This document discusses diversity in the US Marine Corps. It recommends that the Corps transition from an equal opportunity (EO) outlook to embracing diversity as an operational advantage. It notes that the demographics of the US are changing and the Corps needs diversity at all ranks to attract volunteers in the future. Promotion and retention rates are lower for minorities and women currently. The document calls for the Corps to develop a comprehensive plan to improve diversity through outreach, education, recruitment programs, and holding leadership accountable for progress.
This document provides information about a veteran hiring initiative toolkit created by NRECA to help electric cooperatives recruit and hire veterans. It outlines the business case for hiring veterans and highlights resources available to assist with veteran recruiting. The initiative aims to address workforce challenges at cooperatives and leverage veteran skills. It formed a coalition of cooperatives committed to increasing veteran employment and sharing best practices. The toolkit especially emphasizes opportunities to hire women veterans, who represent 10% of veterans but only 2% of working women.
This document summarizes a thesis paper examining the United States Marine Corps' efforts to increase the percentage of African American officers. It provides historical context starting from desegregation efforts in the late 1940s. It discusses various initiatives undertaken by the Marine Corps in the 1970s that showed early progress but were not sustained. The paper then analyzes factors that hindered minority recruitment in later decades. It concludes by recommending the Marine Corps take a counterinsurgency approach using targeting and assessment to fulfill its mission of increasing African American officer representation in a sustainable manner.
- African Americans have contributed to US wars since the colonial era but faced policies of exclusion and discrimination. They served in supporting roles but were often barred from bearing arms.
- During the Revolutionary War, the Continental Congress allowed free African Americans to enlist out of necessity due to shortfalls, though they faced opposition. An estimated 5,000 African Americans fought for the colonial forces.
- The Civil War marked the first official authorization for African American recruitment and enlistment, with over 180,000 serving in the Union Army and Navy. 38,000 African American soldiers died, comprising 40% of casualties despite being 10% of the Union forces.
- After the Civil War, six African American regiments served in the Indian
This document provides data on minority officer representation and accession within the US military between 1972-1995. It includes statistics on:
- Black officer population percentages by rank over time
- Black officer accession goals and percentages of total accessions met annually
- OCS attrition rates by ethnicity
- Minority representation in combat arms roles from 1992-1995
- Sources of black officer accessions from 1991-1995
The data shows increases over time in the percentages of black officers achieving higher ranks and in the percentages of black accession goals and total accessions attained. It also presents differences in OCS attrition and combat arms representation by ethnicity.
Military Customs and Courtesy Essay
Army Recruitment Essay
Why Accountability Is Important In The Military
Army Sustainment Essay
The Army Essay
THE SEVEN ARMY VALUES Essay
Duty: One Of The Army Values
Army Profession Essay
US Military Essay
Responsibility in the Army
Equal Opportunity in the Army
Essay On Army Values
Army Profession Essay
This document provides a 10 step guide for HR professionals and business leaders to effectively recruit, hire, and support military talent in the workplace. Step 1 involves understanding the unique challenges faced by veterans, reservists, guard members, and their families during transition to civilian employment. Step 2 is to develop a business case for hiring military talent by outlining the tangible benefits. Step 3 is to develop a vision and program concept. Step 4 is to engage senior leadership support. Step 5 is to conduct a needs assessment of the organization's culture and resources related to military employees. The remaining steps provide guidance on implementation. The goal is for organizations to become truly "military ready" and not just military friendly.
The document discusses military veterans and Black Americans in the workforce. It provides statistics on veteran and Black unemployment rates, the benefits veterans provide as employees, and efforts by companies to increase hiring of veterans and diversity. It highlights programs from companies like Capital One that are committed to diversity and inclusion in their workforces.
The document discusses the need for changes within the Recruiting and Retention Battalion for the Army National Guard in Georgia. As a former member, the author has intimate knowledge of how the organization works and its mission. The key points that will be addressed are: 1) detailing major changes needed to move the organization to a different mindset; and 2) sharing the Defense Department's strategic plan regarding its needs going forward, in light of changing threats but the end of wars in Iraq and Afghanistan. The goal is to improve the organization and how it accomplishes its mission of finding qualified individuals to join the Army National Guard, which impacts not only Georgia but the entire Army and Defense Department.
This document provides information about a veteran hiring initiative toolkit created by NRECA to help electric cooperatives recruit and hire veterans. It outlines the business case for hiring veterans and highlights resources available to assist with veteran recruiting. The initiative aims to address workforce challenges at cooperatives and leverage veteran skills. It formed a coalition of cooperatives committed to increasing veteran employment and sharing best practices. The toolkit especially emphasizes opportunities to hire women veterans, who represent 10% of veterans but only 2% of working women.
This document summarizes a thesis paper examining the United States Marine Corps' efforts to increase the percentage of African American officers. It provides historical context starting from desegregation efforts in the late 1940s. It discusses various initiatives undertaken by the Marine Corps in the 1970s that showed early progress but were not sustained. The paper then analyzes factors that hindered minority recruitment in later decades. It concludes by recommending the Marine Corps take a counterinsurgency approach using targeting and assessment to fulfill its mission of increasing African American officer representation in a sustainable manner.
- African Americans have contributed to US wars since the colonial era but faced policies of exclusion and discrimination. They served in supporting roles but were often barred from bearing arms.
- During the Revolutionary War, the Continental Congress allowed free African Americans to enlist out of necessity due to shortfalls, though they faced opposition. An estimated 5,000 African Americans fought for the colonial forces.
- The Civil War marked the first official authorization for African American recruitment and enlistment, with over 180,000 serving in the Union Army and Navy. 38,000 African American soldiers died, comprising 40% of casualties despite being 10% of the Union forces.
- After the Civil War, six African American regiments served in the Indian
This document provides data on minority officer representation and accession within the US military between 1972-1995. It includes statistics on:
- Black officer population percentages by rank over time
- Black officer accession goals and percentages of total accessions met annually
- OCS attrition rates by ethnicity
- Minority representation in combat arms roles from 1992-1995
- Sources of black officer accessions from 1991-1995
The data shows increases over time in the percentages of black officers achieving higher ranks and in the percentages of black accession goals and total accessions attained. It also presents differences in OCS attrition and combat arms representation by ethnicity.
Military Customs and Courtesy Essay
Army Recruitment Essay
Why Accountability Is Important In The Military
Army Sustainment Essay
The Army Essay
THE SEVEN ARMY VALUES Essay
Duty: One Of The Army Values
Army Profession Essay
US Military Essay
Responsibility in the Army
Equal Opportunity in the Army
Essay On Army Values
Army Profession Essay
This document provides a 10 step guide for HR professionals and business leaders to effectively recruit, hire, and support military talent in the workplace. Step 1 involves understanding the unique challenges faced by veterans, reservists, guard members, and their families during transition to civilian employment. Step 2 is to develop a business case for hiring military talent by outlining the tangible benefits. Step 3 is to develop a vision and program concept. Step 4 is to engage senior leadership support. Step 5 is to conduct a needs assessment of the organization's culture and resources related to military employees. The remaining steps provide guidance on implementation. The goal is for organizations to become truly "military ready" and not just military friendly.
The document discusses military veterans and Black Americans in the workforce. It provides statistics on veteran and Black unemployment rates, the benefits veterans provide as employees, and efforts by companies to increase hiring of veterans and diversity. It highlights programs from companies like Capital One that are committed to diversity and inclusion in their workforces.
The document discusses the need for changes within the Recruiting and Retention Battalion for the Army National Guard in Georgia. As a former member, the author has intimate knowledge of how the organization works and its mission. The key points that will be addressed are: 1) detailing major changes needed to move the organization to a different mindset; and 2) sharing the Defense Department's strategic plan regarding its needs going forward, in light of changing threats but the end of wars in Iraq and Afghanistan. The goal is to improve the organization and how it accomplishes its mission of finding qualified individuals to join the Army National Guard, which impacts not only Georgia but the entire Army and Defense Department.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
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MMS APPENDIX C 3RD REVISION
1. C-1
APPENDIX C
All,
I believe most of you now that since late last year I have
been a commissioner on the Presidential "Military
Leadership and Diversity Commission.
The Commission continues their work and it appears that
their final report will not be complete until the end of
this year.
A complete status of Information and Decision Papers
(Draft) are available on the Commission's web site
http://mldc.whs.mil/
Although the Commission's work is open to the public I have
some observations on the general issue of Diversity that I
would like to share with you.
I would also like to recommend some actions that the Corps
could take now to become more proactive in this same area.
Transition from an EEO to a Diversity outlook.
As we all recall, the US Military came out of the Vietnam
War with significant racial issues. We overcame this by
both discharging poor performers and adopting an
EEO/fairness model for all service members. We enforced
the law for equal opportunity and fairness, focused on the
mission and emphasized the unit/team over the individual.
"All Marines are Green" was the rallying cry. We "talked
the talk" and "walked the walk" of fairness and racial
equality based on a common standard of excellence. It
worked. Times have changed. Women are a larger more
involved part of the force. We have come to recognize that
we need Marines of color/ethnicity for operational
advantage. Being "different"—in color, gender, cultural
experience and language capability-- and
recognizing/leveraging those differences is what, I think,
makes diversity/human capital management different from EO.
Yes, the team and the mission remain paramount, but it is
what we all bring to the team as individuals, is what makes
the team strong. The sum of the parts is greater than the
whole. Consequently, as we transition from an EO/legal
view of the force to one of
celebrating/acknowledging/leveraging for operational
advantage our differences; we will need to adjust how
leaders view diversity within the force. EO is still the
baseline for fair and equal treatment but diversity will be
the focus of how we manage the talent of the force.
2. C-2
The Business Case for Diversity.
The demographics of the Nation are changing. The American
Society is becoming more diverse. In ~2025 white men will
be a minority. In ~2050 white people will be a minority.
If we plan to retain/sustain an "All Volunteer" Force we
will need service members of ethnicity and gender in
positions of senior leadership who will inspire/motivate
others to aspire to follow them. Operationally we know
that in current and future operations of "War Among the
People" that having a diverse force and a force employing
women in operational roles give our force an advantage.
For example, there is not an infantry unit in OEF who does
not need/use women Marines to support their ops.
The Face of the Nation.
Tied to the business case is the idea of the "Force"
representing the Nation? If the country is X% a certain
group--white, black, Hispanic, Asian etc.--then the
representation of this demographic, at all ranks, should be
reflected in the Force. Today this is not the case with
regard to Officers for any of the services. That said, one
presentation we received change the comparative metric from
% of each group in the general population to % of each
group on the population qualified to be an officer. When
this metric is applied and the "representation" issue
clearly evens out.
Population Qualified for Service.
Although not a direct part of the Commission's work the
fact that such a low, and ever decreasing, number of
Americans are qualified for military service (~30%<) with a
comparatively smaller number qualified to be officers, make
solving the representational problems for all services
difficult. This is a National Issue that is tied to
increasing the number of young people focused on STEM
(Science, Technology, Engineering and Math), general
education of our youth, their physical fitness and their
character/legal status. How the USMC engages in a whole of
government program to change this situation will require a
plan. Clearly Young Marines, Devil Pups, Marine JROTC and
all the out reach the Corps does with the local communities
has a bearing on this. As a data point, the US Army has
1686 JROTC units with 300 more schools on the waiting list.
We have 237. I accept that JROTC is not designed to be a
feeding ground for recruiting, though the Army says %30% of
JROTC students become involved in the military in some way,
but since we say that we Make Marines, Win Battles and
3. C-3
Return Better Citizens to the Nation, I would think
increasing the number of MCJROTC units would have multiple
benefits.
Promotions
Probably the most negative stats for the USMC are the
promotion percentage for African American Officers versus
their white counterparts. For both Captain to Major and
Major to Lieutenant Colonel, the rate of our black officers
is 5-10% below their white counterparts. Other minorities
and women also have lower comparative rates but to a lesser
degree. Some of this can be explained by the "law of small
numbers" but that begs the question, "Why does the Corps
have such a small number of minority officers?"
Surprisingly, data in the Commission’s paper on promotions
also shows that minority/women enlisted in the Corps are
also selected at a lower rate than there white
counterparts.
Command and Senior Leadership Positions
The same stats generally apply to command for officers and
General Officer/Flag positions. Again, the law of small
numbers applies to some degree but which are aggravated by
lower promotion rates. Also at play however, is the
branch/MOS/OccField chosen by minorities. For women this
“choice” is a matter of law, specifically the combat
exclusion. Now that service in submarines has been opened
for women officers, the ground combat exclusion is the only
remaining occupational field denied for women. For
minority men, the critical factor is the choices they make.
One study shows that just under 50% of African Americans in
Army ROTC chose a combat service support. In the USAF, ~2%
of rated aviators are black. When 80% of all current
general/flag officers come from combat arms/combat
aviation/surface/sub warfare fields, this reality, whether
based on culture or long term goals, statistically reduces
the chances minorities who choose combat service support
will even be looked at general/flag rank. There possibly
ways to correct this through directed mentoring and early
education about the implications of MOS choice and the
positive aspects of combat arms but this would need to be
implemented and assessed. Finally, outreach to minority
communities/families to sell/explain that going into combat
arms, at least for officers, does provide a positive
advantage for post service employment.
4. C-4
Retention
Of the areas looked at by the Commission only retention
showed minimal differentials between ethnic groups. For
the Corps retention on the enlisted side for minorities is
in fact higher than whites. The only outlier for all the
services relates to women. Women of all services do not
stay on active duty at the same rate as men. Although one
might subjectively explain this through the simple fact
that women have different choices to make, especially with
regard to having a family, than men, there is no
significant statistical basis for this difference.
Out Reach/Recruiting
The Commission’s paper on outreach has some worth while
recommendations on Out Reach worthy of consideration. I
know that MCRC is doing a number of progressive things to
engage minority populations especially on college campuses.
I believe MCRC is correct in recognizing that are
traditional recruiting ground, the Historical Black
Colleges (HBCs) may be limiting our view of potential
applicants and that we need to expand our reach to other
markets. I see all the things we now do with youth
previously discussed as part of this outreach program.
Bottom line, we need to be more aggressive in this overall
process and make out reach, advertising, key leader
engagement with minority communities, and business and
Congress part of an overall plan to develop/enhance the
diversity of the force. If we want change/enhance any part
of the diversity of the force—ethnicity/gender/language
skill—we need to target those markets/population center
that possess those qualified capabilities and pursue them.
Part of this process for both the Navy and the Corps may be
to re-visit where we have NROTC Units.
Accountability
At the end of the day when we look at our diversity stats
the $64K question is, “What can we/are we going to do to
change the situation?” There has been significant
discussion/commentary in the Commission’s papers about
making the diversity situation in a unit/organization part
of the evaluation of the leader. This is something that is
fairly common place in the civilian business community.
The logic is that without some accountability by leadership
there will be no change. CNO has a very detailed scheduled
process to look at the Navy to assess the Navy’s progress
in the diversity area. In the end, if the leader wants to
5. C-5
see change you have to measure it and hold the organization
accountable.
A Plan
In summary I think what we as a Corps lack is a
comprehensive plan to improve and assess our progress
toward improved diversity. We could start by adopting a
definition of diversity; we are the only service without
one. Then we might consider developing a comprehensive
plan to aggressively make an effort to: educate the force
on the need for diversity, education for leaders on how to
lead a diverse force, an aggressive outreach/public
engagement/recruiting program to attract more qualified
minorities to be Marines. At the end the results of
whatever we do must be assessed and accountability reviews
involving senior leadership held to track our progress,
modify and/or reinforce the plan. In the end, none of what
we do can nor is it expected that it should change our
standards. We want the best Marines we can recruit and
create. We just need to make this a priority.