This document provides summaries of interviews with partners of Emaar MGF who discuss their positive experiences working with the company.
Jeremy Tan of D.P Architects in Singapore says Emaar MGF takes an innovative approach to create living and work spaces that shape the future, matching D.P's philosophy. He values Emaar MGF as a partner that maintains dialogue to achieve project goals.
When choosing partners, Tan looks for a spirit of true partnership, like with Emaar MGF. He looks forward to collaborating on new architectural experiences in India's growing market.
ARCOP, an Indian architectural firm, has a longstanding partnership with Emaar MGF and credits
This document summarizes a conference on employer branding. It discusses whether employer branding is a marketing or HR function, provides the history and definitions of employer branding, and explores how marketing and HR can work together on employer branding. It also addresses attracting, engaging, and retaining employees through a strong employer brand and the importance of having integrity between a company's stated values and actual culture. Presentations provide case studies and tips on implementing employer branding from both marketing and HR perspectives.
The one thing that will generate higher profits, strengthen employee engagement, and improve customer retention is having a strong sense of purpose. Having clarity around why a business exists beyond just making money is important. Steve Jobs discussed how Apple's purpose is to empower people who are passionate about changing the world. Core values that a business stands for also help with culture and differentiation. Doing good through a business by considering all stakeholders can benefit client acquisition, employee engagement, awards and publicity, partnerships, and profits. Exploring how work and higher purpose can merge is an important frontier.
Thank you for sharing your inspirational thoughts. Setting goals and having a plan to achieve them is important for success. While the path may not always be clear, having courage, perseverance and drawing on our inner strength can help us overcome challenges along the way.
This document discusses marketing strategies for small and medium enterprises. It emphasizes identifying customer needs and determining a company's "sweet spot" - the optimal positioning based on customers' needs, competitors' offerings, the company's capabilities, and market context. The document recommends focusing marketing activities on the 20% that drives 80% of desired results. It prompts businesses to analyze their best customers, strengths, and opportunities to scale before determining their unique sweet spot.
This document provides a 7-step template for creating a company culture code. Step 1 is to define the company mission and values based on the founders' vision. Step 2 describes the type of people that make up the company. Step 3 outlines core company policies around work culture. Step 4 lists employee perks and benefits. Step 5 describes the company workspace. Step 6 explains how employees develop their careers. Step 7 shares an employee quote about why they love working at the company.
October 2013 - Exploding the myth on high performance culturesConfiance Australia
The document discusses the concept of a "high performance culture" and provides advice on how to build one. It describes a fictional company called Longwall Leaders that claimed to have a high performance culture but failed to back it up with actions. Their culture deteriorated as they cut costs and lost trust from employees. The document outlines twelve steps actual high performing organizations take, such as clearly defining strategy, measuring culture alignment, recruiting the best people, and constant communication. It warns against just adopting the label without implementing supporting initiatives tailored to the organization.
We work with service-based businesses to help them attract more customers through improved sales and marketing. Our vision is to make practical marketing services accessible and affordable to all small businesses. Our mission is to have 10 core customers in the professional services sector by the end of 2011. We solve the pain point of business owners being too busy running their business to think strategically about marketing. We are experts who develop practical marketing plans to help clients generate more profitable customers. Our culture is one of being nimble, practicing what we preach, and putting customer satisfaction at the core. Our values include being authentic, passionate about customers, sharing knowledge, and promoting creativity.
This document provides summaries of interviews with partners of Emaar MGF who discuss their positive experiences working with the company.
Jeremy Tan of D.P Architects in Singapore says Emaar MGF takes an innovative approach to create living and work spaces that shape the future, matching D.P's philosophy. He values Emaar MGF as a partner that maintains dialogue to achieve project goals.
When choosing partners, Tan looks for a spirit of true partnership, like with Emaar MGF. He looks forward to collaborating on new architectural experiences in India's growing market.
ARCOP, an Indian architectural firm, has a longstanding partnership with Emaar MGF and credits
This document summarizes a conference on employer branding. It discusses whether employer branding is a marketing or HR function, provides the history and definitions of employer branding, and explores how marketing and HR can work together on employer branding. It also addresses attracting, engaging, and retaining employees through a strong employer brand and the importance of having integrity between a company's stated values and actual culture. Presentations provide case studies and tips on implementing employer branding from both marketing and HR perspectives.
The one thing that will generate higher profits, strengthen employee engagement, and improve customer retention is having a strong sense of purpose. Having clarity around why a business exists beyond just making money is important. Steve Jobs discussed how Apple's purpose is to empower people who are passionate about changing the world. Core values that a business stands for also help with culture and differentiation. Doing good through a business by considering all stakeholders can benefit client acquisition, employee engagement, awards and publicity, partnerships, and profits. Exploring how work and higher purpose can merge is an important frontier.
Thank you for sharing your inspirational thoughts. Setting goals and having a plan to achieve them is important for success. While the path may not always be clear, having courage, perseverance and drawing on our inner strength can help us overcome challenges along the way.
This document discusses marketing strategies for small and medium enterprises. It emphasizes identifying customer needs and determining a company's "sweet spot" - the optimal positioning based on customers' needs, competitors' offerings, the company's capabilities, and market context. The document recommends focusing marketing activities on the 20% that drives 80% of desired results. It prompts businesses to analyze their best customers, strengths, and opportunities to scale before determining their unique sweet spot.
This document provides a 7-step template for creating a company culture code. Step 1 is to define the company mission and values based on the founders' vision. Step 2 describes the type of people that make up the company. Step 3 outlines core company policies around work culture. Step 4 lists employee perks and benefits. Step 5 describes the company workspace. Step 6 explains how employees develop their careers. Step 7 shares an employee quote about why they love working at the company.
October 2013 - Exploding the myth on high performance culturesConfiance Australia
The document discusses the concept of a "high performance culture" and provides advice on how to build one. It describes a fictional company called Longwall Leaders that claimed to have a high performance culture but failed to back it up with actions. Their culture deteriorated as they cut costs and lost trust from employees. The document outlines twelve steps actual high performing organizations take, such as clearly defining strategy, measuring culture alignment, recruiting the best people, and constant communication. It warns against just adopting the label without implementing supporting initiatives tailored to the organization.
We work with service-based businesses to help them attract more customers through improved sales and marketing. Our vision is to make practical marketing services accessible and affordable to all small businesses. Our mission is to have 10 core customers in the professional services sector by the end of 2011. We solve the pain point of business owners being too busy running their business to think strategically about marketing. We are experts who develop practical marketing plans to help clients generate more profitable customers. Our culture is one of being nimble, practicing what we preach, and putting customer satisfaction at the core. Our values include being authentic, passionate about customers, sharing knowledge, and promoting creativity.
Davidson Recruitment is a unique recruitment firm that operates based on values and attracting and retaining top talent. They aim to be a group of respected professionals who treat others well and take pride in their work. Their combined experience of over 75 years allows them to offer clients access to an extensive network of contacts. They believe that working as a team allows them to achieve more than as individuals and that partnering with clients and candidates benefits all parties.
Employer branding is managing and influencing a company's reputation among potential job seekers to attract talent. For example, the Tata Group is one of the most respected organizations in India and the world due to their philanthropic activities, even helping employees find new jobs during an economic recession. As a result, many Indians aspire to work for the Tata Group and see it as a prestigious career opportunity, demonstrating how employer branding can positively influence public perception of an organization as an employer.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
4. Give our employees the autonomy to be awesome
5. Are picky about our peers
International Women's Day 2020 - TurbonomicMeghan Shipp
This document contains responses from several women at Turbonomic describing their most notable professional accomplishments and who inspires them. It also includes responses about hopes for gender equality in the future. Women cited promotions, starting new programs, managing teams, and advancing their education. Those who inspire them include managers who support work-life balance and colleagues who are determined, passionate leaders. Hopes for the future include equal representation of women in leadership and pay not being impacted by gender.
The Men's Wearhouse achieved strong growth from 1995-1999 in a declining retail market by prioritizing employee development and empowerment, with a focus on internal promotion, comprehensive training, and performance-based compensation. This people-first approach fostered a highly motivated and loyal workforce that provided excellent customer service, fueling the company's expansion.
International Women's Day 2020 - TurbonomicMeghan Shipp
This document contains responses from several women at Turbonomic describing their most notable professional accomplishments and who inspires them in the workplace. Some of their accomplishments include promotions to new roles, starting successful training programs, and building new teams and departments from scratch. The women found inspiration from colleagues who support work-life balance, recognize employees' efforts, and demonstrate passion and determination.
This document provides an overview of Men's Wearhouse, including its history, management structure, competitors, and external environment. It discusses how Men's Wearhouse was founded in 1973 and has since expanded rapidly through acquisitions. The company recently transitioned to a holding company structure called Tailored Brands. The management team and board of directors are experienced. Key competitors include Brooks Brothers and Burlington Coat Factory. An analysis of demographics, technology, politics/law, and social/cultural trends provides context for Men's Wearhouse's business environment.
Marble Group is a leading technical recruitment agency that was founded in 2006 to provide staffing solutions in construction, design, infrastructure, and resources industries. The agency has expanded to offices in Sydney, Perth, Melbourne, and Brisbane. Marble Group focuses on exceeding expectations of candidates and clients through innovation and a people-focused approach. Despite challenges like the global financial crisis, Marble Group has doubled its revenue through a nimble structure and dedicated team. The agency aims to continue advancing through technology while maintaining its core values and focus on being exceptional in its industry.
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
SEE Human Capital Solutions is a staffing agency established in 1995 that specializes in candidate search, selection, and permanent and contractual recruitment. They aim to find the best cultural fit for organizations and have successfully placed over 3,500 executives and mid-level managers in over 200 companies across various industries. SEE is committed to providing transparent staffing solutions that meet clients' needs while assisting candidates in their careers.
Cooperation is Not Enough: Building a True Partnership Between Recruiting and...LinkedIn Talent Solutions
The best way to build a powerful, authentic employer brand is to develop a true partnership with your marketing team. Learn how Scholle and Emerson partnered with their marketing departments and build a strong talent brand partnership.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This document provides guidance on when and how startups should establish an HR department. It suggests that HR becomes more important as a company grows beyond 15-20 employees to help manage policies, paperwork, and legal compliance. The document recommends having a dedicated HR professional once a company reaches 50 employees to properly handle these responsibilities. It outlines several Indian labor laws that kick in based on employee headcount, such as requirements for gratuity, social security benefits, and bonus payments. The document stresses the importance of establishing clear policies to guide employees and protect the company.
The document provides information about Amazon's mission, values, leadership principles, and career opportunities. It summarizes Amazon's mission as striving to be Earth's most customer-centric company for online shopping. It outlines Amazon's core values such as customer obsession and bias for action. It then describes various career launch programs and leadership development opportunities for new employees.
The document summarizes Amazon's Military Talent Program, which actively recruits military veterans. It highlights that Amazon values the unique leadership skills veterans possess from their military experience. The program helps veterans transition to corporate careers at Amazon in areas like customer service, operations, and leadership roles managing fulfillment centers. Amazon strives to be an employer that supports veterans and offers networking opportunities through groups like the Amazon Warrior program. It also discusses Amazon's mission and core values around customer obsession, innovation, ownership and more that resonate well with military principles.
Tim Marszalkowski is seeking a position at a corporation with strong moral and ethical values. He has over 20 years of experience in management, sales, and operations roles in the transportation industry. Marszalkowski is proficient in computer systems, multitasking, negotiating, and adapting to employee needs. As a regional manager, he improved profit margins by analyzing operations and creating an enjoyable work environment. References praise his customer advocacy, people skills, and ability to lead teams and get results.
Tim Marszalkowski is seeking a new position and provides his resume and qualifications. He has 20 years of experience in management and sales roles in the transportation industry. He is skilled at motivating employees, improving operations, increasing sales and profits. References praise his leadership, customer focus, and ability to get results.
The document discusses designing teams and processes to adapt to changing needs. It recommends structuring teams so members can work within their competencies and across projects fluidly with clear roles and expectations. The design process should support the team and their work, and be flexible enough to change with team, organization, and project needs. An effective team culture builds an environment where members feel free to be themselves, voice opinions, and feel supported.
UX, ethnography and possibilities: for Libraries, Museums and ArchivesNed Potter
1) The document discusses how the University of York Library has used various user experience (UX) techniques like ethnographic observation and interviews to better understand user needs and behaviors.
2) Some changes implemented based on UX findings include installing hot water taps, changing hours, and adding blankets - aimed at improving the small details of user experience.
3) The presentation encourages other libraries, archives and museums to try incorporating UX techniques like behavioral mapping and cognitive interviews to inform design changes that enhance services for users.
An immersive workshop at General Assembly, SF. I typically teach this workshop at General Assembly, San Francisco. To see a list of my upcoming classes, visit https://generalassemb.ly/instructors/seth-familian/4813
I also teach this workshop as a private lunch-and-learn or half-day immersive session for corporate clients. To learn more about pricing and availability, please contact me at http://familian1.com
3 Things Every Sales Team Needs to Be Thinking About in 2017Drift
Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue.
Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips
Davidson Recruitment is a unique recruitment firm that operates based on values and attracting and retaining top talent. They aim to be a group of respected professionals who treat others well and take pride in their work. Their combined experience of over 75 years allows them to offer clients access to an extensive network of contacts. They believe that working as a team allows them to achieve more than as individuals and that partnering with clients and candidates benefits all parties.
Employer branding is managing and influencing a company's reputation among potential job seekers to attract talent. For example, the Tata Group is one of the most respected organizations in India and the world due to their philanthropic activities, even helping employees find new jobs during an economic recession. As a result, many Indians aspire to work for the Tata Group and see it as a prestigious career opportunity, demonstrating how employer branding can positively influence public perception of an organization as an employer.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
4. Give our employees the autonomy to be awesome
5. Are picky about our peers
International Women's Day 2020 - TurbonomicMeghan Shipp
This document contains responses from several women at Turbonomic describing their most notable professional accomplishments and who inspires them. It also includes responses about hopes for gender equality in the future. Women cited promotions, starting new programs, managing teams, and advancing their education. Those who inspire them include managers who support work-life balance and colleagues who are determined, passionate leaders. Hopes for the future include equal representation of women in leadership and pay not being impacted by gender.
The Men's Wearhouse achieved strong growth from 1995-1999 in a declining retail market by prioritizing employee development and empowerment, with a focus on internal promotion, comprehensive training, and performance-based compensation. This people-first approach fostered a highly motivated and loyal workforce that provided excellent customer service, fueling the company's expansion.
International Women's Day 2020 - TurbonomicMeghan Shipp
This document contains responses from several women at Turbonomic describing their most notable professional accomplishments and who inspires them in the workplace. Some of their accomplishments include promotions to new roles, starting successful training programs, and building new teams and departments from scratch. The women found inspiration from colleagues who support work-life balance, recognize employees' efforts, and demonstrate passion and determination.
This document provides an overview of Men's Wearhouse, including its history, management structure, competitors, and external environment. It discusses how Men's Wearhouse was founded in 1973 and has since expanded rapidly through acquisitions. The company recently transitioned to a holding company structure called Tailored Brands. The management team and board of directors are experienced. Key competitors include Brooks Brothers and Burlington Coat Factory. An analysis of demographics, technology, politics/law, and social/cultural trends provides context for Men's Wearhouse's business environment.
Marble Group is a leading technical recruitment agency that was founded in 2006 to provide staffing solutions in construction, design, infrastructure, and resources industries. The agency has expanded to offices in Sydney, Perth, Melbourne, and Brisbane. Marble Group focuses on exceeding expectations of candidates and clients through innovation and a people-focused approach. Despite challenges like the global financial crisis, Marble Group has doubled its revenue through a nimble structure and dedicated team. The agency aims to continue advancing through technology while maintaining its core values and focus on being exceptional in its industry.
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
SEE Human Capital Solutions is a staffing agency established in 1995 that specializes in candidate search, selection, and permanent and contractual recruitment. They aim to find the best cultural fit for organizations and have successfully placed over 3,500 executives and mid-level managers in over 200 companies across various industries. SEE is committed to providing transparent staffing solutions that meet clients' needs while assisting candidates in their careers.
Cooperation is Not Enough: Building a True Partnership Between Recruiting and...LinkedIn Talent Solutions
The best way to build a powerful, authentic employer brand is to develop a true partnership with your marketing team. Learn how Scholle and Emerson partnered with their marketing departments and build a strong talent brand partnership.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This document provides guidance on when and how startups should establish an HR department. It suggests that HR becomes more important as a company grows beyond 15-20 employees to help manage policies, paperwork, and legal compliance. The document recommends having a dedicated HR professional once a company reaches 50 employees to properly handle these responsibilities. It outlines several Indian labor laws that kick in based on employee headcount, such as requirements for gratuity, social security benefits, and bonus payments. The document stresses the importance of establishing clear policies to guide employees and protect the company.
The document provides information about Amazon's mission, values, leadership principles, and career opportunities. It summarizes Amazon's mission as striving to be Earth's most customer-centric company for online shopping. It outlines Amazon's core values such as customer obsession and bias for action. It then describes various career launch programs and leadership development opportunities for new employees.
The document summarizes Amazon's Military Talent Program, which actively recruits military veterans. It highlights that Amazon values the unique leadership skills veterans possess from their military experience. The program helps veterans transition to corporate careers at Amazon in areas like customer service, operations, and leadership roles managing fulfillment centers. Amazon strives to be an employer that supports veterans and offers networking opportunities through groups like the Amazon Warrior program. It also discusses Amazon's mission and core values around customer obsession, innovation, ownership and more that resonate well with military principles.
Tim Marszalkowski is seeking a position at a corporation with strong moral and ethical values. He has over 20 years of experience in management, sales, and operations roles in the transportation industry. Marszalkowski is proficient in computer systems, multitasking, negotiating, and adapting to employee needs. As a regional manager, he improved profit margins by analyzing operations and creating an enjoyable work environment. References praise his customer advocacy, people skills, and ability to lead teams and get results.
Tim Marszalkowski is seeking a new position and provides his resume and qualifications. He has 20 years of experience in management and sales roles in the transportation industry. He is skilled at motivating employees, improving operations, increasing sales and profits. References praise his leadership, customer focus, and ability to get results.
The document discusses designing teams and processes to adapt to changing needs. It recommends structuring teams so members can work within their competencies and across projects fluidly with clear roles and expectations. The design process should support the team and their work, and be flexible enough to change with team, organization, and project needs. An effective team culture builds an environment where members feel free to be themselves, voice opinions, and feel supported.
UX, ethnography and possibilities: for Libraries, Museums and ArchivesNed Potter
1) The document discusses how the University of York Library has used various user experience (UX) techniques like ethnographic observation and interviews to better understand user needs and behaviors.
2) Some changes implemented based on UX findings include installing hot water taps, changing hours, and adding blankets - aimed at improving the small details of user experience.
3) The presentation encourages other libraries, archives and museums to try incorporating UX techniques like behavioral mapping and cognitive interviews to inform design changes that enhance services for users.
An immersive workshop at General Assembly, SF. I typically teach this workshop at General Assembly, San Francisco. To see a list of my upcoming classes, visit https://generalassemb.ly/instructors/seth-familian/4813
I also teach this workshop as a private lunch-and-learn or half-day immersive session for corporate clients. To learn more about pricing and availability, please contact me at http://familian1.com
3 Things Every Sales Team Needs to Be Thinking About in 2017Drift
Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue.
Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips
How to Become a Thought Leader in Your NicheLeslie Samuel
Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others.
Mike Thompson is the President and CEO of Groupware Technology, a company that specializes in IT solutions. As the leader, his responsibilities include setting the vision, goals, and culture of the company. He emphasizes leading by example and involving employees in developing the company's values. As the business has grown, Thompson's role has evolved to include industry involvement while balancing demands on his time. He focuses on employee development, benefits, communication, and community involvement to foster growth and success at Groupware Technology.
Mike Thompson discusses his role and responsibilities as CEO of Groupware Technology. He emphasizes leading by example and setting a vision, goals, and standards for the company. As the company has grown, Thompson's responsibilities have evolved to include representing the company externally. He focuses on developing employees' skills and roles, communicating openly, and fostering a culture where employees feel empowered and rewarded for their contributions. Thompson believes in giving back to the community and encourages the company to do the same.
Mike Thompson is the president and CEO of Groupware Technology Inc., a company that provides IT solutions. He discusses his responsibilities in leading the company by setting the vision, objectives, and core values. Thompson emphasizes leading by example and involving employees in developing the company culture. He also discusses how the company supports employees' professional growth, maintains open communication, gives back to the community, and focuses on customer service excellence. Thompson believes innovation occurs through solving problems and meeting customer needs.
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
Solomon Amar “How to build a network that sells ICT to Giants As Intel, Motor...Lviv Startup Club
This document provides tips for building a network to sell information and communication technology (ICT) products and services to large multinational companies. It advises to first define the target customer, gather resources for a long-term effort, focus on quality, service, and time to market to increase business value, attract top talent to reflect the quality of services, and build stable long-term relationships rather than focusing solely on short-term income. Flexibility, availability, and a bit of luck are also recommended. The overall message is that strategic planning, focusing on customers and talent, and building quality long-term relationships are key to success in this competitive market.
Dave Glaser is seeking a new career opportunity where he can utilize his diverse background in sales, finance, and customer service. He has over 15 years of work experience in various fields including sales, acting, and financial advising. Glaser is driven to succeed and has a proven track record of helping past employers flourish through top-level sales performance and leadership. He is looking for a new challenge that allows him to continue advancing his career.
Craig Marton was interviewed about his experience leading turnarounds at several companies, including Hedstrom Corporation from 1999-2004. He discussed integrating organizational upgrade, leadership integrity, and transitioning from a people-driven to process-driven model. At Hedstrom, he found no clear expectations, feedback, or processes. By communicating expectations, reengineering processes like product launches, and treating people with dignity, he grew revenues from $100M to $150M and profit from a loss to $14.9M within 3 years. The most important leadership lesson is to treat everyone with dignity, trust, and respect.
The document provides tips for establishing a strategic marketing and sales plan to sell ICT (information and communication technology) services to large multinational companies. It recommends choosing a target client, gathering resources for a long-term effort, focusing on quality of service and time to market, attracting top talent through a pull rather than push strategy, proving business stability, and building relationships over income. The presentation was given by Solomon Amar, president of AllStars-IT Group, an international IT services company.
This document provides samples and tips for various types of cover letters and job interview materials. It includes 10 samples of cover letter types such as application letters, referral letters, letters of interest, networking letters, and value proposition letters. It also lists additional free ebooks and articles on resume writing, interview questions, job searching tips, and other career resources available from the website coverletter123.com.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. Several employees highlight the company's unique culture that prioritizes professional development, relationships, and having fun. The team takes pride in their work finding top talent for clients and feels they are part of a passionate, high-performing group.
Midas people management provides human resources consulting services and solutions to help businesses address complex people management issues and adapt to changing business needs. They offer services in areas like HR management, training and development, coaching and mentoring, health and safety, and executive recruitment. Recent client testimonials praise Midas for their balanced, practical, and supportive approach to human resources.
Full Throttle Falato Leads & Recruiting Deck - 4_21_22.pdfMichael Falato
The document discusses the benefits of using an external lead generation service like Full Throttle Falato Leads compared to an internal approach, highlighting that Full Throttle Falato Leads can generate more qualified leads at a lower cost through their expertise in email automation, LinkedIn outreach, and sales experience. It also provides testimonials from clients praising Full Throttle Falato Leads' results and service.
This document provides insights from CEOs of successful SaaS companies on building an enterprise cloud business. It discusses tips for hiring the right team, maintaining a strong company culture, connecting sales and marketing, and scaling effectively. CEOs emphasize the importance of finding people who fit the company culture, treating hiring and retention as critical business processes, and ensuring sales and marketing goals are aligned. They also stress defining a clear vision and values, promoting from within when possible, and planning for scaling from the start.
This document provides information about McDermott + Bull, an executive search firm. It lists the leadership team and gives an overview of the company's services, which include executive search, interim leadership placement, and an executive networking program. It then discusses the company's approach, which focuses on understanding clients' needs and culture. The document provides client testimonials and describes the executive search process and Lean Six Sigma methodology used. It concludes by introducing the CEO and a principal consultant.
The document discusses how people are the greatest asset of a business if properly empowered. It outlines the importance of the "4Ts" - Talk, Train, Tools, Trust - in empowering people. It also stresses treating business partners, customers, and peers as people too, emphasizing communication and understanding their needs. While traditional approaches focus too much on processes, the document advocates empowering teams to engage directly with customers and each other to foster relationships that drive business success.
Terrell Simmons is applying for a leasing position and believes his qualifications are a strong fit. He has experience in property management, leasing, customer service, and handling multiple tasks simultaneously in fast-paced environments. Throughout his career, Simmons has demonstrated skills in communication, organization, and meeting deadlines. He is detail-oriented, hard-working, and eager to discuss how he can contribute to the company's success.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. It highlights the company's unique culture that focuses on professional development, career growth, and building relationships. Employees say they appreciate HireStrategy's intelligent work environment, talented team, and passion for both recruiting and their clients' industries. The firm prioritizes quality over quantity and strives to directly impact individuals and organizations.
1. Tim MarszalkowskiTim Marszalkowski
Tthunder@aol.comTthunder@aol.com
Massillon, OhioMassillon, Ohio
330-933-6208330-933-6208
About me….About me….
Having the ability to bring a smile to a person’s face has been a quality ofHaving the ability to bring a smile to a person’s face has been a quality of
mine since I have been in the work place, providing an environment wheremine since I have been in the work place, providing an environment where
people can be productive and resourceful thus motivating them to achievepeople can be productive and resourceful thus motivating them to achieve
the best of their potential.the best of their potential.
3. I am looking for the opportunity to work with aI am looking for the opportunity to work with a
corporation that has moral and ethical values at theircorporation that has moral and ethical values at their
core. Where people are empowered to make decisionscore. Where people are empowered to make decisions
and given a sense of ownership. An organization whereand given a sense of ownership. An organization where
internal customers are treated as well as externalinternal customers are treated as well as external
customers. A place where integrity and one’s word stillcustomers. A place where integrity and one’s word still
means something.means something.
Having the ability to learn from others that are not fromHaving the ability to learn from others that are not from
my own background will help me become more diverse inmy own background will help me become more diverse in
that corporate culture.that corporate culture.
5. Qualified on the AS400 computer systemQualified on the AS400 computer system
Computer literateComputer literate
Able to operate Word, Excel, and PowerPointAble to operate Word, Excel, and PowerPoint
Proficient at multitaskingProficient at multitasking
Seasoned negotiatorSeasoned negotiator
Adaptable to the needs of the employee baseAdaptable to the needs of the employee base
Experienced as a Stand up Comic/Public SpeakerExperienced as a Stand up Comic/Public Speaker
7. Mid-States Express – Regional ManagerMid-States Express – Regional Manager
March 1997 to March 2009
Effectively restructured each of 6 terminals and brought labor to
revenue ratios profitable by analyzing lane density, arrival patterns,
labor staffing, equipment usage, and vendor needs.
This improved margins of revenue and service times
Recruited, trained, and maintained employees by creating enjoyable
work environment where employees felt respected.
Oversaw terminal and sales operations for 6 terminals located in 3
states.
Was one of the few bright spots in the company before they ceased
operations. “Robert Sullivan” Effective Management Systems.
Was the only region to have 100% compliance with the EMS system
with all terminals.
.
8. Viking Freight Systems – NationalViking Freight Systems – National
Accounts/Account ExecutiveAccounts/Account Executive 1992-19971992-1997
Negotiated contracts and coordinated
distribution for key national accounts.
Increased annual revenue from $500,000 to
$4 million in national and local revenue.
Top representative of 23 sales professionals
in mid-central region.
9. Kuntzman Trucking – Vice PresidentKuntzman Trucking – Vice President
1991-19921991-1992
Restructured sales team.
Increased sales company wide by 17%
Handled all pricing issues, including
Tariffs, density, header rates, fak’s and
publishing of all tariff pages.
Trained sales team.
14. “Tim has established himself as not only a dedicated employee but also as a customer advocate. Tim's extremely strong
people skills are a valuable asset in both a sales environment as well as a team building or restructuring capacity. Tim has
always been there when needed and it is my sincerest hope I will be able to work with him in the future. A builder of valued
relationships and a leader of men.” April 10, 2009
Chris Johnson , Central Regional Manager , Mid-States Express Inc
worked directly with Tim at Mid-States Express
“Tapping into his passion and intensity, Tim combines his track record of success in sales and business development with
the ability to lead an operations team - increasing productivity, maximizing profitability and motivating team members to get
results, while managing to maintain a sense of humor - a rare gift indeed!” April 15, 2006
Lynn Failing
was with another company when working with Tim at Mid-States Express
“Tim has done a fine job for Mid-States Express and Mid-States could use a few more good managers like Tim. I appreciate
all the help you have given me over these past few years.” April 19, 2006
Ron Litman , National Account Executive , Mid-States Express, Inc.
worked directly with Tim at Mid-States Express
“Tim was the man I went to with any questions about Company policy. His leadership and direction was essential to my
development. Tim always took the time to answer any questions and was a good sounding board for my ideas.” April 6, 2009
George Gill , Service Center Manager , Mid-States Express
reported to Tim at Mid-States Express
16. Working hard and smart has got meWorking hard and smart has got me
to where I am today. I do not workto where I am today. I do not work
the traditional work day. I work whatthe traditional work day. I work what
the job entails. I have the ability tothe job entails. I have the ability to
think on my feet which gives me a legthink on my feet which gives me a leg
up on most. I am able to processup on most. I am able to process
situations and make judgments thatsituations and make judgments that
will be in the best interest of allwill be in the best interest of all
involved. I believe that being part of ainvolved. I believe that being part of a
team will help oneself and theteam will help oneself and the
organization.organization.
Qualified on the AS400 computer systemComputer literate Able to operate Word, Excel, and PowerPointProficient at multitasking Seasoned negotiatorAdaptable to the needs of the employee baseExperienced as a Stand up Comic/Public Speaker