Forging new professional connections and building your network from the ground up is hard. Schmooze gives you a platform to grow and foster your professional network, right within your workplace.
1) Agile transformation at large companies can be complex due to company size, culture, and leadership support. Successful transformations require aligning goals around user needs, training employees, and producing early results through incremental experiments.
2) Yahoo and Salesforce.com successfully adopted agile/scrum approaches in 2004-2008 through coaching, growing from a few teams to hundreds while increasing productivity and reducing costs.
3) True agile adoption means defining your own culture and continuously adapting based on lessons learned, rather than copying practices without understanding ("cargo cult agile").
The document discusses developing millennial leaders and retaining millennial employees. It notes that millennials now make up a significant percentage of the workforce and have different values than previous generations. These values include a desire for meaningful work that makes a difference and a need for ongoing learning and development opportunities. The document recommends that organizations provide leadership training, mentoring programs, and development paths tailored to millennials' preferred learning styles to engage and retain millennial talent. It then describes the NetSpeed Leadership training program which uses both in-person and online modules and tracks to develop millennial leaders.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Many organizations have long term employees retiring and find themselves needing to be competitive to fill key roles. Schools are teaching new ways of working that include working as part of a team, and using Agile methods.
In this one hour webinar we will explore how hiring practices and working environments need to change in order to attract and retain top talent in today's competitive market.
Informal and Social Learning - Everyone is a Contributor!Michael Kada
Michael Kada presents the case for Informal Learning with respect to the explosion of information and knowledge and in comparison to other learning paradigms. The learning world is shifting very quickly to an informal / social learning approach and the case will be made why it is essential to for companies to adapt their learning approaches in this direction.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
When cookie-cutter SharePoint user adoption doesn't cut itspsnyc
The document discusses strategies for driving user adoption of SharePoint when a "cookie-cutter" approach does not work. It emphasizes that adoption depends on situational context and each organization's unique culture. Effective strategies include forming a center of excellence, hosting events like hackathons and lightning rounds to generate enthusiasm, and creating a continuum of initiatives across different adoption stages from initial formation to full maturation of usage. The key is understanding users, the company culture, and having executive support to make adoption an enterprise strategy rather than just a project.
The document outlines a 10 step process for hiring right the first time presented by Amanda Ono of Drake International. The steps include: 1) Knowing who you are looking for by understanding core competencies; 2) Targeting ideal candidates; 3) Pre-screening applicants; 4) Ranking applicants; 5) Interviewing and evaluating; 6) Matching candidates to positions; 7) Checking for red flags; 8) Making job offers; 9) Integrating new hires; and 10) Assessing the recruitment process. The presentation provides tips and strategies for each step and emphasizes hiring for both skills and attitude to find the right fit for the organization.
1) Agile transformation at large companies can be complex due to company size, culture, and leadership support. Successful transformations require aligning goals around user needs, training employees, and producing early results through incremental experiments.
2) Yahoo and Salesforce.com successfully adopted agile/scrum approaches in 2004-2008 through coaching, growing from a few teams to hundreds while increasing productivity and reducing costs.
3) True agile adoption means defining your own culture and continuously adapting based on lessons learned, rather than copying practices without understanding ("cargo cult agile").
The document discusses developing millennial leaders and retaining millennial employees. It notes that millennials now make up a significant percentage of the workforce and have different values than previous generations. These values include a desire for meaningful work that makes a difference and a need for ongoing learning and development opportunities. The document recommends that organizations provide leadership training, mentoring programs, and development paths tailored to millennials' preferred learning styles to engage and retain millennial talent. It then describes the NetSpeed Leadership training program which uses both in-person and online modules and tracks to develop millennial leaders.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Many organizations have long term employees retiring and find themselves needing to be competitive to fill key roles. Schools are teaching new ways of working that include working as part of a team, and using Agile methods.
In this one hour webinar we will explore how hiring practices and working environments need to change in order to attract and retain top talent in today's competitive market.
Informal and Social Learning - Everyone is a Contributor!Michael Kada
Michael Kada presents the case for Informal Learning with respect to the explosion of information and knowledge and in comparison to other learning paradigms. The learning world is shifting very quickly to an informal / social learning approach and the case will be made why it is essential to for companies to adapt their learning approaches in this direction.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
When cookie-cutter SharePoint user adoption doesn't cut itspsnyc
The document discusses strategies for driving user adoption of SharePoint when a "cookie-cutter" approach does not work. It emphasizes that adoption depends on situational context and each organization's unique culture. Effective strategies include forming a center of excellence, hosting events like hackathons and lightning rounds to generate enthusiasm, and creating a continuum of initiatives across different adoption stages from initial formation to full maturation of usage. The key is understanding users, the company culture, and having executive support to make adoption an enterprise strategy rather than just a project.
The document outlines a 10 step process for hiring right the first time presented by Amanda Ono of Drake International. The steps include: 1) Knowing who you are looking for by understanding core competencies; 2) Targeting ideal candidates; 3) Pre-screening applicants; 4) Ranking applicants; 5) Interviewing and evaluating; 6) Matching candidates to positions; 7) Checking for red flags; 8) Making job offers; 9) Integrating new hires; and 10) Assessing the recruitment process. The presentation provides tips and strategies for each step and emphasizes hiring for both skills and attitude to find the right fit for the organization.
How to Create Non Traditional Employee EngagementAlex Putman
Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.
In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
MePlc: Changing your mindset for the modern world of work CharityComms
Lara Roche, founder, The Talent Sphere
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
5 Barrier to Effective Employee Training Programs and How to Crush Them | Web...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency - leveraging technology
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
www.bizlibrary.com/webinars
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...Rob Lockard, SPHR
First part of the 08.26.2014 Social Media Club of Kansas City (SMCKC) Luncheon Presentation, titled "IT'S COMPLICATED: The relationship status between Social Media, HR & Recruiting" which was Presented by Rob Lockard & Kristi Jones and held at the HQ of H&R Block.
The document provides an overview of recruitment trends in the new economy. It discusses the evolving role of recruiters and the importance of strategy, branding, and messaging. New approaches to applicant sourcing, engagement, and the candidate experience are outlined, including the use of social media and technology. The summary emphasizes adapting quickly to remain competitive in attracting talent through data-driven processes, customized experiences, and organizational awareness of candidate preferences.
Breaking Down Barriers (to enterprise social) in the Land of DinosaursSusan Hanley
You’ve heard the messages: the future of collaboration is all about enterprise social networks. It’s a future where you’d like to be, of course, but what if you work in a land of stodgy dinosaurs? Your dinosaurs might not find it so easy to let go of past paradigms and make the leap of faith to try something new and different. This presentation showcases several powerful social collaboration success stories from which you can draw insights and presents some proven approaches to break down the barriers that you might encounter.
User Experience Design Final Presentations : Including topics like AI Artificial Intelligence, Charities, Business Coaching, Medical Doctor Appointments, Magazines, Opal, Education, Vaping, Pole Dancing, Magazines, Hackathons and Location Based Tracking and more.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
Journey from Business Analyst to Product OwnerAgileNetwork
This document summarizes the presenter's journey from a business analyst to a product owner. It provides an overview of both roles and discusses the challenges of transitioning between them. The presenter learned new skills like visionary thinking, stakeholder management, and decision making to transform into a product owner. Their experience revealed gaps like insufficient data analysis and too many stakeholders that led to delays. Making an impact through continuous learning and teamwork helped them successfully navigate the risk-benefit ratio of this career transition.
Leo Tech is a technology consulting firm that focuses on helping clients solve problems through technology. They structure their business around four pillars - having the right people, creating the right environment, using lean methodology, and having in-depth knowledge. Some key aspects of their approach include focusing on the strengths of each employee, creating a supportive and innovative culture, adopting agile development practices like Scrum and continuous delivery, and thoroughly understanding client needs through techniques like persona mapping and storyboarding. Their goal is to encourage creativity, produce relevant solutions, understand client needs, and inspire innovation.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
The document discusses trends in talent and strategy for 2016, noting that people must be at the heart of strategic planning to ensure effective execution. It highlights the importance of company culture, skills like problem solving and social intelligence, and the need for fair pay systems and a strong talent leadership close to the CEO to build competitive advantage through people. The final section introduces a talent consulting firm that helps organizations become people-centric.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglySmashFly Technologies
People no longer want to work for a company, they choose to work with a company. Learn how you can create & curate recruiting content that is effective at each stage of the candidate journey.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
Breaking down barriers_in_the_land_of_dinosaurs_sp_biz_hanley_june_2015Susan Hanley
You’ve heard the messages: the future of collaboration is all about enterprise social networks. It’s a future where you’d like to be, of course, but what if you work in a land of stodgy dinosaurs? Your dinosaurs might not find it so easy to let go of past paradigms and make the leap of faith to try something new and different. This presentation showcases several powerful social collaboration success stories from which you can draw insights and presents some proven approaches to break down the barriers that you might encounter.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
The document provides guidance on developing an effective web and social media strategy. It discusses why the web and social media are important delivery mechanisms and how they can help achieve organizational goals like increasing enrollment and engagement. It recommends determining your value proposition, audience, and goals before selecting appropriate web and social media tools. It also emphasizes the importance of reputation management and providing valuable, measurable content.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
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Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.
In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.
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MePlc: Changing your mindset for the modern world of work CharityComms
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Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
5 Barrier to Effective Employee Training Programs and How to Crush Them | Web...BizLibrary
Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement.
So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant?
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
1. Efficiency - leveraging technology
2. Status Quo - inertia and risk aversion.
3. Convenience - throwing training at the problem and hoping it works.
4. Training Mindset - moving from a focus on training to performance.
5. Manager Support - managers are the single most important factor in improving employee performance.
www.bizlibrary.com/webinars
PART 1; IT'S COMPLICATED: The relationship Status between Social Media, HR & ...Rob Lockard, SPHR
First part of the 08.26.2014 Social Media Club of Kansas City (SMCKC) Luncheon Presentation, titled "IT'S COMPLICATED: The relationship status between Social Media, HR & Recruiting" which was Presented by Rob Lockard & Kristi Jones and held at the HQ of H&R Block.
The document provides an overview of recruitment trends in the new economy. It discusses the evolving role of recruiters and the importance of strategy, branding, and messaging. New approaches to applicant sourcing, engagement, and the candidate experience are outlined, including the use of social media and technology. The summary emphasizes adapting quickly to remain competitive in attracting talent through data-driven processes, customized experiences, and organizational awareness of candidate preferences.
Breaking Down Barriers (to enterprise social) in the Land of DinosaursSusan Hanley
You’ve heard the messages: the future of collaboration is all about enterprise social networks. It’s a future where you’d like to be, of course, but what if you work in a land of stodgy dinosaurs? Your dinosaurs might not find it so easy to let go of past paradigms and make the leap of faith to try something new and different. This presentation showcases several powerful social collaboration success stories from which you can draw insights and presents some proven approaches to break down the barriers that you might encounter.
User Experience Design Final Presentations : Including topics like AI Artificial Intelligence, Charities, Business Coaching, Medical Doctor Appointments, Magazines, Opal, Education, Vaping, Pole Dancing, Magazines, Hackathons and Location Based Tracking and more.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
Journey from Business Analyst to Product OwnerAgileNetwork
This document summarizes the presenter's journey from a business analyst to a product owner. It provides an overview of both roles and discusses the challenges of transitioning between them. The presenter learned new skills like visionary thinking, stakeholder management, and decision making to transform into a product owner. Their experience revealed gaps like insufficient data analysis and too many stakeholders that led to delays. Making an impact through continuous learning and teamwork helped them successfully navigate the risk-benefit ratio of this career transition.
Leo Tech is a technology consulting firm that focuses on helping clients solve problems through technology. They structure their business around four pillars - having the right people, creating the right environment, using lean methodology, and having in-depth knowledge. Some key aspects of their approach include focusing on the strengths of each employee, creating a supportive and innovative culture, adopting agile development practices like Scrum and continuous delivery, and thoroughly understanding client needs through techniques like persona mapping and storyboarding. Their goal is to encourage creativity, produce relevant solutions, understand client needs, and inspire innovation.
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The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
The document discusses trends in talent and strategy for 2016, noting that people must be at the heart of strategic planning to ensure effective execution. It highlights the importance of company culture, skills like problem solving and social intelligence, and the need for fair pay systems and a strong talent leadership close to the CEO to build competitive advantage through people. The final section introduces a talent consulting firm that helps organizations become people-centric.
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This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
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You’ve heard the messages: the future of collaboration is all about enterprise social networks. It’s a future where you’d like to be, of course, but what if you work in a land of stodgy dinosaurs? Your dinosaurs might not find it so easy to let go of past paradigms and make the leap of faith to try something new and different. This presentation showcases several powerful social collaboration success stories from which you can draw insights and presents some proven approaches to break down the barriers that you might encounter.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
The document provides guidance on developing an effective web and social media strategy. It discusses why the web and social media are important delivery mechanisms and how they can help achieve organizational goals like increasing enrollment and engagement. It recommends determining your value proposition, audience, and goals before selecting appropriate web and social media tools. It also emphasizes the importance of reputation management and providing valuable, measurable content.
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9. Q. Are you open to the idea of occasionally having lunch with someone you do
not know beforehand?
Yes
84%
No
12%
Other
4%
HYPOTHESIS
VALIDATION
10. With Schmooze, you simply have to put in a request prior to lunch and our algorithm will
match you with a person depending on your preferences.
How does the idea sound to you?
0%
20%
40%
60%
80%
Dope! Count
me in
Does not rock
my world
Meh Other
76%
8% 4%
12%
HYPOTHESIS
VALIDATION
11. “The most productive tool for
generating good ideas remains a
circle of humans at a table, talking
shop.
Steven Johnson, Where Good Ideas Come From
12. SOLUTION
Schmooze
Schmooze empowers you to build your network organically and
foster your professional connections right at the workplace, one
lunch at a time
• Casual conversations
• Collaboration/Subject Matter expertise
• Mentorship
17. HELE
N
Director, Human Resources
BUYER PERSONA
• Create inclusive work environments for better business outcomes
• Align employees to the company’s business goals
• Invest in processes that enable employees to make a difference
GOA
LS
CHALLE
NGES• Job churn
• Workplace silos
• Incentivize employees to build and perpetuate professional
networks
“Culture is the single biggest competitive advantage to
building sustainable companies”
18. “This is my first time at a large company, there’s so much to learn!
I feel excited and overwhelmed at the same time”
SYD
NEY
USER
PERSONA
New college graduate
• Connectivity and community
• Find the right tools to get started on long term career
goals
GOA
LS
CHALLE
NGES• Needs help finding a mentor
• Needs help understanding how she fits into the company
and how the company fits into her career
19. COLI
N
USER PERSONA
UX Researcher (SME)
• Collaborate and share his UX expertise
• Internal change agent
GOA
LS
CHALLE
NGES• Needs help finding relevant side projects
“Design is intelligence made visible. Collaboration is Innovation made
visible.”
20. • Advocate for young professionals
• Improve gender diversity at the workplace
MentorMEE
RA
GOA
LS
CHALLE
NGES
• Logistics- finding motivated mentees and
managing timelines
“Every beginner possesses a great potential to be an expert in his
or her chosen field.”
USER PERSONA
24. KEY SUCCESS METRICS
User engagement
(Activation + Retention)
Footprint
• Active Users (Daily, Monthly)
• Time spent in App
• Number of Power Schmoozers
• Feedback analysis
• Enterprise adoption
• Product demonstrations
25. GO-TO MARKET PLAN-
MVP
• Product
Standalone mobile application
• Price
Subscription based revenue model
• Placement
-App store
-HR conferences
-University demos
• Promotion
-Press releases/ Blogs
-Conferences/ speaking engagements
-Social media outreach
-Regular Beta events
26. PRODUCT PRICING
Standard Professional Enterprise
Up to 100 users 100-500+ users 500+ users
N/A N/A Slack/Hipchat integration
N/A Scheduling assistant Scheduling assistant
Limited access to multiple
tracks
Restricted access to
mentorship track
Unlimited access
N/A Priority email support Priority email + phone support
N/A Analytics Analytics + API access
27. WHAT LIES AHEAD: PRODUCT
ROADMAP
• First Beta
• Trade shows
• HR Conferences • Second Beta Launch
• Slack App launch
• University partnerships
• White Papers
• Customer
feedback
analysis
• Analyse metrics
• Research Papers
• Speaking
engagements at
conferences