A six step approach to creating and updating and using a personal marketing plan for individuals in career transition. This document is to be used during one on one networking to brand yourself and to gain contacts at your defined "Target companies".
The document outlines Mark Troncone's seven point employment strategy and discusses the importance of asking yourself ten questions before beginning a job search. The ten questions include: why you are looking for a job, what you want your next career to be, the most important job features, a personal self-assessment, what motivates you, your key skills, desired geographic location, your biggest success story, how you spend free time, and your salary expectations. Completing this pre-work self-reflection is important to focus your job search efforts and be prepared for interviews.
This is an example of a presentation job candidates are using to win interviews and land jobs.
Develop your own interview winning presentation at www.interviewbest.com.
Your Career Map - A Guide for IT ProfessionalsKelly Services
This document provides guidance on career management and creating an effective career map for IT professionals. It discusses the importance of proactively managing one's career through understanding strengths, goals, and developing a long-term plan rather than reacting to external events. It recommends creating a career map that assesses current position and goals for 1, 5, 10 years from now to purposefully guide career progression. The document also stresses the value of self-assessment, flexibility in the plan, consistency in reviewing it, and developing a clear professional brand aligned with the map.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
Design and Data Processes Unified - 3rd Corner ViewJulian Jordan
In this presentation (given in early 2020) I explain that to build digital products, data analysts/scientists and designers need to leverage each other’s processes and work as a unit.
I introduce the problem solving approach of data analysts/scientists and designers as well as how to combine these approaches. Additionally, I explain how mental models and algorithms, while associated with design and data science, respectively, are similar ways to represent phenomena and questions about them.
This document provides guidance on how to create a great recruiting process and experience for candidates. It discusses the importance of crafting an overall experience for candidates from introduction through close. Key aspects of the process include telling compelling stories about the company and roles, understanding candidates, conducting in-depth interviews to evaluate fit, finding ways to connect with candidates, and ensuring the candidate is ready to accept an offer before it is delivered. Metrics and debriefs are also recommended to continuously improve the recruiting process.
Product managers personality and career pathTatuLund
In this document I am researching product managers persona from organizational , personality and career path perspectives. I think these viewpoints are essentials to understand in order to recruit new product managers effectively. I was chairing a session on this topic in ProductCamp Helsinki event 18.4.2015.
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
The document outlines Mark Troncone's seven point employment strategy and discusses the importance of asking yourself ten questions before beginning a job search. The ten questions include: why you are looking for a job, what you want your next career to be, the most important job features, a personal self-assessment, what motivates you, your key skills, desired geographic location, your biggest success story, how you spend free time, and your salary expectations. Completing this pre-work self-reflection is important to focus your job search efforts and be prepared for interviews.
This is an example of a presentation job candidates are using to win interviews and land jobs.
Develop your own interview winning presentation at www.interviewbest.com.
Your Career Map - A Guide for IT ProfessionalsKelly Services
This document provides guidance on career management and creating an effective career map for IT professionals. It discusses the importance of proactively managing one's career through understanding strengths, goals, and developing a long-term plan rather than reacting to external events. It recommends creating a career map that assesses current position and goals for 1, 5, 10 years from now to purposefully guide career progression. The document also stresses the value of self-assessment, flexibility in the plan, consistency in reviewing it, and developing a clear professional brand aligned with the map.
This document provides strategies for career success, including developing relationships, enhancing your value within your company, and creating a career development plan. It discusses the importance of leadership and retaining talent. Specific tips are provided, such as understanding your company's culture, increasing your visibility, getting support from a coach or mentor, and regularly evaluating your progress. Developing emotional intelligence and communication skills is also emphasized. The goal is to help people advance their careers by taking leadership opportunities and continuously learning and developing themselves.
Design and Data Processes Unified - 3rd Corner ViewJulian Jordan
In this presentation (given in early 2020) I explain that to build digital products, data analysts/scientists and designers need to leverage each other’s processes and work as a unit.
I introduce the problem solving approach of data analysts/scientists and designers as well as how to combine these approaches. Additionally, I explain how mental models and algorithms, while associated with design and data science, respectively, are similar ways to represent phenomena and questions about them.
This document provides guidance on how to create a great recruiting process and experience for candidates. It discusses the importance of crafting an overall experience for candidates from introduction through close. Key aspects of the process include telling compelling stories about the company and roles, understanding candidates, conducting in-depth interviews to evaluate fit, finding ways to connect with candidates, and ensuring the candidate is ready to accept an offer before it is delivered. Metrics and debriefs are also recommended to continuously improve the recruiting process.
Product managers personality and career pathTatuLund
In this document I am researching product managers persona from organizational , personality and career path perspectives. I think these viewpoints are essentials to understand in order to recruit new product managers effectively. I was chairing a session on this topic in ProductCamp Helsinki event 18.4.2015.
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
Joining our business a career in recruitmentJonSurman4
The document provides information about joining a career in recruitment and working for Nucleus Precision Consultants. It discusses the values of dominating your market space, taking responsibility, being authentic, always learning, and acting outwardly. It describes what recruiters do, screening candidates, creating shortlists, arranging interviews. It outlines the recruitment process and benefits of working for Nucleus such as support, training, career pathways, and competitive salary and commission structures. Testimonials discuss the rewards of helping people and companies succeed and finding challenges fulfilling.
In this file, you can ref competency based interview tips with interview questions & answers, other competency based interview tips materials such as: interview thank you letters, types of interview questions
The interview is an opportunity to stand out and be noticed. An interviewer will often see many candidates in one day. The one who will be remembered is the one who had something interesting to say and left a definite impression.
This document contains slides from a seminar on management skills and personal development. It instructs students to treat 2021 as a year of asset creation by developing either a Kickstarter-style project or entrepreneurial business proposal. It explains that these projects will make up 25% of students' individual portfolios. The slides provide guidance on these projects and developing job application materials like CVs, cover letters, and evidence of skills. They also share advice for navigating tough job markets, including cultivating strengths, adapting, sharpening skills, and thinking like an entrepreneur.
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
This presentation looks at each element in the process for selecting the right employees; from creating job descriptions, to writing job advertisements, to designing and evaluating applications. It also addresses how to legally conduct reference and credit checks, create structured interviews, the methods for avoiding discrimination claims, and for testing and evaluating applicants.
Special police officer performance appraisalmariagulia337
This document provides information and resources for evaluating the performance of special police officers, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
1. Adam Wahab completed an engineering internship where he sought to gain construction management experience, learn new software programs, take on problem-solving tasks, and contribute value to the company.
2. He obtained some field exposure to construction projects and assisted engineers with tasks like bid analysis and submittal logs. Adam also helped organize standards libraries and site photos on projects.
3. According to his supervisor, Adam was willing to help on any task, asked good questions, completed work on time, and worked well with others. Areas for improvement included further developing networking and presentation skills. His overall performance was rated as high.
Our Seven Step Exit Planning Process™ will help the owners of businesses ranging from $3 million to $50 million in value, to begin thinking about the Exit Planning process when two streams of thought begin to converge. The first stream is a feeling that you want to do something besides go to work everyday: either you would like to be someplace else—doing something else—or you simply no longer get the same kick out of doing what you are doing.
Creating a Winning Interview Presentation with www.wintheview.com interview p...wintheview
This document provides guidance and templates for presenting oneself during a job interview. It suggests including sections on key hiring requirements, value proposition, additional expertise, accomplishments, success factors, a 30-day and 60-day strategic action plan, reasons for being a strong fit, and closing questions. The templates prompt the user to customize each section with their own experience, skills, and plans tailored to the specific job.
This document provides information on various job search skills including resume writing, cover letters, interviews, researching jobs and companies, and networking. It discusses what makes a good resume, how to write positive accomplishment statements, and guidelines for cover letters. It also outlines different interview methods, an interview evaluation checklist, steps for an effective job search and research, traits of successful job seekers, and tips for effective networking.
The document provides guidance for effective account management and strategy. It emphasizes getting to know clients on a personal level, developing media connections, managing expectations, and building internal and external relationships. An effective account strategist is a good communicator, listener, problem-solver, and team player focused on delivering results for clients.
This document provides tips and sample answers for common product manager interview questions. It discusses how to answer questions about yourself, your strengths, career goals, reasons for leaving previous jobs, weaknesses, knowledge of the organization, and how you've improved your skills. For each question, it offers steps and guidelines for effective responses, including giving relevant examples from your background, connecting your experience to the role, and avoiding negative statements. Sample answers are provided for questions about your strengths, career goals, reasons for leaving a job, knowledge of the organization, and skills improvement.
This document provides tips and sample answers for common logistics coordinator interview questions. It discusses how to answer questions about yourself, your strengths, career goals, reasons for leaving previous jobs, weaknesses, knowledge of the organization, and ways you have improved your skills. For each question, it offers steps to formulate an effective response, such as connecting your experience to the job requirements or providing specific examples. Sample answers are provided for questions about your background, experience, strengths, reasons for leaving a role, and knowledge gained recently.
The document discusses important considerations for startups hiring key roles. It covers defining job profiles, finding candidates through various sources like referrals, interviews, and closing candidates. It also compares differences between hiring in Europe vs the US, noting the US talent pool is deeper and there is less margin for error in Europe. Equity ranges for common roles like CEO, CFO, and VP roles are provided as a guide for startups.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
This document summarizes a presentation given by Carmen Hudson on talent advising and coaching hiring managers. The presentation covers diagnosing different types of hiring managers, including new, hesitant, jaded, or poor interviewers. It emphasizes that as talent advisors, recruiters must partner with and hold hiring managers accountable, while coaching them on using data, setting expectations, aligning on strategy, and upholding standards for candidate experience and feedback. The overall goal is for recruiters to act as experts who can influence and improve hiring outcomes through thoughtful guidance of those doing the hiring.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
- The document outlines Mark Troncone's seven point employment strategy, which includes conducting self-evaluation and research before beginning an employment search.
- It recommends asking yourself 10 questions to evaluate your skills, interests, and job needs/wants to focus your search and networking efforts.
- Answering the pre-work questions can help create an effective resume, cover letter, elevator pitch, and other job search tools to market yourself to potential employers.
A document describing Dr Deming\'s 14 points of quality and showing how each point can be implemented within an IT department and a project effort to ensure quality
Joining our business a career in recruitmentJonSurman4
The document provides information about joining a career in recruitment and working for Nucleus Precision Consultants. It discusses the values of dominating your market space, taking responsibility, being authentic, always learning, and acting outwardly. It describes what recruiters do, screening candidates, creating shortlists, arranging interviews. It outlines the recruitment process and benefits of working for Nucleus such as support, training, career pathways, and competitive salary and commission structures. Testimonials discuss the rewards of helping people and companies succeed and finding challenges fulfilling.
In this file, you can ref competency based interview tips with interview questions & answers, other competency based interview tips materials such as: interview thank you letters, types of interview questions
The interview is an opportunity to stand out and be noticed. An interviewer will often see many candidates in one day. The one who will be remembered is the one who had something interesting to say and left a definite impression.
This document contains slides from a seminar on management skills and personal development. It instructs students to treat 2021 as a year of asset creation by developing either a Kickstarter-style project or entrepreneurial business proposal. It explains that these projects will make up 25% of students' individual portfolios. The slides provide guidance on these projects and developing job application materials like CVs, cover letters, and evidence of skills. They also share advice for navigating tough job markets, including cultivating strengths, adapting, sharpening skills, and thinking like an entrepreneur.
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
This presentation looks at each element in the process for selecting the right employees; from creating job descriptions, to writing job advertisements, to designing and evaluating applications. It also addresses how to legally conduct reference and credit checks, create structured interviews, the methods for avoiding discrimination claims, and for testing and evaluating applicants.
Special police officer performance appraisalmariagulia337
This document provides information and resources for evaluating the performance of special police officers, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
1. Adam Wahab completed an engineering internship where he sought to gain construction management experience, learn new software programs, take on problem-solving tasks, and contribute value to the company.
2. He obtained some field exposure to construction projects and assisted engineers with tasks like bid analysis and submittal logs. Adam also helped organize standards libraries and site photos on projects.
3. According to his supervisor, Adam was willing to help on any task, asked good questions, completed work on time, and worked well with others. Areas for improvement included further developing networking and presentation skills. His overall performance was rated as high.
Our Seven Step Exit Planning Process™ will help the owners of businesses ranging from $3 million to $50 million in value, to begin thinking about the Exit Planning process when two streams of thought begin to converge. The first stream is a feeling that you want to do something besides go to work everyday: either you would like to be someplace else—doing something else—or you simply no longer get the same kick out of doing what you are doing.
Creating a Winning Interview Presentation with www.wintheview.com interview p...wintheview
This document provides guidance and templates for presenting oneself during a job interview. It suggests including sections on key hiring requirements, value proposition, additional expertise, accomplishments, success factors, a 30-day and 60-day strategic action plan, reasons for being a strong fit, and closing questions. The templates prompt the user to customize each section with their own experience, skills, and plans tailored to the specific job.
This document provides information on various job search skills including resume writing, cover letters, interviews, researching jobs and companies, and networking. It discusses what makes a good resume, how to write positive accomplishment statements, and guidelines for cover letters. It also outlines different interview methods, an interview evaluation checklist, steps for an effective job search and research, traits of successful job seekers, and tips for effective networking.
The document provides guidance for effective account management and strategy. It emphasizes getting to know clients on a personal level, developing media connections, managing expectations, and building internal and external relationships. An effective account strategist is a good communicator, listener, problem-solver, and team player focused on delivering results for clients.
This document provides tips and sample answers for common product manager interview questions. It discusses how to answer questions about yourself, your strengths, career goals, reasons for leaving previous jobs, weaknesses, knowledge of the organization, and how you've improved your skills. For each question, it offers steps and guidelines for effective responses, including giving relevant examples from your background, connecting your experience to the role, and avoiding negative statements. Sample answers are provided for questions about your strengths, career goals, reasons for leaving a job, knowledge of the organization, and skills improvement.
This document provides tips and sample answers for common logistics coordinator interview questions. It discusses how to answer questions about yourself, your strengths, career goals, reasons for leaving previous jobs, weaknesses, knowledge of the organization, and ways you have improved your skills. For each question, it offers steps to formulate an effective response, such as connecting your experience to the job requirements or providing specific examples. Sample answers are provided for questions about your background, experience, strengths, reasons for leaving a role, and knowledge gained recently.
The document discusses important considerations for startups hiring key roles. It covers defining job profiles, finding candidates through various sources like referrals, interviews, and closing candidates. It also compares differences between hiring in Europe vs the US, noting the US talent pool is deeper and there is less margin for error in Europe. Equity ranges for common roles like CEO, CFO, and VP roles are provided as a guide for startups.
Good Managers Have the Following TalentsAhmed Banafa
Being a manager in any industry can be a fulfilling job, but it can also be a difficult one. You will need to create a good team atmosphere whilst achieving the bigger goals.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. Businesses that get it right, and hire managers based on talent will thrive and gain a significant competitive advantage.
This document summarizes a presentation given by Carmen Hudson on talent advising and coaching hiring managers. The presentation covers diagnosing different types of hiring managers, including new, hesitant, jaded, or poor interviewers. It emphasizes that as talent advisors, recruiters must partner with and hold hiring managers accountable, while coaching them on using data, setting expectations, aligning on strategy, and upholding standards for candidate experience and feedback. The overall goal is for recruiters to act as experts who can influence and improve hiring outcomes through thoughtful guidance of those doing the hiring.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
- The document outlines Mark Troncone's seven point employment strategy, which includes conducting self-evaluation and research before beginning an employment search.
- It recommends asking yourself 10 questions to evaluate your skills, interests, and job needs/wants to focus your search and networking efforts.
- Answering the pre-work questions can help create an effective resume, cover letter, elevator pitch, and other job search tools to market yourself to potential employers.
A document describing Dr Deming\'s 14 points of quality and showing how each point can be implemented within an IT department and a project effort to ensure quality
How the project Charter is the most important document to any Project manager. This presentation will guide you through the necessary sections and items to include in any Project Charter in order to be a powerful "one step / One site" tool for the entire project Team to use as reference to confirm on what project areas to accomplish or operate was agreed upon as a team - so there will not be any confusion or vagueness.
The document provides information about networking, including why it is important, best practices, common mistakes, and techniques. It begins with an overview of what will be covered, including the importance of networking for finding jobs, networking "facts of life," the "golden rule," mistakes to avoid, and preparation. It then discusses specific networking techniques for different scenarios, such as over the phone, in group settings, and one-on-one meetings. The goal is to help people feel more comfortable with networking and provide strategies for doing it effectively.
Need to try and remember the Process Groups and Knowledge Areas of PMBOK, try the mind map approach with this PDF version, you just may be surprise yourself. For all us old hands it also doesn't hurt to refresh yourself every now and again.
Sorry links don't work on slideshare uploaded version, but if you think it may be useful pop over to www.pm250.com and download your own copy.
The document contains details about a final mock test for project management based on the PMBOK 5th edition. It includes 10 multiple choice questions related to project management processes and best practices. The questions cover topics like integrated change control, corrective vs preventive actions, communication management, contract types, and risk management.
The document defines terms related to project management processes and techniques from the PMBOK® Guide 2004. It provides definitions for over 50 terms, including processes, tools, techniques, and other concepts relevant to project management based on the PMBOK® Guide.
This document contains definitions for various project management terms from the PMBOK Guide 5th edition. It includes definitions for over 100 terms ranging from acceptance criteria and activity attributes to quality tools and work performance measurement. For each term there is a brief 1-2 sentence definition of its meaning in the context of project management.
The document summarizes the agenda and discussions from a quarterly membership meeting of the Open Education Consortium. The agenda items included updates on the Creative Commons Global Summit, the Open Education Global Conference, Open Education Week 2016, and the Open Education Awards for Excellence. Other topics discussed were the results of a recent membership survey on open education practices, the Open Education Information Center, and the OECx MOOC Project. Members provided input on various initiatives and activities. The meeting aimed to encourage participation and discussion among members.
This document introduces QwikSolver, a 5-step problem solving method derived from Lean Six Sigma. It was developed by Xerox to make problem solving tools accessible to all employees. QwikSolver includes steps to define the problem, measure the current situation, analyze causes, improve solutions, and control future outcomes. The document explains how anyone can use QwikSolver for everyday problems without formal Lean Six Sigma training. It also provides an example template and encourages using tools like histograms, Pareto charts, and brainstorming within the method.
How the relationship with a BUsiness Analyst is important in all phases of a project and how a Project Manager can use this relationship to be successful
The document provides information on project communication management processes. It discusses planning communications (10.1), which includes developing a communications management plan that identifies stakeholders' information needs and the appropriate approach. It also discusses managing (10.2) and controlling (10.3) communications in accordance with the plan. Key aspects of planning communications that are outlined include communication requirements analysis, models, methods, meetings and developing the communications management plan.
This document provides tips and best practices for networking effectively in various situations, such as over the telephone, in open forums, and one-on-one. It emphasizes building relationships, focusing on helping others, being prepared, following up, and avoiding common mistakes like only talking about yourself or not following up after initial contact. Specific advice includes having an elevator pitch, marketing plan, questions to ask for guidance, and tips for different "types" of networkers one may encounter.
The correct answer is B. Progressive elaboration means project processes are iterated as more detailed as more information is uncovered throughout the project life cycle.
The document provides information on stakeholder management processes including identifying stakeholders, planning stakeholder management, managing stakeholder engagement, and controlling stakeholder engagement. It discusses identifying people/organizations that could impact project success and analyzing their potential impact. It also describes developing strategies to effectively engage stakeholders based on the analysis, and monitoring stakeholder relationships and adjusting engagement strategies.
This document provides an overview of marketing as a career field. It defines marketing as managing customer requirements profitably and outlines the various functions within marketing like advertising, public relations, and market research. It then discusses careers in marketing, including common entry-level positions at both client and agency companies. The document emphasizes gaining relevant qualifications and experience through internships or student brand manager roles. It provides tips for writing strong resumes and interview preparation. Finally, it recommends resources for finding marketing jobs, including the Getin2Marketing website.
How to Build a World-Class Marketing OrganizationWe Are Marketing
The document provides guidance on building a world-class marketing organization. It discusses that having the right structure, talent, processes, ecosystem, and management are key. It emphasizes that structure should be tailored to current needs and reorganized regularly. Talent should be "T-shaped" with both deep and broad skills. Processes should bring accountability around objectives, methodologies, and responsibilities. The organization should utilize full stacked, cross-functional squads with partners from different departments. Strong management is also important for success.
The document discusses business planning and strategy for startups. It emphasizes that the planning process is more important than just writing a business plan document. An effective strategy involves thorough thinking, researching, testing and planning. A good business plan tells a company's story and establishes objectives, priorities and steps to guide the business towards its vision. It is important to tailor business plans to different audiences and ensure financial projections are realistic.
The document discusses business planning and strategy for startups. It emphasizes that the planning process is more important than just writing a business plan document. An effective strategy involves thorough thinking, researching, testing and planning. It also stresses the importance of understanding customers, positioning the business appropriately in the market, developing realistic sales and financial forecasts, and having a solid understanding of operations and people needs. The business plan should communicate the company's objectives, priorities, and steps but also establish viability through its financial projections.
The document discusses business planning and strategy for startups. It emphasizes that the planning process is more important than just writing a business plan document. An effective strategy involves thorough thinking, researching, testing and planning. It also stresses the importance of understanding customers, positioning the business appropriately in the market, developing realistic sales and financial forecasts, and having a solid understanding of operations and people needs. The business plan should communicate the company's objectives, priorities, and steps but also establish viability through its financial projections.
The document provides guidance on creating an effective one-page marketing plan to help job seekers network and find opportunities. It recommends including key contact information, a brief professional summary, areas of expertise, desired job details, recent work history, achievements, and a list of 6+ target companies to investigate. The marketing plan aims to concisely communicate a job seeker's goals, qualifications, and desired career path to help networkers remember them and potentially make connections to recruiters or opportunities.
This document provides a template for a business plan, including sections on the executive summary, company description, products/services, marketing plan, operations, management, finances, and appendices. It notes that the marketing plan requires research on the target market and industry trends. The plan should demonstrate competitive advantages, pricing structures, and growth potential. Market research can be secondary using published sources, or primary by gathering original data. The goal is to have a well-researched marketing plan to support financial projections.
Operate and Grow Business - Business Planvinturella
The document discusses the importance of developing a business plan to help establish goals and strategies for operating a business successfully. It outlines the essential components of an effective business plan including executive summary, market analysis, financial projections, management team, and marketing strategy. The business plan should be used as a guiding tool and updated regularly to monitor progress and make adjustments as needed to help the business grow.
The document discusses the importance of developing a business plan to help operate and grow a business successfully. It provides guidance on the essential components of an effective business plan, including describing the business, market, management team, marketing strategy, and financial projections. The business plan should then be used as a management tool and benchmark for progress as adjustments are made based on market conditions.
Lessons from 95 Years of #PPC and 4 Years of Teaching ItKahlil Corazo ★
Results from my PPC Education Research and 10 tools for more empathic and strategic PPC from my experience of training undergrads for annual Google's PPC competition, GOMC.
Betting Industry Guide: How to Structure Your Marketing TeamThe Unit
How to structure your marketing team in the betting sector to avoid conflicts of interests and bottlenecks. Guide to how to optimise your team's structure to achieve your goals.
Am Fam Telecon3 Value Based Relationships And Marketingv2BusinessAccelerator
1. The document discusses different phases of marketing that businesses go through as they develop from initiating to self-developing.
2. It also describes an upcoming competition for registered Business Accelerator participants to win marketing services and prizes.
3. Finally, it outlines topics that will be covered on future teleconferences, including knowing your dynamic value, introducing yourself to sell, and mastering marketing tools.
1. The document discusses different phases of marketing that businesses go through as they develop from initiating to self-developing.
2. It also describes an upcoming competition for registered Business Accelerator participants to win marketing services and prizes.
3. Finally, it outlines topics that will be covered on future teleconferences, including knowing your dynamic value, introducing yourself to sell, and mastering marketing tools.
1. The document discusses different phases of marketing that businesses go through as they develop from initiating to self-developing.
2. It also describes an upcoming competition for registered Business Accelerator participants to win marketing services and prizes.
3. Finally, it outlines topics that will be covered on future teleconferences, including knowing your dynamic value, introducing yourself to sell, and mastering marketing tools.
Youth Mentoring Program Business Plan ExampleECorp
The Youth Mentoring Program Business Plan is a strategic guide outlining goals, mentor recruitment, program structure, and budgeting. Its purpose is to establish a supportive community for young individuals, creating a positive and nurturing environment conducive to their growth and development.
501 Questions Every B2B CMO Needs To AskTodd Ebert
Taking the reins as a new CMO can be daunting. You need learn all about the company, strategies, markets, products, customers, personas, buying journeys, competitors, processes, technologies, etc. -- not to mention all the myriad details about the marketing team, brands, plans and budgets. What does the marketing team do well? What do they not do well? What do they not do at all?
You've got just a few months to gather all the information, analyze it, identify gaps, develop your plan and present it to the CEO and Board.
Having gone through this process several times, I created an Evernote list with questions to ask in order to be thorough in gathering all the information. Over the years that simple list grew unwieldy with hundreds of questions so I dumped it into a Word doc and then got the bright idea to turn it into an ebook for B2B CMOs -- the only one of it's kind.
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How to Create an Effective Marketing Plan
1. How to Create an Effective
Marketing Plan
An Essential Job Search Tool
A Step by Step Guide for Creating an Effective
Marketing Plan for People in Career Transition
Presented By Mark Troncone, MBA, PMP®, ITIL v3®, CSM®
2. Agenda
What is a Marketing Plan
What it is and Why do you need one
How does it differ from a resume
What is it used for
Marketing Plan Pre-requisites
How do you create a Marketing Plan
Six steps to success
How do you use a Marketing Plan
Using your Marketing Plan effectively
Maintaining your Marketing Plan
Making your Marketing Plan stand out
3. About Me – Mark Troncone
PMP® Certified – Project Management Institute
ITIL v3 Foundations Certified
CRM Certified SCRUM Master® – SCRUM Alliance
Certified IT Business Analyst – State of Connecticut
MT Associates - Active career Transition Mentor
MBA – Management, BS – Marketing, AS - Accounting
Work experience:
Save the Children (Currently)
TransAct Technologies
Starwood Hotels
Affinion Group
Hewitt Associates
Wachovia Bank
Bayer Pharmaceuticals
Reader’s Digest
James River Corporation
4. How I Learned this Life Skill
I do not have a PHD, HR experience, have not
written articles, or own a career coaching firm
I attended various presentations on this subject
I spoke to people at various networking groups
I asked questions during one on one networking meetings
I formulated my own Marketing Plan (many times)
I continued the process of refining my Marketing Plan after
receiving feedback and evaluating what worked vs. what did
not work
I determined what was and what was not effective and
created a successful approach that anyone can use
5. 7 Steps to Gaining Employment
EMPLOYMENT
Self
Evaluation
-10 Questions you
must ask
yourself
Search
Organization
Plan
- Organization
spreadsheet
-Accountability Plan
- Weekly Outline
Employment
Tools of the Trade
- Resumes - Elevator Speech
- Cover Letter - Marketing Brochure
- Business Cards - Value Proposition
- Marketing Plan - Thank You Letter
Networking
Skills
- Over the Telephone
- Open Networking Groups
- One on One
- Develop Target Company
“Godfathers / Godmothers”
Interviewing
Skills
- Preparation
- Telephone / Video
- Recruiters
- Face to Face
- Follow-Up
Employment
Offer
- Receive an Offer
- Negotiate Salary
- Accept Offer
- On-Boarding Plan
Employment
Search Info
- Research Target Co’s
- Employment Web-Sites
- Recruiters
- Networking Groups
- Informational Web-Sites
- Libraries
- Linked In
1.
2.
3.
4.
7.
6.
5.
6. The Shift Trend in Employment Searching
0
10
20
30
40
50
60
70
80
5 % Jobs
found through
On-Line Ads
15%Jobs
found through
Recruiters
80%Jobs
found through
Networking
Employment Facts of Life Where should you focus?
Focus your efforts where there is
the greatest potential for success
– Networking!
80% of jobs are found through networking.
Your Marketing Plan is an effective tool.
7. Why Do We Need a Marketing Plan?
Because the job search process has changed
Networking has become the viable skill in
the career search process
60-80% of people in transition have found
their next job through networking
A Marketing Plan is used as a valuable
tool to use in order to successfully network
It is your Transition Plan
You can Brand yourself and be specific
You can set yourself apart
You can receive referrals to your Target Companies
8. What is a Marketing Plan?
Think of yourself as a product. When businesses have
a product they wish to promote and sell…
They create a plan and strategy to market this product
The plan might contain:
A high level overview of the product’s functionality, it’s
unique value, and it’s benefits/features
It’s competitive advantage (how it differs)
Where they want to sell and market it
Target customers to whom they would like to market,
sell and distribute it to
Your Marketing Plan describes and sells you
9. What is a Marketing Plan ?
What a Marketing Plan is:
A document designed as your Transition Plan
Focuses to sell you as the viable “product”
Visually shows what you want to do next:
Professional Summary and “Key” Marketable Skills
Career Search Objective
and most importantly…. Target Companies
What a Marketing Plan is not:
A resume
A historic account of your past employment
Never to be given to a recruiter or employer
10. A Resume vs. a Marketing Plan
A Resume focuses on the past:
A chronological account of past employment
Lists past job experiences (PARS) and skills summary
Lists education, technical skills, awards etc.
Main function is to review during a job interview
Employment application – O/L or Mail
Review with a job recruiter face to face
A Marketing Plan focuses on the future:
Your future employment desires and career objectives
Shows the value and results you can bring to a company
The types of industries where you want to work next
Based upon your experience and skills, lists the
target companies that you feel you can fit into now!
11. What is a Marketing Plan used for
A visual document to share and review
during networking meetings with:
Other networkers in transition (One on One)
Contacts you meet who are in the workforce
Contacts introduced to you by other net-workers
In a networking meeting or group open forum
It is a valuable tool that will show anyone:
The next career position you want to achieve
Your “Key Skills” that make you stand out
What type of company you excel working at
The “target” companies you have identified
12. Creating A Marketing Plan -
Prerequisites
Before creating your Marketing Plan you must
complete the following pre-work:
Know the “key” skills that make you “Unique”
Think about what you want to do next in your career
Know your personality “Type” (Myers-Briggs)
Think about the “type” of company where you can be
successful working for - environment, culture, management
Where you wish to work - geographically
Investigate companies that could use your skills, experiences
and offer the environment, growth, and opportunities that you
can be successful within or wish to investigate further
13. Why the Prerequisites are Important
This pre-work is essential to creating a
Marketing Plan because:
It identifies and markets your personal “Brand”
It allows you to develop your ”Elevator Speech”
which is part of your Professional Summary
Helps you to evaluate your skills and
accomplishments
It allows you to complete a self-analysis of skills and
identifies the:
Type of company that you will fit best within
Type of company culture you will like
The type of manager/team you interact best with
Note: See my presentation “The top ten questions to ask
before you start your job search” on LinkedIn Slide Share.
14. The Six Steps to Creating a
Marketing Plan
A Marketing Plan consists of 6 sections:
1. Contact Area
2. Professional Summary
3. Key Professional Skills
4. Career Search Objective
5. Professional Experience
6. Targeted Companies
Note: It is important to note that Marketing Plans are like
snowflakes - each one will look different, but all contain
the six parts above in order to be most effective for you
15. The Six Steps to Creating a
Marketing Plan – con’t.
1. The Contact Area contains the following:
Your Picture – (professional head shot) located on left side
Your Name (larger font in bold) plus any certification titles
Your “Hook” – used to elicit “tell me more”
Your address (City, State, Zip – street is an option)
Your Phone Number(s) – Cell and/or Home
Your Email Address
Your LinkedIn Address – don’t forget this
When completed add a bold line under the above to separate
16. The Six Steps to Creating a
Marketing Plan – con’t.
Mark Troncone MBA, PMP®, ITILv3®, CSM®
“I remove the Fluff in order to ensure a successful system implementation”
H (203) 999 - 9999 1 Main Street mtroncone@global.com
C (203) 999 - 8888 Anytown, CT. 11111 www.Linkedin.com/in/marktroncone
_____________________________________________
1. The Contact Area - Example:
17. The Six Steps to Creating a
Marketing Plan – con’t.
What is a Hook used for?
A Hook is a once sentence marketing tool used to create a
condition/response - gain and hold another persons attention
Use it to say something about yourself/title/skill that will serve the
purpose of the person hearing it to ask – “tell me more”
It also serves to “Brand” yourself and make it easier
for the people that you network with to remember you
True Examples are:
“I feed the starving masses” – a bread sales executive
“There are two things certain in life, death and taxes, I can’t help you
avoid the first, but I can help you avoid the second” – state tax planner
“I Fix broken Projects” – PMP Project Manager
18. The Six Steps to Creating a
Marketing Plan – con’t.
What is a Hook used for - con’t.
More True Examples:
“I Relate like Cratchit, and Negotiate like Scrooge” – ESO Program
Manager
“I build businesses to achieve success” - Senior HR executive
“I accelerate projects that impact the bottom line” – IT project manager
“I am a strategic communicator that drives business results” –
Communications Exec
“I am a strategic leader that gets the people thing” – IT CIO Executive
“Your first step to ensuring a successful system implementation”
IT Project Manager/Business Analyst hope you like this last one It’s mine
19. The Six Steps to Creating a
Marketing Plan – con’t.
2. The Professional Summary:
Is probably the second most important section of a
Marketing Plan other than your Target Companies.
It is where you “Brand” yourself to the audience
who you share this document with
To create this, fill out the following formula:
WIA + WID + STDM X TVIB = RFTC
20. The Six Steps to Creating a
Marketing Plan – con’t.
Formula => WIA + WID + STDM x TVIB = RFTC
The formula deciphered:
WIA: Who I am +
WID: What I do +
STDM: 2-3 “Key” Skills that define me X
TVIB: The value I bring (to any company) =
RFTC: The results for the company
Let’s see if you can spot the formula in the Professional Summary
on the next page:
21. The Six Steps to Creating a
Marketing Plan – con’t.
I am a certified PMP® IT Project Manager, ITILv3® Foundations, CSM® SCRUM
Master and a Certified IT Business Analyst. I use my key skills in process
improvement, communication, leadership, and offering alternative solutions in
order to deliver the project initiative from A to Z.
The value I bring to any organization is my ability to effectively gather and
create Business Requirements documentation in order to ensure that only
relative functionality is implemented, because 60% of all new software provided
is NEVER utilized by the end users. Accomplishing this, I can then lead the
project to completion efficiently.
The result for the organization is a quality system delivered within budget and
deadline goals with minimal defects and low maintenance costs and releases
development resources earlier in the process. This, in turn, enables key
executives to use the information the application provides to make strategic
business decisions to gain a competitive edge in the marketplace, thus having
a positive effect on ROI.
22. The Six Steps to Creating a
Marketing Plan – con’t.
2. The Professional Summary – con’t:
Do not fill with “Fluff” words
Results Driven, Passionate, Experienced, Successful, Motivated,
Great Communicator, Dedicated, People Person etc. they take up
space and are non-essential and will lose your readers – be specific!
You may continue to refine it over time as needed
Show it to other people and ask for their feedback
If they cannot say they know who you are, what you do, what makes
you unique and the value/results you bring – go back to the old
drawing board and refine it until they do
This summary, together with your search objective and 3 target
companies, in part, then becomes your “Elevator Speech” and
creates your personal “Brand”
23. The Six Steps to Creating a
Marketing Plan – con’t.
3. Key Professional Skills:
These are 3-4 columns of one to three word additional
skills that define you and make you unique for your job title
They should be in bulleted form for ease of readability
Do not list the 2-3 “key” skills mentioned
in your Professional Summary section
Each column should have 3-4 rows
Hint – use a table without showing the grid-lines
Use this area to drive home skills that you
bring to the table and Brand yourself
24. The Six Steps to Creating a
Marketing Plan – con’t.
3. Key Professional Skills – con’t.:
Example:
Leading Global Teams Business/IT Liaison MS Office Asset Recovery
Excel Marcos Process Improvement JD Edwards Debt Restructuring
SDLC Life Cycle Project Management SAP Media Relations
Consultative Selling Presentations Six Sigma Process Design
25. The Six Steps to Creating a
Marketing Plan – con’t.
4. Career Search Objective
This should be easy after you have self-evaluated and did some
investigating – it narrows down where you want to be
Simply state:
What you want your next job title to be
What size company (large, medium,
small – can be multi
What industry (CPG, Health, Pharma,
Financial, Manufacturing etc.)
Where geographically (area)
Kind of culture or company structure
26. The Six Steps to Creating a
Marketing Plan – con’t.
4. Career Search Objective – con’t.
Example:
I want to be a product manager for a medium
sized consumer product company in the toy or
video gaming industry located in the New York
metro area. I would value a start-up company
with a creative “team” oriented culture
27. The Six Steps to Creating a
Marketing Plan – con’t.
5. Professional Experience
Do not get to crazy with this section,
remember this is not a resume
List on one row each in date order:
The name of the company
Your title
Years employed
One major result for each one – NOT a PAR (Problem Action
Result used on resumes). This result is another form of a “Hook” to
elicit from someone who reads it – “Tell me how you did that?”
You can also use a table with shown or hidden gridlines for this
28. The Six Steps to Creating a
Marketing Plan – con’t.
5. Professional Experience – con’t.
Use a table as you did in listing your Key Professional
skills and hide the grid-lines
Example:
XYZ Corp VP Supply Chain 2005 – 2010 Initiated global distribution strategies to sell 30MM
123 Company Director Product
Distribution
2001 – 2005 Led project that created O/L ordering system
LMO Ltd. Product Manager 1992 – 2001 Drove XXX product to number 1 in the industry
PP&H Corp Advertising
Manager
1989 – 2001 Introduced “Fluffy Soap” media campaign
29. The Six Steps to Creating a
Marketing Plan – con’t.
6. Targeted Companies
List the target companies that you wish to acquire a
contact for or learn more about
Put in target companies that you have researched to be
a good fit for you
Add companies that presently have a position that you
wish to apply for
Hint:
Put them in alphabetic order or by industry type in alphabetic
order to make it easier to read
As you get a contact for a company on your list, take that
company off and slot in another – you don’t need it there any
longer and it is taking up valuable space
30. Bad Marketing Plans
Fail to have a complete Contact Section Including Picture
Professional Summary Section Lacks Substance/Brand and
is not Focused – Number 1 Mistake
Does not Define your Key Skills
Does not adequately tell the reader what your Career Search
Objective is for your desired next position
Uses too much space listing previous work experience and
company information – Number 3 Mistake
Does not have enough or uses too little space for Target
Companies – Number 2 Mistake
Lack Creativity, Color, Layout, Spacing or are not “Pleasing”
to the eye – Must draw the readers eye to key sections
31. Effective use of a Marketing Plan
Marketing Plans should be used:
At employment networking groups
At networking events for industry groups
One on One networking meetings with
a fellow networker in transition
One on One with a contact that you were
introduced to who is working at one of your
Target Companies – Develop a “Godfather”
It can be given to anyone – remember you
are looking for a job – but the Marketing Plan
allows people to help you by offering advise,
suggestions, information, help and contacts
The more efficiently and effectively written,
the more a person you share it with can offer
a contact at one of your target companies
32. Maintaining your Marketing Plan
Update your Marketing Plan as needed
Be Specific – the more you are – the better contacts can help
Update as your Summary, Key Skills, Search Objective and
most importantly – Target Companies change
Do not be afraid to use other peoples target companies
Investigate them from the Marketing Plans they share with you
If you feel that you would fit into these companies – add them to your
Marketing Plan.
Do not be afraid to use another persons Marketing Plan
format(s) for your own – do not re-invent the wheel
As a courtesy, ask the person if you can use their format
33. Making your Marketing Plan
Stand Out
Add color to your Marketing Plan –
it will stick out
Make it pleasant to the eye
Do not overcrowd words
Make it easy to read for the viewer
Keep spacing between lines
Keep it a Marketing Document
Be Inventive, Be different, Be Creative
Remember your selling yourself – make
people remember you
34. Marketing Plan Results
Now is the time to take action, create
your Marketing Plan and start meeting
contacts at your target companies !!!!!!
35. QUESTIONS
Tell me what you think ???Tell me what you think ???
mtroncone73@yahoo.commtroncone73@yahoo.com