Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Continuous Learning and the Succession Planning Process - Webinar 10.09.13BizLibrary
For the webinar recording and follow-up information http://www.bizlibrary.com/bizblog/posts/2013/october/continuous-learning-and-the-succession-planning-process-webinar-10913.aspx
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials - Webinar 06....BizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans
In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Continuous Learning and the Succession Planning Process - Webinar 10.09.13BizLibrary
For the webinar recording and follow-up information http://www.bizlibrary.com/bizblog/posts/2013/october/continuous-learning-and-the-succession-planning-process-webinar-10913.aspx
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials - Webinar 06....BizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans
In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Leading Remotely: Getting Great Results Wherever Your Team is LocatedBizLibrary
The reality of the working world today, and for the life of a leader is that all of those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges too. This webinar will help any leader navigate these challenges more successfully. We will outline the biggest challenges and systematically talk about how to cover them, and even take advantage of the opportunities remote teams offer us.If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people and creating the results needed by your team. Led by leadership expert Kevin Eikenberry you will leave this engaging and interactive webinar with new skills and the confidence to use those new skills.
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials - Webinar 7.1...BizLibrary
Employee development webinar on July 16, 2014 on the Development of High Potential Employees – Best Practices in Succession Planning.
www.bizlibrary.com/webinars
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
The Why and How of Effective Strategic Planning Scott Patchin
What is strategic planning? Do I need one? How do I do it? Here is what you need to know and some practical first steps to building and executing your plan.
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
Performance Reviews - How to Really Make Them About Performance | Webinar 12....BizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization. In this webinar we'll discuss:
The role of performance management
Why we do performance reviews
Key strategies for effective performance management
Continuous learning and development
www.bizlibrary.com
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
This presentation is geared towards professional service providers, small business owners, experts, authors and artists seeking to develop their brand, reputation and sales. The presentation outlines the path from concept to powerhouse marketer.
This presentation was prepared by John Watson of Accrue Performance Marketing Inc in Calgary, Alberta Canada in 2015.
Leading Remotely: Getting Great Results Wherever Your Team is LocatedBizLibrary
The reality of the working world today, and for the life of a leader is that all of those you lead likely won’t be down the hall or in the next cubicle. Each day technologies allow more people to lead teams far from where they are, or even for people to work from home one or more days a week. While there are opportunities gained, this reality creates tremendous productivity and leadership challenges too. This webinar will help any leader navigate these challenges more successfully. We will outline the biggest challenges and systematically talk about how to cover them, and even take advantage of the opportunities remote teams offer us.If you lead a team remotely, or expect that you will in the future, this session will help you be more successful in building your team, developing your people and creating the results needed by your team. Led by leadership expert Kevin Eikenberry you will leave this engaging and interactive webinar with new skills and the confidence to use those new skills.
www.bizlibrary.com
Succession Planning and the Development of Your High Potentials - Webinar 7.1...BizLibrary
Employee development webinar on July 16, 2014 on the Development of High Potential Employees – Best Practices in Succession Planning.
www.bizlibrary.com/webinars
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
The Why and How of Effective Strategic Planning Scott Patchin
What is strategic planning? Do I need one? How do I do it? Here is what you need to know and some practical first steps to building and executing your plan.
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
Performance Reviews - How to Really Make Them About Performance | Webinar 12....BizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization. In this webinar we'll discuss:
The role of performance management
Why we do performance reviews
Key strategies for effective performance management
Continuous learning and development
www.bizlibrary.com
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
This presentation is geared towards professional service providers, small business owners, experts, authors and artists seeking to develop their brand, reputation and sales. The presentation outlines the path from concept to powerhouse marketer.
This presentation was prepared by John Watson of Accrue Performance Marketing Inc in Calgary, Alberta Canada in 2015.
Yesterday’s Price Is Not Today’s Price” – How Your Personal Brand Can Help Yo...Rejoice Ojiaku
As a firm believer in the benefits of a personal brand, this deck will cover how you can nail your own personal branding, walking you through how I built my brand and used it to progress in my career.
Meaningful Work: Building Resilience and Capacity through Skilled VolunteeringNetSquared Vancouver
Hosted by TechSoup Connect BC on August 2021.
https://events.techsoup.org/e/m6hyry/
Learn about how your nonprofit can achieve digital transformation and utilize skill-based volunteering to drive deeper impact. By the end of the event, you will learn how easy it is to connect with skill-based volunteers that have today's most in-demand skills to achieve some of your biggest goals and how to build new corporate partnerships & funding avenues through corporate volunteers.
Do you call yourself a web designer, developer or simply a pixel pusher? Think you can’t be replaced? You’re dead wrong. With the advent of DIY design tools and drag and drop themes, it’s easier than ever for businesses to get online. What are you doing now to make yourself indispensable to your clients? What else are you bringing to the table? Tired of hustling from one project to the next? Stop calling yourself a pixel pusher. Focus on how your work brings increased value to your clients. It’s not just design. It’s not just making it work. It’s making digital strategy matter to you and your clients. In this presentation, we’ll review techniques for building (and maintaining) long-term client relationships, different compensation strategies and how to reframe your offerings to build sustainable, profitable businesses.
Volunteer Recruitment Using Social MediaDave Powell
Thought I'd share a presentation Thrive delivered to local and national charities, for CVS Cheshire East, on volunteer recruitment using social media. I hope you find it useful.
So You Think You Know Engagement Strategy? CCMA2019Beth Saunders
What is engagement strategy? It’s the way you increase the depth of the relationship your members and customers (and other stakeholders, too!) have with your cooperative. Many organizations equate ad campaigns, blogs, discount programs, promotions, events and similar outreach and marketing activities with an engagement strategy. Yet there are important differences between the tactical programs and outreach you implement – and your engagement strategy. One important difference is: engagement strategy considers your members’ motivations and expectations and invites them to act in ways they prefer. Two years ago, Hanover Co-op recognized this. They we were often operating on auto-pilot: running programs yet feeling bogged down in the day-to-day and growing less rapidly than they wanted. Though they’ve been in business for over 80 years with 24,000 members and over $70 million in sales annually, they realized they were losing sight of the co-op’s longer-term vision, and of the varied customers who could help them get there.
Presented during the Cagayan de Oro leg of TechCamp Philippines last March 2018.
This was for youth leaders supporting various organizations and causes.
Marketing your business is essential. At times it can be intimidating but you can do it. All it takes is some time and a little creativity. It also starts with a plan. The plan is your road map and can keep you on course while delivering results which will far exceed your expectations! So, let's get started!
4. The WhatBuild a Plan
The Why
The Type
#octribe nina@mobilize.io
5. Why do you want to have an ambassador program?
● What’s the company objective? Are you looking to increase sales, drive
leads, or decrease purchase times for your leads, launch new cities,
decrease your support efforts, build brand awareness?
Building a Plan - The Why
○ Docker’s objective - build brand awareness in the developer
community in order to shorten the purchase time for leads.
○ Scoop’s objective - drive user acquisition and increase brand
awareness by referrals.
○ Prezi’s objective - amplify growth through experts program.
Increase support reach to wider user base.
#octribe nina@mobilize.io
6. What type of ambassador program do you want to have?
● There are a variety of program types:
○ Event organizers - host local meetups (Docker)
○ Referral - refer new users to your brand (Scoop)
○ Content creators - write content for blogs or social media (Vinted)
○ Speakers - speak on your company’s behalf at events (Docker)
○ Influencer - promote your brand through social channels (Omega)
○ Experts / Resellers / partners - top users/sellers of your products (Prezi)
Get CREATIVE! There’s no set path for your ambassador program, you can
create your own!
Building a Plan - The Type
#octribe nina@mobilize.io
7. Building a Plan - The What
What are your goals for the program?
● Define your Program Objectives
○ Host more meetups, create content, increase referral rate
● Measure the Program ROI
○ Try to trace your users’ brand journey– the ambassador impact
○ What’s your ROI for your program? If you want to have more leads, what is your goal for
MoM growth? If you want to increase brand love, is it the # of mentions, retweets, or
hashtags used?
● Define the Program’s Health
○ How do you know the program is healthy and functioning?
○ How many referrals do you want them to bring, how many
events do you want them to host?
#octribe nina@mobilize.io
9. What do you want your ambassadors to do?
● Define your ambassador’s role
○ What are they expected to do: host events, create content, provide feedback, create a
local presence for your brand, recruit new community members?
○ How often are they expected to do these activities? Host a meetup 1x per quarter?
Provide feedback with each new release?
● How will you monitor their progress?
○ Regular check-ins
○ Tasks to accomplish
○ Checklists
Building a Plan - The Role
#octribe nina@mobilize.io
10. Who are your ambassadors? Are they your top customers, influencers, local
meetup organizers, campus reps, resellers or partners?
● Your champions are the people that share your brand’s vision
○ What do they have in common with each other?
○ Why are they excited about your brand?
○ Why are they your champions (usage, expertise, tenure, followers)?
● Build a persona
○ Define the age range, location, interests, areas of expertise
○ Where do they hang out on social media?
You’ve done all this, now how do you get them to join?
Recruiting - Identify the Right People
#octribe nina@mobilize.io
11. Why do they want to be your ambassador?
● What motivates them?
○ Resume building– as a consultant, get hired at your company, improve in their current
role?
○ Company insight / early product knowledge
○ Perks / swag / $$
○ A combo?!
Don’t know why, ask!
At the end of the day, they’re your partners,
so you need to ensure your mutual success.
When they succeed, you’ll succeed!
Recruiting - Know their goals
#octribe nina@mobilize.io
14. Program Operations - Know Their Life Cycle
So, how do you get your ambassador program off the ground?
● Define the stages of your ambassador’s life cycle:
Communication
Training
Reward
Recruiting
#octribe nina@mobilize.io
15. Playbooks are an easy way to track your steps and repeat your successes!
● As you scale your program to other cities and build out your team you need a playbook to
ensure consistency and maintain program quality.
● Playbooks should include:
○ Training sessions
○ Videos
○ Content templates
○ Benchmarks
○ Role descriptions
○ Swag ideas
Program Operations - Create a Playbook
#octribe nina@mobilize.io
16. ● Build checklists to support each phase of your ambassador life cycle
○ Recommended items for your checklist:
■ Application form
■ Code of Conduct
■ Training plan
■ Regularly shared content
■ Progress Update
■ Rewards
■ Referral
○ As you progress, note what works and what doesn’t–whether
it’s content, tasks or incentives, keep track of what works!
● Utilize best practices and learn from the pros
Program Operations - Build a Checklist
#octribe nina@mobilize.io
18. First, what do you already know about your ambassadors?
● General Info
○ Name, User IDs, email address, phone number
● Operational data
○ What do you need to know about them to run your program?
■ Meetup link, social handles, location, products used, usage history, earnings history,
seller info
Don’t know much about them, or want to know more...
Recruiting Best Practices - Get Their Data
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19. ● Create an application form!
○ Ask for relevant information you need in order to communicate with them (age,
company/university, social profiles, portfolios)
○ Ask how they want to be involved (mentoring, organize meetups)
○ Why are they applying?
○ And MOST IMPORTANTLY why do they love your brand?
● Take cues from the pros at Docker and Scoop and see how they cater
their forms to their unique audiences.
Recruiting Best Practices - Application
Forms FTW
#octribe nina@mobilize.io
21. Use tools that help you communicate, build relationships, and track your
success
● Your database is key for collecting info and managing your members.
○ Collect as much information about them as you can.
● Use tools that cover your entire ambassador life cycle
○ From recruiting, organizing and monitoring, to messaging.
● Find the communication channel that’s easiest for you and your team
○ Email and mailing lists, group SMS, or Facebook groups. It
might even be a mix of a few!
● Revise and share your playbook as you scale your
program
○ Playbooks are always a work in progress!
Communication Best Practices - Tools
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22. Remember, they’re your partners so...
● DO
○ Communicate with them regularly
○ Share product updates and announcements
○ Share job listings
○ Get their insights on the program
○ Ask for product feedback
○ Invite them to events
○ Make them feel special!
● DON’T
○ Send them only tasks or requests
○ Ignore their feedback
○ Overwhelm them with information (1-2x per week
is recommended)
Communication Best Practices - Engaging
Content
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23. Be sure that your ambassadors are the first to know!
● Keep your ambassadors in the loop before announcing important news to the public.
● Your ambassadors are the energy behind your program, transparent communication
demonstrates trust and
opens a channel for valuable feedback
Communication Best Practices - Build Trust
& Transparency
#octribe nina@mobilize.io
24. Be open to constructive feedback
● As you’re launching an ambassador program there are bound to be a few hiccups or
challenges. Learn from them!
● Ask your ambassadors for their feedback and show that you want to improve the program and
help them reach their potential.
● Seeking out feedback not only creates
better trust among your ambassadors but
it can also help you improve your product.
Reward Best Practices - Feedback Channel
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25. Events, big or small, are a great way to build relationships with the
ambassadors and for them to network amongst their peers
● Conferences, meetups, happy hours, special events at industry events
● Swag
○ Give swag that’s meaningful, helpful and fun!
○ If your ambassadors are on the road a lot, offer them travel related swag–portable
chargers, plug adapters, headphones, eye masks–GET CREATIVE!
Reward Best Practices - Events & Swag
#octribe nina@mobilize.io
26. Gratitude not attitude!
● Swag and exclusive invitations are benefits, not praise
● Public recognition is invaluable.
○ It can help ambassadors advance their career, makes them attractive job candidates, and
is a huge morale boost.
● Don’t be afraid to retweet them or share their content through your company channels,
everyone wants to get a little lovin’
● Be careful not to praise only your top performers–
make sure that all your ambassadors feel valued.
● Simple gestures go a long way.
○ Buffer has long been known for their personal thank you
notes to fans
Reward Best Practices - Praise
#octribe nina@mobilize.io
27. Ambassador programs have the potential to amplify your voice beyond your
company walls.
● Let them speak about your brand with an authentic voice
● Align your objectives with the aspirations of your ambassadors
● And empower your mutual success, after all this is a partnership!
Now go get ‘em!
#octribe nina@mobilize.io
28. Want to learn more? Get in touch!
Nina Wilkinson
Customer Success Director
Mobilize.io | @nina_wilkinson | @Mobilize_io
THANK YOU!
#octribe nina@mobilize.io
