasize understanding the audience and goals through discovery, then developing a content guide and production plan to effectively convey the brand's message as a story. Their process focuses on continual iteration and optimization of content assets for maximum impact and performance.
Startupfest 2017: Tom Williams (BetterCompany)Startupfest
The document provides advice on how to recruit top talent. It recommends (1) building a list of potential candidates at companies that have raised at least a Series A funding, (2) reaching out to candidates at those companies to ask for advice rather than directly pitching your company, and (3) following up persistently with potential candidates to build relationships over time. The key is treating the hiring process like building important long-term relationships rather than just making a single hiring pitch.
Dan Burbank is highly recommended for any job opening. As the former Vice President of Operations worked with Dan, he recognized Dan's strong leadership skills, positive attitude, and willingness to learn. Dan quickly became one of the most effective employees, taking on additional responsibilities and excelling in various roles. Dan has a natural enthusiasm for his work, especially sales, that motivates those around him. Employees wanted to work on Dan's team, showing his talent for management. Dan is described as someone who will greatly benefit any company with his hard work and contributions.
Andrew Eaton is an experienced retail director seeking a new leadership position. He has 17 years of experience in retail management, including roles as District Manager and Director of various departments. He has a proven track record of success, including awards and substantial sales increases. He is skilled at developing teams, forging partnerships, and driving growth even in challenging economic environments.
DeeDee has achieved the highest KDM scores on her team, averaging over 96% for the past 8 months. She builds rapport with customers, asks questions, and follows up. Customers comments praise her professionalism and genuine interest in helping them. DeeDee's customer service has led to many repeat customers and she has coached other team members, contributing to her division having the highest KDM scores YTD.
Aligning Your Brand Promise with Your Internal Audiences to Improve Employee ...Vignette
Workshop:
How To Align Your Brand Promise With Your Internal Audiences, Increase Growth, And Improve Consumer Satisfaction
Description:
Mike Lepis, Creative Director and Principal of Vignette recently led the following workshop for internal communications professionals. Connect your brand to your employees and work on a strategic campaign of your own. Vignette has successfully helped clients develop strategies, programs, and tools to overcome brand challenges and help companies develop long-term plans of success.
Mike led workshop attendees through the tools & techniques Vignette uses to align company brand promises with their internal audiences, including:
* Identify your audiences—what motivates them, how to do they consume internal content, and where are the key opportunities
* Produce engaging content that connects your brand message to your internal audiences
* Illustrate your brand values through elements of story, message, and design
* Create a plan to measure ROI around the challenging area of internal communications
The document describes several convenience combos that contain popular keyboard trays and arms packaged together for easy ordering and shipping. It then provides details on the features and specifications of the Momentum articulating keyboard arm, including its tilt adjustment range, height adjustment range, and indicators. Finally, it outlines several keyboard tray and arm options varying in size, material, adjustment capabilities, and other specifications.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
This document provides an overview of the debut edition of Consultant's Review, a publication for human resource professionals. It features four influential consulting companies - M2 Consulting, Strategic HR Inc., AON Risk Services - and discusses their missions, solutions, and testimonials. It also includes articles on interview tips for new grads, choosing a consulting firm, defending HR, and Clemson University's MHRD program.
The document summarizes a discussion between PSD Group and Duncan Forbes, an experienced HR interim professional. Duncan believes interims must be realistic about assignments and able to adapt to changing needs, as well as challenge norms constructively. He notes HR's increasing complexity and argues it should focus on analyzing people data and adding business value like finance does, to improve its credibility internally. Duncan advocates focusing on customer goals over politics and views change as inevitable, advising interims to seek new challenges regardless of title or location.
Jennifer Davidson is a business consultant who helps clients achieve results through coaching, program development, project management, and business practices optimization. She has worked with various organizations, from non-profits to Fortune 500 companies, and has achieved outcomes such as 70% increased sales team efficiency and 50% reduced analysis time. Testimonials praise her visionary leadership, creativity, reliability, and ability to motivate clients to achieve meaningful changes.
Acquiring talents is just a piece of cakeNivarana CPC
An article on Talent Acquisition delineating the aspects which we should get right resulting in making sourcing candidates a not so difficult exercise.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Mastering Millennials: How to Effectively Communicate with this GenerationUrbanBound
Communication is important and incredibly significant to Millennials—especially in the workplace—and their approach to it is pretty different than what a lot of us are used to.
While it can seem overwhelming to take on a whole new approach to communication, if you dissect the reasoning behind Millennials’ preferences, the dots will all start to connect. Our SlideShare will dive into how you can accomplish this.
[For more in-depth information, check out our eBook here: http://resources.urbanbound.com/ebook-how-to-communicate-with-millennials]
The document discusses the transformation of a company's resourcing strategies and processes. It outlines 3 steps taken: 1) Communicating the goals of transformation to all, 2) Implementing improved assessment techniques like video interviews to increase hiring quality and retention, 3) Developing forecasting to better identify resourcing needs. It also notes the transformation's success, with the function winning several awards and improving metrics like time to hire and referral rates.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
Slides used for Communication Styles 90-minute conference session presented by Sue Johnston, of It's Understood Communication, at Agile + Beyond 2014, Dearborn, MI, February 22, 2014. For more information, please visit http://itsunderstood.com
Valverde & Stiles Process and DeliverablesMike Stiles
Valverde & Stiles provide content strategy and video production services. Their approach focuses on telling clear brand stories through video and other agile, modular content that can be reused across channels. They emphasize understanding the audience and goals through discovery, then developing a content guide and production plan to effectively convey the brand's message as a story. Their process focuses on continual iteration and optimization of content assets for maximum impact and performance.
Startupfest 2017: Tom Williams (BetterCompany)Startupfest
The document provides advice on how to recruit top talent. It recommends (1) building a list of potential candidates at companies that have raised at least a Series A funding, (2) reaching out to candidates at those companies to ask for advice rather than directly pitching your company, and (3) following up persistently with potential candidates to build relationships over time. The key is treating the hiring process like building important long-term relationships rather than just making a single hiring pitch.
Dan Burbank is highly recommended for any job opening. As the former Vice President of Operations worked with Dan, he recognized Dan's strong leadership skills, positive attitude, and willingness to learn. Dan quickly became one of the most effective employees, taking on additional responsibilities and excelling in various roles. Dan has a natural enthusiasm for his work, especially sales, that motivates those around him. Employees wanted to work on Dan's team, showing his talent for management. Dan is described as someone who will greatly benefit any company with his hard work and contributions.
Andrew Eaton is an experienced retail director seeking a new leadership position. He has 17 years of experience in retail management, including roles as District Manager and Director of various departments. He has a proven track record of success, including awards and substantial sales increases. He is skilled at developing teams, forging partnerships, and driving growth even in challenging economic environments.
DeeDee has achieved the highest KDM scores on her team, averaging over 96% for the past 8 months. She builds rapport with customers, asks questions, and follows up. Customers comments praise her professionalism and genuine interest in helping them. DeeDee's customer service has led to many repeat customers and she has coached other team members, contributing to her division having the highest KDM scores YTD.
Aligning Your Brand Promise with Your Internal Audiences to Improve Employee ...Vignette
Workshop:
How To Align Your Brand Promise With Your Internal Audiences, Increase Growth, And Improve Consumer Satisfaction
Description:
Mike Lepis, Creative Director and Principal of Vignette recently led the following workshop for internal communications professionals. Connect your brand to your employees and work on a strategic campaign of your own. Vignette has successfully helped clients develop strategies, programs, and tools to overcome brand challenges and help companies develop long-term plans of success.
Mike led workshop attendees through the tools & techniques Vignette uses to align company brand promises with their internal audiences, including:
* Identify your audiences—what motivates them, how to do they consume internal content, and where are the key opportunities
* Produce engaging content that connects your brand message to your internal audiences
* Illustrate your brand values through elements of story, message, and design
* Create a plan to measure ROI around the challenging area of internal communications
The document describes several convenience combos that contain popular keyboard trays and arms packaged together for easy ordering and shipping. It then provides details on the features and specifications of the Momentum articulating keyboard arm, including its tilt adjustment range, height adjustment range, and indicators. Finally, it outlines several keyboard tray and arm options varying in size, material, adjustment capabilities, and other specifications.
This document provides specifications for the 2012 Dodge Caliber models, including the SE, SXT, and SXT Plus trims. It lists the standard and available features, powertrain specifications, dimensions, colors and fabric options for each trim level. The SE is the base trim with standard air conditioning and power accessories while the SXT adds alloy wheels and optional features. The SXT Plus is the top trim with larger wheels and premium interior materials as standard equipment.
The use of dragster® software to reinforce learning for webducatecarcali
The document describes a study evaluating the use of Dragster® software to reinforce self-directed learning of veterinary anatomical structures. Dragster® allows creation of interactive "drag and drop" activities from images or videos. Activities were created on horse and dog anatomy and tested on veterinary students. Student surveys found the activities entertaining, motivating, and helpful for self-directed learning and exam preparation. Students indicated they would have used and want continued access to such activities.
Hi5 fue una red social creada en Estados Unidos en 2003. Tuvo gran popularidad en América Latina en 2007, pero luego declinó con el ascenso de otras redes como Facebook y Twitter. Hi5 permitía a las personas conectarse de manera sencilla. Aunque ofrecía este beneficio, también conllevaba riesgos como para los usuarios y de los usuarios hacia otros, especialmente para los menores.
The document analyzes the representation of the band One Direction in their music video. It summarizes that they are represented as young, heterosexual males of various races between 18-20 years old. They are depicted as carefree, trendy, and attractive to appeal to female fans while maintaining a "normal" teenage image. Their representation aims to present them as role models enjoying their youth to motivate their young target audience. The choices in their representation were likely made by their record label Syco to maximize sales, as the band members are still new to the industry and reliant on company support.
Delivering on Leadership & Client ExperienceCheryl Swanson
Cheryl Swanson is a marketing professional with over 20 years of experience. Numerous clients, colleagues, and franchisees provide glowing recommendations for her work, praising her strategic skills, creativity, strong work ethic, ability to deliver results, and talent for building relationships. She is described as hardworking, professional, and committed to quality. Many state that she would be an asset to any organization.
This document discusses how employee engagement drives customer loyalty and strong teamwork. It describes that deeply engaged employees are proactive problem solvers who collaborate well. To improve collaboration, the document advises understanding different behavioral styles on teams, including talkers, doers, controllers, and supporters. It provides characteristics and best practices for communicating with each style. Adapting to different styles strengthens teamwork and better serves customers, building true customer loyalty.
Who are bozeat consulting and how we help organisations facilitate change n...Simon Bozeat
This document discusses techniques for successful change management and leadership. It provides insights from extensive research and experience leading over 28 change projects. Key points include adopting a rigorous 7 step approach, engaging and enrolling people to create change, having a compelling vision and communication strategy, and equipping leaders with change management tools. It also discusses challenges such as resistance, the evolution of effective change teams, and qualities of great coaches who can help lead change efforts.
Essay On My Favourite Place To Visit. Online assignment writing service.Anita Gomez
The document discusses that NASA landed on the moon and the manned lunar landing was not a hoax by presenting research to Dr. Paul Ellison at San Francisco State University for a class called LCA. It aims to prove through a term paper that the moon landing achieved NASA's goal of landing astronauts on the lunar surface and returning them safely back to Earth. The paper provides evidence to refute any claims that the moon landing was staged or fake.
We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call/what’s app: +91 8290772200
5 Critical Steps for Selling Managed Services - Adam Harris MAXfocus
This document provides an overview of critical steps for selling managed services, including identifying the decision makers, understanding value propositions, qualifying leads, and managing sales teams. It discusses moving from capital expenditures to operating expenditures, the importance of vision and values, and recruiting the right salespeople. The key steps outlined are establishing credibility, qualifying needs and motivations, presenting solutions, presenting pricing, and signing contracts. People engagement and getting the right people on the sales team are also covered.
Cynthia M. Everetts is seeking a new position and provides excerpts from former employers describing her work experience and qualifications. She is described as consistent, committed, having a great attitude, being innovative, having resolve, being a stellar employee, loyal and trustworthy, working well under pressure, being dedicated, and showing initiative. Her former employers praise her customer service, problem solving, and going above and beyond in her roles. She provides a summary of her qualifications, including leading teams, defining and communicating goals, mentoring others, and having excellent presentation skills.
Examples of the types of work I have done and for whom, with outcomes and nice things people have said about my work. Always happy to talk through in more detail.
Kristina Lee is applying for a marketing strategy internship at Disneyland Resort. She has experience working for both Disney and ABC, and her qualifications include skills in market research, account management, and developing marketing strategies. Kristina is passionate about Disney and believes her experience aligning brands with consumers through marketing makes her a strong candidate for this internship.
The document summarizes strategies for enabling an effective sales force based on research from CSO Insights and IDC. It finds that sales executives' top priorities are increasing revenues and improving sales effectiveness. However, sales reps spend over 2/3 of their time not selling. The strategies discussed are optimizing reps' time, resources, and knowledge to focus more time on selling and having qualified conversations with customers. Case studies show these approaches can increase sales quotas and pipeline values.
- The document summarizes the author's co-op experience working as an HR Coordinator for Smith+Andersen, a leading engineering firm in Canada.
- During the term, the author gained experience using HR systems like Paycor and Ceridian Dayforce, developed new hire surveys, and strengthened skills in areas like collaboration, problem-solving, and using Excel.
- The author identifies emotional intelligence and developing more of an entrepreneurial mindset as two competencies to focus on improving.
Sdt mediaCapabilities is a full-service media agency located in Pennington, NJ that has been in business since 2002. It has a wide range of international, national, regional, and local clients. The agency prides itself on its collaborative partnership approach and customized media strategies. President and CEO Shelley Deneroff-Thompson has over 20 years of experience in media and advertising and has received several awards for her work. Sdt mediaCapabilities works with clients across various industries and budgets.
Human resources leaders are often asked to make big changes while unraveling legacy systems and processes. But what if leaders had the opportunity to come in and build a new talent acquisition organization from the ground up without old systems tying them down? What would you do? Hear how the Girls Scouts of the United States of America re-built HR to steward the business and what that meant for the talent acquisition function.
In this keynote, learning objectives and audience takeaways include:
How talent acquisition must perform a self-assessment of their function to ensure that they are constantly raising the bar and incorporating new tools and techniques of the trade.
How talent acquisition must take a hard look at their talent and determine if they have the right people in the right roles to respond to business needs as they structure the team for optimal effectiveness.
How talent acquisition must become and remain a key business partner with hiring managers, aligning the staffing plans to business goals.
Corporate Executive Protection in the 21st CenturyAS Solution
AS Solution is changing the conversation about executive protection. This presentation offers valuable takeaways that we have learned while helping our clients with their global expansion.
Tim Hadfield helps organizations improve business performance through better customer and employee experiences. He defines customer experience as a customer's thoughts and emotions during interactions with a company, and employee experience as an employee's thoughts and emotions in response to their work environment. Hadfield believes positively impacting employee experience is key to improving customer experience. He outlines a model and process for integrating the two experiences to increase customer loyalty and organizational success.
Here are the values and culture Lazada Data Science lives by daily to fulfil our mission of using data to serve our buyers, sellers, and Lazadians. If this appeals to you, reach out to me!
Cardiff university 7 pillars of campaign analyticsAndy Green
What are the key issues in campaign analytics in modern-day public relations? Here I set the changing context for evaluation in PR practice and what I call the '7 Pillars for Campaign Analysis'.
Similar to Clients comment on Curley Communication (20)
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
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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.
1. Client views on
Curley Communication
Based on interviews conducted
by Mike Phillips of Sales Dynamix
2. Clients interviewed
• Lars Barber, principal, Baird & Associates, an engineering firm.
• Paul Beste, president, the Heartland Funds -- a family of mutual funds.
• Susan Dreyfus, CEO, Alliance for Children and Families, a national umbrella
organization for social service agencies.
• Tom Duffey, owner and CEO, and Theresa Schell, marketing manager, Plastic
Components Inc., a manufacturing company.
• Colleen Ellingsen, president, Adoption Resources of Wisconsin, an umbrella
organization for Wisconsin’s foster care and adoption service providers.
• Jennifer Jones, associate director, Wisconsin Children’s Trust Fund, a statewide
child abuse prevention agency.
• Greg Milliken, executive vice president, Neighbor to Family Inc., the country’s
leading provider of foster care services that keep siblings together.
• Peggy Niemer, vice president of human resources, Children’s Hospital and Health
System, comprising 14 business units and 5,000+ employees.
3. Reasons for seeking help
• “(All our marketing material) was getting haphazard. Everyone was making edits and
changing graphics… I started pushing that we should go back to Ground Zero and get
our brand positioning exactly right and then build from there so we‟re all on the same
page.”
-- Lars Barber, Baird & Associates
• “We really had no market presence. We‟re a really good manufacturing company…(but)
our reputation in the marketplace was very limited and didn‟t represent how good we really
were. We had a brochure, we had a website, but they didn‟t accurately represent what
we were as a company.” -- Tom Duffey, PCI
• “The Alliance was losing more members than we were gaining and the work to
address that was all guesswork and confusion…I wasn‟t really thinking in terms of
needing a brand strategy. It was more about needing clarity about our identity and how to
communicate it.”
-- Susan Dreyfus, Alliance for Children and Families
• “We wanted a deeper understanding of what shareholders in a particularly attractive
market segment valued about their relationship with us so we could do a better job of
connecting with that segment on an emotional level.”
-- Paul Beste, the Heartland Funds
4. Reasons for seeking help
• “At the time we were optimistic that we were on the verge of significant growth. The primary
reason to get Anne involved was to give us a roadmap for how to grow, how to market
ourselves.”
-- Greg Milliken, Neighbor to Family ,Inc.
• “We were trying to get a better understanding of what our „perfect-fit employees‟ value
about working at Children‟s. We wanted to incorporate those insights into our
strategies for recruitment, leadership development, benefits and other aspects of HR
management.”
-- Peggy Niemer, Children‟s Hospital and Health System
• “We needed a new strategic plan and, as part of that, we needed to re-brand our
organization. We hired Anne both to make branding recommendations and to facilitate the
strategic planning process.”
-- Jennifer Jones, Wisconsin Children‟s Trust Fund
• “We wanted to know why people become foster parents in the first place and why the
ones who stay in the system stick with it. Then we wanted to use those insights to
„brand‟ foster parenting in a way that would resonate with the kind of people who are most
likely to succeed at it.”
-- Colleen Ellingsen, Adoption Resources of Wisconsin
5. a. Solid background in marketing and PR
b. Personal reputation
c. A sound, logical process for determining strongest positioning
d. Extensive experience as a business reporter and editor
e. Samples of deliverables from previous products
f. Third-party recommendation
g. What I perceived to be strong analytical skills
h. Broad knowledge of the theory and practice of branding
i. Strong interpersonal skills
j. A more strategic approach than most branding consultants employ
k. A good grasp of our situation and needs
l. Creative ideas
m. Down-to-earth, practical thinking
n. A genuine interest in helping us succeed
o. Years of experience as a business executive
p. Strong interviewing skills
q. Knowing Anne would do all the work herself
r. Knowing client quotes would justify part of the cost
s. Knowing we could use this process to engage our employees…
t. Knowing this would give us a solid platform for planning.
Directions: Choose only items that actually factored into your decision.
100%
Round 1 picks: „Influenced our decision‟
to hire Curley Communication
6. Round 2 picks: „Most important factors‟
in hiring decision
a. Solid background in marketing and PR
b. Personal reputation
c. A sound, logical process for determining strongest positioning
d. Extensive experience as a business reporter and editor
e. Samples of deliverables from previous products
f. Third-party recommendation
g. What I perceived to be strong analytical skills
h. Broad knowledge of the theory and practice of branding
i. Strong interpersonal skills
j. A more strategic approach than most branding consultants employ
k. A good grasp of our situation and needs
l. Creative ideas
m. Down-to-earth, practical thinking
n. A genuine interest in helping us succeed
o. Years of experience as a business executive
p. Strong interviewing skills
q. Knowing Anne would do all the work herself
r. Knowing client quotes would justify part of the cost
s. Knowing we could use this process to engage our employees…
t. Knowing this would give us a solid platform for planning.
Directions: Choose top three reasons, in priority order.
(#1 = 3 pts., #2 = 2 pts., #3 = 1 pt.)
100%
7. a. Solid background in marketing and PR
b. Personal reputation
c. A sound, logical process for determining strongest positioning
d. Extensive experience as a business reporter and editor
e. Samples of deliverables from previous products
f. Third-party recommendation
g. What I perceived to be strong analytical skills
h. Broad knowledge of the theory and practice of branding
i. Strong interpersonal skills
j. A more strategic approach than most branding consultants employ
k. A good grasp of our situation and needs
l. Creative ideas
m. Down-to-earth, practical thinking
n. A genuine interest in helping us succeed
o. Years of experience as a business executive
p. Strong interviewing skills
q. Knowing Anne would do all the work herself
r. Knowing client quotes would justify part of the cost
s. Knowing we could use this process to engage our employees…
t. Knowing this would give us a solid platform for planning.
Directions: Having seen the project outcome,
choose the three factors you value most now.
(#1 = 3 pts., #2 = 2 pts., #3 = 1 pt.)
100%
Round 3 picks: „ What I value most now‟
1. Quality of the process is valued
even more highly after the fact.
8. a. Solid background in marketing and PR
b. Personal reputation
c. A sound, logical process for determining strongest positioning
d. Extensive experience as a business reporter and editor
e. Samples of deliverables from previous products
f. Third-party recommendation
g. What I perceived to be strong analytical skills
h. Broad knowledge of the theory and practice of branding
i. Strong interpersonal skills
j. A more strategic approach than most branding consultants employ
k. A good grasp of our situation and needs
l. Creative ideas
m. Down-to-earth, practical thinking
n. A genuine interest in helping us succeed
o. Years of experience as a business executive
p. Strong interviewing skills
q. Knowing Anne would do all the work herself
r. Knowing client quotes would justify part of the cost
s. Knowing we could use this process to engage our employees…
t. Knowing this would give us a solid platform for planning.
100%
Round 3 picks: „ What I value most now‟
1. Quality of the process is valued
even more highly after the fact.
2. Broader usefulness for strategic planning and for engaging
employees and others is valued much more highly in retrospect.
9. As these clients see it
1. „Quality of the process‟ includes…
• Good grasp of our situation
• Strong interviewing skills
• Fresh customer insights
• Sound branding recommendations
10. Good grasp of our situation
• “(Our) industry is very unique because it‟s so highly regulated. We have many
constraints and issues with regard to how we can market. So there‟s potentially
some toxic issues that may come up with some people and if someone didn‟t
understand that issue, they wouldn‟t be able to put the customer‟s comment
into the right context and react accordingly.”
-- Paul Beste, the Heartland Funds
• “She hadn‟t worked with an engineering firm, especially a niche firm like
ours. I just got the feeling she was really into it.”
-- Lars Barber, Baird & Associates
• “It‟s not like you have to spend months chatting to try to find one another…
She grasps the problem right away.”
-- Colleen Ellingsen, Adoption Resources of Wisconsin
• “Anne has an uncanny ability to come into a situation and quickly get up to
speed.”
-- Susan Dreyfus, Alliance for Children and Families
11. Strong interviewing skills
• “If you went to a larger consulting firm, you‟d have some kid calling.
Anne, with her experience as a business journalist, has a better basis for
knowing how to interview people and perhaps engage them in areas where
they may not feel as comfortable… It‟s that listening skill -- when someone says
yes or no but their tone says there‟s probably an issue there -- and knowing how to
get them to open up. The value to Heartland is in knowing what‟s really behind their
comments, both where there are issues and where there‟s excitement.”
-- Paul Beste, the Heartland Funds
• “The responses from our customers were very in-depth. She obviously
created a forum for the conversation to take place at that level.”
-- Theresa Schell, Plastic Components Inc.
• “We think we know who we are, but when we asked those around us in a safe
and guided way through Anne, we learned a lot more about ourselves.”
-- Greg Milliken, Neighbor to Family, Inc.
12. Deep customer insights
• “I think it‟s an honest, clean evaluation of what your best clients think of you and
think you are, what they appreciate about you, so you can…make decisions from
that. Kind of a fresh look…different than what we had done before. This isn‟t the
same old client evaluation form approach.”
-- Lars Barber, Baird & Associates
• “We regularly survey our customers. We survey new, former and exiting
shareholders. We have a service center that keeps call statistics. We have lots of
information but we don‟t get the emotional connection. That‟s what we wanted
to get – how do customers make an emotional connection with (our firm).”
-- Paul Beste, the Heartland Funds
• “A lot of companies think they‟re really good at something because they‟re
surrounded by it every day, but that doesn‟t necessarily parallel their customer‟s
perspective. Without interviewing to get their point of view, you don‟t really know.
Anne‟s findings included some surprises.”
-- Theresa Schell, Plastic Components Inc.
13. Sound branding recommendations
• “We got the results from Anne and we were thrilled. We thought (the
recommendations) were right on target… She took it further than marketing and
gave recommendations on operational changes we should make to support the
brand identity we want to build.”
-- Lars Barber, Baird & Associates
• “Anne gave us a product that has been very successful. Last year, the counties
we serve found 47 new foster families specifically because of the billboard
campaign that featured a tagline Anne created based on her recommended
brand positioning.”
-- Colleen Ellingsen, Adoption Resources of Wisconsin
• “Her conclusions weren‟t just an opinion. There was logic and evidence to
support them.”
-- Greg Milliken, Neighbor to Family Inc.
14. As these clients see it
2. „Broader usefulness‟ includes:
• A sturdy platform for strategic planning
• A credible basis for engaging employees
and other constituents
15. Sturdy planning platform
• “I wasn‟t aware of (the strategic value) as much until we were done but, even
today looking back, the stuff Anne did for us provided a strategic foundation for
all the tactical stuff we‟ve done since then.”
-- Tom Duffey, Plastic Components Inc.
• “I had hoped it would be useful for this but I had no idea how significant Anne‟s
work would be in our overall strategic planning.”
-- Susan Dreyfus, Alliance for Children and Families
16. A credible engagement tool
• “Using the project to engage our employees certainly created added value. It has
allowed us to engage our employees in the whole strategy so everyone knows
who we are and where we are going.”
-- Lars Barber, Baird & Associates.
•“As much as we needed this, it was still a culture change to integrate the brand
throughout the organization. Anne‟s work helped us lead and engage the
employees.”
-- Susan Dreyfus, Alliance for Children and Families
• “For the project to be successful, we needed buy-in from the counties we serve.
Anne started by interviewing the county licensers of foster families and getting their
perspectives. There was a huge buy-in because they were being listened to.”
-- Colleen Ellingsen, Adoption Resources of Wisconsin
17. “If you were marketing Curley
Communication, what would you say?”
• „‟Anne wants you to be a client for life and wants to make sure you succeed.
That‟s something that really differentiates her. If you go to some of the larger
consulting firms that just want to sell you services, they plug you into one of their
modules, put you on a treadmill and keep you there as long as they can. With
Anne, you really get the sense…she‟ll do whatever it takes to help you.”
-- Paul Beste, the Heartland Funds
• “Getting clarity and focus around who you are and what you should be spending
your time and resources on allows you to go out and market yourself effectively.
Another important benefit is that this is not just an opinion. It‟s research-based.
The research gave us confidence, which makes the direction easier to
defend.”
-- Jennifer Jones, Wisconsin Children‟s Trust Fund
• „”I think she‟s a professional who provides a good lens through which
organizations can look at themselves and design comprehensive marketing
programs reflective of the organization.”
-- Peggy Niemer, Children‟s Hospitals and Health System
18. The bottom line: Results that
can be transformational
• “We all think we know what‟s important to our customers, but we weren‟t
entirely right about that. Anne came up with information that caused us to
change how we operate and market ourselves.
“Anne found that up-front engineering support was critically important.
Although we should have known that intuitively, Anne‟s research brought it
right to the surface. As a result, we made adjustments to our business to
strengthen our engineering department. We got our engineers more actively
involved on a daily basis with customers, working through design issues. We
built that into our marketing and business development strategy as well.
“The research Anne did had an immediate impact, not only on our
marketing effort, but on the way we ran the business. It was huge.”
--Tom Duffey, owner, Plastic Components Inc.
19. • “Working with Anne profoundly changed the way we look at ourselves…
We had operated for years with the notion that our customers value us
because our outcomes are so strong and our service is of exceptional quality.
Certainly that was true to some degree, but what we came away with is that
our customers also value our role as a change agent in their systems. Using
our program gives them leverage with other programs in their community to
raise the bar… To this day, we focus on that with new customers.”
-- Greg Milliken, Neighbor to Family, Inc
• “Anne‟s work gave us clarity and confidence around our brand and what we
had to be the best in the world at... When I think back to when we did this in
2003, I think we spent something like $25,000. It turned our organization
around.”
-- Susan Dreyfus, Alliance for Children and Families
The bottom line: Results that
can be transformational