Horizon Digital.au
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At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
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Transformation
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizon digital software develpoment
Software development is the dynamic and ever-evolving process of designing, creating, testing, and maintaining computer programs and applications. It is a discipline that blends art and science, where developers harness their creativity to solve real-world problems through lines of code. The field encompasses a wide range of technologies, methodologies, and languages, making it a versatile and constantly changing landscape. Collaboration and communication are key in software development, as teams work together to transform ideas into functional software, ensuring it meets the needs of users and businesses.
Horizondigital.pptx
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizondigital2.pptx
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizon Digitalau.pdf
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
James Jones SpaceX tells How to turn Technology into Success?
James Jones SpaceX says, To harness technology and data to achieve success, companies need leaders who are as innovative and visionary as ever today. While this transformation requires business leaders to embrace major changes in technology, the digital transition requires them to also overhaul their attitudes and cultures. Successful transformations also position companies for long-term success; as they learn how to innovate continuously, they will not need to transform again as often. In contrast, companies that succeed at embracing digital technologies, building a digital mindset, and adopting digital ways of working may achieve new rates of continual improvement.
If you are only relying on adding or upgrading technologies to digitally transform your company, you are missing key benefits and solutions. Digital transformation is a must-do because leading companies today must create bionic capabilities in order to leverage the potential of disruptive technologies and incorporate them into new processes, organizational models, and ways of working. Digital transformation processes are driven by emerging technologies, with experts anticipating that 2022 will bring some of the most exciting, disruptive, and innovative opportunities to date. The digital transformation journey is all about radically changing the way organizations do business and serve customers via digital technologies, and creating a business that is in fact stronger and more flexible than before.
Engage tech innovation managers (managers with technical expertise in specific areas, who drive work around digital innovations, like developing new products or services) to drive the organization's digital transformation. While it may be tempting to focus on new technical talent during digital transformation, a better approach is a model that combines the new digital talent with domain expertise derived from incumbent employees. The easiest to get started is working with firms focused on designing for innovation, which can help to onboard and train your existing teams so they have a better understanding of how to create an innovative, design-led culture, understanding the possibilities offered by both tech and user-centered design for your product offerings. The process requires an open-minded approach, along with training and an understanding of how data, design, and technology will affect them throughout the team's HR, finance, procurement, marketing, and even product team.
Running head CSR BRIEF .docx
Running head: CSR BRIEF 1
2
CSR BRIEF
CSR BriefJared LinscombeMGT/426
December 6, 2017
Martin PayCSR Brief
Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.
Review & Research
Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.
In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).
Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.
My Company’s Ability as a Learning Organization
One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).
This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.
Did this Decision Support or Detract from a Change Initiative?
According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meanin ...
Diversity 2.0 - The Diversity and Inclusion Social Media Revolution
With the inexorable growth of social media technologies, the global lexicon across cultures, generations, and professional industries has changed—permanently. In this webinar, Tanya Odom and David Thompson described core elements of social media, and how diversity and inclusion (d&i) practitioners can use these tools to complement their d&I activities. This was presented at a Linkage, Inc. webinar, March 16th 2012
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Transformation
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizon digital software develpoment
Software development is the dynamic and ever-evolving process of designing, creating, testing, and maintaining computer programs and applications. It is a discipline that blends art and science, where developers harness their creativity to solve real-world problems through lines of code. The field encompasses a wide range of technologies, methodologies, and languages, making it a versatile and constantly changing landscape. Collaboration and communication are key in software development, as teams work together to transform ideas into functional software, ensuring it meets the needs of users and businesses.
Horizondigital.pptx
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizondigital2.pptx
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
Horizon Digitalau.pdf
At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
James Jones SpaceX tells How to turn Technology into Success?
James Jones SpaceX says, To harness technology and data to achieve success, companies need leaders who are as innovative and visionary as ever today. While this transformation requires business leaders to embrace major changes in technology, the digital transition requires them to also overhaul their attitudes and cultures. Successful transformations also position companies for long-term success; as they learn how to innovate continuously, they will not need to transform again as often. In contrast, companies that succeed at embracing digital technologies, building a digital mindset, and adopting digital ways of working may achieve new rates of continual improvement.
If you are only relying on adding or upgrading technologies to digitally transform your company, you are missing key benefits and solutions. Digital transformation is a must-do because leading companies today must create bionic capabilities in order to leverage the potential of disruptive technologies and incorporate them into new processes, organizational models, and ways of working. Digital transformation processes are driven by emerging technologies, with experts anticipating that 2022 will bring some of the most exciting, disruptive, and innovative opportunities to date. The digital transformation journey is all about radically changing the way organizations do business and serve customers via digital technologies, and creating a business that is in fact stronger and more flexible than before.
Engage tech innovation managers (managers with technical expertise in specific areas, who drive work around digital innovations, like developing new products or services) to drive the organization's digital transformation. While it may be tempting to focus on new technical talent during digital transformation, a better approach is a model that combines the new digital talent with domain expertise derived from incumbent employees. The easiest to get started is working with firms focused on designing for innovation, which can help to onboard and train your existing teams so they have a better understanding of how to create an innovative, design-led culture, understanding the possibilities offered by both tech and user-centered design for your product offerings. The process requires an open-minded approach, along with training and an understanding of how data, design, and technology will affect them throughout the team's HR, finance, procurement, marketing, and even product team.
Running head CSR BRIEF .docx
Running head: CSR BRIEF 1
2
CSR BRIEF
CSR BriefJared LinscombeMGT/426
December 6, 2017
Martin PayCSR Brief
Organizations can be responsible for the things that will affect the organization either internally or externally. Corporate Social Responsibility is a processed evaluation that initially aids the companies analyze and understand their responsibility to the society, customers, the surrounding as well as the staff of the organization. Walt Disney Company has grown to be the world largest entertainment and Information Company. In this “CSR Brief” summary, I will summarize Walt Disney Company culture. I will also display characteristics that have given Walt Disney Company the ability to be a learning organization as well as explain how Walt Disney Culture and learning organizational abilities support from a change initiative.
Review & Research
Culture is defined as the way people do things around here. It provides direction, whether intentional or in reality, on the things that should be done, how we should do them and as to why they are done that way. Culture pervades every firm, and it has the power to either sustain or wipe out even the most vital change strategies.
In the aftermath of the latest encounter regarding our organizational process, it was discovered that our organization was in fact utilizing the “Process” change model was it successful? In some ways I can say yes, and in others it was a communicational disaster. I can also truthfully state that having our delegation removed proved to be a lesson in not only humility but in Strategic Change, and once the decision was made the effects were swiftly and without recourse (Serrat, 2017).
Now that there are three other selected delegating agencies that will thoroughly review our departments’ decisions in the above three areas (personnel, contracting, technology). I then realized in that moment, our culture had changed.
My Company’s Ability as a Learning Organization
One may ask how you deal with such a drastic change. Was there a design model during this shift? And because we are all aware that creating a culture consist of various mindsets and attitude and behaviors (Serrat, 2017).
This change became not only a Power Culture but a Role Culture as well. Power cultures are known to be demanding of its leaders and its people within the organization. And the implementation of the Role Culture forced a non-existent collaboration among upper management and its leaders. And by doing so it did not allow a “processing time for staff and employees to process.
Did this Decision Support or Detract from a Change Initiative?
According to O’Connor (2017), “Firms need to change their structure in order for them to be able to accommodate internal expansions as well as have a chance to adjust and adapt to external factors,” I feel that this decision did indeed detract, meanin ...
Diversity 2.0 - The Diversity and Inclusion Social Media Revolution
With the inexorable growth of social media technologies, the global lexicon across cultures, generations, and professional industries has changed—permanently. In this webinar, Tanya Odom and David Thompson described core elements of social media, and how diversity and inclusion (d&i) practitioners can use these tools to complement their d&I activities. This was presented at a Linkage, Inc. webinar, March 16th 2012
Building a Workforce Where Belonging Is the Rule — Not the Exception
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Igniting growth through innovation: highlights from retreat
Highlights from EY's exclusive retreat for corporate executives and disruptive entrepreneurs.
7 step guide to digital transformation
To successfully react to windows of opportunity, regardless of the focus — innovation, growth, culture, cost structure, technology — a new methodology of change leadership is required.
7 Step Guidance toward a successful Digital Transformation
( Step1) Create a sense of urgency
-- Help others feel a gut-level determination to move and win, now
( Step 2) Create a guiding coalition
-- Putting together a group with enough power to lead the change
( Step 3) Developing a change digital vision
-- Clarify how the future will be different from the past
( Step 4) Communicating the digital vision for buy-in
-- Ensuring that as many people as possible understand and accept the vision
( Step 5) Empowering-Broad Based Actions
-- Removing as many barriers as possible and unleashing people to do their best work
( Step 6) Generating short term wins
-- Creating visible, unambiguous success as soon as possible
( Step 7) Don't let up
-- In a successful major change initiative, by step 7 you will begin to see:
( Step 8) Make it stick
-- Anchoring new approaches in the culture for sustained change
Digital Transformation Review 10
Digital technologies allow organizations to reinvent themselves – transforming the core of the business and finding and exploiting new sources of value. However, many organizations are struggling to reinvent themselves because they run up against a significant barrier – culture. Our research shows that culture is the number 1 barrier to digital transformation.
This edition of the Digital Transformation Review focuses on this critical, but neglected, topic:
How are large and traditional organizations tackling the thorny issue of digital culture?
What do digital-native firms do differently when it comes to digital culture?
What advice do leading academics have for organizations attempting to get digital culture change right?
We share the insights of key leaders and experts on this topic, representing the views of traditional companies, academia, and the Silicon Valley. We also outline Capgeminis’ point of view on how organizations can close the growing employee-leadership gap in digital culture, drawing on an extensive global survey.
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Digitale Transformation dient überwiegend der kurzfristigen Produktivitätssteigerung, aber immer noch (zu) wenig für Innovationen und Entwicklung neuer Geschäftsmodelle, zeigt eine aktuelle Deloitte-Umfrage unter 361 großen Industrieunternehmen. Dabei mangelt es weder am Investitionswillen noch am Geld, denn durchschnittlich fließen 30 Prozent des IT-Budgets in Digitalisierungsprojekte. Dagegen werden aber nur 11 Prozent des Innovationsbudgets für Digitalprojekte eingesetzt.
94 Prozent der Befragten sehen den digitalen Wandel als eines der wichtigsten strategischen Ziele ihrer Organisation. Das bedeutet aber noch nicht, dass sie die strategischen Möglichkeiten vollständig ausloten. Tatsächlich sehen 68 Prozent die Transformation lediglich als Mittel, um die Rentabilität zu steigern. Investitionen in digitale Technologien haben primär das Ziel, das Gleiche zu tun wie bisher, nur eben besser oder effizienter.
Auf diese Weise lassen sich keine dauerhaften Wettbewerbsvorteile erschließen. Denn die vielleicht wichtigste Erkenntnis der vergangenen 20 Jahre digitaler Transformation lautet: Nur die Unternehmen, die erfolgreich digitale Geschäftsmodelle etabliert haben, erobern neue Märkte und setzen sich von der Konkurrenz ab.
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How Change Management can Support Digital Transformation
Change management as the name states is the management of change. While transformation is comprehensively changing something. The two efforts are intertwined by change. In order to increase the chances of success when introducing digital transformation, you need to have a strong change management plan.
Aronagh consulting portfolio 2015 final
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Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
Transformation is not digital, it's constant
Many organizations focus on Digital Transformation as a key to success. There seems to be a belief that “Once we become fully digital, the transformation is complete”. However, the reality of today will not be the leading solution of tomorrow. This talk will focus on the reasons why it’s not about digital transformation, rather, it’s about building organizations that can support constant transformation -in culture, in working models, in strategic thinking, and in mindset.
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Building a Workforce Where Belonging Is the Rule — Not the Exception
Diversity has moved from a human resource challenge to a business opportunity. Companies with a diverse workforce and an inclusive work environment are better equipped to meet the demands of an increasingly competitive digital world. These organizations foster an atmosphere of trust; give employees a say in decision making; involve them in work processes; and provide the information, resources, and tools they need to succeed. By embracing different perspectives, they can anticipate challenges before they become problems, and tend to post superior financial results.
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7 step guide to digital transformation
To successfully react to windows of opportunity, regardless of the focus — innovation, growth, culture, cost structure, technology — a new methodology of change leadership is required.
7 Step Guidance toward a successful Digital Transformation
( Step1) Create a sense of urgency
-- Help others feel a gut-level determination to move and win, now
( Step 2) Create a guiding coalition
-- Putting together a group with enough power to lead the change
( Step 3) Developing a change digital vision
-- Clarify how the future will be different from the past
( Step 4) Communicating the digital vision for buy-in
-- Ensuring that as many people as possible understand and accept the vision
( Step 5) Empowering-Broad Based Actions
-- Removing as many barriers as possible and unleashing people to do their best work
( Step 6) Generating short term wins
-- Creating visible, unambiguous success as soon as possible
( Step 7) Don't let up
-- In a successful major change initiative, by step 7 you will begin to see:
( Step 8) Make it stick
-- Anchoring new approaches in the culture for sustained change
Digital Transformation Review 10
Digital technologies allow organizations to reinvent themselves – transforming the core of the business and finding and exploiting new sources of value. However, many organizations are struggling to reinvent themselves because they run up against a significant barrier – culture. Our research shows that culture is the number 1 barrier to digital transformation.
This edition of the Digital Transformation Review focuses on this critical, but neglected, topic:
How are large and traditional organizations tackling the thorny issue of digital culture?
What do digital-native firms do differently when it comes to digital culture?
What advice do leading academics have for organizations attempting to get digital culture change right?
We share the insights of key leaders and experts on this topic, representing the views of traditional companies, academia, and the Silicon Valley. We also outline Capgeminis’ point of view on how organizations can close the growing employee-leadership gap in digital culture, drawing on an extensive global survey.
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Read More: https://ciolook.com/best-workplaces-for-women-in-2022-december2022/
The impact of new policies on the social housing market: an interview with Su...
Big changes are ahead in social housing following the introduction of the 2016 Housing and Planning Act. We caught up with Home Group’s People Director Susan Coulson to discuss the impact of new policies and how the organisation has subsequently redesigned its delivery model to ensure customers would not be negatively impacted. Susan also discusses Home Group’s employee engagement and talent acquisition strategies and shares her thoughts on what she thinks the sector will look like in 2020.
Iron Mountain: 8 Experts on Workplace Transformation
https://www.ironmountain.com/resources/best-practice-guides/m/mighty-guide-8-experts-on-workplace-transformation
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To enter new markets, acquire new technologies, increase scale or gain access to low cost operations, mergers and acquisitions are a key strategy for many organizations. While the strategy is a common one, it is also a risky one. One wrong move can have significant consequences for organizations.
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(via Dr. Holger Schmidt)
Defensive Digitalisierer
Digitale Transformation dient überwiegend der kurzfristigen Produktivitätssteigerung, aber immer noch (zu) wenig für Innovationen und Entwicklung neuer Geschäftsmodelle, zeigt eine aktuelle Deloitte-Umfrage unter 361 großen Industrieunternehmen. Dabei mangelt es weder am Investitionswillen noch am Geld, denn durchschnittlich fließen 30 Prozent des IT-Budgets in Digitalisierungsprojekte. Dagegen werden aber nur 11 Prozent des Innovationsbudgets für Digitalprojekte eingesetzt.
94 Prozent der Befragten sehen den digitalen Wandel als eines der wichtigsten strategischen Ziele ihrer Organisation. Das bedeutet aber noch nicht, dass sie die strategischen Möglichkeiten vollständig ausloten. Tatsächlich sehen 68 Prozent die Transformation lediglich als Mittel, um die Rentabilität zu steigern. Investitionen in digitale Technologien haben primär das Ziel, das Gleiche zu tun wie bisher, nur eben besser oder effizienter.
Auf diese Weise lassen sich keine dauerhaften Wettbewerbsvorteile erschließen. Denn die vielleicht wichtigste Erkenntnis der vergangenen 20 Jahre digitaler Transformation lautet: Nur die Unternehmen, die erfolgreich digitale Geschäftsmodelle etabliert haben, erobern neue Märkte und setzen sich von der Konkurrenz ab.
Digital transformation
Technology disruption is proliferating at a pace faster than most anticipated. There is an urgency and an imperative to transform. This white paper introduces a framework for Enterprise digital transformation and a detailed guide to achieve digital transformation dexterity
How Change Management can Support Digital Transformation
Change management as the name states is the management of change. While transformation is comprehensively changing something. The two efforts are intertwined by change. In order to increase the chances of success when introducing digital transformation, you need to have a strong change management plan.
Aronagh consulting portfolio 2015 final
Aronagh's Consulting Services Portfolio covers people & culture, organisation design, business transformation and data governance. Contact me at www.aronagh.com for more information.
The Culture Cure for Digital: How to Fix What’s Ailing Business
Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
Transformation is not digital, it's constant
Many organizations focus on Digital Transformation as a key to success. There seems to be a belief that “Once we become fully digital, the transformation is complete”. However, the reality of today will not be the leading solution of tomorrow. This talk will focus on the reasons why it’s not about digital transformation, rather, it’s about building organizations that can support constant transformation -in culture, in working models, in strategic thinking, and in mindset.
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At Securex UK Ltd we are dedicated to providing top-rated security solutions tailored to your specific needs. With a team of highly trained professionals and cutting-edge technology, we prioritize your safety and peace of mind.
Our commitment to excellence extends beyond traditional security measures. We understand the dynamic nature of security challenges, and our personalized approach ensures that every client receives a bespoke protection plan.
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Matebiz Pvt. Ltd. specializes in providing cutting-edge digital marketing for Fashion Industry. Our comprehensive strategies ensure that your brand stands out in the competitive fashion landscape. From targeted social media campaigns to search engine optimization tailored for fashion keywords, we cover it all. With a deep understanding of industry trends and consumer behavior, we craft compelling content and engaging visuals to enhance your online presence. Trust Matebiz Pvt. Ltd. to elevate your fashion brand through strategic digital marketing initiatives.
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AL Afnan Steel Industrial Company LLC is a distinguished steel manufacturer and supplier, celebrated for its high-quality products and outstanding customer service. With a diverse portfolio that includes structural steel, and custom fabrications, AL Afnan meets a wide array of industrial demands. We are dedicated to using advanced technologies and sustainable methods to ensure excellence and reliability in every product, serving both local and international markets with efficiency.
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Horizon Digital.au
- 2. In 2021, co-founders Jason Seel and Jesse Hill established Horizon Digital with the clear vision to partner with Perth businesses to help them improve and grow by leveraging the power of technology. Their primary focus was on promoting a practical and people-centric approach to digital transformation and innovation, firmly believing that it’s the people behind the technology who truly make the difference. They observed many businesses caught in a cycle of endless planning around tech solutions, with grand objectives and distant deadlines, but lacking immediate action. They recognized a need to shift this focus, placing people and practical implementation at the forefront.
- 3. At Horizon Digital, our mission is to simplify technology for businesses of all sizes. We are a team of passionate tech enthusiasts and innovators, applying agile ways of working to deliver technology solutions across state government, private sectors, and startups.
- 5. Transformation is a profound and often radical change that occurs at various levels of life, from personal growth to organizational evolution and societal shifts. It is a process through which individuals, groups, or entities undergo a fundamental metamorphosis, challenging existing paradigms, behaviors, and structures. Transformation encompasses both inward and outward changes, reshaping beliefs, values, and practices to align with a new vision or purpose. Successful transformation requires strong leadership, clear objectives, effective communication, and adaptability, while resistance, unclear direction, and rigid approaches can hinder progress. Ultimately, transformation is a journey of self-discovery, innovation, and adaptation that leads to a renewed sense of identity, purpose, and potential.
- 6. Phone Number : 1300 737 699 Email : hello@horizondigital.au Location : Level 7/125 Murray Street, Perth WA 6000