This document outlines a program to identify and develop new racecar drivers through online racing simulations, social media engagement, and training with an established racing team. Candidates will be evaluated on both their racing skills as measured through iRacing simulations and their ability to engage fans online. Selected candidates will receive coaching and compete in real races with Revolution Racing to develop their skills, with one driver chosen to join the team full-time. The program aims to provide an affordable path to motorsports while also serving as a marketing platform for brands.
As one of the speakers at Career Week at a nearby college, I put this presentation together. The presentation explains how to use social media platforms to find a job that you love. The deck highlights how important it is to manage your online "brand". Plus, I provided guidance on how to use LinkedIn.
"Developing a Career in Reputation Management"
If you missed the live broadcast of this introductory webinar presenting a summary of the strategies and ideas taken from our newly launched Reputation Management Training and Certification program, you can
view the presentation here.
This document outlines a program to identify and develop new racecar drivers through online racing simulations, social media engagement, and training with an established racing team. Candidates will be evaluated on both their racing skills as measured through iRacing simulations and their ability to engage fans online. Selected candidates will receive coaching and compete in real races with Revolution Racing to develop their skills, with one driver chosen to join the team full-time. The program aims to provide an affordable path to motorsports while also serving as a marketing platform for brands.
As one of the speakers at Career Week at a nearby college, I put this presentation together. The presentation explains how to use social media platforms to find a job that you love. The deck highlights how important it is to manage your online "brand". Plus, I provided guidance on how to use LinkedIn.
"Developing a Career in Reputation Management"
If you missed the live broadcast of this introductory webinar presenting a summary of the strategies and ideas taken from our newly launched Reputation Management Training and Certification program, you can
view the presentation here.
This document discusses how to think globally and act locally when working for a large multinational company like General Motors. It provides an overview of GM and its operations in Israel, including establishing a new research center. It then discusses the role and responsibilities of HR in managing local employees according to global policies while addressing local challenges. Guidelines for success include learning the organizational and local cultures, understanding reporting structures and policies, and balancing global and local needs.
On July 10, 2010 in Boston, at the World Futurist Society's annual meeting, Marci Segal, Megan Mitchell, and I led this workshop. The purpose was to provide a springboard for folks to bring creativity and innovation into their business, school, or community. Much learning and fun was had by all.
The document discusses internships at Disney and what makes them successful. It notes that Disney offers structured internship programs that provide cross-training experiences. Interns are given meaningful projects such as designing a new supply cart for cleaning staff. Disney also challenges interns and gives them opportunities to take on more responsibilities. The structured experiences align with Kolb's learning cycle and help interns develop skills valued by employers.
Intel uses coaching as part of its leadership development initiatives. The company's coaching strategy includes integrating coaching into key programs, using coaching to develop leadership skills, and fostering a coaching culture. Intel provides various coaching tools and programs for employees at different levels, from new managers to senior leaders. Coaching at Intel focuses on developing relationships built on trust, understanding others' perspectives, and collaborating to improve areas like communication, leadership presence, and management skills. The goal is to help employees and the company achieve their full potential.
The document discusses the role of a human resource manager in a global company. It outlines the HR manager's responsibilities in areas like recruitment, training, compensation and benefits. The HR manager acts as a bridge between local site needs and corporate policies, and must balance global standardization with local customization. Key skills for HR leaders in global companies include global intelligence, cross-cultural competence, strategic thinking and effective communication.
This document discusses how to think globally and act locally when working for a large multinational company like General Motors. It provides an overview of GM and its operations in Israel, including establishing a new research center. It then discusses the role and responsibilities of HR in managing local employees according to global policies while addressing local challenges. Guidelines for success include learning the organizational and local cultures, understanding reporting structures and policies, and balancing global and local needs.
On July 10, 2010 in Boston, at the World Futurist Society's annual meeting, Marci Segal, Megan Mitchell, and I led this workshop. The purpose was to provide a springboard for folks to bring creativity and innovation into their business, school, or community. Much learning and fun was had by all.
The document discusses internships at Disney and what makes them successful. It notes that Disney offers structured internship programs that provide cross-training experiences. Interns are given meaningful projects such as designing a new supply cart for cleaning staff. Disney also challenges interns and gives them opportunities to take on more responsibilities. The structured experiences align with Kolb's learning cycle and help interns develop skills valued by employers.
Intel uses coaching as part of its leadership development initiatives. The company's coaching strategy includes integrating coaching into key programs, using coaching to develop leadership skills, and fostering a coaching culture. Intel provides various coaching tools and programs for employees at different levels, from new managers to senior leaders. Coaching at Intel focuses on developing relationships built on trust, understanding others' perspectives, and collaborating to improve areas like communication, leadership presence, and management skills. The goal is to help employees and the company achieve their full potential.
The document discusses the role of a human resource manager in a global company. It outlines the HR manager's responsibilities in areas like recruitment, training, compensation and benefits. The HR manager acts as a bridge between local site needs and corporate policies, and must balance global standardization with local customization. Key skills for HR leaders in global companies include global intelligence, cross-cultural competence, strategic thinking and effective communication.