WTIA Marketing Series: What Can You Learn from a Gaming Companynpyron
I presented this deck at a WTIA marketing event. With the rise of “gamification”, or the use of game mechanics in non-game contexts, I spoke about what non-gaming companies can learn from the marketing tactics of a gaming company.
EMPLOYEE BRAND AMBASSADORS ARE THE LOYAL LABRADORS FOR SUCCESSFUL COMPANIES—G...BOMBDIGGITY, LLC
Five years ago a brand ambassador was just a well-known expert or celebrity that a company paid to represent their brand. But my friends, times they are a-changing. Most consumers could care less if Kim Kardashian tells them to wear a particular shoe brand or if LeBron James tells you not to drink Sprite. Consumers are looking for honesty and authenticity. Now, let's talk about the best ambassadors that are LITERALLY right in front of you!
The KEY TRAINING used to help ministry leaders and teams design and clarify their ministry game plan.
Deciding WHAT needs to be done and what DOESN'T need to be done is essential. This training (and offsite process) helps teams say yes, no and not yet to their strategic focuses.
The key part of the training is a 7 step process that focuses on the HEALTH and strategically focus on what matters most.
WTIA Marketing Series: What Can You Learn from a Gaming Companynpyron
I presented this deck at a WTIA marketing event. With the rise of “gamification”, or the use of game mechanics in non-game contexts, I spoke about what non-gaming companies can learn from the marketing tactics of a gaming company.
EMPLOYEE BRAND AMBASSADORS ARE THE LOYAL LABRADORS FOR SUCCESSFUL COMPANIES—G...BOMBDIGGITY, LLC
Five years ago a brand ambassador was just a well-known expert or celebrity that a company paid to represent their brand. But my friends, times they are a-changing. Most consumers could care less if Kim Kardashian tells them to wear a particular shoe brand or if LeBron James tells you not to drink Sprite. Consumers are looking for honesty and authenticity. Now, let's talk about the best ambassadors that are LITERALLY right in front of you!
The KEY TRAINING used to help ministry leaders and teams design and clarify their ministry game plan.
Deciding WHAT needs to be done and what DOESN'T need to be done is essential. This training (and offsite process) helps teams say yes, no and not yet to their strategic focuses.
The key part of the training is a 7 step process that focuses on the HEALTH and strategically focus on what matters most.
Seminario sul Social Media Marketing fatto all'Università di Pisa, facoltà di Ingegneria.
*DISCLAIMER* Le fonti si trovano tutte nella bibliografia finale.
Mi dispiace per i video, cercherò di caricare la versione definitiva quanto prima.
Dopo un quadro generale sulla situazione dei Social Network nel mondo ed in Italia, si prova a delineare una definizione di Social Media Marketing e si fornisce un framework di riferimento su come farlo nel modo giusto.
Sono previsti una serie di Case Studies per discutere con l’aula sulle Best & Worst Practice nell’ambito.
Seminario sul Social Media Marketing fatto all'Università di Pisa, facoltà di Ingegneria.
*DISCLAIMER* Le fonti si trovano tutte nella bibliografia finale.
Mi dispiace per i video, cercherò di caricare la versione definitiva quanto prima.
Dopo un quadro generale sulla situazione dei Social Network nel mondo ed in Italia, si prova a delineare una definizione di Social Media Marketing e si fornisce un framework di riferimento su come farlo nel modo giusto.
Sono previsti una serie di Case Studies per discutere con l’aula sulle Best & Worst Practice nell’ambito.
By the population graph, Sharjah is the third biggest city in the United Arab Emirates. It hosts more than 800,000 residents within itself. Amid the Persian gulf on the left side and Oman gulf on the east side, it is the hub of humanity, industry and contributes 7.4 % of the GDP of the United Arab Emirates.
RESEARCH FROM McMASTER UNIVERSITY SHOWS THAT CANADIANS TEND TO.docxverad6
RESEARCH FROM McMASTER UNIVERSITY SHOWS THAT CANADIANS TEND TO MANAGE
STRESS BY PROBLEM-SOLVING, LOOKING ON THE BRIGHT SIDE, TRYING TO RELAX,
TALKING TO OTHERS, BLAMING OURSELVES, IGNORING STRESS, OR PRAYING. BUT ARE
MEN AND W OMEN DIFFERENT IN HOW THEY MANAGE STRESS? YES, SAY PSYCHOLOGISTS. »
alive.com 35
heal t h
THE CAUSES OF STRESS
T h e p r im a ry so u rc e s of s tre s s for b o th m e n a n d w o m en
a re w ork situ a tio n s, fin a n c ia l c o n c e rn s, h e a lth scares,
a n d fam ily iss u e s. H ow ever, p sy c h o lo g is t R a n d y K am e n
say s w o m en te n d to s tre s s m o re ab o u t th e ir re la tio n s h ip s
a n d m e n te n d to s tr e s s m o re a b o u t w ork—b u t she
b e lie v e s th is is slow ly sh iftin g . T h e e x a ct c a u se s of s tre s s
d e p e n d o n o n e’s p e rso n a lity , physiology, g en e tic s, h e a lth ,
en v iro n m en t, a n d em o tio n a l a n d s p iritu a l ap p ro a ch to life.
P sy c h o lo g ist S teve O rm a a d d s th a t it’s im p o r ta n t for
b o th m e n a n d w o m en to d is tin g u is h b e tw e e n n o rm al,
sh o rt-te rm life s tr e s s a n d u n h e a lth y , c h ro n ic s tre s s . “A
p e rs o n c a n ta k e o n a g o o d a m o u n t of sh o rt-te rm s tre s s
a n d sh o w v e r y little to n o s tra in ,” h e says.
“H e o r sh e m ay e v e n th riv e on it, s u c h as a w ork
p ro je c t th a t is c h a lle n g in g a n d stim u la tin g . H ow ever,
th e e m o tio n a l s ig n s of c h ro n ic s tr e s s in c lu d e fee lin g
o v erw h elm ed , o v erlo ad ed , a n d an x io u s. P h y sica l
sy m p to m s m ig h t b e h e a d a c h e s , m u sc le te n sio n , fatig u e,
a n d p o o r sleep .”
B etw een 75 a n d 9 0 p e rc e n t of all d o c to r’s office v is its
a re for s tre s s -re la te d a ilm e n ts a n d co m p lain ts. T hus, th e
k ey to h e a lth y liv in g is to m a n a g e b o th sh o rt- a n d lo n g
te rm s tr e s s b efo re it m a n a g e s you.
“ E v e r y o n e e x p e r i e n c e s
s t r e s s i n d i f f e r e n t w a y s .
T h e k e y t o m a n a g i n g
s t r e s s a n d s t a y i n g h e a l t h y
i s t o k n o w y o u r s e l f . ”
“W e n e e d to d ea l w ith o u r s tre s s b e c a u s e it a ffec ts o u r
m e n tal, p h y sical, a n d em o tio n a l h e a lth ,” say s K am en.
“S tre ss ca n in c re a s e o u r r is k of h e a r t d ise a se , m e tab o lic
d iso rd e rs, im m u n e p ro b lem s, a n d a w hole s p e c tr u m of
p sy c h o lo g ic a l d iso rd e rs. It p lay s a role in h e a d a c h e s , h ig h
b lo o d p re s s u re , h e a r t p ro b lem s, d ia b e te s, s k in c o n d itio n s,
a s th m a , a r th ritis , a n d d ep re ssio n .” S tre ss ca n also w re ak
h av o c o n o u r p e r s o n a l a n d p ro fe ssio n a l rela tio n sh ip.
Dr.N.Asokan, Entrepreneur Characteristics, Purpose, Fanatic Discipline, Life Long Self Learning, Competency, Service Mindset, Personal Mastery, High Energy, Trusted Relationship, Story Telling, System Thinking, Mentor, Grey Area, Complexity
Simplicity, MACAPPSTUDIO, Rethink
This slide presentation accompanied a webinar about how to empower your nonprofit board to be frontline fundraisers. It was first offered Mar. 25, 2014.
Culture is the driver of sustainable performance. Management board culture is not as elusive as often thought. It can be made concrete by evaluating management board performance, not only based on figures and strategic memos, but also on key cultural characteristics. It is time to rethink the role of non-executives in the boardroom.
Grading Happiness For Total Stress Management Dr. Shriniwas Kashalikar
1. Grad ing Happine s s
For
Tota l
Str e s s
Management
Dr .
Shr i n iwa s
Kasha l i k a r
2. Grad ing happ in e s s i s a
conc ep t cruc i a l and
pivo t a l to tak e s imp l e
prac t i c a l s t e p s to make
prope r cho i c e s fo r
as s e r t i o n , re i n f o r c emen t
and thu s maximi z i n g your
suc c e s s and / o r happ in e s s
through out
your l i f e . The prac t i c a l
s t e p s to grade happ in e s s
are g i v e n be l ow .
St ep s
Do not take up ac t i v i t i e s
inadv e r t e n t l y [wi t h ou t
3. grad i n g ] wi th th e hope of
happ in e s s or suc c e s s ,
ju s t becau s e th ey are
orda i n e d or adv i s e d by
some one somewhere .
Pl ea s e rea l i z e tha t
happ in e s s i s a re l a t i v e
t e rm . What makes one
happy
may make ano th e r sad .
Hence t r y i n g to do th i n g s
acco rd i n g to some
pre s c r i p t i o n may not make
you happy and may prove
coun t e r p r odu c t i v e !
4. Hence the r e i s a need to
l e a r n some gene r a l
cr i t e r i a or paramet e r s to
grade happ in e s s .
The f i r s t cr i t e r i o n i s
durab i l i t y . That i s how
evane s c e n t or l a s t i n g i s
the happ in e s s [ f o r you
and othe r s invo l v e d ] ,
der i v e d f r om th e
ac t i v i t y .
The se c ond cr i t e r i o n i s
the number of peop l e
5. invo l v e d . That i s , how
many peop l e
you can shar e th e
happ in e s s wi th , der i v e d
f r om your ac t i v i t y .
The th i r d cr i t e r i o n i s
the in t e n s i t y of the
happ in e s s That i s how
fu l l y you ge t engro s s e d
in the ac t i v i t y . Us ing
the s e cr i t e r i a you can
g i v e grade s such as
A ,B , C , D , E , e t c .
6. A grade happ in e s s i s tha t
of Buddha or any
othe r l i k e him . Thi s
happ in e s s i s so much
durab l e tha t i t l a s t e d
fo r the l i f e t ime of
Buddha and hi s fo l l ow e r s .
Thi s happ in e s s
invo l v e d mil l i o n s of
peop l e fo r mi l l e n n i a of
year s . The happ in e s s i s
so in t e n s e tha t
Buddha was to t a l l y and
s i n g l e minded l y invo l v e d
in i t .
7. B grade happ in e s s i s tha t
of sc i e n t i s t s or
re f o rmer s , where the
happ in e s s i s durab l e , but
not en t i r e l y as
c i r c ums t a n c e s
cou l d des t r o y i t .
Mil l i o n s of peop l e , but
not the " have not”
ca t e g o r y would be shar i n g
the happ in e s s . The
in t e n s i t y cou l d be
immense but ind i v i d u a l
conc e r n ed may be
di s t u r b e d by oth e r
[mate r i a l ] fa c t o r s .
8. C grade happ in e s s cou l d
be tha t of par t i e s , ge t
tog e t h e r n e s s or oth e r
es c ap i s t ac t i v i t i e s
D grade happ in e s s cou l d
be born out of mater i a l
pos s e s s i o n s or oth e r
suc c e s s e s in
pe t t y pursu i t s
E grade cou l d be
happ in e s s in harming
othe r s to a grea t e r or
9. l e s s e r ex t e n t fo l l ow ed by
sen s e gu i l t or f e a r .
F , G, H and even l ower
grade s of happ in e s s [ born
out of he i n ou s cr ime s ]
cou l d be de f i n e d but are
l e f t to the reade r s '
di s c r e t i o n .
Tip s
You become expe r t in
making grada t i o n s of
happ in e s s , cho i c e s ,
as s e r t i o n s and
re i n f o r c emen t s as you
10. grow more and more
obj e c t i v e .
You become in c r e a s i n g l y
f e a r l e s s and s i n g l e
minded as you become
obj e c t i v e . Namasmaran
he l p s in th i s grada t i o n .
Warning s
These gu id e l i n e s are not
to be fo l l o w ed
obse s s i v e l y and bl i n d l y .
They are fo r
cons i d e r a t i o n and
prov i s i o n a l acc ep t a n c e
and ver i f i c a t i o n .
11. Sourc e s and Ci t a t i o n s
Str e s s : Under s t a nd i n g and
management :
Dr . Shr i n iwa s Kasha l i k a r
Super l i v i n g : Dr .
Shr i n iwa s Kasha l i k a r
Namasmaran : Dr . Shr i n iwa s
Kasha l i k a r