Marketing and Culture essentials for small businesses and startups. By Kate Washut and Megan Horn of Far Reach. Presented on 10/10/13 at I/OWA in Des Moines, Iowa. http://www.farreachinc.com
This presentation was delivered in-person to students at Georgia Institute of Technology as part of the Student Alumni Association Mentor Jackets series. The slides are not 100% self-explanatory so if you have any questions, please reach out to me on LinkedIn and I would love to discuss your entrepreneurship goals with you.
Benefits That Employees Actually Want: How To Source and Implement Benefits T...Aggregage
Join Ellen Meza, Director of Global Benefits at DocuSign for this step-by-step guide for sourcing and implementing benefits to win the talent war and unlock ROI. Far too often HR leaders feel locked in to their once-a-year decisions, but we're here to bust the doors off that myth.
Ellen will share real life examples of the benefits she deploys year-round based on data. She'll show the vast impact it can have on your employee experience, retention, and hiring. This year, that upper hand on retention and hiring great talent is paramount.
This webinar will walk you through how to transition your company to a growth mindset when it comes to benefits, bolstering you against turnover and improving employee sentiment all around. You'll get tactical advice on how to understand employees' changing needs, and a framework to request the budget you need from finance and the support you need from leadership.
Wherever you are in the decision-making process, you’ll walk away with:
• A playbook you can access 365 to build a data-driven benefits plan that improves your employee satisfaction and reduces turnover
• The tools to get the funding you want from finance teams and and the buy in you need from leadership
• Tips to attract and impress new talent through innovative offerings
Employee idea programs are really great, bringing out new efficiencies and innovations as well as boosting employee engagement. But to make them work you'll need to set the right goals and targets. Learn how in this presentation!
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
Looking for help with your consulting business? Perhaps you’re new to the game or you’d like to get clarity about the direction you’ve taken with your existing business. Contact Consultant Journal For Help
The document discusses finding and keeping the right staff. It outlines different tiers and methods for job postings, from traditional methods like signs in windows and newspaper ads to more modern options like online job boards and social media networking. It also discusses assessing candidates' skills and willingness to do the job. Retaining top employees is addressed through defining and coaching success, with performance evaluations and development plans, and recognizing achievements to motivate staff. The overall message is that employing a variety of sourcing and evaluation strategies can lead to recruiting and maintaining a high-quality workforce.
Hazeltine National Golf Club’s Proven Strategy that resulted in Over 150 New Members
Like many private clubs, Hazeltine felt the impact of the “Great Recession”; declining membership and pressure to increase wedding and event revenue. With the emergence of content marketing, social media and SEO, Hazeltine, together with StoryTeller, became one of the first private clubs in the country to turn its website into a dynamic lead generation tool.
Join Ed Heil and Ruth Glaser, former Director of Sales and Marketing for Hazeltine, for a 45-minute webinar as they uncover the proven strategy that led to a 65% increase in event business, 60% increase in tournament revenue and over 150 new members across all membership categories.
This presentation was delivered in-person to students at Georgia Institute of Technology as part of the Student Alumni Association Mentor Jackets series. The slides are not 100% self-explanatory so if you have any questions, please reach out to me on LinkedIn and I would love to discuss your entrepreneurship goals with you.
Benefits That Employees Actually Want: How To Source and Implement Benefits T...Aggregage
Join Ellen Meza, Director of Global Benefits at DocuSign for this step-by-step guide for sourcing and implementing benefits to win the talent war and unlock ROI. Far too often HR leaders feel locked in to their once-a-year decisions, but we're here to bust the doors off that myth.
Ellen will share real life examples of the benefits she deploys year-round based on data. She'll show the vast impact it can have on your employee experience, retention, and hiring. This year, that upper hand on retention and hiring great talent is paramount.
This webinar will walk you through how to transition your company to a growth mindset when it comes to benefits, bolstering you against turnover and improving employee sentiment all around. You'll get tactical advice on how to understand employees' changing needs, and a framework to request the budget you need from finance and the support you need from leadership.
Wherever you are in the decision-making process, you’ll walk away with:
• A playbook you can access 365 to build a data-driven benefits plan that improves your employee satisfaction and reduces turnover
• The tools to get the funding you want from finance teams and and the buy in you need from leadership
• Tips to attract and impress new talent through innovative offerings
Employee idea programs are really great, bringing out new efficiencies and innovations as well as boosting employee engagement. But to make them work you'll need to set the right goals and targets. Learn how in this presentation!
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
Looking for help with your consulting business? Perhaps you’re new to the game or you’d like to get clarity about the direction you’ve taken with your existing business. Contact Consultant Journal For Help
The document discusses finding and keeping the right staff. It outlines different tiers and methods for job postings, from traditional methods like signs in windows and newspaper ads to more modern options like online job boards and social media networking. It also discusses assessing candidates' skills and willingness to do the job. Retaining top employees is addressed through defining and coaching success, with performance evaluations and development plans, and recognizing achievements to motivate staff. The overall message is that employing a variety of sourcing and evaluation strategies can lead to recruiting and maintaining a high-quality workforce.
Hazeltine National Golf Club’s Proven Strategy that resulted in Over 150 New Members
Like many private clubs, Hazeltine felt the impact of the “Great Recession”; declining membership and pressure to increase wedding and event revenue. With the emergence of content marketing, social media and SEO, Hazeltine, together with StoryTeller, became one of the first private clubs in the country to turn its website into a dynamic lead generation tool.
Join Ed Heil and Ruth Glaser, former Director of Sales and Marketing for Hazeltine, for a 45-minute webinar as they uncover the proven strategy that led to a 65% increase in event business, 60% increase in tournament revenue and over 150 new members across all membership categories.
Experis is a talent company and brand within the ManpowerGroup that specializes in placing professionals in industries like IT, banking, finance, accounting, and engineering. It has evolved to focus on building partnerships with clients and candidates by understanding their unique needs and challenges in a changing business environment. Experis delivers professional talent resourcing, interim and permanent placement, career development, and project solutions through flexible workforce models and expertise operating in over 50 countries.
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
This document discusses connecting employees to a company's strategy through collaboration. It describes how Ceragon, a telecommunications company, empowered employees to collaborate in cross-functional teams to address strategic challenges. The teams, consisting of diverse global employees acting as consultants, identified solutions to major issues. Employees found the experience meaningful. It also led to improved employee value proposition, increased referrals and social recruiting, and lower attrition. The journey involved preparing leaders and employees for change, communicating vision, and creating support structures to navigate challenges.
This document compares and contrasts entrepreneurs and intrapreneurs. It outlines the typical life cycles of both, including building a product, fundraising, and customer acquisition. For entrepreneurs, this involves begging for money and building a small dedicated team. For intrapreneurs working within larger companies, this involves leveraging existing brand trust and distribution channels, but requires prioritizing the project across the entire company. The document concludes with lessons for intrapreneurs, such as ensuring buy-in from leadership, clear communication of priorities, and failing fast through iteration.
This document summarizes the IABC UK annual conference, which focused on the Gold Quill Awards. It provides an overview of the conference agenda, which included presentations on winning Gold Quill entries from eBay and HSBC. It also discussed the judging process, noting that judges receive training, evaluate entries against six criteria using a 7-point scale, and are required to provide written feedback. The document concludes by announcing changes to the upcoming Gold Quills 2015 competition, including earlier deadlines and new award categories for agencies and teams.
Lean Startup: Problems, market, value proposition & business modelaphwajdm aphwajdm
The document discusses the importance of understanding customer needs and problems when developing products and business models. It emphasizes that customers want solutions to their problems, not just product features, and provides examples of effective value propositions that describe the benefits a product provides rather than just its features. It also discusses the importance of having a business model that can deliver the promised value proposition and notes key questions one should consider about costs, customers, and revenue streams when developing an effective business model.
Strategic planning with balanced scorecards CGCarl Garner
This document outlines a presentation on strategic planning using balanced scorecards. It discusses defining a company's vision and mission, identifying key performance indicators (KPIs), and creating balanced scorecards to track progress. Attendees participate in group exercises to apply these concepts to their own companies. They identify internal/external factors, SMART goals, and metrics to measure financial, customer, operational, and innovation objectives. Creating balanced scorecards involves setting targets, collecting and reviewing performance data, and taking action based on the results. The scorecards can be used to monitor progress, ensure goals are met, and facilitate continuous improvement.
This slide deck was used in a presentation that is available in the Training section at Business901.com. Using a structured approach, such as the Lean thinking tool of A3, the mind remains open, enabling one to examine each element of the decision or problem separately or systematically, and sufficiently, ensuring that all alternatives are considered. The outcome is almost always more comprehensive and more effective than the instinctive approach.
This document introduces service design and provides information about what service design is. It discusses what design and service means, why service is important, key things to remember about services, and what service design is. It then has the reader take a short quiz about their organization to see how well they incorporate customer-focused principles. Finally, it outlines some suggested steps for an innovation action plan, including hanging out with customers, mapping their journey, defining service principles, and continually measuring and refining.
Presentation on Sales & Marketing as a career, Required sales skills, Upsides & Downsides of Sales, Sales Pay scale, How to improve your Sales performance.
ProductWorks, Inc is a consulting firm that helps small and emerging companies execute their business strategies. They provide senior advisors who become part-time members of a client's senior management team. Their advisors develop an intimate knowledge of the client to provide real-time focus and quick, smart solutions. ProductWorks helps clients with strategy execution, talent management, organizational structure, and product development. They work on a project basis and often begin with a high-level strategy engagement to clarify goals and drive results across the organization.
Most startups fail because they are not able to hire the right set of people for their business. Here some common hiring challenges that most startups face.
Creating Culture: How to Develop an Intentional Company CultureBambooHR
Company culture is a lot more than just a buzzword. Your organization’s culture is both the values you set for your organization and how those values actually play out in employees’ interactions with each other.
The best cultures create happy, engaged employees, and according to a study from the Social Market Foundation, those happy, engaged employees boost productivity by 20 percent. But with the ever-changing workforce, how to create a company culture that fosters growth and loyalty in your employees doesn’t always have a simple answer. Join us as we discuss how we've created intentional company cultures that bring out the best in our employees.
1. The document summarizes a webinar discussing best practices for rapidly scaling hiring while maintaining company culture.
2. Speakers from Greenhouse and Hired provided lessons on establishing organizational foundations to support growth, instilling frameworks for high-volume hiring through automation and structured processes, and continuing to embody core cultural values as a company increases in size.
3. Attendees learned about sourcing strategies, prioritizing active over passive candidates to fill roles quickly, and balancing adding new culture while preserving existing non-negotiable cultural aspects.
7 Lessons Helping Start Pardot, SalesLoft, and Calendlysaastr
David Cummings is the co-founder of the Atlanta Tech Village, Pardot which sold to ExactTarget/Salesforce.com, Hannon Hill, Rigor, SalesLoft (raised over $75M in capital), Terminus (raised over $25M in capital), and several more. Join him for a session on lessons learned over the years through Pardot to Calendly.
Presentation at ProductTank Reading 12/2/2020 -
Product Managers often struggle with prioritizing work, communicating and justifying those priorities. There are lots of frameworks for prioritization but there is actually a lot of essential groundwork that will help to give you and your team focus and make prioritization a lot easier.
The document provides tips for startups on hiring. It recommends focusing hiring efforts by hiring 10 candidates at once rather than spread out over 3 months to allow for better choice. Other tips include hiring friends of friends, making the job opportunity story viral, asking interviewees for referrals and advice, writing down the hiring story and testing it, and focusing on hiring for either expertise or throughput depending on the company's needs. The document emphasizes the importance of communication, focus, and fit over specific skills when hiring.
About responsive design and its benefits, and how it affects search engine optimization (SEO). By Megan Horn, Marketing Specialist at Far Reach in Cedar Falls, Iowa at the Greater Cedar Valley Alliance's Business Education Series on 10/8/13. http://www.farreachinc.com
Best practices for building your mobile app. Is it right for you? By Kate Washut, Partner, Far Reach for the Greater Cedar Valley Alliance's Business Education Series on 10/8/13. http://www.farreachinc.com
Experis is a talent company and brand within the ManpowerGroup that specializes in placing professionals in industries like IT, banking, finance, accounting, and engineering. It has evolved to focus on building partnerships with clients and candidates by understanding their unique needs and challenges in a changing business environment. Experis delivers professional talent resourcing, interim and permanent placement, career development, and project solutions through flexible workforce models and expertise operating in over 50 countries.
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
This document discusses connecting employees to a company's strategy through collaboration. It describes how Ceragon, a telecommunications company, empowered employees to collaborate in cross-functional teams to address strategic challenges. The teams, consisting of diverse global employees acting as consultants, identified solutions to major issues. Employees found the experience meaningful. It also led to improved employee value proposition, increased referrals and social recruiting, and lower attrition. The journey involved preparing leaders and employees for change, communicating vision, and creating support structures to navigate challenges.
This document compares and contrasts entrepreneurs and intrapreneurs. It outlines the typical life cycles of both, including building a product, fundraising, and customer acquisition. For entrepreneurs, this involves begging for money and building a small dedicated team. For intrapreneurs working within larger companies, this involves leveraging existing brand trust and distribution channels, but requires prioritizing the project across the entire company. The document concludes with lessons for intrapreneurs, such as ensuring buy-in from leadership, clear communication of priorities, and failing fast through iteration.
This document summarizes the IABC UK annual conference, which focused on the Gold Quill Awards. It provides an overview of the conference agenda, which included presentations on winning Gold Quill entries from eBay and HSBC. It also discussed the judging process, noting that judges receive training, evaluate entries against six criteria using a 7-point scale, and are required to provide written feedback. The document concludes by announcing changes to the upcoming Gold Quills 2015 competition, including earlier deadlines and new award categories for agencies and teams.
Lean Startup: Problems, market, value proposition & business modelaphwajdm aphwajdm
The document discusses the importance of understanding customer needs and problems when developing products and business models. It emphasizes that customers want solutions to their problems, not just product features, and provides examples of effective value propositions that describe the benefits a product provides rather than just its features. It also discusses the importance of having a business model that can deliver the promised value proposition and notes key questions one should consider about costs, customers, and revenue streams when developing an effective business model.
Strategic planning with balanced scorecards CGCarl Garner
This document outlines a presentation on strategic planning using balanced scorecards. It discusses defining a company's vision and mission, identifying key performance indicators (KPIs), and creating balanced scorecards to track progress. Attendees participate in group exercises to apply these concepts to their own companies. They identify internal/external factors, SMART goals, and metrics to measure financial, customer, operational, and innovation objectives. Creating balanced scorecards involves setting targets, collecting and reviewing performance data, and taking action based on the results. The scorecards can be used to monitor progress, ensure goals are met, and facilitate continuous improvement.
This slide deck was used in a presentation that is available in the Training section at Business901.com. Using a structured approach, such as the Lean thinking tool of A3, the mind remains open, enabling one to examine each element of the decision or problem separately or systematically, and sufficiently, ensuring that all alternatives are considered. The outcome is almost always more comprehensive and more effective than the instinctive approach.
This document introduces service design and provides information about what service design is. It discusses what design and service means, why service is important, key things to remember about services, and what service design is. It then has the reader take a short quiz about their organization to see how well they incorporate customer-focused principles. Finally, it outlines some suggested steps for an innovation action plan, including hanging out with customers, mapping their journey, defining service principles, and continually measuring and refining.
Presentation on Sales & Marketing as a career, Required sales skills, Upsides & Downsides of Sales, Sales Pay scale, How to improve your Sales performance.
ProductWorks, Inc is a consulting firm that helps small and emerging companies execute their business strategies. They provide senior advisors who become part-time members of a client's senior management team. Their advisors develop an intimate knowledge of the client to provide real-time focus and quick, smart solutions. ProductWorks helps clients with strategy execution, talent management, organizational structure, and product development. They work on a project basis and often begin with a high-level strategy engagement to clarify goals and drive results across the organization.
Most startups fail because they are not able to hire the right set of people for their business. Here some common hiring challenges that most startups face.
Creating Culture: How to Develop an Intentional Company CultureBambooHR
Company culture is a lot more than just a buzzword. Your organization’s culture is both the values you set for your organization and how those values actually play out in employees’ interactions with each other.
The best cultures create happy, engaged employees, and according to a study from the Social Market Foundation, those happy, engaged employees boost productivity by 20 percent. But with the ever-changing workforce, how to create a company culture that fosters growth and loyalty in your employees doesn’t always have a simple answer. Join us as we discuss how we've created intentional company cultures that bring out the best in our employees.
1. The document summarizes a webinar discussing best practices for rapidly scaling hiring while maintaining company culture.
2. Speakers from Greenhouse and Hired provided lessons on establishing organizational foundations to support growth, instilling frameworks for high-volume hiring through automation and structured processes, and continuing to embody core cultural values as a company increases in size.
3. Attendees learned about sourcing strategies, prioritizing active over passive candidates to fill roles quickly, and balancing adding new culture while preserving existing non-negotiable cultural aspects.
7 Lessons Helping Start Pardot, SalesLoft, and Calendlysaastr
David Cummings is the co-founder of the Atlanta Tech Village, Pardot which sold to ExactTarget/Salesforce.com, Hannon Hill, Rigor, SalesLoft (raised over $75M in capital), Terminus (raised over $25M in capital), and several more. Join him for a session on lessons learned over the years through Pardot to Calendly.
Presentation at ProductTank Reading 12/2/2020 -
Product Managers often struggle with prioritizing work, communicating and justifying those priorities. There are lots of frameworks for prioritization but there is actually a lot of essential groundwork that will help to give you and your team focus and make prioritization a lot easier.
The document provides tips for startups on hiring. It recommends focusing hiring efforts by hiring 10 candidates at once rather than spread out over 3 months to allow for better choice. Other tips include hiring friends of friends, making the job opportunity story viral, asking interviewees for referrals and advice, writing down the hiring story and testing it, and focusing on hiring for either expertise or throughput depending on the company's needs. The document emphasizes the importance of communication, focus, and fit over specific skills when hiring.
About responsive design and its benefits, and how it affects search engine optimization (SEO). By Megan Horn, Marketing Specialist at Far Reach in Cedar Falls, Iowa at the Greater Cedar Valley Alliance's Business Education Series on 10/8/13. http://www.farreachinc.com
Best practices for building your mobile app. Is it right for you? By Kate Washut, Partner, Far Reach for the Greater Cedar Valley Alliance's Business Education Series on 10/8/13. http://www.farreachinc.com
El documento presenta un proyecto de poemas realizado por tres estudiantes - Mónica López García, Casandra Martínez Chávez y Brenda Haydee Rodríguez Hernández - para su profesor Hugo Acosta Serna del grupo 302 en CONALEP TLALNE 1. El proyecto incluye dos poemas cortos dedicados al amor de sus vidas donde expresan sus sentimientos a través de versos sencillos.
This document provides an overview of drugs, including their history and types. It discusses how drugs were first discovered and passed down through generations. It defines drugs as chemicals that affect thinking, feelings and behavior. Many drugs come from natural sources like plants, while others are man-made in labs. The document then covers various illegal and legal drugs like ecstasy, opium, cocaine, LSD, marijuana, and others; and describes the harm they can cause to organs like the heart, lungs and brain. It lists reasons why people use drugs and ways to stop using drugs, such as rehab or counseling. Finally, it shares a story about a boy named John who struggled with drug addiction for over 20 years.
Pocket parks are small urban parks that are highly visible, close to the street, have adequate lighting, are easily accessible, provide waste disposal and public seating. Examples include Paley Park in NYC, Founders Park in Columbus, and the "Vest-pocket Park" in NYC. They aim to activate underused spaces in dense urban areas.
What is the relationship between culture and marketing for EDM Festivals - CopyMary Des Jardins
This document is a research paper that discusses how culture contributes to the success of marketing music festivals. It begins with an anecdote about the author's experience with culture shock while traveling abroad. The author then explains how this experience led them to study entertainment marketing, specifically related to music festivals. The paper outlines the methodology used in conducting research, which included analyzing academic journals, interviewing a music festival marketing director, observing a TedTalk, and conducting a genre analysis. The discussion section analyzes how culture impacts consumer motives and preferences, and how an understanding of culture is critical for marketers to effectively promote music festivals. The paper argues that because culture shapes music tastes and interests, marketers must tailor their strategies to the cultural values
Dokumen ini membahas tiga topik utama tentang kekerasan: 1) pemahaman kekerasan, 2) teori asal usul kekerasan, dan 3) pendekatan kekerasan berbasis SARA. Dibahas pula jenis-jenis kekerasan, teori yang menjelaskan kekerasan sebagai aksi dan reaksi, serta dampak kekerasan bagi masyarakat.
Keynote: Marketing & Media at the Speed of CultureMediaPost
This document discusses the evolution of marketing channels in the United States from 1690 to present day. It notes that while traditional channels like television, newspapers, and direct mail peaked in the mid-20th century, they have not disappeared. New digital channels like the internet, mobile, and social media now dominate marketing. The document argues that email remains an important marketing channel, as it is a large digital channel that exists independently of social media and is important for functions like password retrieval. It also discusses strategies for high engagement curated email content versus mass marketing emails, and how email fits into the future of marketing automation and location-based marketing.
Culture and Marketing make us human. Without culture, can there be any such thing as marketing? Without marketing, does culture survive? In the widest sense, we are all producers, consumers, and marketers of culture. At the time of writing this article, the cherry blossom blooming outside of my window gave me inspiration. Like culture, cherry blossom epitomizes both transience and symbolic transcendence, governed by environmental factors - with the petals symbolizing the connected and overlapping levels at which culture exists. Furthermore, in Asian culture, the cherry blossom marries power (most notably by the samurai), and femininity. My message and allegory is simple: C.H.E.R.R.Y. – Culture Has Environmental Reliance Relevance & Yield. Culture will blossom in the right conditions - it is hardy, whilst also being delicate. However, it begins to have value beyond its functionality and the potential to spread and grow when it is owned, cultivated and used.
Wilson, J.A.J. (2013), “Why culture matters in marketing and where?”, The Marketeers, June, Indonesia: MarkPlus Inc., pp.78-84.
Adam Findlay designed a logo and poster and explains his design choices. For the logo, he chose blue and green as calm complementary colors and added white to help the colors stand out. The shapes used - a circle, square, and triangles - represent qualities like good communication, organization, and leadership according to color theory. For the poster, he selected a Churchill quote about taking advantage of opportunities and a picture that was partly clear and cloudy to fit the quote. He used a dark gray font color sampled from a shadow to make the text bold against the backdrop of the photo.
This document provides biographical information about the leadership of Rocky Top Marketing Group, including its president Bob Edwards. It discusses the company's founding in 2010 and its commitment to developing future leaders and giving back to the local community. The document highlights quotes from employees about how Rocky Top has helped them develop skills in time management, goal setting, and leadership.
This document discusses culture, destination branding, and relationship marketing in the context of the 2012 Summer Schools in Olympia, Greece. It covers several topics: the meaning of culture; using cultural events like the Olympic Games to brand places and promote tourism; focusing on both cultural products and building long-term relationships with visitors; and framing culture as a driver for sustainable competitive advantage when branding destinations. The document suggests culture, marketing, and people are highly intermixed in the Olympic setting and that the Games could be reconsidered as a special marketing tool for place branding and destination marketing.
This document outlines the culture statement and values of Duct Tape Marketing. It establishes that the company's foundation is serving small business owners and creating the world's greatest marketing system to positively impact over 1 million businesses. The company values keeping a positive attitude, continuous learning, practical approaches, self-care, trust and teamwork, leading by example, and striving to improve the workplace.
S5 Cultural dynamics in assessing global marketstatihernandez19
Cultural dynamics play an important role in assessing global markets. Culture permeates all marketing activities from pricing and promotion to distribution channels and products. Geography and a country's economic, historical, and demographic factors also influence cultural dynamics. Hofstede's model of cultural dimensions provides a framework for quantifying cultural differences between countries in terms of power distance, individualism versus collectivism, uncertainty avoidance, and masculinity versus femininity. Understanding these cultural dynamics is essential for international marketers when developing global strategies.
Different Culture Leads To Different Marketing and Business PPTMushir Alam
Culture has a significant impact on marketing and business. Different cultures lead to differences in marketing approaches, business practices, and product preferences between regions. Market segmentation, consumer behavior studies, and marketing communications must all take local culture into account. Cross-cultural marketing management is important for both domestic and global business success.
The document discusses the benefits of meditation for reducing stress and anxiety. Regular meditation practice can help calm the mind and body by lowering heart rate and blood pressure. Studies have shown that meditating for just 10-20 minutes per day can have significant positive impacts on both mental and physical health over time.
Marketing Applied To A Different Culture, The Case Of Japanatala67
Marketing in Japan requires understanding key cultural factors such as geography, demographics, and history. Geography influences strategies - Tokyo is highly populated so companies locate headquarters there and rely on convenient stores for distribution. Younger urban females are a major consumer segment. A history of adapting foreign concepts and perfectionism shapes expectations. Distribution channels like train station malls are important to reach consumers. Understanding these cultural nuances is essential for success in the Japanese market.
Practical entrepreneurship training part 3 Building team and product/servicekieranm01
This is part 3 of a 4-part workshop series that focuses on providing practical guidance to first-time entrepreneurs. In this third part the emphasis is on the people side of a start-up, founder composition, dynamics of a start-up team, success failure factors, role of leader, role of mentor etc. There is also a smaller section looking at how you approach building your product or service.
Career Advancement & Accelleration for Executives and EntrepreneursMyBrain Coach
When was the last time you took a strategic look at your career? In this presentation, we’ll discuss how to direct your passion, skills, abilities, and direction toward the outcome you desire. This outcome isn’t limited to your primary career years. It extends into a “portfolio” lifestyle of activity as a semi-retired executive, leaving a legacy for your children’s children and beyond. We will discuss strategies to manage your career today and how to prepare for your portfolio career in the future.
In this highly informative webinar, our experts explained how to develop an operational, business, and strategic plan for growing your family business.
They discussed:
- Steps that should be taken to guarantee “managed growth”
- How to assess your team
- How to plan for and assess growth
- What the growth opportunities are
- Determining your business vision
- Top 10 considerations for a family business
Ideation, business models; and how and where to startSaberi Marais
Presentation promotes the Lean Startup principles and includes Steve Blank's cusotmer development process and Osterwalder Business Model generation canvas as recommended by the authors
The document discusses building and promoting a business case. It defines a business case as a written report or presentation that justifies a business initiative or project by showing it is financially sound and will address a business problem. It covers understanding business case basics like when they are needed and how they are approved, building a case by defining the problem, solution options and costs/benefits, and promoting a case to get approval. Best practices include considering long-term impacts, risks, qualitative factors and stakeholder engagement. A business case should address whether the proposal is strategically fit, optimizes value, is commercially viable, affordable and can be successfully delivered.
5 Strategies to Turn an Internship into a Career in Search Marketing | Kent L...pdx MindShare
pdx MindShare's guest speaker Kent Lewis utilizes his insight and experience to give professional advice on how to turn an internship into a career, specifically in Search Marketing.
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Kent Lewis is the President and Founder of Anvil Media, a Portland-based digital marketing agency.
5 Strategies to Turn an Internship into a Career in Search Marketing | Kent L...pdxMindShare Admin
pdx MindShare's guest speaker Kent Lewis utilizes his insight and experience to give professional advice on how to turn an internship into a career, specifically in Search Marketing.
--
Kent Lewis is the President and Founder of Anvil Media, a Portland-based digital marketing agency.
The ART of Value Streams: Determining Paths of Value Through Value Streams Wo...Cprime
The concept of a Value Stream is fundamental to SAFe and how to optimally organize your Teams, ARTs, and Solution trains. In fact, there’s a Value Stream Workshop that’s intended to help organizations identify their Value Streams, prioritize them, and ultimately decide where to start to launch your first ART. While determining the paths to value for your business may, on the surface, appear to be very easy, I can assure you that it’s an “”ART”” (pun intended)--not a science--to clearly identify and articulate them.
In this presentation, Ken France, SAI SAFe Fellow, explores ways in which to prep for a successful Value Stream Workshop, as well as what you should expect when you try to run your first one. He provides examples from real workshops and provides some practical advice on how to make sure you come out with something concrete and actionable.
Learning Objectives and Key Takeaways:
**How to prep for a Value Stream Workshop **Tips/tricks for facilitating a Value Stream Workshop **Real examples of Value Streams from different contexts
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
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2. Let’s Start This Thing
Right
Tweet. Now.
#Iowaconf
@meganhorn @kwashut
3. • The basics
• Audience profiles
• Budgeting
• Planning
• Online presence
• Web strategy
• Getting help
Marketing Your Startup
4. The Basics
• Business name
• Awesome logo
– Don’t stop at “looks cool”
• Colors, fonts
– Be consistent
• Stationery
– It still matters
5. Audience Profiles
• Create 2-5 audience profiles
• Make them as complete
as possible
– Give them names
• Define:
– Demographics
– Behaviors
6. Planning
• There are infinite tactics
• Put together a strategy
• Get help if you need it
• Base it on research…
• With a pinch of intuition
• Be flexible
7. Budgeting
• Align with strategy and goals
• Understand costs
• Categorize tactics by importance
– Needs, Wants, Nice to haves
• Set a minimum and max based on
– Expected revenue
– Industry standards
– Available funds
8. Website Strategy
• Have one or get one
• What are your goals?
• Mobile?
– Yes
• Your website is your
first impression
9. Getting Professional Help
• You can’t always do it all
• Costs vs. saving time/redundancies
• Where can you benefit from a pro?
– Writing
– Design
– Online
• You get what you pay for
10. To Review
• Cover the basics
• Plan and budget
• Get on the web
• Find assistance
• Get yourself out there!
12. Culture
• What is it?
• Why should you care?
• Core Values - Getting started
• Challenges
• What does success look like?
• It's a journey
• Questions?
13. Culture is…
…the attitudes, belief sets, values, written
ground rules, and unwritten ground rules
that set the tone of the organization.
14. Why should you care?
• If you don’t define your culture, it will
define you
• It will help you attract the right clients
• You’ll create a shared sense of purpose
• It will help you attract better, higher
performing employees
15. Why should you care?
(cont.)
• You’ll do better, more meaningful work
• It provides a framework for decision-
making
• It can have a significant positive impact
on financial performance
16.
17. Core Values - Getting
Started
1. Commit to it
2. Collect core values from key team
members (or everyone, if you're a small
team)
3. Combine/de-duplicate
4. Test your commitment
– Double-check: Are you willing to hire/fire
people & clients based on core values?
18. Getting Started (cont.)
5. Share and get feedback from whole
company (if you haven’t already)
6. Combine/de-dupe again (if necessary)
7. Roll out to entire company
8. Integrate the core values into everything
you do
20. Challenges
• Getting total buy-in
• Setting expectations/modeling behavior
• Consistency
• Not everyone will be a good fit
• Making the tough decisions
21. What does success look
like?
• Making decisions is easier
• Team members hold each other
accountable
• People are happier and actually look
forward to coming to work
• People are more productive & creative
22. What does success look
like? (cont)
• You’re known throughout the community/
industry for your awesome culture
• Client relationships are healthy
• Financials are healthy
23. It’s a journey
Defining and integrating your culture into
your business is a process that will likely
take years.
The key is commitment.
The results will be worth it.
24. About Far Reach
• Based in Cedar Falls, Iowa
• Started at the UNI business incubator
• 16 full-time employees
• We do:
– Software development
– Web development
– Internet marketing
– Mobile development
Business name – sometimes forgotten as marketing; research for SEO, trademarks, how well it helps explain your businessLogo – visually pleasing, scalable, unique, symbolizes your organization; spartan logo has been recognized as one of the best Need to have the right file types. A professionally designed logo Colors/fonts – determine standards so things look consistent; understand CMYK, RGB, hex, pantone usesStationary – even in an online world, print stationary matters: business cards, letterhead, folder, etc.
Make them as complete as possible, even include hypotheticalsDemographics: who they are, income, geography, gender, Behaviors: where they shop, factors in their buying decisions, how they research, social signals
There are infinite ways to market a businessStrategy is your roadmap; it will changeGet help from advisors, friends, agencies, and elsewhereUse research to form your strategy. What works in your industry? But you know your business. What do you THINK will work?Plan ahead, but be willing to adapt as you go; plan for incidentals
Research costs online and by asking business advisors; this will help you set a reasonable budgetCategorize by importance so you understand priority when it comes to costsSet minimum and max budgets so you have wiggle room, based on expected revenue, industry standards, and available funds
If you don’t have a website strategy, get oneGoals: online purchasing, driving foot traffic, collecting leads, Do you need a mobile friendly site? Let me answer that for you: yesFirst impressions are important. If your website doesn’t make a good one, you may have lost a customer
Entrepreneurs tend to be do-it-yourselfersAre you making more money if you’re focusing on the business while someone else does some marketing?Find pros that you can work well with, who fit the skills you needBe careful in choosing a partner; don’t just look at short-term costs
You need to ensure your actions support these attitudes and beliefs. If they don’t, you run the real risk of your culture being something other than you want it to be.
if you don’t define your culture, it will define you - over time, the way you do things will define how people work, interact, and talk about your company. Get out in front of this so you have at least some control over what they’re doing and saying.it will help you attract the right clients – talk about your culture during the sales process and you’ll attract like-minded clients.you’ll create a shared sense of purpose – the work of living your company’s core values and promoting its culture will bring your team together, give them something to rally around and share with others.it will help you attract better, higher performing employees – hiring for culture fit first and experience second will ensure your team plays well together. If you hire the most qualified person in the world, but she’s a big jerk, face it. It’s not going to work in the long run.you’ll do better, more meaningful work – because it will align the whole team toward realizing a vision
it provides a framework for decision-making – If you know what you stand for, it takes a lot of the uncertainty out of decision-making. For example, if honesty is one of your core values and a deal or a client comes along that feels like it’s might be even a little suspect, you know what to do without even having to think about it.it can have a significant positive impact on financial performancelower turnover costs – “Best Places to Work” as much as 50% lowerhigher referral rateshigher customer loyalty100 “Best Places to Work” have been shown to outperform major stock indices like the S&P 500 by a factor of 2 (10.80% compared to 4.49% for the S&P 500 overall)
it makes a certain amount of sense, doesn’t it?
Commit to it – this is not something you should half-assCollect core values from key team members (or everyone, if you’re a small team)Combine/de-duplicateTest your commitment:Double-check: Are you willing to hire/fire people & clients based on core values?We’ve made an effort to hire for fit, but haven’t yet fired anyone based on culture. We have, however, fired a client for this reason. It wasn’t easy, but it was necessary, though it took us longer to get to that point than it should have.
Share and get feedback from whole company (if you haven’t already)Combine/de-dup again (if necessary) – you definitely need to weed these down as much as possible. We have 11 and they’re hard to remember! (SHOW SLIDE 19)Roll out to entire companyIntegrate the core values into everything you do – this will take a lot of work and certainly won’t happen on day 1. Or even day 100.
Here are our Core Values. Two things I would change about them:I would have defined them from the beginning instead of waiting 3 or 4 yrsI would have narrowed them down even more. Though they all have meaning for us, 11 is a lot to remember!
Getting total buy-in – Change is hard. You may not get 100% participation in the beginning. Take the time to explain why you’re doing what you’re doing and the benefits everyone will see as a result.Setting expectations/modeling behavior – Some of your core values may require you and your team to stretch. Believe me, it’s not as easy as it sounds! E.g., open communication – you’ll be amazed at how easy this is to say and how hard it is to do. Effective teams require an unbelievable amount of communication. You simply can’t assume people know what you’re thinking, what was said when they weren’t there, or what your plans are. Consistency – Again, much easier said than done. It’s like raising kids, though. If you’re not consistent, the message you want won’t get through.Not everyone will be a good fit – Accept this, but try to weed them out as early as possible. For employees, ideally this happens in the interview process. We’ve started using what we call a Culture survey. Shout out to Zappos for the idea and the template! It’s a living document that changes as we learn.For clients, act on the first sign of a bad fit. If they’re mistreating your employees or generally being a jerk. Call them on it and let them know that’s not how you work. Give them a chance to change. If it happens again, cut ties with them (courteously, if possible)Making the tough decisions – As I just mentioned, at some point, you’re likely going to have to fire someone who doesn’t fit your culture, be it an employee, a client, or a vendor. It will be hard, but to be true to your culture and your values, you have to do it.
Making decisions is easier – When a tough or important decision comes along, the first question you should ask yourself is, “does this decision align with my core values?” You’ll be surprised at how many “tough” decisions become clearer by doing this.Team members hold each other accountable – You’ll see people calling each other out (gently, maybe humorously, hopefully!), when they’re not acting in a way that aligns with the culture.People are happier and actually look forward to coming to work – There will be a synergy that happens. People will want to be a part of it. The energy in your office will change.People are more productive & creative– Assuming your culture isn’t one of rigidity, rules, and process upon process, you’ll see people settle in and really get things done.
You’re known throughout the community/ industry for your awesome culture – word will get out, partly because you’ll be promoting it and partly because your employees will talk about it.Client relationships are healthy – because you’ve fired all the bad apples.Financials are healthy – because people are happy, productive, and performing at a high level.
Defining your core values and integrating them into your culture and your culture into your business is a process that will take years.The key is commitment. Stick to it. It will be worth it.