This document is a playbook from LinkedIn that provides executives with 12 steps to become social leaders. It encourages executives to create effective LinkedIn profiles, connect with relevant contacts, demonstrate thought leadership by sharing content, use their networks to help sales teams, and gain industry insights. The playbook emphasizes how social media engagement can benefit executives and their companies by making them seem more innovative, human, and knowledgeable about their industries.
Linked in executive playbook final_onlineAntoine HUG
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also suggests that executives use LinkedIn to demonstrate leadership by showing their company's innovation, offering a human perspective of their brand, and acting as a voice in their industry to build thought leadership.
LinkedIn for leadership - Getting the best out of your Recruiter InvestmentDaorong Lin
Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
Linked in learning-workplace-learning-report-2021-enAcabizEducate
The report discusses the elevated role of learning and development (L&D) in organizations in 2021. It finds that L&D has secured a long-term, strategic role at the executive level following the shift to remote work during the pandemic. Nearly two-thirds of L&D professionals now report that they still have a seat at the C-suite table. CEOs are continuing to actively champion learning in their organizations to help employees adapt to ongoing changes. Case studies show how securing executive support has driven increased learner engagement in learning programs.
Develop a Winning Talent Brand as a Company of Any Size | Talent Connect Lond...LinkedIn Talent Solutions
You don't need to be an established company with a large budget to have an engaging talent brand. See how you can implement an effective employer brand strategy through examples like SoundCloud and ASOS.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Top 21 NextMapping Workplace Predictions for 2021 Cheryl Cran
Cheryl Cran founder of nextmapping.com a future of work consultancy shares the top 21 workplace predictions for 2021. She is the author "NextMapping - Anticipate, Navigate and Create The Future of Work" and has been named #1 future of work expert by GoCatalant. FREE infographics and resources can be found at nextmapping.com
Grow your business to the next level with LinkedInLinkedIn Europe
The document outlines an agenda for a LinkedIn Day event in Riyadh on February 27th 2013. The agenda includes an introduction by Ali Matar, a session on enhancing online expertise, an overview of LinkedIn Talent Solutions, benefits and ROI of LinkedIn, and a networking lunch. The document then provides background information on LinkedIn, including its vision, mission, benefits for members, and services for recruiters and marketers. It discusses LinkedIn's presence in the MENA region and concludes with demonstrations of LinkedIn Recruiter and the Talent Brand Index.
Linked in executive playbook final_onlineAntoine HUG
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also suggests that executives use LinkedIn to demonstrate leadership by showing their company's innovation, offering a human perspective of their brand, and acting as a voice in their industry to build thought leadership.
LinkedIn for leadership - Getting the best out of your Recruiter InvestmentDaorong Lin
Get the most out of your
LinkedIn Recruiter
investment
Welcome to LinkedIn Recruiter! Here
are some tips, best practices and
training resources that will help you
increase your team’s productivity.
Linked in learning-workplace-learning-report-2021-enAcabizEducate
The report discusses the elevated role of learning and development (L&D) in organizations in 2021. It finds that L&D has secured a long-term, strategic role at the executive level following the shift to remote work during the pandemic. Nearly two-thirds of L&D professionals now report that they still have a seat at the C-suite table. CEOs are continuing to actively champion learning in their organizations to help employees adapt to ongoing changes. Case studies show how securing executive support has driven increased learner engagement in learning programs.
Develop a Winning Talent Brand as a Company of Any Size | Talent Connect Lond...LinkedIn Talent Solutions
You don't need to be an established company with a large budget to have an engaging talent brand. See how you can implement an effective employer brand strategy through examples like SoundCloud and ASOS.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Top 21 NextMapping Workplace Predictions for 2021 Cheryl Cran
Cheryl Cran founder of nextmapping.com a future of work consultancy shares the top 21 workplace predictions for 2021. She is the author "NextMapping - Anticipate, Navigate and Create The Future of Work" and has been named #1 future of work expert by GoCatalant. FREE infographics and resources can be found at nextmapping.com
Grow your business to the next level with LinkedInLinkedIn Europe
The document outlines an agenda for a LinkedIn Day event in Riyadh on February 27th 2013. The agenda includes an introduction by Ali Matar, a session on enhancing online expertise, an overview of LinkedIn Talent Solutions, benefits and ROI of LinkedIn, and a networking lunch. The document then provides background information on LinkedIn, including its vision, mission, benefits for members, and services for recruiters and marketers. It discusses LinkedIn's presence in the MENA region and concludes with demonstrations of LinkedIn Recruiter and the Talent Brand Index.
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
The covid-19 pandemic boosted the Digitalization initiative. Every company started relying more on digital technologies to continue their business operations. To cope with this changing environment, employees planned to improve their skills and started learning new things virtually; this gave rise to E-learning during the pandemic. The future of E-learning looks excellent because it is the easiest way to learn.
By 2017, 25% of organisations around the world will lose market position because of their failure to incorporate digital capabilities into their business or to respond to what employees want from their employers in a digital environment (Gartner). ORC International has taken on the challenge and defined ways for your organisation to win the war for digital talent.
Hear about the latest LinkedIn research to understand the profile of the modern traveler, know where they are and how to engage them at the right time.
This document discusses talent in the digital era and the need for a Chief Talent Officer to lead digital talent transformation. It presents a model for digital competencies called kata consisting of skills like mobile use, social media, design, and data analysis. The document advocates developing skills like distributed cognition, collective intelligence and lifelong learning. The role of the Chief Talent Officer is to understand the digital opportunity, identify talent challenges and transform the talent journey, attracting and engaging talent through employer branding and selecting the best talent.
The document discusses solutions to addressing the digital skills gap through developing existing employees rather than hiring new digitally skilled workers. It notes that integrating digital skills development programs and initiatives into a company:
- Reduces costs associated with hiring and onboarding new employees while enhancing company culture by building on existing employee foundations
- Allows companies to rapidly adapt to emerging digital trends by empowering current employees with new skills
- Creates a culture of empowerment that increases productivity and employee retention, better equipping organizations for digital transformation and competition
The key is taking an integrated approach to transforming some existing resources and competencies for the digital environment rather than replacing assets. When leaders invest in employees' professional development, both the company and employees
The document discusses how LinkedIn can be used to project and promote employer brands. It provides examples of how companies can leverage their LinkedIn company page, followers, employees, and groups to engage both active and passive candidates. It emphasizes the importance of authentic employer branding and profiling the right attributes that appeal to talent. Companies can measure the success of their talent brand efforts on LinkedIn based on reach and engagement within the LinkedIn network compared to competitor brands.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
On October 1st, LinkedIn came to Jeddah for the first time. Our experts talked through the rise of the largest professional social media network in the world and how it can help your organisation recruit top talent in the region.
Do organizations have the right skills for the digital age? How can they plug the digital skills gap? Assess your digital skills maturity with a quick DIY assessment
This document provides an overview of digital skills training for educators. It discusses the differences between traditional and digital learning, highlighting benefits of digital learning like personalized learning, interactivity, access to updated materials and a global platform for student work. It emphasizes the need for teachers to develop digital skills to connect with students, enhance teaching, and develop personal brands online. The document then provides examples of digital tools teachers can use in the classroom, including for collaboration, communication, organization, and content creation. It stresses the importance of data security and privacy when using technology.
Digital technologies are disrupting businesses and workforces. A survey found that while business leaders expect benefits from digital transformation, they are concerned about having the necessary workforce skills. Employees, however, are more positive about digital's impact and are actively seeking new digital skills. For organizations to succeed with digital transformation, leaders must prepare the workforce through skills development, flexible work arrangements, and change management led by strong digital leadership.
The Future of Corporate Learning: from Training to Learning ExperienceFabernovel
With innovation cycles becoming ever shorter, companies are faced with a new challenge: keeping their key skills up to date in real time. This strategic dimension of ‘workforce planning’ cannot rely solely on recruitment; existing employees must be able to continuously learn new things. As such, the number one skill companies now look for is the capacity to learn, and companies are particularly looking for ‘learning animals’, a term coined by Google.
To download the full report: http://eepurl.com/guJvA5
This document summarizes research from the 2013 Business Elite study in Europe. The study found that LinkedIn reaches more senior business leaders (C-Suites) in Europe than any other website, accessing 44% of them monthly. 36% of C-Suites connect to LinkedIn monthly via mobile devices. C-Suites rank LinkedIn as the most important website for their jobs and access content daily. On average, LinkedIn's European Business Elite control annual budgets of €9.6 million. The Business Elite audience represents senior leaders in over 59,000 companies across Europe who influence business decisions.
PwC collaborated with LinkedIn to develop a game called "Guess the Relationship" that tested how well users knew their LinkedIn connections, showing that quality of relationships is more important than quantity. PwC provides assurance, tax, and advisory services to national and international clients from 12 offices in the Netherlands. They worked with LinkedIn to create the relationship game using LinkedIn's API, which over 14,500 people played, driving awareness of PwC's focus on understanding customers. The successful campaign has interested other PwC offices in adapting it for their markets.
Using Digital Tools to Unlock HR’s True PotentialCapgemini
The document discusses how digital technologies are transforming how employees and job seekers interact with organizations, but HR functions have generally lagged in adopting digital. While mobile devices and social media now account for a significant portion of job searches and reviews, most organizations still rely on traditional recruitment and learning methods. The survey findings show HR processes have low levels of digitization, with few using social recruiting or interactive learning platforms. The document outlines how digital can enhance HR processes through increased efficiency, insights, and engagement if barriers like outdated HR systems, lack of data use, and perceptions of HR are addressed. HR must gain management support and prioritize an integrated digital strategy to fully realize the benefits.
LinkedIn is transitioning from solely being a professional networking tool to a multi-sided business platform. It has built the largest professional network by focusing on professionals rather than general social users. LinkedIn now attracts recruiters by providing access to qualified professional profiles, and attracts marketers by allowing them to target their messaging to these professionals.
LinkedIn is transitioning from solely being a professional networking tool to a multi-sided business platform. It has built the largest professional network by focusing on professionals rather than general social users. LinkedIn now attracts recruiters by providing access to qualified professional profiles, and attracts marketers by allowing them to target their messaging to these professionals.
Five key challenges for internal communicatorsPachi Lanzas
Here, we gather our findings after a series of interviews and daily collaboration with Internal Communicators from both large and small companies, as well as experts from Business Schools and Universities. Our goal is mapping the key focuses of our activity, our challenges, our opportunities.
This document provides a 12 step playbook from LinkedIn for top executives to become social leaders. It recommends executives create an effective LinkedIn profile, control privacy settings, efficiently connect with contacts, demonstrate leadership by engaging on social media, accelerate sales through their network, gain industry insights and stay informed on competitors. The playbook aims to help executives leverage LinkedIn to strengthen relationships and enhance their professional brand.
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also advises executives to demonstrate their leadership by having socially engaged leadership teams, offering a human perspective of their company, and acting as a voice in their industry to build thought leadership.
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
The covid-19 pandemic boosted the Digitalization initiative. Every company started relying more on digital technologies to continue their business operations. To cope with this changing environment, employees planned to improve their skills and started learning new things virtually; this gave rise to E-learning during the pandemic. The future of E-learning looks excellent because it is the easiest way to learn.
By 2017, 25% of organisations around the world will lose market position because of their failure to incorporate digital capabilities into their business or to respond to what employees want from their employers in a digital environment (Gartner). ORC International has taken on the challenge and defined ways for your organisation to win the war for digital talent.
Hear about the latest LinkedIn research to understand the profile of the modern traveler, know where they are and how to engage them at the right time.
This document discusses talent in the digital era and the need for a Chief Talent Officer to lead digital talent transformation. It presents a model for digital competencies called kata consisting of skills like mobile use, social media, design, and data analysis. The document advocates developing skills like distributed cognition, collective intelligence and lifelong learning. The role of the Chief Talent Officer is to understand the digital opportunity, identify talent challenges and transform the talent journey, attracting and engaging talent through employer branding and selecting the best talent.
The document discusses solutions to addressing the digital skills gap through developing existing employees rather than hiring new digitally skilled workers. It notes that integrating digital skills development programs and initiatives into a company:
- Reduces costs associated with hiring and onboarding new employees while enhancing company culture by building on existing employee foundations
- Allows companies to rapidly adapt to emerging digital trends by empowering current employees with new skills
- Creates a culture of empowerment that increases productivity and employee retention, better equipping organizations for digital transformation and competition
The key is taking an integrated approach to transforming some existing resources and competencies for the digital environment rather than replacing assets. When leaders invest in employees' professional development, both the company and employees
The document discusses how LinkedIn can be used to project and promote employer brands. It provides examples of how companies can leverage their LinkedIn company page, followers, employees, and groups to engage both active and passive candidates. It emphasizes the importance of authentic employer branding and profiling the right attributes that appeal to talent. Companies can measure the success of their talent brand efforts on LinkedIn based on reach and engagement within the LinkedIn network compared to competitor brands.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
On October 1st, LinkedIn came to Jeddah for the first time. Our experts talked through the rise of the largest professional social media network in the world and how it can help your organisation recruit top talent in the region.
Do organizations have the right skills for the digital age? How can they plug the digital skills gap? Assess your digital skills maturity with a quick DIY assessment
This document provides an overview of digital skills training for educators. It discusses the differences between traditional and digital learning, highlighting benefits of digital learning like personalized learning, interactivity, access to updated materials and a global platform for student work. It emphasizes the need for teachers to develop digital skills to connect with students, enhance teaching, and develop personal brands online. The document then provides examples of digital tools teachers can use in the classroom, including for collaboration, communication, organization, and content creation. It stresses the importance of data security and privacy when using technology.
Digital technologies are disrupting businesses and workforces. A survey found that while business leaders expect benefits from digital transformation, they are concerned about having the necessary workforce skills. Employees, however, are more positive about digital's impact and are actively seeking new digital skills. For organizations to succeed with digital transformation, leaders must prepare the workforce through skills development, flexible work arrangements, and change management led by strong digital leadership.
The Future of Corporate Learning: from Training to Learning ExperienceFabernovel
With innovation cycles becoming ever shorter, companies are faced with a new challenge: keeping their key skills up to date in real time. This strategic dimension of ‘workforce planning’ cannot rely solely on recruitment; existing employees must be able to continuously learn new things. As such, the number one skill companies now look for is the capacity to learn, and companies are particularly looking for ‘learning animals’, a term coined by Google.
To download the full report: http://eepurl.com/guJvA5
This document summarizes research from the 2013 Business Elite study in Europe. The study found that LinkedIn reaches more senior business leaders (C-Suites) in Europe than any other website, accessing 44% of them monthly. 36% of C-Suites connect to LinkedIn monthly via mobile devices. C-Suites rank LinkedIn as the most important website for their jobs and access content daily. On average, LinkedIn's European Business Elite control annual budgets of €9.6 million. The Business Elite audience represents senior leaders in over 59,000 companies across Europe who influence business decisions.
PwC collaborated with LinkedIn to develop a game called "Guess the Relationship" that tested how well users knew their LinkedIn connections, showing that quality of relationships is more important than quantity. PwC provides assurance, tax, and advisory services to national and international clients from 12 offices in the Netherlands. They worked with LinkedIn to create the relationship game using LinkedIn's API, which over 14,500 people played, driving awareness of PwC's focus on understanding customers. The successful campaign has interested other PwC offices in adapting it for their markets.
Using Digital Tools to Unlock HR’s True PotentialCapgemini
The document discusses how digital technologies are transforming how employees and job seekers interact with organizations, but HR functions have generally lagged in adopting digital. While mobile devices and social media now account for a significant portion of job searches and reviews, most organizations still rely on traditional recruitment and learning methods. The survey findings show HR processes have low levels of digitization, with few using social recruiting or interactive learning platforms. The document outlines how digital can enhance HR processes through increased efficiency, insights, and engagement if barriers like outdated HR systems, lack of data use, and perceptions of HR are addressed. HR must gain management support and prioritize an integrated digital strategy to fully realize the benefits.
LinkedIn is transitioning from solely being a professional networking tool to a multi-sided business platform. It has built the largest professional network by focusing on professionals rather than general social users. LinkedIn now attracts recruiters by providing access to qualified professional profiles, and attracts marketers by allowing them to target their messaging to these professionals.
LinkedIn is transitioning from solely being a professional networking tool to a multi-sided business platform. It has built the largest professional network by focusing on professionals rather than general social users. LinkedIn now attracts recruiters by providing access to qualified professional profiles, and attracts marketers by allowing them to target their messaging to these professionals.
Five key challenges for internal communicatorsPachi Lanzas
Here, we gather our findings after a series of interviews and daily collaboration with Internal Communicators from both large and small companies, as well as experts from Business Schools and Universities. Our goal is mapping the key focuses of our activity, our challenges, our opportunities.
This document provides a 12 step playbook from LinkedIn for top executives to become social leaders. It recommends executives create an effective LinkedIn profile, control privacy settings, efficiently connect with contacts, demonstrate leadership by engaging on social media, accelerate sales through their network, gain industry insights and stay informed on competitors. The playbook aims to help executives leverage LinkedIn to strengthen relationships and enhance their professional brand.
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also advises executives to demonstrate their leadership by having socially engaged leadership teams, offering a human perspective of their company, and acting as a voice in their industry to build thought leadership.
The LinkedIn Executive Playbook: Discover Your Path to Social LeadershipSara Jones
The document provides 12 steps for top executives to become social leaders on LinkedIn. It recommends executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests using LinkedIn to demonstrate leadership, accelerate sales by connecting with customers, and gain industry insights by staying informed and scouting talent and competitors. The overall goal is to empower executives to leverage LinkedIn for business benefits while maintaining their privacy and priorities.
The document provides 12 steps for top executives to become social leaders on LinkedIn. It recommends executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests using LinkedIn to demonstrate leadership, accelerate sales by connecting with customers, and gain industry insights by staying informed and scouting talent and competitors. The overall goal is to empower executives to leverage LinkedIn for business benefits while maintaining their privacy and priorities.
Linked in executive playbook final_onlineLaura Fox
The document provides 12 steps for top executives to become social leaders on LinkedIn. It recommends executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests using LinkedIn to demonstrate leadership, accelerate sales by connecting with customers, and gain industry insights by staying informed and scouting talent and competitors. The overall goal is to empower executives to leverage LinkedIn for business benefits while maintaining their privacy and priorities.
LinkedIn Executive Playbook - 5 steps to becoming a social selling leaderGlenda Kirby
The document provides 12 steps for top executives to become social leaders on LinkedIn. It recommends executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests using LinkedIn to demonstrate leadership, accelerate sales by connecting with customers, and gain industry insights by staying informed and scouting talent and competitors. The overall goal is to empower executives to safely leverage their online presence for business benefits.
12 Steps To Become a Social Leader
Around the world and across industries, top executives who were once convinced that social media wasn’t worth their time, now consider their participation in these networks as essential to their role.
As a result, more and more top executives see the benefits of being open and transparent and take part in the social revolution.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
The document is a playbook from LinkedIn that provides 12 steps for top executives to become social leaders. It recommends that executives create a complete LinkedIn profile to engage with their network. It also suggests they control privacy settings to share the right level of information with their connections versus the public. Executives are encouraged to efficiently connect with important contacts and use LinkedIn to demonstrate leadership by engaging with customers, employees and thought leadership.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
The document is a playbook from LinkedIn that provides 12 steps for top executives to become social leaders. It recommends that executives create a complete LinkedIn profile to engage with their network. It also suggests they control privacy settings to share the right level of information with their connections versus the public. Executives are encouraged to efficiently connect with important contacts and use LinkedIn to demonstrate leadership by engaging with customers, employees and thought leadership.
Steps To Become a Social Leader:
A) Take part and take control.
B) Demonstrate your leadership.
C) Accelerate sales.
D) Gain distinctive industry insights.
The document is a playbook from LinkedIn that provides 12 steps for top executives to become social leaders. It recommends that executives create a complete LinkedIn profile to engage with their network. It also suggests they control privacy settings to share the right level of information with their connections versus the public. Executives are encouraged to efficiently connect with important contacts and use LinkedIn to demonstrate leadership by engaging with customers, employees and thought leadership.
The document is a playbook from LinkedIn that provides 12 steps for top executives to become social leaders. It recommends that executives create a complete LinkedIn profile to engage with their network. It also suggests they control privacy settings to share the right level of information with their connections versus the public. Finally, the playbook advises executives to efficiently connect with important contacts and use their LinkedIn presence to demonstrate leadership within their industry.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
The document is a playbook from LinkedIn that provides 12 steps for top executives to become social leaders. It recommends that executives create a complete LinkedIn profile to engage with their network. It also suggests they control privacy settings to share the right level of information with their connections versus the public. Executives are encouraged to efficiently connect with important contacts and use LinkedIn to demonstrate leadership by engaging with customers, employees and thought leadership.
Steps To Become a Social Leader: A) Take part and take control. B) Demonstrate your leadership. C) Accelerate sales. D) Gain distinctive industry insights.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
The document is a 12-step playbook from LinkedIn for top executives to become social leaders. It recommends that executives create an effective LinkedIn profile, control privacy settings, and efficiently connect with important contacts. It also suggests that executives use LinkedIn to demonstrate leadership, accelerate sales, and gain industry insights by staying informed on industry trends, hiring top talent globally, and monitoring competitors.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com