This document contains a survey about foundations' use of social media. It asks respondents about the size and type of foundation they represent, their role, how savvy their foundation is with social media, if they are measuring or supporting grantees' social media use, their interest in additional sessions on the topic, and what social media subjects are of most interest. It then provides contact information for several people related to the session on foundations, grantmaking, and measuring return on investment from social media use.
Michelle scored highly in all areas of leadership assessed in the report. She inspires trust through her honesty, respect for others, and accountability. She clarifies purpose by involving others in setting vision and understanding customer needs. Michelle aligns systems through clear goal-setting, feedback processes, and an emphasis on growth. She unleashes talent by bringing out the best in others, valuing contributions, and creating accountability for results. Direct reports commented that Michelle is passionate, supportive, and empowers the team to achieve more through her balanced leadership style.
Practitioners Guide to Social Influencer EngagementMalcolm Atherton
This document is an eBook titled "The Practitioner's Guide to Social Influencer Engagement" that was published by PR Newswire. It contains chapters on identifying influencers on social media, measuring their influence, engaging with influencers, and turning influencer relationships into brand advocacy. The introduction notes that influencers exist for every topic and developing relationships with them is important for brands. Chapter 1 discusses that influencers can be everyday people who create meaningful, engaging content and have relevant audiences, not just celebrities. It's important for brands to identify and engage with these types of influencers.
Everything You Need to Know About Starting Influencer EngagementAttentive.ly
Did you know the most effective type of marketing is word of mouth because it's the most trusted source?
Communications that come from your own passionate influencers can drive powerful action. These are the people who can help share your content and massively extend your network reach.
Listen to our webinar to learn why leveraging the social power of your network is a game changer and exactly how you can do this.
Webinar Takeaways:
- How to identify your existing influencers
- The 3 types of influencers you need to engage
- How to approach influencers
- The best influencer calls to actions
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
- A study found that millennials and Gen-Xers report the highest levels of stress compared to other generations. Millennials are more likely to say their stress has increased in the past year and that they feel lonely or isolated due to stress. They also say stress has a strong impact on their physical and mental health.
- Millennials have more debt from student loans on average than previous generations. Many still live with their parents due to economic uncertainties and lack of good job opportunities. They are also delaying life milestones like marriage and children.
- Millennials are less engaged at work than older generations. They want jobs that allow them to learn, grow and develop their careers, rather than just per
The document discusses a project conducted by the YMCA to better understand how staff view the organization's mission and cause through qualitative interviews. It involved interviewing over 130 staff members using a set of questions to understand their passion for the cause, how the cause impacts their work and life, and how the organization can better live out and communicate its cause. The emerging themes found staff to be passionate about the cause but saw a divide between the cause and the business aspects of the organization. It recommended increasing intentional communication about the cause across all levels of staff and using the qualitative findings to better define a collective mission.
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
This document contains a survey about foundations' use of social media. It asks respondents about the size and type of foundation they represent, their role, how savvy their foundation is with social media, if they are measuring or supporting grantees' social media use, their interest in additional sessions on the topic, and what social media subjects are of most interest. It then provides contact information for several people related to the session on foundations, grantmaking, and measuring return on investment from social media use.
Michelle scored highly in all areas of leadership assessed in the report. She inspires trust through her honesty, respect for others, and accountability. She clarifies purpose by involving others in setting vision and understanding customer needs. Michelle aligns systems through clear goal-setting, feedback processes, and an emphasis on growth. She unleashes talent by bringing out the best in others, valuing contributions, and creating accountability for results. Direct reports commented that Michelle is passionate, supportive, and empowers the team to achieve more through her balanced leadership style.
Practitioners Guide to Social Influencer EngagementMalcolm Atherton
This document is an eBook titled "The Practitioner's Guide to Social Influencer Engagement" that was published by PR Newswire. It contains chapters on identifying influencers on social media, measuring their influence, engaging with influencers, and turning influencer relationships into brand advocacy. The introduction notes that influencers exist for every topic and developing relationships with them is important for brands. Chapter 1 discusses that influencers can be everyday people who create meaningful, engaging content and have relevant audiences, not just celebrities. It's important for brands to identify and engage with these types of influencers.
Everything You Need to Know About Starting Influencer EngagementAttentive.ly
Did you know the most effective type of marketing is word of mouth because it's the most trusted source?
Communications that come from your own passionate influencers can drive powerful action. These are the people who can help share your content and massively extend your network reach.
Listen to our webinar to learn why leveraging the social power of your network is a game changer and exactly how you can do this.
Webinar Takeaways:
- How to identify your existing influencers
- The 3 types of influencers you need to engage
- How to approach influencers
- The best influencer calls to actions
Why Millennials Are Leaving the Church and How to Win Them BackPaul Sohn
- A study found that millennials and Gen-Xers report the highest levels of stress compared to other generations. Millennials are more likely to say their stress has increased in the past year and that they feel lonely or isolated due to stress. They also say stress has a strong impact on their physical and mental health.
- Millennials have more debt from student loans on average than previous generations. Many still live with their parents due to economic uncertainties and lack of good job opportunities. They are also delaying life milestones like marriage and children.
- Millennials are less engaged at work than older generations. They want jobs that allow them to learn, grow and develop their careers, rather than just per
The document discusses a project conducted by the YMCA to better understand how staff view the organization's mission and cause through qualitative interviews. It involved interviewing over 130 staff members using a set of questions to understand their passion for the cause, how the cause impacts their work and life, and how the organization can better live out and communicate its cause. The emerging themes found staff to be passionate about the cause but saw a divide between the cause and the business aspects of the organization. It recommended increasing intentional communication about the cause across all levels of staff and using the qualitative findings to better define a collective mission.
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...Culture Amp
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Empowered PhXX Women Business Owner Summit SlidesKristin Slice
This document outlines plans to advance the entrepreneurial ecosystem in Phoenix, Arizona to better support women business owners. It discusses research showing women entrepreneurs positively impact communities and innovation. The goals are to increase profitability and jobs of women-owned businesses in Phoenix by 10% over three years. Challenges include a lack of research, collaboration, and understanding how women's businesses grow. Solutions discussed include funding research, hosting summits and roundtables, and facilitating partnerships between organizations. A case study highlights how one participant benefited from the roundtables. Next steps outlined continuing communication and convening stakeholders to turn ideas into action plans to ensure equal opportunities for all entrepreneurs.
Founder Communication Workshop - 04/23/15Hannah Knapp
The document discusses effective leadership and team communication. It provides tips for giving and receiving feedback, including focusing on specific behaviors, describing the impact on yourself, and avoiding judgments. Effective feedback aims for joint problem solving rather than telling others what is wrong. Leaders are encouraged to be more open and vulnerable to build trust and connection with their team.
HR professionals perform various tasks to support employees and manage workplace emotions. They provide counseling, training, communicate benefits, and ensure compliance with policies. A key role is managing stress and burnout, which can spread negatively through an organization. HR representatives help make employees feel included in decisions and provide emotional support. There are rules for appropriately expressing emotions at work, such as maintaining professionalism, confidentiality, and not using emotions to personally benefit. Well-managed emotions can improve relationships and create a supportive work environment. Statistics show increased employee retention greatly boosts profitability, so HR aims to develop coping strategies and support for employees.
The Importance of Accountability in BusinessCaryn Brown
The document discusses the importance of accountability in business. It defines accountability as taking responsibility for one's actions and obligations. The document states that business owners are accountable to their clients, colleagues, community groups, families, employers, and themselves. It provides examples of how to demonstrate accountability, such as being on time, following through, and maintaining integrity. The document emphasizes that accountability is important for building a strong reputation and that accountability partners can help business owners set goals and get feedback.
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
This document provides a framework for chapter leaders to build member engagement in their organizations. It outlines four levels of engagement - consuming, promoting, creating, and serving/governing. The webinar guides leaders to create a welcoming environment by connecting with members on a personal level using questions about people, activities, and available resources. Leaders are encouraged to identify easy entry points for involvement to actively engage members.
Public Relations and Communications - A Child Advocacy Center's Journey to Ca...Rebecca Gordon
The document summarizes the journey of Missouri KidsFirst in developing their public relations and communications strategies over time. It outlines a 5 step process for other child advocacy centers to plan and build their communications capacities, including: 1) assessing their current situation, 2) defining goals and objectives, 3) developing a strategic plan and budget, 4) determining appropriate communications tactics, and 5) establishing measurements and refining their approach based on results. The presentation provides advice on conducting research, branding, messaging, storytelling, budgeting, collaborations, and evaluating outcomes.
Ownership Accountability Training for mid level staffNeetu Maltiar
This document discusses the concept of accountability and owning one's work. It encourages taking responsibility for one's actions and outcomes rather than blaming external factors. It suggests thinking of one's job as being owned rather than rented, which could lead to behaviors like taking better care of it and feeling more pride. The document also notes that accountability means being able to justify one's actions and that as the CEO of one's own life, one is responsible for results. It advocates having a positive attitude and focusing on things within one's control rather than external concerns.
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
The document discusses the leadership test faced by new NBA commissioner Adam Silver regarding Donald Sterling's racist comments. It notes that Silver, who recently succeeded David Stern as commissioner, had to deal with this high-profile issue as his first major challenge. Silver elected to give Sterling the harshest punishment possible - a lifetime ban from the NBA, a $2.5 million fine, and forcing the sale of his team. The document argues this strong response from Silver in his first test establishes him as a decisive leader who came down hard when it mattered most.
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
This document provides an overview of organizational development tools and techniques for improving employee relations. It discusses the importance of shared vision and open communication to reduce creative tension between an organization's current reality and its goals. Models are presented to analyze problems, set goals, provide coaching and counseling, and implement disciplinary procedures. The overall message is that a balanced approach focusing on both business objectives and employee needs leads to better employee relations.
Who is a Social Entrepreneur and their traits. pptxMarie Banu
Social entrepreneurs display key traits including social acumen, leadership, innovation, resourcefulness, sustainability, collaboration, and creating social impact. Social acumen involves strong communication, emotional intelligence, cultural competence, social awareness, and relationship building. Leadership in social entrepreneurship follows a servant leader model where the leader focuses on serving others and facilitating goal accomplishment through empowering their team. Innovation, planning, and optimizing available resources are also important qualities for social entrepreneurs as they work to address social issues in a sustainable manner through collaboration and networks. Regular evaluation and impact measurement ensures social entrepreneurs are accountable and can incorporate feedback to improve their work.
Strategic communication skills hammad siddiqui, deputy director - cipeHuzaifa Hussain
The document provides information on communication objectives, drafting a communication policy, and assessing social media readiness. It discusses defining communication goals, creating a communication policy, and checking an organization's preparedness for using social media. Various tips and considerations for effective communication, policy development, and social media use are also outlined.
Managing Risk and Opportunity: Volunteers and Social MediaVolunteer Toronto
The document discusses managing risk and opportunity when using social media for volunteer recruitment and management. It emphasizes the need for strategic planning through policies, procedures, and training. Social media is now an imperative for organizations but requires balancing demands on staff time and exposure to risks. The summary outlines key steps for organizations, including determining policies and resources needed, formulating a social media policy and strategy, and implementing plans through an editorial calendar and volunteer management approach.
The document discusses using social media effectively for nonprofits through a "crawl, walk, run, fly" framework. It emphasizes starting with strategy and measurement, then improving over time. Interactive assessments and examples show how nonprofits can listen, participate, promote, publish and build networks on social media. Challenges discussed include capacity, culture, measurement and control. Solutions center on developing strategies, allocating staff time, and learning from mistakes. The overall message is that nonprofits should keep moving forward with social media through incremental improvements.
Non Profit Social Media Workshop PresentationIan Utile
This document discusses social media and its potential value for non-profit organizations. It provides statistics on global internet and social media usage. It also includes case studies on using platforms like Twitter, Facebook and YouTube. The document discusses challenges like determining return on investment and allocating resources. Key metrics for non-profits that could benefit include increased donations, membership, volunteerism and engagement. Monitoring tools are presented to help track online mentions and conversations.
Empowered PhXX Women Business Owner Summit SlidesKristin Slice
This document outlines plans to advance the entrepreneurial ecosystem in Phoenix, Arizona to better support women business owners. It discusses research showing women entrepreneurs positively impact communities and innovation. The goals are to increase profitability and jobs of women-owned businesses in Phoenix by 10% over three years. Challenges include a lack of research, collaboration, and understanding how women's businesses grow. Solutions discussed include funding research, hosting summits and roundtables, and facilitating partnerships between organizations. A case study highlights how one participant benefited from the roundtables. Next steps outlined continuing communication and convening stakeholders to turn ideas into action plans to ensure equal opportunities for all entrepreneurs.
Founder Communication Workshop - 04/23/15Hannah Knapp
The document discusses effective leadership and team communication. It provides tips for giving and receiving feedback, including focusing on specific behaviors, describing the impact on yourself, and avoiding judgments. Effective feedback aims for joint problem solving rather than telling others what is wrong. Leaders are encouraged to be more open and vulnerable to build trust and connection with their team.
HR professionals perform various tasks to support employees and manage workplace emotions. They provide counseling, training, communicate benefits, and ensure compliance with policies. A key role is managing stress and burnout, which can spread negatively through an organization. HR representatives help make employees feel included in decisions and provide emotional support. There are rules for appropriately expressing emotions at work, such as maintaining professionalism, confidentiality, and not using emotions to personally benefit. Well-managed emotions can improve relationships and create a supportive work environment. Statistics show increased employee retention greatly boosts profitability, so HR aims to develop coping strategies and support for employees.
The Importance of Accountability in BusinessCaryn Brown
The document discusses the importance of accountability in business. It defines accountability as taking responsibility for one's actions and obligations. The document states that business owners are accountable to their clients, colleagues, community groups, families, employers, and themselves. It provides examples of how to demonstrate accountability, such as being on time, following through, and maintaining integrity. The document emphasizes that accountability is important for building a strong reputation and that accountability partners can help business owners set goals and get feedback.
Building A Culture Of Ownership, Presented To The Aha Center For Healthcare G...guest1429ed
Slides that accompanied presentation on building a culture of ownership for the American Hospital Association Center for Healthcare Governance, presented by Joe Tye, CEO of Values Coach Inc.
This document provides a framework for chapter leaders to build member engagement in their organizations. It outlines four levels of engagement - consuming, promoting, creating, and serving/governing. The webinar guides leaders to create a welcoming environment by connecting with members on a personal level using questions about people, activities, and available resources. Leaders are encouraged to identify easy entry points for involvement to actively engage members.
Public Relations and Communications - A Child Advocacy Center's Journey to Ca...Rebecca Gordon
The document summarizes the journey of Missouri KidsFirst in developing their public relations and communications strategies over time. It outlines a 5 step process for other child advocacy centers to plan and build their communications capacities, including: 1) assessing their current situation, 2) defining goals and objectives, 3) developing a strategic plan and budget, 4) determining appropriate communications tactics, and 5) establishing measurements and refining their approach based on results. The presentation provides advice on conducting research, branding, messaging, storytelling, budgeting, collaborations, and evaluating outcomes.
Ownership Accountability Training for mid level staffNeetu Maltiar
This document discusses the concept of accountability and owning one's work. It encourages taking responsibility for one's actions and outcomes rather than blaming external factors. It suggests thinking of one's job as being owned rather than rented, which could lead to behaviors like taking better care of it and feeling more pride. The document also notes that accountability means being able to justify one's actions and that as the CEO of one's own life, one is responsible for results. It advocates having a positive attitude and focusing on things within one's control rather than external concerns.
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
The document discusses the leadership test faced by new NBA commissioner Adam Silver regarding Donald Sterling's racist comments. It notes that Silver, who recently succeeded David Stern as commissioner, had to deal with this high-profile issue as his first major challenge. Silver elected to give Sterling the harshest punishment possible - a lifetime ban from the NBA, a $2.5 million fine, and forcing the sale of his team. The document argues this strong response from Silver in his first test establishes him as a decisive leader who came down hard when it mattered most.
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
This document provides an overview of organizational development tools and techniques for improving employee relations. It discusses the importance of shared vision and open communication to reduce creative tension between an organization's current reality and its goals. Models are presented to analyze problems, set goals, provide coaching and counseling, and implement disciplinary procedures. The overall message is that a balanced approach focusing on both business objectives and employee needs leads to better employee relations.
Who is a Social Entrepreneur and their traits. pptxMarie Banu
Social entrepreneurs display key traits including social acumen, leadership, innovation, resourcefulness, sustainability, collaboration, and creating social impact. Social acumen involves strong communication, emotional intelligence, cultural competence, social awareness, and relationship building. Leadership in social entrepreneurship follows a servant leader model where the leader focuses on serving others and facilitating goal accomplishment through empowering their team. Innovation, planning, and optimizing available resources are also important qualities for social entrepreneurs as they work to address social issues in a sustainable manner through collaboration and networks. Regular evaluation and impact measurement ensures social entrepreneurs are accountable and can incorporate feedback to improve their work.
Strategic communication skills hammad siddiqui, deputy director - cipeHuzaifa Hussain
The document provides information on communication objectives, drafting a communication policy, and assessing social media readiness. It discusses defining communication goals, creating a communication policy, and checking an organization's preparedness for using social media. Various tips and considerations for effective communication, policy development, and social media use are also outlined.
Managing Risk and Opportunity: Volunteers and Social MediaVolunteer Toronto
The document discusses managing risk and opportunity when using social media for volunteer recruitment and management. It emphasizes the need for strategic planning through policies, procedures, and training. Social media is now an imperative for organizations but requires balancing demands on staff time and exposure to risks. The summary outlines key steps for organizations, including determining policies and resources needed, formulating a social media policy and strategy, and implementing plans through an editorial calendar and volunteer management approach.
The document discusses using social media effectively for nonprofits through a "crawl, walk, run, fly" framework. It emphasizes starting with strategy and measurement, then improving over time. Interactive assessments and examples show how nonprofits can listen, participate, promote, publish and build networks on social media. Challenges discussed include capacity, culture, measurement and control. Solutions center on developing strategies, allocating staff time, and learning from mistakes. The overall message is that nonprofits should keep moving forward with social media through incremental improvements.
Non Profit Social Media Workshop PresentationIan Utile
This document discusses social media and its potential value for non-profit organizations. It provides statistics on global internet and social media usage. It also includes case studies on using platforms like Twitter, Facebook and YouTube. The document discusses challenges like determining return on investment and allocating resources. Key metrics for non-profits that could benefit include increased donations, membership, volunteerism and engagement. Monitoring tools are presented to help track online mentions and conversations.
This document discusses empowering just-in-time sourcing through social media. It outlines five key benefits of social media for recruiting: branding, engagement, SEO, viral networking, and competitive intelligence. It also describes five social media initiatives that are important for success: going where candidates are, having a unified global vision, creating a roadmap, assigning channels, and implementing a communication strategy. The document provides tips on social media marketing and common mistakes to avoid. It also describes Arbita's Recruitment Genome Project for conducting market research to provide guidance to recruiters.
The document discusses how to structure social media resources within an organization. It recommends identifying where your brand sits within the social media lifecycle, considering options like organizational structure and target audiences. An optimal structure involves roles for PR, marketing, digital, customer service and senior management, as well as agency support. Key roles include community management, content creation, and technical and customer support.
One of the most common questions we’re asked is:
“What is the best way to resource social media how does that fit within our oganisation’s broader communications structure.”
While we’d love to say, we can do it all for you, we know that isn’t the right approach.
The optimal structure involves a mix of PR, marketing, digital, customer services, senior management and agency support.
The following presentation captures our thoughts on how to develop a framework for this process, no matter your position within the social media lifecycle.
The document discusses measuring effectiveness of social media use for nonprofits. It presents a model with four levels - Crawl, Walk, Run, Fly - representing increasing maturity and engagement in social media practice. The Crawl level involves basic listening and participation with low engagement. The Fly level represents high engagement through original content and network building. Challenges to effective measurement include lack of time, skills, and awareness of tools. The document provides examples of metrics like awareness, engagement, and behavior change that nonprofits can measure as their social media practice becomes more mature.
The document discusses employee engagement and creating a magnetic culture in the workplace. It defines employee engagement as employees being motivated, committed, involved in their work, and inspiring others. Conducting an internal analysis of engagement establishes a foundation for improving company culture and achieving organizational success. The document also outlines key drivers of engagement, ways to create an engaged culture, and an action planning process to increase engagement levels.
Managing a MultiGenerational WorkforceRyan Gunhold
The document provides an overview of a workshop on employee engagement, diversity, and satisfaction presented by HR Solutions, Inc. and City University of Seattle. It discusses measuring and improving employee engagement, understanding generational differences, and developing action plans. Key topics included defining engagement, its business outcomes and drivers, engagement survey results for CityU, and a 10-point toolkit for creating a "Magnetic Culture" workplace.
In today's fast changing and challenging world of HR. Organizations are focusing on HR Metrics & Analytic's than ever before. It has evolved from centuries and its importance is growing day by day. It has a very crucial role to play for the success of an Individual & an Organization. If we practice this powerful tool it will change the things in and around and can show what it can do....
I thank you for your time and reading my presentation. Your valuable feedback and suggestions are appreciated.
In today's fast changing and challenging world of HR. Organizations are focusing more on HR Metrics & Analytic's than ever before. It has evolved from centuries and its importance is growing day by day. It has a very crucial role to play for the success of an Individual & an Organization. If we practice this powerful tool it will change the things in and around and can show what it can do.....
I thank you for your time and going through my presentation. Your valuable feedback and suggestions are appreciated.
Harnessing the Power of Social BusinessJamie Notter
Slides from a presentation at an Australian Association Conference in July 2013. I talk about what social business is, why it is inevitable, and two tips for moving forward with social business.
4 social media sentiment analysis tools for in depth analysisMavis EduTech
The social media sentiment analysis is a way of learning the reactions of your audiences whether they are happy with your posts and updates or they are not impressed by what you are posting or they are just ignoring you on social media.
Why Sentiment Analysis is CRUCIAL 4ur your Business?? http://www.mavisedutech.com/blog/social-media-sentiment-analysis/
Social Communities: Don’t end up making them virtual ghost towns.Sanjay Abraham
Social communities could add lot of value if it’s properly built and nurtured within an enterprise. More than a technology or platform, a Social Community is about people. There could be technology worth millions but if people are not engaging, the social communities are bound
to fail.
This document provides best practices for non-profits to improve their digital presence and fundraising. It recommends that non-profits make their websites responsive for mobile users, improve their user experience with intuitive navigation and limited clicks, and tell compelling stories about clients and impact through their marketing and social media. Non-profits should listen to and empower their supporters on social media rather than just broadcasting. Developing meaningful stories and engaging the next generation of donors are also important considerations.
Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive WebinarH3 HR Advisors, Inc.
Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.
What Did the HR Tech Salesperson Say? SHRM Annual 2014 PresentationH3 HR Advisors, Inc.
What Did the HR Tech Salesperson Say? Demystifying the HR Tech Selection and Implementation Process.
Presentation given by Steve Boese and Trish McFarlane at the SHRM Annual Conference, Orlando, FL on June 25, 2014.
The 2013 Season of The 8 Man Rotation Ebook on all things Sports and HR. Authors: Steve Boese, Kris Dunn, Lance Haun, Tim Sackett, and Matthew Stollak.
HCI Webcast April 24 - The Talent and Technology Balance (something like that)H3 HR Advisors, Inc.
The document discusses how HR technologies can help organizations maximize their talent investments. It describes big trends in the workplace like multi-generational workforces and rapid technological change. It then discusses how technologies like CRM, social sourcing, and social learning can help organizations source, engage, and develop talent. Specifically, CRM allows organizations to personalize at scale, social sourcing expands talent pools, and social learning makes learning collaborative and continuous. The document urges considering user experience, vendor viability, and flexibility when choosing HR technologies.
Trends in Onboarding and Retention - Allied HRIQ Webinar Nov. 2013H3 HR Advisors, Inc.
Webinar slides presented by Steve Boese for the Allied HRIQ Webinar on Onboarding and Retention trends in November 2013. For more information on the research see www.allied.com/HRIQ.
Thinking outside the Inbox - What some big trends mean for HR and Recruiting. Presentation delivered by Steve Boese and Trish McFarlane at HR Florida 2013.
From Transactions to Engagement - Steve Boese, SHRM 2013 Annual ConferenceH3 HR Advisors, Inc.
Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.
Resources and Links related to the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013
Illinois SHRM - How Social Tools Can Empower a Global OrganizationH3 HR Advisors, Inc.
The document summarizes a presentation given by Trish McFarlane and Steve Boese at an HR conference in August 2012. They discussed how social tools can empower global organizations by enabling recruiting, collaboration, recognition, innovation, and hacking. They provided examples of using social media for recruiting, collaborative goal setting, social recognition programs, prediction markets to involve employees, and conducting hack days to drive innovation. Attendees were given suggestions for action plans including conducting a social media audit and running a hack day.
Is Social Recruiting Really Working?
Slides for session presented at SHRM Annual Conference 2012, Wed. June 27, 2012.
A panel discussion with Steve Boese, John Sumser, Robert Hohman, Jeremy Langhans,
Slides are for guiding the discussion - we'd love your input to the questions in the comments and on Twitter - #SHRM12
We know that most sequels suck.
This is true with most movies, but it is especially true about sports movie sequels. As anyone who paid their hard-earned dollars to see Major League II, Slap Shot II: Breaking the Ice, or Caddyshack II knows, great art is hard to follow.
I know what you’re thinking. Does the world really need another collection of writings about Sports and HR? Wasn’t it beaten to death in the last edition?
Yet, here we are with the 2011 season - 45 more posts ripped from the screens of the HR Capitalist, Fistful of Talent, Rehaul.com, the Tim Sackett Project, and True Faith HR. Its more points than Kobe or LeBron averaged, but fewer than the number of TDs Aaron Rodgers, Drew Brees, or Tom Brady threw.
And, the 2012 season is already looking bright…but, it’ll have to wait until next year.
HRevolution Session presented at the HR Technology Conference October 5, 2011 - 'Your Kid Will Never Work in an Office'. Presented by Steve Boese and Trish McFarlane.
The document discusses several topics:
1. It discusses a striking by Verizon landline workers and the internal division this highlights between Verizon's growing wireless business and declining landline business.
2. It questions whether benefits and policies should vary within organizations based on business unit performance.
3. It provides information about upcoming HR technology and HRevolution conferences in Las Vegas in October and encourages registering to attend both.
This summary provides the key details from the document in 3 sentences:
The document discusses Klout and how it aims to measure online influence similar to PageRank, debates whether Klout scores should factor into hiring, and previews an upcoming discussion on the HR Happy Hour show about measuring digital influence. It also explores how product packaging can be designed to discourage unwanted behaviors and how Socialcast is expanding collaboration beyond organizations.
Presentation given by Steve Boese at the Aquire 2011 User Conference on May 23, 2011.
Talk focused on some of the challenges and opportunities that contingent labor, globalization, and demographic changes present to organizations.
Comes with the 100% guaranteed to work 60% of the time promise.
The 8 Man Rotation.
In basketball parlance, it refers to the five starters and three players off the bench who play the primary amount of minutes during a game. Given that most basketball rosters contain 12 or more players, the coach has decided that the combination of
these 8 players provides the team with the best opportunity to win. Team chemistry and production are at its maximum.
The keys to success with an 8 man rotation and sports is not much different than the keys to success in human resource management. As co-contributor Steve Boese writes, “Where else but in big-time sports can you see the effects of talent assessment, recruiting, leadership, and employee engagement played out, in public, under the spotlight, every day of the
year? What players to draft, which ones to develop, which ones to cut loose, and how to build the right mix of personalities and talent to achieve team goals are the primary concern of all sports franchises.”
Steve’s quote could just as easily be, “What employees to hire, which ones to develop,
which ones to cut loose, and how to build the right mix of personalities and talent to achieve team goals are the primary concern of all managers.”
This volume contains 40 posts on Sports and HR from the authors of the HR Capitalist, Rehaul.com, Fistful of Talent, The Tim Sackett Project, and True Faith HR.
We hope it is the first of what becomes a yearly edition published each January.
This document provides an overview of HR strategies for economic recovery presented by Steve Boese. It discusses using social media and collaboration tools internally to improve knowledge sharing, expertise location, and networking. It addresses common barriers to adoption within companies and how to overcome them by focusing on culture, structure, and user-driven deployment of appropriate tools. The presentation considers how best to apply these strategies for recruiting, onboarding, learning, and talent management.
This document summarizes an HR technology seminar presented by Steve Boese. The seminar covered the importance of technology skills for HR professionals, key HR technology concepts and systems, common challenges faced by HR departments in implementing new technologies, and emerging trends in the use of social media and web 2.0 tools in talent management. Recommended blogs and online resources for staying up to date on HR technology issues were also provided.
High-Quality IPTV Monthly Subscription for $15advik4387
Experience high-quality entertainment with our IPTV monthly subscription for just $15. Access a vast array of live TV channels, movies, and on-demand shows with crystal-clear streaming. Our reliable service ensures smooth, uninterrupted viewing at an unbeatable price. Perfect for those seeking premium content without breaking the bank. Start streaming today!
https://rb.gy/f409dk
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani case
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART KALYAN CHART
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART INDIA MATKA KALYAN SATTA MATKA 420 INDIAN MATKA SATTA KING MATKA FIX JODI FIX FIX FIX SATTA NAMBAR MATKA INDIA SATTA BATTA
19. We know employee and other referral programs work. We strive to increase the percentage of external hires filled via referral and the numbers of individuals participating. But… (there is always a but…)
20.
21. Problem 1: Communication What jobs are open (especially the critical ones) What are the profiles (not your lazy brother-in-law) What is the progress/status (chances are your referrers don’t know)
22. Problem 2: Alignment Link to areas of business need (targeted areas of pain with comms, incentives) Not allowing everyone to play (and not penalizing the party poopers) Understanding the impact (can’t I just use Monster.com?)
23. Problem 3: Participation People are busy (especially the ‘important’ ones) What’s In It for Me? (I am tired of it too, but get over it) Do I believe this IS a good place to work? (this is kind of important)
24. Problem 4: Measurement Statistics first (numbers, qualified leads, interviews, offers) What is the impact? (cost reduction, time to fill, quality of hire) How can we improve? (without data, hard to refine)
25.
26. Approach1: Communication Targeted communications (connect critical job to business objectives, hot jobs, key markets) Not all, but who (make it clear who we are looking for, use algorithms to help) Report and feedback (central admin, referral portal, ease of use, priority interviews)
27. Approach 2: Alignment Tell stories (Joe, VP of Marketing, referred by Mary, Director of Sales) Embrace the ecosystem (you still try and sell to old customers, right?) Give the stats (chances are your referrers don’t know, tools will make this possible)
28. Approach 3: Participation Make it simple to play (email alerts, one-click referrals, easy tracking) Clear value play (cash, more effective team, recognition, ease of tracking – blend and serve) Why do you love working here? (at the core – making us all more successful)
29. Approach 4: Measurement Tools for tracking activity (can’t manage what you don’t measure, sorry it’s true in this case) Assess the impact (baseline first, then measure and interpret) Improve and Refine (Data on activity and impact analysis are the guides)
32. Encouragement You can’t really have an effective social referral program if your employees are not allowed, empowered, and encouraged to participate professionally with social technology. ‘Friend us on Facebook when you get home’ is not really a winning strategy The most effective social referral programs will be a reflection and a hallmark of the most successful ‘social’ organizations.
33. What’s worth sharing? Beyond job listings, make sure you offer referral program participants other opportunities to share and create Evolved social referral programs are like evolved social recruiting efforts – engagement, value, interaction Use sharing tools, syndication, tutorials etc. to make it really easy to get employees to act as ambassadors.
34. Manage the Networks There are lots of options, opportunities, and considerations to assess with social referrals. Have at least one person to manage, coordinate, coach, and monitor. Consider creating and providing training and coaching to help critical employees develop their networks that can be leveraged for referrals Stay on top of what is working and what isn’t. Barriers are low, so be willing to experiment and adapt.
35. Accept the inevitable In social referral programs, and with social in general, there will be mistakes, slip-ups, embarrassments. (#weinergate, #kennethcole, #whateverhappenedtoday) But using these as an excuse or barrier to participation is the easy way out, and a poor use of a valuable resource Have a policy, create a central ‘go-to’ person, coach ‘em up, but don’t let fear or uncertainty lead to inaction
36.
37. Let’s Review: Sourcing is changing (but slowly) Referrals are critical (and getting more complex to manage) Tools can help manage, optimize, measure, and scale social referral programs
40. Don’t be a stranger…. Steve Boese - @SteveBoese steveboese@gmail.com www.steveboese.squarespace.com www.hrhappyhour.net www.FistfulofTalent.com
Editor's Notes
So where do we find people for our positions?
Some data from the Career xRoads 2010 Source of Hire Report65% of all openings filled by internal movement and referralsJob Boards are not deadSocial Media is growing – especially among sources labeled as Direct Sourcing
27.5% of external hires are attributed to referrals24.9% - job boards18.8% - career site7.2% - college5% - direct sourcing
Feeding the network = valueContent across the web littered with these sharing buttonsSyndication of content has never been easier
Section front page of Mashable – what is the ratio of content to ‘social sharing’ buttons
Social sharing comes to Corp Job Sites as well
But just ‘sharing’ on the social web is not enough. We know referrals can be enhanced by this kind of ease and widespread sharing capability
But I am not socialYES You AREhttp://store.xkcd.com/
Educate yourself (ask your kids)http://www.maximumpc.com/article/news/kids_cell_phones_outnumber_kids_bookshttp://mindshift.kqed.org/2011/02/is-a-kids-ipad-addiction-a-bad-thing/
3. Find your voicehttp://www.nydailynews.com/entertainment/arts/galleries/beverly_sills_19292007/beverly_sills_19292007.htmlBefore you as a leader, or you company as an entity can really engage in the social space, you should take a little time to assess a few thingsWho am I? What am I comfortable sharing? How and in what forums do I think I may prefer to engageWhat is our company like? Are we kind of traditional and proper? If so, do our customers and employees expect and demand that?
Help us find the next VP of Product that will be the critical role in driving us from a $1M to a $100M company
Tell the stories of success – and not just what happened – but the business results as wellLet different constituents play – new hires, alumni, execs, customers, - all are sources todayTypical sourcing, assessing, interviewing process in terms of time, costs and outcomes compared to the same metrics on internal referral
Strategy based on the goal and the selected metric
Tracking toolsOnce you get past about, 20 of these, managing them in Excel will start to drive you insaneWhat do you want to track?Activity – promotion, sharing, clicks, forwards, applications, qualified applicants, hires – and time it takes to produceResults – source analysis, even the data cited in the start of this presentation, is notoriously shaky. But many of the modern tools provide full custom creation of links, tracking link sharing activity, and the corresponding actions taken. They take the guess work out of source tracking to a large extent.What should happen? More referral hires, better quality candidates, more activity on corporate recruiting outposts, more engaged staff.
To make ‘social’ referral programs more effective, in addition to the tools, you have to think about some behavioral, organizational, and cultural issues – you have to embrace ‘social’http://www.flickr.com/photos/toprankblog/5158789164/
Technology that enables social sharing across platformsHootSuite,Tweetdeck, Seesmic, Social Sprout
Tools that facilitate sharing need to be simple, intuitive, and not seeming to encroach on employee privacy concerns.
Having a dedicated social referral tool or platform goes a long way to mitigating these concerns. The social sharing and activity is always in context, i.e., sharing information about jobs, the company, or content etc.