Jilanna Wilson: “Distributed Design Operations Management”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Real Talk: Proving Value through a Scrappy Playbook (Dianne Que at DesignOps ...Rosenfeld Media
Dianne Que: “Real Talk: Proving Value through a Scrappy Playbook”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Lessons From the DesignOps Journey of the World’s Largest Travel Site (Eniola...Rosenfeld Media
Eniola Oluwole: “Lessons From the DesignOps Journey of the World’s Largest Travel Site”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
A Deep Dive Into Value and Outcomes (Kristin Skinner and Kamdyn Moore at Desi...Rosenfeld Media
Kristin Skinner and Kamdyn Moore: “A Deep Dive Into Value and Outcomes”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
DesignOps in Wonderland (Carla Casariego and Sarah Spencer at DesignOps Summi...Rosenfeld Media
Carla Casariego and Sarah Spencer: “DesignOps in Wonderland”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Real Talk: Proving Value through a Scrappy Playbook (Dianne Que at DesignOps ...Rosenfeld Media
Dianne Que: “Real Talk: Proving Value through a Scrappy Playbook”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Lessons From the DesignOps Journey of the World’s Largest Travel Site (Eniola...Rosenfeld Media
Eniola Oluwole: “Lessons From the DesignOps Journey of the World’s Largest Travel Site”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
A Deep Dive Into Value and Outcomes (Kristin Skinner and Kamdyn Moore at Desi...Rosenfeld Media
Kristin Skinner and Kamdyn Moore: “A Deep Dive Into Value and Outcomes”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
DesignOps in Wonderland (Carla Casariego and Sarah Spencer at DesignOps Summi...Rosenfeld Media
Carla Casariego and Sarah Spencer: “DesignOps in Wonderland”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Debunking the Myths of Cross-Disciplinary Collaboration (Alastair Simpson at ...Rosenfeld Media
Alastair Simpson: “Debunking the Myths of Cross-Disciplinary Collaboration”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Setting the Table for Dynamic Change (Jacqui Frey and Alison Rand at DesignOp...Rosenfeld Media
Jacqui Frey and Alison Rand: “Setting the Table for Dynamic Change”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Telecommuting and distributed working is a growing trend. Gallup says 37% percent of U.S. workers telecommuted in 2015, up from just 9% in 1995. However, most organizations have not adjusted their talent management practices to accommodate (or optimize) distributed teams. Get practical examples for building successful culture, teamwork and engagement across all aspects of HR and across the globe.
This was a presentation for the Northern California HR Association Global Workforce Conference in September 2016.
Collaboration on the Intranet: Keynote at Interaction 2013 Conference in Lond...Michael Sampson
My keynote speech at the Interaction 2013 conference, in London in late September 2013. I talked about why the intranet needs to support collaborative activities, outlined some core concepts (culture, governance, adoption), and then talked about the journey ahead.
A look at the underlying ethos of collaboration, and a series of strategies and approaches to encourage the development of collaborative human behaviours.
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
Winning your company over to modern product thinkinghopperomatic
To respond to the speed of digital change, teams need to embrace modern product development practices, but organizational change is hard. I outline specific, proven methods for bringing change to your company by using Design Sprints.
See the whole candidate before they walk in the door and fix your broken hiring process.
See the webinar here: https://go1.predictiveindex.com/head-heart-briefcase-webinar
Management is dead, at least traditional management is. No need to tell you what’s wrong with traditional management, you’ve probably experienced it yourself. And the results are outrageous, be it at company level, team level, and individual level; downright from project failures to complete demotivation of the staff.
Managers need to evolve, or they simply won’t survive if they don’t bring solutions to the above problems. From traditional management to … Agile management and leadership. You, as an experienced manager or as a wannabe/junior manager, are in a key position to change this.
By attending this 60-minutes talk, you’ll (re-)discover proven and actionable techniques to improve your management skills, foster team productivity, and keep morale and motivation atop. Yes, success is that close ;-)
6 to 106 in 4 years - The story of the Atlassian Design teamAlastair Simpson
4 years ago Atlassian had 6 designers. Fast forward to today and the design team numbers 106. Building and managing a design team of this size is one thing, integrating it successfully into a traditionally engineering led organisation is another. Alastair Simpson (Head of Design — Confluence) will share how Atlassian has successfully embraced design as a first class discipline and is changing from being an engineering, to an experience led company. At the end of the session, you’ll be armed with a basic playbook for how to manage your team of designers to affect meaningful change within any organisation. Come for the practical tips about how to grow and manage design as you scale, and hear some of the road bumps along the way as we grew from 6 to 106 designers in just 4 years.
Sooner or later you’ll find your-self leading a team where one.docxrosemariebrayshaw
Sooner or later you’ll find your-self leading a team where one
or more of your people work
remotely. You can turn this situa-
tion into an advantage by leverag-
ing diverse backgrounds and
highly motivated employees. To do
this, you’ll need to avoid the possi-
ble communication and effective-
ness pitfalls and make sure you’re
making use of all the means at
your disposal to operate effectively
from a distance. Interestingly
enough, my experiences in P&G as
both a remote manager and a
remote employee have made me a
more disciplined manager.
Various situations, be it with
remote teams who work from
their homes or international
employees in different time zones,
bring unique characteristics to
which you’ll need to adjust your
management style. That said, the
basics for any manager remain the
same—you just have to do them
better. Do them well, and you’ll
have a highly energized and driven
work team. The consequences of
not doing so are twice as disas-
trous with remote teams.
What You Can Do
Let me share some of my favorite
must-do items for any remote
leader.
1. Energize your team with a
vision. To win as a team and as an
organization, it’s critical to involve
your remote group in the creation
and deployment of a common
vision. Ask yourself what your
most important breakthrough will
be, and set this as the direction
that propels your people and your
action plan. If it isn’t possible to do
this face to face, take time to have a
brainstorming forum, group chats,
and calls with video where you
come to a clear, meaningful state-
ment of the accomplishment your
team will be known for.
2. Engage them with a robust
action plan. This is probably one
of the most critical aspects of
remote leadership. Each team
member needs to feel engaged and
have a clear understanding about
what will be requested from them
or their teams, how it will be mea-
sured, and when you will expect it.
To do this well is to set a solid
foundation and clear the way for
what will come. Draft an action
plan with a clear link to your
vision, and engage each team
member individually with the
objectives assigned to them. Align
on the way updates will be pre-
sented and on key milestones.
Give examples of the way you like
updates to be presented and the
data you expect to see in them.
3. Be in touch with your team.
You need to be disciplined about
having periodic touchpoints in
order to stay connected. Watch out
for overly independent employees
who think they don’t need direc-
tion and allow the distance to
grow. It’s important to align prior-
ities, review action-plan progress,
and talk about career develop-
ment. It also doesn’t hurt to build
a personal relationship that fosters
trust and open communication.
Though there are various con-
straints, mostly financial, make
sure to schedule face-to-face time
as much as possible, and, again,
make use of the vast array of avail-
able videoconferencing te.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
Debunking the Myths of Cross-Disciplinary Collaboration (Alastair Simpson at ...Rosenfeld Media
Alastair Simpson: “Debunking the Myths of Cross-Disciplinary Collaboration”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Setting the Table for Dynamic Change (Jacqui Frey and Alison Rand at DesignOp...Rosenfeld Media
Jacqui Frey and Alison Rand: “Setting the Table for Dynamic Change”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Telecommuting and distributed working is a growing trend. Gallup says 37% percent of U.S. workers telecommuted in 2015, up from just 9% in 1995. However, most organizations have not adjusted their talent management practices to accommodate (or optimize) distributed teams. Get practical examples for building successful culture, teamwork and engagement across all aspects of HR and across the globe.
This was a presentation for the Northern California HR Association Global Workforce Conference in September 2016.
Collaboration on the Intranet: Keynote at Interaction 2013 Conference in Lond...Michael Sampson
My keynote speech at the Interaction 2013 conference, in London in late September 2013. I talked about why the intranet needs to support collaborative activities, outlined some core concepts (culture, governance, adoption), and then talked about the journey ahead.
A look at the underlying ethos of collaboration, and a series of strategies and approaches to encourage the development of collaborative human behaviours.
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
Winning your company over to modern product thinkinghopperomatic
To respond to the speed of digital change, teams need to embrace modern product development practices, but organizational change is hard. I outline specific, proven methods for bringing change to your company by using Design Sprints.
See the whole candidate before they walk in the door and fix your broken hiring process.
See the webinar here: https://go1.predictiveindex.com/head-heart-briefcase-webinar
Management is dead, at least traditional management is. No need to tell you what’s wrong with traditional management, you’ve probably experienced it yourself. And the results are outrageous, be it at company level, team level, and individual level; downright from project failures to complete demotivation of the staff.
Managers need to evolve, or they simply won’t survive if they don’t bring solutions to the above problems. From traditional management to … Agile management and leadership. You, as an experienced manager or as a wannabe/junior manager, are in a key position to change this.
By attending this 60-minutes talk, you’ll (re-)discover proven and actionable techniques to improve your management skills, foster team productivity, and keep morale and motivation atop. Yes, success is that close ;-)
6 to 106 in 4 years - The story of the Atlassian Design teamAlastair Simpson
4 years ago Atlassian had 6 designers. Fast forward to today and the design team numbers 106. Building and managing a design team of this size is one thing, integrating it successfully into a traditionally engineering led organisation is another. Alastair Simpson (Head of Design — Confluence) will share how Atlassian has successfully embraced design as a first class discipline and is changing from being an engineering, to an experience led company. At the end of the session, you’ll be armed with a basic playbook for how to manage your team of designers to affect meaningful change within any organisation. Come for the practical tips about how to grow and manage design as you scale, and hear some of the road bumps along the way as we grew from 6 to 106 designers in just 4 years.
Sooner or later you’ll find your-self leading a team where one.docxrosemariebrayshaw
Sooner or later you’ll find your-self leading a team where one
or more of your people work
remotely. You can turn this situa-
tion into an advantage by leverag-
ing diverse backgrounds and
highly motivated employees. To do
this, you’ll need to avoid the possi-
ble communication and effective-
ness pitfalls and make sure you’re
making use of all the means at
your disposal to operate effectively
from a distance. Interestingly
enough, my experiences in P&G as
both a remote manager and a
remote employee have made me a
more disciplined manager.
Various situations, be it with
remote teams who work from
their homes or international
employees in different time zones,
bring unique characteristics to
which you’ll need to adjust your
management style. That said, the
basics for any manager remain the
same—you just have to do them
better. Do them well, and you’ll
have a highly energized and driven
work team. The consequences of
not doing so are twice as disas-
trous with remote teams.
What You Can Do
Let me share some of my favorite
must-do items for any remote
leader.
1. Energize your team with a
vision. To win as a team and as an
organization, it’s critical to involve
your remote group in the creation
and deployment of a common
vision. Ask yourself what your
most important breakthrough will
be, and set this as the direction
that propels your people and your
action plan. If it isn’t possible to do
this face to face, take time to have a
brainstorming forum, group chats,
and calls with video where you
come to a clear, meaningful state-
ment of the accomplishment your
team will be known for.
2. Engage them with a robust
action plan. This is probably one
of the most critical aspects of
remote leadership. Each team
member needs to feel engaged and
have a clear understanding about
what will be requested from them
or their teams, how it will be mea-
sured, and when you will expect it.
To do this well is to set a solid
foundation and clear the way for
what will come. Draft an action
plan with a clear link to your
vision, and engage each team
member individually with the
objectives assigned to them. Align
on the way updates will be pre-
sented and on key milestones.
Give examples of the way you like
updates to be presented and the
data you expect to see in them.
3. Be in touch with your team.
You need to be disciplined about
having periodic touchpoints in
order to stay connected. Watch out
for overly independent employees
who think they don’t need direc-
tion and allow the distance to
grow. It’s important to align prior-
ities, review action-plan progress,
and talk about career develop-
ment. It also doesn’t hurt to build
a personal relationship that fosters
trust and open communication.
Though there are various con-
straints, mostly financial, make
sure to schedule face-to-face time
as much as possible, and, again,
make use of the vast array of avail-
able videoconferencing te.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Today’s hybrid workforce, although physically distant from one another, strongly yearns for a sense of belonging in addition to a sense of pride in contributing to the organization in a meaningful way. This poses a question for the HR department on what should be done to make employees feel emotionally connected even while working in isolation. How does one drive engagement among the same as well as different strata of the
organization and what is the new model of design considerations to be implemented for maximum employee
satisfaction.
A remote workforce requires a shift in how people do and think about work because many of the traditional processes and mindsets don’t apply anymore. Discover tips and best practices for building and leading a remote workforce in the age of COVID-19.
We work with more people today than ever before. The scale, speed, and sprawl that collaboration requires are some of the biggest challenges facing organizations today. Today’s collaboration needs are dynamic and varied, from complex collaboration portals to small innovation teams. How can an organization succeed in enabling collaboration while mitigating or reducing the risks that come with it? How do we design and empower the right experiences to enable a new kind of compliant collaboration that is needed to meet future demands, all while leveraging the latest innovations from Microsoft collaboration platform Loop to Microsoft Viva.
Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, in partnership with Colligo, as he shares insight on how to better plan, design, integrate and enhance collaboration within your organization. Hear proven approaches from tackling and managing Teams, SharePoint, and Community sprawl to enabling improved employee experiences that bring collaboration, process, and more directly into the places people already work like Microsoft Teams and Outlook today. Be inspired by actionable advice and solutions that maximize the power of metadata and integrate into the flow of work so that collaborated content is automatically (by default) protected, retained, categorized, and managed.
In this session you will hear:
Why compliant collaboration is essential to future-ready digital design, and how you can play a crucial role in creating the foundation for sustainable, scalable, and responsible collaboration that keeps pace with significant marketplace innovation.
Real-life industry examples of what it takes to make effective collaboration possible.
Practical techniques you can use to bridge silos, increase productivity, and deliver better outcomes for your teams.
See examples of Microsoft Office collaboration software and powerful solutions from the community and specialist vendors like Colligo for solving real challenges around collaboration and content today.
Enhancing Microsoft Teams To Build A Better Digital WorkplaceRichard Harbridge
Today, many organizations have brought the intranet, or the hub of their digital workplace, into Microsoft Teams via Viva Connections. But what else are organizations doing to further enhance, improve upon, and embrace Teams as a hub for not just teamwork, but corporate communication, social collaboration, networking, and more?
Join Microsoft MVP and 2toLead CTO Richard Harbridge as he shares the unique opportunity Teams apps and solutions provide. Be prepared to explore examples, patterns, and practices for how lines of business in any organization can leverage, extend, and integrate Teams to create business-oriented solutions.
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
Even today, to the detriment of agile success, most organizational cultures remain delivery date-driven—resulting in delivery teams that are not focused on creating value for the customer. So how can we redirect stakeholders, the business, and the project team to concentrate on delivering the greatest value rather than simply meeting dates? Pollyanna Pixton describes the tools she has used in collaboration sessions to help participants begin the process of adopting customer-centric agile methods. These tools include laying out an end-to-end customer journey, forming reusable decision filters to help prioritize backlogs, converting features into actionable user stories, and developing a solid process for making group decisions and communicating those decisions. Pollyanna shares questions that product owners and managers can use to define the problem while making sure they don't solve the problem. After all, that is the responsibility of the delivery team.
A talk by Rob Catalano
Chief Engagement Officer, WorkTango
As uncertainty spreads through organizations, executives, HR professionals, and every single employee, it gets challenging to operate in a ‘new normal.’
But in unprecedented times, your employees matter now, more than ever. This session will discuss:
· The impact uncertain times have on employees and why it’s important for companies to respond
· Specific recommendations on how to engage employees given the uncertainty in the workplace
· The mindset and approach that you need to start with
· Examples of companies that are doing it well to inspire action in your organization
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/how-to-engage-employees-in-uncertain-times/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Similar to Distributed Design Operations Management (Jilanna Wilson at DesignOps Summit 2019) (20)
Design is Not the Frosting on the Scaled Agile Layer Cake (Erin Hauber at Des...Rosenfeld Media
Erin Hauber: “Design is Not the Frosting on the Scaled Agile Layer Cake”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Transforming Strategic Research Capacity through Democratization (Marjorie St...Rosenfeld Media
Marjorie Stainback and Kelsey Kingman: “Transforming Strategic Research Capacity through Democratization”
DesignOps Summit 2019 • October 23-24, 2019 • New York, NY, USA
http://www.designopssummit.com
Jazz Improvisation as a Model for Team Collaboration (Jim Kalbach at Enterpri...Rosenfeld Media
Jim Kalbach: "Jazz Improvisation as a Model for Team Collaboration"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
We’ve Never Done This Before (Nova Wehman-Brown and Ken Hoffmann at Enterpris...Rosenfeld Media
Nova Wehman-Brown and Ken Hoffmann: "We’ve Never Done This Before"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
How UX Research Hit It Big in Las Vegas (Melissa Schmidt and Adam Menter at E...Rosenfeld Media
Melissa Schmidt and Adam Menter: "How UX Research Hit It Big in Las Vegas"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Enterprise UX Storytelling Sessions (Dan Willis et al. at Enterprise Experien...Rosenfeld Media
Dan Willis et al.: "Enterprise UX Storytelling Sessions"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Teams Work How People Work (Kevin Hoffman et al. at Enterprise Experience 2019)Rosenfeld Media
Kevin Hoffman et al.: "Teams Work How People Work"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Becoming a ResearchH.E.R (Highly Enterprise Ready) (Renee Reid at Enterprise ...Rosenfeld Media
Renee Reid "Becoming a ResearchH.E.R (Highly Enterprise Ready)"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Breaking Conway’s Law–or How to Work Differently and Not Ship Your Org Chart ...Rosenfeld Media
Tatyana Mamut: "Breaking Conway’s Law–or How to Work Differently and Not Ship Your Org Chart"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Growing in Enterprise Design through Making Connections (Nick Cochran at Ente...Rosenfeld Media
Nick Cochran: "Growing in Enterprise Design through Making Connections"
Enterprise Experience 2019 • June 3-4, 2019 • San Francisco, CA, USA
http://www.enterpriseexperience.net
Creating the Blueprint: Growing and Building Design Teams (Jennifer Kanyamibw...Rosenfeld Media
Jennifer Kanyamibwa: "Creating the Blueprint: Growing and Building Design Teams"
DesignOps Summit 2018 • November 7-8, 2018 • New York, NY
http://www.designopssummit.com
Continuous Design: One eye on the horizon and the other on the next wave (Mar...Rosenfeld Media
Maria Skaaden: "Continuous Design: One eye on the horizon and the other on the next wave"
DesignOps Summit 2018 • November 7-8, 2018 • New York, NY
http://www.designopssummit.com
A Selectively Scrappy Approach to ResearchOps (Megan Blocker at DesignOps Sum...Rosenfeld Media
Megan Blocker: "A Selectively Scrappy Approach to ResearchOps"
DesignOps Summit 2018 • November 7-8, 2018 • New York, NY
http://www.designopssummit.com
Transforming Brand Perception and Boosting Profitabilityaaryangarg12
In today's digital era, the dynamics of brand perception, consumer behavior, and profitability have been profoundly reshaped by the synergy of branding, social media, and website design. This research paper investigates the transformative power of these elements in influencing how individuals perceive brands and products and how this transformation can be harnessed to drive sales and profitability for businesses.
Through an exploration of brand psychology and consumer behavior, this study sheds light on the intricate ways in which effective branding strategies, strategic social media engagement, and user-centric website design contribute to altering consumers' perceptions. We delve into the principles that underlie successful brand transformations, examining how visual identity, messaging, and storytelling can captivate and resonate with target audiences.
Methodologically, this research employs a comprehensive approach, combining qualitative and quantitative analyses. Real-world case studies illustrate the impact of branding, social media campaigns, and website redesigns on consumer perception, sales figures, and profitability. We assess the various metrics, including brand awareness, customer engagement, conversion rates, and revenue growth, to measure the effectiveness of these strategies.
The results underscore the pivotal role of cohesive branding, social media influence, and website usability in shaping positive brand perceptions, influencing consumer decisions, and ultimately bolstering sales and profitability. This paper provides actionable insights and strategic recommendations for businesses seeking to leverage branding, social media, and website design as potent tools to enhance their market position and financial success.
Expert Accessory Dwelling Unit (ADU) Drafting ServicesResDraft
Whether you’re looking to create a guest house, a rental unit, or a private retreat, our experienced team will design a space that complements your existing home and maximizes your investment. We provide personalized, comprehensive expert accessory dwelling unit (ADU)drafting solutions tailored to your needs, ensuring a seamless process from concept to completion.
You could be a professional graphic designer and still make mistakes. There is always the possibility of human error. On the other hand if you’re not a designer, the chances of making some common graphic design mistakes are even higher. Because you don’t know what you don’t know. That’s where this blog comes in. To make your job easier and help you create better designs, we have put together a list of common graphic design mistakes that you need to avoid.
White wonder, Work developed by Eva TschoppMansi Shah
White Wonder by Eva Tschopp
A tale about our culture around the use of fertilizers and pesticides visiting small farms around Ahmedabad in Matar and Shilaj.
Between Filth and Fortune- Urban Cattle Foraging Realities by Devi S Nair, An...Mansi Shah
This study examines cattle rearing in urban and rural settings, focusing on milk production and consumption. By exploring a case in Ahmedabad, it highlights the challenges and processes in dairy farming across different environments, emphasising the need for sustainable practices and the essential role of milk in daily consumption.
8. 16% 52%
Fully
Distributed
1 day
per Week
Over the past ten years, the number of Americans working remotely has
increased by 115 %.
Owl Labs, State of Remote Work, May 2019
Today, 45% of US employees work outside of the office.
U.S.A.
GLOBAL
14. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
15. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
16. Communication
is critical and
needs to happen
often and clearly.
Teams need regular opportunities to
interact with leaders, co-workers and
stakeholders.
Establish communication etiquette so
that time zones are respected and
work/life balance is demonstrated for
all employees.
Prioritize your 1:1’s and do not ever
cancel them.
1
19. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
20. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
21. Demonstrate
that you care
about building
meaningful
connections.
Don’t let your rigid timelines and
meeting agenda get in the way. Look
for ways to break the ice and just
have some fun.
It’s not all about work. Make it a
normative practice to give virtual
kudos, high fives and shout outs.
FInd ways to remind people they are
not just working in a silo, but rather
they are a part of a larger dynamic
organization.
29. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
30. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
31. Onboarding is
continual, and
critical to an
employee’s
success
Remote workers don’t benefit from
context clues or water-cooler
conversations.
Create meaningful connections
through mentorship programs or
virtual meet-and-greets.
As time goes on and the company
grows, expectations change so we
have to assume that expectations of
employees need help clarifying.
32. Invest in proper tools
Community-strengthening moments
Regular 1:1’s
Rotate the pain
Robust onboarding
Check yourself