How do you find growth opportunities in a crowded market? How do you know where you stand versus your competition?
Through a really life example, this presentation shows the use of the 3-Circle marketing tool (Joe Urbany) to identify areas of a business to dismiss, support or develop to generate growth in any organization.
The 8th Dec event focussed on Wellcome Trust as a co-consulting case study and then Explored operating model design. We had some excellent conversations and practiced the application of operating model design to 2 different organisations.
This document summarizes Thierry Weissenburger's presentation on leveraging Canadian diaspora abroad to support innovation. It discusses the Canadian Technology Accelerator initiative which helps Canadian companies succeed globally through market exposure and mentoring. It highlights programs in Boston like Canadian Startups on Steroids and Fast Runners which provide intensive support. The presentation also discusses organizations like the Canadian Entrepreneur Network in Boston that mobilizes accomplished Canadian expats to mentor startups. Finally, it outlines lessons for replicating such diaspora engagement programs in other markets to support Canada's commercial interests.
Minnesota Affirmative Action Compliance Council Meeting
January 17, 2013 Presentation
Fair Hiring Practices and the Connection to Diversity and Inclusion
The document proposes monthly seminars exploring the relationship between business and art for local business leaders. The seminars would be hosted by the Delaplaine Visual Arts Education Center and streamed online. They would feature topics like innovation, social media strategies, and grant writing to challenge attendees' thinking and strengthen Frederick's creative community. Potential partners and speakers from various local organizations are identified. Marketing strategies and incentive programs are outlined to promote participation.
Roger Griffiths is an experienced entrepreneur, mentor, and educator with over 30 years of experience in design, innovation, and business development. He has held leadership roles developing entrepreneurship programs and incubators in Qatar and the UK. Griffiths also has extensive experience launching new products and businesses, managing design teams, and building partnerships between academia and industry.
The document presents Halifax's 2011-2016 economic strategy. It outlines the strategy's vision, approach, goals, and implementation process. Over 330 stakeholders provided input through consultations. The strategy aims to make Halifax an international city with business and talent growth through regional center development, improving the business climate, developing talent, building the international brand, and maximizing opportunities. Implementation teams will oversee goals and the Halifax Index will track outcomes. Regional Council endorsement of the strategy is recommended.
Janet Carlisle is retiring after over 30 years of service as a Reading Recovery Teacher, First Grade Teacher, and educator. She is known for her favorite sayings about seeing each day as a present and gift from God. The Bonham Elementary Staff congratulates Janet on her retirement and over 30 years of faithful service and dedication to the students and school, wishing her well in her retirement.
The 8th Dec event focussed on Wellcome Trust as a co-consulting case study and then Explored operating model design. We had some excellent conversations and practiced the application of operating model design to 2 different organisations.
This document summarizes Thierry Weissenburger's presentation on leveraging Canadian diaspora abroad to support innovation. It discusses the Canadian Technology Accelerator initiative which helps Canadian companies succeed globally through market exposure and mentoring. It highlights programs in Boston like Canadian Startups on Steroids and Fast Runners which provide intensive support. The presentation also discusses organizations like the Canadian Entrepreneur Network in Boston that mobilizes accomplished Canadian expats to mentor startups. Finally, it outlines lessons for replicating such diaspora engagement programs in other markets to support Canada's commercial interests.
Minnesota Affirmative Action Compliance Council Meeting
January 17, 2013 Presentation
Fair Hiring Practices and the Connection to Diversity and Inclusion
The document proposes monthly seminars exploring the relationship between business and art for local business leaders. The seminars would be hosted by the Delaplaine Visual Arts Education Center and streamed online. They would feature topics like innovation, social media strategies, and grant writing to challenge attendees' thinking and strengthen Frederick's creative community. Potential partners and speakers from various local organizations are identified. Marketing strategies and incentive programs are outlined to promote participation.
Roger Griffiths is an experienced entrepreneur, mentor, and educator with over 30 years of experience in design, innovation, and business development. He has held leadership roles developing entrepreneurship programs and incubators in Qatar and the UK. Griffiths also has extensive experience launching new products and businesses, managing design teams, and building partnerships between academia and industry.
The document presents Halifax's 2011-2016 economic strategy. It outlines the strategy's vision, approach, goals, and implementation process. Over 330 stakeholders provided input through consultations. The strategy aims to make Halifax an international city with business and talent growth through regional center development, improving the business climate, developing talent, building the international brand, and maximizing opportunities. Implementation teams will oversee goals and the Halifax Index will track outcomes. Regional Council endorsement of the strategy is recommended.
Janet Carlisle is retiring after over 30 years of service as a Reading Recovery Teacher, First Grade Teacher, and educator. She is known for her favorite sayings about seeing each day as a present and gift from God. The Bonham Elementary Staff congratulates Janet on her retirement and over 30 years of faithful service and dedication to the students and school, wishing her well in her retirement.
Global talent shortages are a growing problem, with 36% of employers reporting difficulty filling jobs. Specialized skills are increasingly important, with over 75% of jobs requiring them by 2015 compared to less than 50% in 1991. Talent attraction campaigns aim to address these shortages by researching skills needs, marketing regions to potential workers, and having long-term strategic patience as changing demographics and job markets. Successful campaigns engage employers, collaborate with partners, and focus messaging on niche audiences.
Scale Up Milwaukee is an action project focused on developing the entrepreneurial capacity in Milwaukee by bringing together the policies, structures, programs and climate that foster entrepreneurship.
Scale Up Milwaukee is based on a model developed by Daniel Isenberg, founding executive director of the Babson Entrepreneurship Ecosystem Projects. Isenberg has worked with entrepreneurship ecosystems abroad, including in Colombia, Brazil and Denmark, fostering policies, structures and cultures that stimulate long-term economic growth, development and prosperity through programs and workshops.
Milwaukee is the first community in the U.S. to develop an entrepreneurship program based on this model. The initiative is also backed by Governor Scott Walker and Mayor Tom Barrett as part of a bipartisan effort to grow the economy by stimulating high-growth ventures and encouraging job creation.
The long-term strategy for Scale Up Milwaukee is to create an integrated effort to simultaneously impact six domains of the entrepreneurial ecosystem in Milwaukee: Culture, Policy and Leadership, Finance, Human Capital, Markets, and Supports.
The document outlines plans to support existing scalable ventures in Milwaukee to generate growth. It discusses developing programs based on entrepreneurship ecosystem research to help stakeholders support revenue-generating companies. The goal is to generate quick wins and lessons. Initiatives include entrepreneur hangouts, highlighting local success stories, training programs, and events to improve connections between startups and corporations.
Scale Up Milwaukee is an action project focused on developing the entrepreneurial capacity in Milwaukee by bringing together the policies, structures, programs and climate that foster entrepreneurship.
Scale Up Milwaukee is based on a model developed by Daniel Isenberg, founding executive director of the Babson Entrepreneurship Ecosystem Projects. Isenberg has worked with entrepreneurship ecosystems abroad, including in Colombia, Brazil and Denmark, fostering policies, structures and cultures that stimulate long-term economic growth, development and prosperity through programs and workshops.
Milwaukee is the first community in the U.S. to develop an entrepreneurship program based on this model. The initiative is also backed by Governor Scott Walker and Mayor Tom Barrett as part of a bipartisan effort to grow the economy by stimulating high-growth ventures and encouraging job creation.
The long-term strategy for Scale Up Milwaukee is to create an integrated effort to simultaneously impact six domains of the entrepreneurial ecosystem in Milwaukee: Culture, Policy and Leadership, Finance, Human Capital, Markets, and Supports.
REAL Solutions_Hispanic Outreach Navigator_IL CU Leaguerealsolutions
The document discusses strategies for credit unions to serve Hispanic communities. It introduces Coopera Consulting, which helps credit unions partner with Hispanic populations. Coopera believes credit unions should adapt to this growing market through personnel, products, processes and promotion. The Hispanic Opportunity Navigator is Coopera's tool to help credit unions understand local Hispanic demographics and competitively position themselves to serve Hispanic households and build membership.
What it takes to be an entrepreneur? Milena Milicevic at Strasbourg Meetings ...Milena Milicevic
This content was presented at the Youth Forum Strasbourg Meetings: Focus Russia. Milena Milićević was one of the lecturers at the conference. You can find more information about the event:
Learn about the diversity and inclusion efforts at Nestlé Purina. You can search for our job openings and apply through our website at www.nestlepurinacareers.com.
A Work Culture That Works: The Diversity AdvantageSogolytics
What role do diversity and inclusivity play in your organization's vision and strategy -- and in day-to-day operations? Strengthen your team by prioritizing these key values and you'll see engagement rise and the bottom line take notice.
This document provides an overview of MPI (Meeting Professionals International) including their vision, mission, pillars, global reach, education resources, and benefits of membership for the Belgium chapter. Specifically, it outlines MPI's vision to be the top choice for career development and voice in the global events industry. It also notes MPI has 20,000 members across 70 chapters worldwide with $22 billion in global buying power. Resources like online education and cultural competence tools are highlighted. Benefits of Belgium chapter membership include education, networking events, and discounts on conferences. Volunteers are encouraged to get involved to build their career and industry knowledge.
This document provides information about the Entrepreneurship Cell at KLS' Gogte Institute of Technology. It discusses the cell's mission to develop entrepreneurial spirit in students. It outlines events the cell plans to hold such as tech talks, group discussions and interviews with startups. It also describes the selection process for the student leadership team and roles such as faculty advisor, corporate relations manager, and public relations manager. The document aims to promote the cell's work in supporting entrepreneurship.
IIBA 2020 November - The Project Lab Masterclass: Shapeshifter BA in a Digita...AustraliaChapterIIBA
Ben Cashman from The Project Lab to discuss the skills & approaches needed as a new age business analyst in our changing digital world
About this Event
Overview:
You've heard a lot over the years of organisations moving from 'waterfall' ways of working to 'agile', with value expected to be delivered faster, through iterations of work rather than one fell swoop.
While the seasoned among us understand there is a place for both delivery methods, what does it really mean for a digital product world? A world that has proven recently that we can work effectively from home, and that many of the services we use as consumers can (and likely will) pivot to a digital product world. And more importantly how will this impact you, the business analyst expected to adapt and shapeshift your skills and approach in this fast changing world?
Presentation Value/Learning Points:
The Business Analysis Role - Do you have the skills to adapt?
How do I know which delivery approach works best for my organisation or project or client?
Business Analysis Ways of working
Business Analysis and Product Owners
Presenter– Ben Cashman
Managing Director, The Project Lab
With almost two decades of delivery and Information Technology industry experience, Ben has managed a varied project portfolio, spread across the Energy and Utility (E&U), government, healthcare, and private sectors.
Ben has managed projects with upwards of 100 team members and over $10m in value over the years, and while he still leads a number of significantly complex projects (and still consults on projects for key customers), he is now the co-founder and Managing Director of The Project Lab. The Project Lab specialises in providing organisations with advisory and management consulting, helping them link their strategic goals right through to actionable projects and work on the ground.
Ben has seen big changes in the way successful work is done over the years and is investing his energy in challenging the current mindset of the professional services industry. Ben is driven to develop a framework in which the very best Project Managers, Business Analysts and Industry Specialists can collectively deliver more successful projects to organisations around the country, every single day.
Business Pivots: Strengthening Your Region’s Economic Resiliencenado-web
During the 2020 NADO Annual Training Conference, Barbara Wyckoff and Milka Lopez Mercado provided training on supporting small businesses to pivot their existing business plan or develop a new business plan to stay in business. COVID-19 has created major business disruptions, but businesses can survive by building upon their assets.
This document provides information and guidance about accessing funding locally for youth organizations. It lists various sources of funding information like websites and organizations. It discusses different types of funding opportunities such as for sports/arts projects or workforce development. It provides tips for applying for funding like ensuring the project is deliverable, collaborative, and innovative. It emphasizes measuring tangible outcomes and building relationships with funders. Finally, it discusses developing long-term fundraising strategies and sustainability plans.
This document summarizes a presentation about volunteer management. It discusses setting intentions and structuring volunteer roles. Effective volunteer recruitment involves direct asks tailored to individuals. Volunteers should receive training, support, and appreciation. Tracking goals and evaluations helps recognize successes and improves the volunteer program over time. The overall aim is to inspire volunteers and make the most of their contributions.
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
The VOI of Membership is Greater than the ROICathi Hight
Members demand ROI for their membership. Although associations cannot always deliver ROI, it delivers VOI. Learn how to communicate the value of membership by responding to the "SO what?" question in ways that resonate with members and prospects. what's your VOI?
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
I Got the Job! Five Tips for Developing a Killer ResumePenny McKinlay
This document provides 5 tips for developing an effective resume: 1) Show your abilities through keywords and concrete examples of your skills and strengths; 2) Use action verbs and provide specific examples of your achievements; 3) Tailor your resume to the specific job description using the employer's terminology; 4) Stand out from other applicants by including recommendations, changing the resume format, or creating a portfolio; 5) Pay close attention to formatting, spelling, grammar and consistency. An appendix provides a list of common resume keywords organized by skill area.
GEN-Switzerland engages in the following activities:
Collaborating with the Swiss entrepreneurship-landscape, providing a link to GEN-Global.
Engaging schools and other educational institutions to inform and inspire the young generation about entrepreneurship as a career.
Educating seasoned professionals about entrepreneurship and connecting them with founders and business owners.
Supporting policy makers, universities and global research networks to better understand what drives innovative start-up nations.
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Global talent shortages are a growing problem, with 36% of employers reporting difficulty filling jobs. Specialized skills are increasingly important, with over 75% of jobs requiring them by 2015 compared to less than 50% in 1991. Talent attraction campaigns aim to address these shortages by researching skills needs, marketing regions to potential workers, and having long-term strategic patience as changing demographics and job markets. Successful campaigns engage employers, collaborate with partners, and focus messaging on niche audiences.
Scale Up Milwaukee is an action project focused on developing the entrepreneurial capacity in Milwaukee by bringing together the policies, structures, programs and climate that foster entrepreneurship.
Scale Up Milwaukee is based on a model developed by Daniel Isenberg, founding executive director of the Babson Entrepreneurship Ecosystem Projects. Isenberg has worked with entrepreneurship ecosystems abroad, including in Colombia, Brazil and Denmark, fostering policies, structures and cultures that stimulate long-term economic growth, development and prosperity through programs and workshops.
Milwaukee is the first community in the U.S. to develop an entrepreneurship program based on this model. The initiative is also backed by Governor Scott Walker and Mayor Tom Barrett as part of a bipartisan effort to grow the economy by stimulating high-growth ventures and encouraging job creation.
The long-term strategy for Scale Up Milwaukee is to create an integrated effort to simultaneously impact six domains of the entrepreneurial ecosystem in Milwaukee: Culture, Policy and Leadership, Finance, Human Capital, Markets, and Supports.
The document outlines plans to support existing scalable ventures in Milwaukee to generate growth. It discusses developing programs based on entrepreneurship ecosystem research to help stakeholders support revenue-generating companies. The goal is to generate quick wins and lessons. Initiatives include entrepreneur hangouts, highlighting local success stories, training programs, and events to improve connections between startups and corporations.
Scale Up Milwaukee is an action project focused on developing the entrepreneurial capacity in Milwaukee by bringing together the policies, structures, programs and climate that foster entrepreneurship.
Scale Up Milwaukee is based on a model developed by Daniel Isenberg, founding executive director of the Babson Entrepreneurship Ecosystem Projects. Isenberg has worked with entrepreneurship ecosystems abroad, including in Colombia, Brazil and Denmark, fostering policies, structures and cultures that stimulate long-term economic growth, development and prosperity through programs and workshops.
Milwaukee is the first community in the U.S. to develop an entrepreneurship program based on this model. The initiative is also backed by Governor Scott Walker and Mayor Tom Barrett as part of a bipartisan effort to grow the economy by stimulating high-growth ventures and encouraging job creation.
The long-term strategy for Scale Up Milwaukee is to create an integrated effort to simultaneously impact six domains of the entrepreneurial ecosystem in Milwaukee: Culture, Policy and Leadership, Finance, Human Capital, Markets, and Supports.
REAL Solutions_Hispanic Outreach Navigator_IL CU Leaguerealsolutions
The document discusses strategies for credit unions to serve Hispanic communities. It introduces Coopera Consulting, which helps credit unions partner with Hispanic populations. Coopera believes credit unions should adapt to this growing market through personnel, products, processes and promotion. The Hispanic Opportunity Navigator is Coopera's tool to help credit unions understand local Hispanic demographics and competitively position themselves to serve Hispanic households and build membership.
What it takes to be an entrepreneur? Milena Milicevic at Strasbourg Meetings ...Milena Milicevic
This content was presented at the Youth Forum Strasbourg Meetings: Focus Russia. Milena Milićević was one of the lecturers at the conference. You can find more information about the event:
Learn about the diversity and inclusion efforts at Nestlé Purina. You can search for our job openings and apply through our website at www.nestlepurinacareers.com.
A Work Culture That Works: The Diversity AdvantageSogolytics
What role do diversity and inclusivity play in your organization's vision and strategy -- and in day-to-day operations? Strengthen your team by prioritizing these key values and you'll see engagement rise and the bottom line take notice.
This document provides an overview of MPI (Meeting Professionals International) including their vision, mission, pillars, global reach, education resources, and benefits of membership for the Belgium chapter. Specifically, it outlines MPI's vision to be the top choice for career development and voice in the global events industry. It also notes MPI has 20,000 members across 70 chapters worldwide with $22 billion in global buying power. Resources like online education and cultural competence tools are highlighted. Benefits of Belgium chapter membership include education, networking events, and discounts on conferences. Volunteers are encouraged to get involved to build their career and industry knowledge.
This document provides information about the Entrepreneurship Cell at KLS' Gogte Institute of Technology. It discusses the cell's mission to develop entrepreneurial spirit in students. It outlines events the cell plans to hold such as tech talks, group discussions and interviews with startups. It also describes the selection process for the student leadership team and roles such as faculty advisor, corporate relations manager, and public relations manager. The document aims to promote the cell's work in supporting entrepreneurship.
IIBA 2020 November - The Project Lab Masterclass: Shapeshifter BA in a Digita...AustraliaChapterIIBA
Ben Cashman from The Project Lab to discuss the skills & approaches needed as a new age business analyst in our changing digital world
About this Event
Overview:
You've heard a lot over the years of organisations moving from 'waterfall' ways of working to 'agile', with value expected to be delivered faster, through iterations of work rather than one fell swoop.
While the seasoned among us understand there is a place for both delivery methods, what does it really mean for a digital product world? A world that has proven recently that we can work effectively from home, and that many of the services we use as consumers can (and likely will) pivot to a digital product world. And more importantly how will this impact you, the business analyst expected to adapt and shapeshift your skills and approach in this fast changing world?
Presentation Value/Learning Points:
The Business Analysis Role - Do you have the skills to adapt?
How do I know which delivery approach works best for my organisation or project or client?
Business Analysis Ways of working
Business Analysis and Product Owners
Presenter– Ben Cashman
Managing Director, The Project Lab
With almost two decades of delivery and Information Technology industry experience, Ben has managed a varied project portfolio, spread across the Energy and Utility (E&U), government, healthcare, and private sectors.
Ben has managed projects with upwards of 100 team members and over $10m in value over the years, and while he still leads a number of significantly complex projects (and still consults on projects for key customers), he is now the co-founder and Managing Director of The Project Lab. The Project Lab specialises in providing organisations with advisory and management consulting, helping them link their strategic goals right through to actionable projects and work on the ground.
Ben has seen big changes in the way successful work is done over the years and is investing his energy in challenging the current mindset of the professional services industry. Ben is driven to develop a framework in which the very best Project Managers, Business Analysts and Industry Specialists can collectively deliver more successful projects to organisations around the country, every single day.
Business Pivots: Strengthening Your Region’s Economic Resiliencenado-web
During the 2020 NADO Annual Training Conference, Barbara Wyckoff and Milka Lopez Mercado provided training on supporting small businesses to pivot their existing business plan or develop a new business plan to stay in business. COVID-19 has created major business disruptions, but businesses can survive by building upon their assets.
This document provides information and guidance about accessing funding locally for youth organizations. It lists various sources of funding information like websites and organizations. It discusses different types of funding opportunities such as for sports/arts projects or workforce development. It provides tips for applying for funding like ensuring the project is deliverable, collaborative, and innovative. It emphasizes measuring tangible outcomes and building relationships with funders. Finally, it discusses developing long-term fundraising strategies and sustainability plans.
This document summarizes a presentation about volunteer management. It discusses setting intentions and structuring volunteer roles. Effective volunteer recruitment involves direct asks tailored to individuals. Volunteers should receive training, support, and appreciation. Tracking goals and evaluations helps recognize successes and improves the volunteer program over time. The overall aim is to inspire volunteers and make the most of their contributions.
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
The VOI of Membership is Greater than the ROICathi Hight
Members demand ROI for their membership. Although associations cannot always deliver ROI, it delivers VOI. Learn how to communicate the value of membership by responding to the "SO what?" question in ways that resonate with members and prospects. what's your VOI?
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
I Got the Job! Five Tips for Developing a Killer ResumePenny McKinlay
This document provides 5 tips for developing an effective resume: 1) Show your abilities through keywords and concrete examples of your skills and strengths; 2) Use action verbs and provide specific examples of your achievements; 3) Tailor your resume to the specific job description using the employer's terminology; 4) Stand out from other applicants by including recommendations, changing the resume format, or creating a portfolio; 5) Pay close attention to formatting, spelling, grammar and consistency. An appendix provides a list of common resume keywords organized by skill area.
GEN-Switzerland engages in the following activities:
Collaborating with the Swiss entrepreneurship-landscape, providing a link to GEN-Global.
Engaging schools and other educational institutions to inform and inspire the young generation about entrepreneurship as a career.
Educating seasoned professionals about entrepreneurship and connecting them with founders and business owners.
Supporting policy makers, universities and global research networks to better understand what drives innovative start-up nations.
Similar to Marketing:NSHMBA Louisville - 3 Circle Project (20)
1. 3 Circle Project
By Jose Ojeda – EMBA 2012
University of Notre Dame
November 2010
2. BRIEF BACKGROUND
• The National Society of Hispanic MBAs (NSHMBA) was created
in 1988 as a non-profit organization. Widely known as the
"Premier Hispanic Organization," NSHMBA serves 32 chapters
and 8,000 members in the U.S. and Puerto Rico. It exists to
foster Hispanic leadership through graduate management
education and professional development. NSHMBA works to
prepare Hispanics for leadership positions throughout the
U.S., so that they can provide the cultural awareness and
sensitivity vital in the management of the nation's diverse
workforce.
4. Customer Descriptions Categorized (people or organizations)
RESULTS – SESSION 10/07/10
Community Career driven Education
driven driven
• Motivated • Professional career • Education
oriented focused
• Passion 4 • Drive to navigate the
advocacy corporate ladder • Desire to get
new ideas
• Passion 4 • Desire of a new
community career • Looking to
service • Motivated of new study a MBA
professional
• Mentor opportunities • Looking to
develop
• Willing to give • Willing to expand leadership
advice professional network
skills
• Looking for a support
• Diversity group • Diversity
friendly friendly
• Diversity friendly
5. Customer Descriptions Categorized (people or organizations)
RESULTS – SESSION 10/07/10
Corporations Entrepreneur Spirit
• Looking to increase • Looking to canalize
diversity talent innovation
• Looking for
advising in start
ups.
• Employment
generator
• Creators of new
markets
• Entrepreneur spirit
• New product /
services producers
• Funding oriented
6. “Competition”
RESULTS – SESSION 10/07/10
In order of Importance
1. Hispanic Latino Business Council (HLBC)
2. Greater Louisville International Professionals
(GLIP)
3. Women MBA
4. Society of Hispanic Professionals Engineers
(SHPE)
5. Black MBA
6. Young Professional Association of Louisville
(YPAL)
7. Hispanic Latino Coalition (HLC)
*Although listed as “competition” all of these organizations work together to achieve a great good for the community.
7. Competition
COMPETITION - HLBC
1. Hispanic Latino Business Coaltion (HLBC)
Mission
To create, advance and promote economic
opportunities for
Hispanic/Latino Businesses and individuals in the Greater Louisville
Region.
Objectives
• Develop programs and events that will bring together members of the Hispanic/Latino business
community in forums that will allow them to network and share best practices. (Making
Connections/Programming)
• Increase the level of awareness of the Hispanic/Latino business community in the Greater
Louisville region by broadening the scope of interaction with other non-Hispanic/Latino
individuals and organizations. (Raising Awareness/Marketing and PR)
• Help Hispanic/Latino businesses grow and prosper by providing connections to necessary
resources and advocating for the development of additional assistance. (Economic Development)
• Supply educational and training opportunities to Hispanic/Latino businesses and individuals to
assist with current or future business and personal growth. (Training and Education)
• Grow the membership of the Greater Louisville HLBC to allow as many individuals and businesses
as possible access to its benefits. (Membership)
Sounds like: Business Oriented
8. Competition
COMPETITION - HLBC
1. Hispanic Latino Business Council (HLBC)
Business Membership –
• Network with fellow Hispanic business owners and professionals
• Develop Relationships for future business endeavors
• Obtain information about business opportunities available for Hispanics and minorities in the
region
• Serve as a mentor for fellow Hispanics
• Share best practices with other business owners and professionals
• Be informed about industries and information regarding the mainstream business community
• Communicate specific needs of the Hispanic Business community
• Opportunity to be featured in HLBC communications
• Opportunity to participate in special projects and programs with HLBC
• Have up to three company employees at each HLBC event for free
$100 ◦ Join Now
1. Professional Membership –
• Network with fellow Hispanic business professionals
• Develop relationships for future business endeavors
• Serve as a mentor for other fellow business professionals
• Communicate specific needs of the Hispanic Business community
• Opportunity to be featured in HLBC communications
• Opportunity to participate in special projects and programs of the HLBC
• Attend HLBC events for free
$50 ◦ Join Now
9. Competition
COMPETITION - GLIP
2. Greater Louisville International Professionals (GLIP)
Why Become a G.L.I.P.?
• What’s the best way for international professionals like me to launch a job search here?
• Who should I talk to about getting more involved in the community?
• How can I meet other professionals from my home country?
• What type of multi-cultural events and activities does this community offer?
• Where can I share what I’ve learned with others in a similar position?
Our Value Proposition
G.L.I.P. provides international professionals and students with a source for qualified guidance on how
to get involved and get ahead in this community. Unlike any other program,
G.L.I.P. facilitates solid connections between international professionals, their peers and local business
leaders. These relationships offer navigation through the assimilation process, mentor progress, open
new lines of communication and celebrate success.
Through the resources of G.L.I.P., businesses, HR professionals and executive recruiters will have a one-stop
resource for engaging professional expertise and experience of talented immigrants—a key aspect of our
region’s workforce development strategy. As a result, Greater Louisville will continue to become
recognized as a welcoming and inclusive city of possibilities
Sounds like: Networking and Professional Development
10. Competition
COMPETITION - GLIP
2. Greater Louisville International Professionals (GLIP)
Vision & Mission
Vision
Louisville’s transformation into an internationally inclusive ‘economic hot spot.’
Mission
Greater Louisville International Professionals’ mission is to attract and retain international talent by
showcasing Louisville as a welcoming and inclusive city of possibilities. G.L.I.P is committed to providing a
platform of distinct initiatives, such as social media networks, mentorship programs, and hosted events, to
engage and connect the accomplished individuals of the international and local community.
Strategies
• Recruit an inclusive network of international professionals based in Metro Louisville.
• Provide resources through a dynamic website that functions as a directory of G.L.I.P.s and as a platform to
post and discuss relevant content.
• Facilitate connections among G.L.I.P.s via hosted events and signature programs.
• Foster online interaction via our website and social media.
• Assist executive recruiters and human resources professionals in their efforts to attract, retain, and engage
international talent.
• Increase public awareness of the importance of international talent for economic and community
development.
11. What segment to focus on first?
First Segment to focus on
Customer Segments
Agents of Social Change Career Agent / Passion for Success Education Hunk
Gina Buendia 1 3 2
Gustavo Gisbert 3 1 2
Monica Paredes 3 1 2
Carmen Moreno 2 3 1
Adriana Bonilla 2 3 1
Miguel Jimenez
Jose Ojeda 3 2 1
Liz Moudry 2 3 1
Joan David Rebolledo 3 2 1
Total 2.38 2.25 1.38
Std Deviation 0.74 0.89 0.52
Education Hunk
12. 1. CONTEXT STATEMENT
Defining Context
My goal is to figure out how (1) NSHMBA
Louisville can grow by creating more value
for (2) Education Hunk than (3) Hispanic
Latino Business Coalition & Greater Louisville
International Professionals does.
*Although listed as “competition” Hispanic Latino Business Coalition & Greater Louisville International Professionals work together with
NSHMBA to achieve a great good for the community.
14. 2. CUSTOMER ANALYSIS –Real Interviews-
Attributes Attributes II Importance How Rate US How Rate Comp
Networking inside company Networking H 2 2
Networking outside company Networking H 2 2
Satisfaction to be part of a hispanic organization Personal Satisfaction L 3 1
Satisfaction to help other people and society Personal Satisfaction L 2 2
Scholarships Education L 3 1
Get a good menthor Professional Devolpment M 1 2
Someone to guide you Professional Devolpment M 1 2
Tips to improve personal Professional Devolpment M 1 2
Workshops Professional Devolpment M 1 2
How to deal with stress Professional Devolpment M 1 1
How to work with foreigners Professional Devolpment M 1 1
Leader as a coach Professional Devolpment M 1 2
Keep me update with world changes World Trends M 1 3
Are you up to date with what the market needs? World Trends M
Curiosity Novelty L
Scholarships Education M 3 1
Network with Entrepreneurs Networking M 2 3
Entrepreneur perspective Entrepreneur vision L 2 3
What entrepreneur think Entrepreneur vision L 2 3
What motivates entrepreneurs Entrepreneur vision L 2 3
I haven't seen other attributes No other attributes L
Other industries perspective World Trends H 1 3
Perspective to take better career decisions World Trends H 1 2
Perspective to know what is needed in business World Trends H 1 2
Perspective to know how to take other business ideas World Trends H 1 3
Get trained for the future Education M 3 2
Meet people Networking M 2 3
Professionals from other countries/industries Networking M 2 3
A lot of workshops Education M 1 3
A lot of speeches Education M 1 3
Vision from other companies about the world World Trends H 1 3
Vision from other companies about technology World Trends H 1 3
A lot more attributes found ………………Extracted Sample
15. 3. SORTED VALUE
Area G: Customer Unmet
Area A: Our POD needs
*Hispanic organization *How to deal with stress
*Scholarships to Hispanics *How to deal with foreigners
*How can I keep myself up to
Area E: date with what the market needs
Disequities/Equities
*MBA Focused *Coordinate seminars between
*Education driven companies public or private
*National Reputation
*Well know within
NSHMBA Members *Share best practices
*Share knowledge with
Universities community
*Consulting type of information
*The message is not clear
*Don’t remember the
message
*Slow answers from
NSHMBA
*Not as agile to respond as
GLIP
Area C: Competitor POD
*Network with entrepreneurs
*A lot of Workshops
*A lot of Speeches
*Every month some big event
*People with better positions in
companies
Area B: Point Of Parity GLIP *Other industries perspectives
*Professional from other
*Networking inside company countries/industries
*Networking outside company *Vision from other companies
*Meet people other companies about the future of the world
*Meet people at same level or •Vision from other companies
higher about technology
*Satisfaction to help others Area D: The Swamp
*Perspective of growth *Has internship program
*Better ability to attract talent
*Diversity in the members *Better way to promote job
opportunities in the website
Area F: Competitor *Formal answers to companies
Disequities/Equities *Quick response to companies
*Has support from Big *Has support from the city
Companies
*Has name recognition
*Locally focused
*Better established
*Has internship program
16. Sample 1
4. LADDER
Value Accomplishment / Self esteem
Symbolic Quick Success in life
Experiential Share steps of what they did to get
where they are
Meet successful people with similar
Experiential
situations as yours
Relationship Easier to initiate conversations
Benefits
Relationship Identify with the same background
Benefits
Attribute Hispanic Organization Network
17. Sample 2
4. LADDER
Value Financial Security (afraid to loose)
Financial Stay monetary equal and get more
Financial When you get used to something
don’t want to go back and have limitations
Functional Don’t want to go back in quality of life
Saves me money to keep same level of life
Financial
but educating myself
Attribute Scholarships
18. Sample 3
4. LADDER
Value Self-Fulfillment
Experiential Feel well
Experiential Do my job well and help Hispanics
Functional Meet the diversity quota
Functional Look at the pool of people for my company
Attribute Ability to attract talent - Corporate
19. Sample 4
4. LADDER
Value Personal Development
Experiential To feel good about myself
Information To have more knowledge
Functional To get trained
Attribute A lot of Workshops
20. 5. INITIAL GROWTH STRATEGY
Growth Question 1: How do we identify, build and defend
differentiation that is meaningful to customers?
A.1 Promote NSHMBA with
Corporations
A.2 Reach Hispanic Professional
through Corporations
A.3 Promote top 3 values
21. 5. INITIAL GROWTH STRATEGY
Growth Question 2: How do we correct, reduce/eliminate
disequities or reveal equities that customers are unaware of?
E.1 Promote scholarships (Media
and Corporations)
E.2 Standardize communication
with Corporate customers
E.3 Define a promotional item
that people can keep and
remember the top 3 values of
NSHMBA
22. 5. INITIAL GROWTH STRATEGY
Growth Question 3: Should we neutralize competitors
differentiation? If so, how?
C.1 Three network events in
2011 with CEOs included
C.2 CEO speaking about their
stories
C.3 Three network events in
2011 with successful
entrepreneurs
23. 5. INITIAL GROWTH STRATEGY
Growth Question 4: How can we identify totally new growth
ideas around customers unmet needs?
G.1 Multicultural workshops
G.2 Share knowledge with the
community
G.3 Share knowledge among
companies.
24. 6. PLANNING FOR EXECUTION
Analyzing Resources, Capabilities and Value Networks
Picked 5 key strategies from:
Area A:
Area E:
Area G:
Area C:
Build A Reach Hispanics
E -> B Std Communication
E -> A Remember top 3 values
C -> B Network events
G -> A Share knowledge w/community
25. 6. PLANNING FOR EXECUTION
Analyzing Resources, Capabilities and Value Networks
ENHANCING BENEF GROWTH IDEA RESOURCES CAPABILITIES VALUE NETWORK
Build A A.2 *Qty People *Std system to approach *Companies willing to support
Reach *Time corporations. *Corporate supporters
Hispanics *Name people *Develop feedback system
*Meeting room
through Corpor *Std presentation Top 3 values
*Web Page
E -> B E.2 *Qty People *Process lay out *Engineers within NSHMBA
Std Communic *Printers *Methods to communicate *Corporate support
*Money
*Meeting room
E -> A E.3 *Designers *Design *Designers
Remember *Money *Top 3 ideas definition agreement *NSHMBA team
Top 3 values *Meeting room *Method to share ideas
C -> B C.1 *People to organize *Coordination capability *Hotels
Network events *Projectors *Std message *Restaurants
*Computers * CEO’s management system *CEO supporters list
*Meeting room * Customer-Linking process *Entrepreneurs supporter list
* Feedback System
* Network Session Process
* Standardize message
* Communication methods
G -> A G.2 *People *Know how *Local businesses
Share knowledge *Projectors *Interesting subjects *Local Hispanic associations
w/community *Computers *Meeting room
Area A:
Area E:
Area G:
Area C:
26. 7. COMPETITOIR CAPABILITIES
…the competitor analyzed is the Greater Louisville
International Professionals (GLIP)
NSHMBA Pts of Difference NSHMBA Capabilities
*Hispanic organization Network Hispanic Run and Managed
*Scholarships to Hispanics National Fund for scholarships
Pts of Parity NSHMBA & GLIP Capabilities
*Networking inside company Support from local Corporations
*Networking outside company Done 5 network events in 2010
*Networking Benchmark with other NSHMBA Chapters
*Perspective of growth Support from National NSHMBA
Pts of Difference GLIP Capabilities
*Network with entrepreneurs Network of entrepreneurs
*A lot of Workshops Expertise running workshops
*A lot of Speeches Contact with government organizations
*Every months some big event Team in charge of this activity
*Better ability to attract talent Web page well developed
*Better way to promote job opportunities Web page well developed in the website
*Formal answers to companies Good internal procedures
27. BEFORE AFTER
8. FINDING CAPABILITIES
Accomplishment / Self esteem Accomplishment / Self esteem
Quick Success in life Quick Success in life
Share steps of what they did to get Share steps of what they did to get
where they are where they are
Distinctive Capabilities:
CEO’s management system
Customer-Linking process
Meet successful people with similar Feedback System Meet successful people with similar
situations as yours Network Session Process situations as yours
Standardized message
Coordination Capability
Communication Method
Easier to initiate conversations Easier to initiate conversations
Immediate Response:
Develop CEO’s database
Identify with the same background Develop CEO management sys Identify with the same background
Develop feedback system
Define Network Session Manager
Lock standardized pitch
Hispanic Organization Network Define communication method Hispanic Organization Network
Share plan with already developed Companies
Area A:
NSHMBA
A A
INISIDE VIEW
29. Growth Strategy One: Network Events
10. GROWTH STRATEGY CONCLUSIONS
Proposed Strategy Network events
Target Segment Carreer oriented/Passion for Success
Positioning vs Competition Neutralize Competition C -> B
Product Network events
Place Hotels & Restaurants NSHMBA amigo list every 3 months
Pricing Free
Resources People, Equipment, Hotel/Restaurant, media
channel
Capabilities Need to develop a CEO’s database
Need to develop a CEO management sys
Need to develop a feedback system
Need to define the Network Session Manager
Need to lock standardized pitch
Need to define the communication method
(email, radio, newspaper)
Need to develop Hotel&Restaurants network
Value Network Hotels&Restaurants Network
Corporate HR/Diversity Network
Diversity friendly CEOs network
Entrepreneurs Network
30. Growth Strategy Two: Reach Hispanics through
10. GROWTH STRATEGY CONCLUSIONS
Corporations in a professional fashion
Proposed Strategy Reach Hispanics through Corporations
Target Segment All Segments
Positioning vs Competition Build A
Product Awareness Sessions once per month
Place Corporate Facilities
Pricing Free
Resources List of Volunteers to talk about NSHMBA
Time
Standarized presentation
Computer, Projector and meeting room
Web page
Capabilities Schedule of visits to Corporations
Std System to approach Corporations
Develop feedback system
Develop Std presentations
Ability to sign people in the spot
First impression, order and professionalism
Value Network Corporate HR Supporters
Internal Companies Diversity Associations