This document outlines the objectives and work completed during an internship at C&B. It includes:
1) Six key objectives for the internship related to identifying self-funded customers, gathering customer data, developing tools for healthcare reform, inputting data into a scorecard, setting quality appointments, and attending new business meetings.
2) Details on projects completed including creating lists of potential self-funded customers, updating customer relationship management systems, developing presentation and call materials to educate customers on healthcare reform, and setting 15 quality appointments.
3) Analysis showing the internship achieved its goal by bringing in over $124,000 in expected revenue from 4 new clients, providing a high return on investment.
This document provides information about a services sector company called VLMS or Verified Leads & Marketing Services. It includes the following key details:
1. VLMS offers B2B lead generation and marketing services to help SMBs and large enterprises generate qualified sales leads.
2. The organization structure of VLMS includes departments for web marketing, lead generation, research, sales, and digital marketing.
3. The document outlines VLMS's recruitment process which includes selecting recruitment sources, screening candidates, conducting interviews, and onboarding new employees. It also discusses training and development, and issues some employees face.
4. Performance management at VLMS includes setting goals, monitoring work, evaluating employees, and providing
UPcell is an employee rewards program that uses gamification to incentivize staff and increase sales. It works by rewarding employees for specific behaviors through a mobile app, like selling featured menu items, completing training, or referring offers. Employees earn points and compete in contests, motivating them to influence customer purchases. This drives higher sales, as the example of a Canadian breast cancer fundraiser showed increased item sales and social sharing. UPcell's rewards and social features can boost a single product's sales by over 250% or increase total category sales by 5%. It gives businesses a direct channel to staff to promote preferred products and influence customer ordering behaviors.
Employee Of The Year PowerPoint Presentation SlidesSlideTeam
Employee Of The Year PowerPoint Presentation Slides offers you a comprehensive layout to create an impressive staff recognition presentation. Use this reward management PPT theme to showcase current production and sales positions with the help of a double bar graph. Take advantage of employee recognition PowerPoint slideshow to help you explain the steps required to develop an effective personnel recognition initiative. This reward program PPT template can be used to showcase the best employee recognition ideas that the management may implement. Address elements to consider before program implementation such as the budget, and staff strength, using this employee motivation PowerPoint theme. Our performance recognition PPT slideshow facilitates the explanation by offering a visual representation of activities involved in best employee selection. Consolidate the factors like quality of work, upon which the employee will be judged, using the employee recognition award PowerPoint template. Download employee rewards program PPT presentation for compiling the impact of such programs and its influence on overall staff performance. https://bit.ly/3g8oceI
DATIS CEO, Erik Marsh, reveals the preliminary findings from our 2019 Executive Priorities Survey. Find out how Health and Human Services (HHS) executives are addressing their current workforce management initiatives and which strategies they’re implementing to overcome common industry challenges related to employee engagement, recruiting and retention, and the drive towards digital.
Benefits of a values-based Employee Recognition ProgramHerd Wisdom
Values-Based Recognition is recognizing and rewarding employees for actions that correspond to a company’s core values
Example:
Company Value: Team Player
Action: An employee stays late to help a colleague solve a problem with their work.
Companies are finding values-based employee recognition programs help them to create and manage a happier, more engaged and human work environment.
Companies that use values-based employee recognition programs report:
• An increase in worker happiness
• An improvement in employee happiness
• More humanity in the workplace
• Reinforcement of company values
• Better management of company culture
• Increased achievement of learning and development goals
Values-based recognition programs positively affect
• employee engagement
• employee retention
• safety, sustainability and cost control goals
• health and wellness goals
“66 percent of companies with values-based recognition said their recognition program is helping them build a stronger employer brand—vs. only 28 percent of those with non-values-based recognition.”
Business plan strategies_week_key_ratiossedwards614
The call center was experiencing decreasing profits and high employee turnover. A new training team tried to implement improvements but faced resistance from management. Without changes to training, the call center's financial problems worsened - it had to lay off 20 people initially and over 100 employees lost their jobs when the call center closed two weeks before Christmas. E-learning and computer-based simulation training can help address problems like these by increasing employee productivity, retention, and performance compared to traditional training methods. The document proposes starting an e-learning business to serve local customer service-oriented companies and address gaps in existing training solutions.
This document outlines the objectives and work completed during an internship at C&B. It includes:
1) Six key objectives for the internship related to identifying self-funded customers, gathering customer data, developing tools for healthcare reform, inputting data into a scorecard, setting quality appointments, and attending new business meetings.
2) Details on projects completed including creating lists of potential self-funded customers, updating customer relationship management systems, developing presentation and call materials to educate customers on healthcare reform, and setting 15 quality appointments.
3) Analysis showing the internship achieved its goal by bringing in over $124,000 in expected revenue from 4 new clients, providing a high return on investment.
This document provides information about a services sector company called VLMS or Verified Leads & Marketing Services. It includes the following key details:
1. VLMS offers B2B lead generation and marketing services to help SMBs and large enterprises generate qualified sales leads.
2. The organization structure of VLMS includes departments for web marketing, lead generation, research, sales, and digital marketing.
3. The document outlines VLMS's recruitment process which includes selecting recruitment sources, screening candidates, conducting interviews, and onboarding new employees. It also discusses training and development, and issues some employees face.
4. Performance management at VLMS includes setting goals, monitoring work, evaluating employees, and providing
UPcell is an employee rewards program that uses gamification to incentivize staff and increase sales. It works by rewarding employees for specific behaviors through a mobile app, like selling featured menu items, completing training, or referring offers. Employees earn points and compete in contests, motivating them to influence customer purchases. This drives higher sales, as the example of a Canadian breast cancer fundraiser showed increased item sales and social sharing. UPcell's rewards and social features can boost a single product's sales by over 250% or increase total category sales by 5%. It gives businesses a direct channel to staff to promote preferred products and influence customer ordering behaviors.
Employee Of The Year PowerPoint Presentation SlidesSlideTeam
Employee Of The Year PowerPoint Presentation Slides offers you a comprehensive layout to create an impressive staff recognition presentation. Use this reward management PPT theme to showcase current production and sales positions with the help of a double bar graph. Take advantage of employee recognition PowerPoint slideshow to help you explain the steps required to develop an effective personnel recognition initiative. This reward program PPT template can be used to showcase the best employee recognition ideas that the management may implement. Address elements to consider before program implementation such as the budget, and staff strength, using this employee motivation PowerPoint theme. Our performance recognition PPT slideshow facilitates the explanation by offering a visual representation of activities involved in best employee selection. Consolidate the factors like quality of work, upon which the employee will be judged, using the employee recognition award PowerPoint template. Download employee rewards program PPT presentation for compiling the impact of such programs and its influence on overall staff performance. https://bit.ly/3g8oceI
DATIS CEO, Erik Marsh, reveals the preliminary findings from our 2019 Executive Priorities Survey. Find out how Health and Human Services (HHS) executives are addressing their current workforce management initiatives and which strategies they’re implementing to overcome common industry challenges related to employee engagement, recruiting and retention, and the drive towards digital.
Benefits of a values-based Employee Recognition ProgramHerd Wisdom
Values-Based Recognition is recognizing and rewarding employees for actions that correspond to a company’s core values
Example:
Company Value: Team Player
Action: An employee stays late to help a colleague solve a problem with their work.
Companies are finding values-based employee recognition programs help them to create and manage a happier, more engaged and human work environment.
Companies that use values-based employee recognition programs report:
• An increase in worker happiness
• An improvement in employee happiness
• More humanity in the workplace
• Reinforcement of company values
• Better management of company culture
• Increased achievement of learning and development goals
Values-based recognition programs positively affect
• employee engagement
• employee retention
• safety, sustainability and cost control goals
• health and wellness goals
“66 percent of companies with values-based recognition said their recognition program is helping them build a stronger employer brand—vs. only 28 percent of those with non-values-based recognition.”
Business plan strategies_week_key_ratiossedwards614
The call center was experiencing decreasing profits and high employee turnover. A new training team tried to implement improvements but faced resistance from management. Without changes to training, the call center's financial problems worsened - it had to lay off 20 people initially and over 100 employees lost their jobs when the call center closed two weeks before Christmas. E-learning and computer-based simulation training can help address problems like these by increasing employee productivity, retention, and performance compared to traditional training methods. The document proposes starting an e-learning business to serve local customer service-oriented companies and address gaps in existing training solutions.
Análisis resultados psu alumnos programa ibMiguel Toro
El documento analiza los resultados de la PSU de los alumnos del programa IB y Científico-Humanista del colegio Saint Gabriel entre 2012-2014. Concluye que los alumnos IB obtuvieron puntajes PSU 18-47 puntos más altos, especialmente las mujeres. Además, no hubo brecha de género entre los puntajes de hombres y mujeres IB, a diferencia del programa Científico-Humanista.
Institutional Success Via a Data-Centric Technology EcosystemIT Consultant
This document discusses Lehman College's development of a data-centric ecosystem to improve recruitment, retention, and other initiatives. It has integrated various tools and systems to expose important information, align messaging and branding, and deliver personalized content. This ecosystem allows events to be syndicated across different platforms, newsletters to automate publishing to websites, and media assets to be shared. Analytics are used to track engagement. The college is also using predictive modeling with data on enrollment, attrition rates, and other factors to develop strategies to improve student outcomes.
Deep vein thrombosis occurs when a blood clot forms in the deep veins of the leg, usually caused by prolonged immobility. When sitting for long periods, such as on a plane, the calf muscles do not contract and blood circulation decreases, allowing a clot to form. Part of the clot can break off and travel through the bloodstream as an embolism to the lungs, blocking vessels and causing a pulmonary embolism. Symptoms of deep vein thrombosis include leg pain and swelling, while a pulmonary embolism causes shortness of breath, chest pain, and other issues. Both conditions are serious and require medical treatment.
10 kroków do wystąpienia na infoShare 2014. Kozieł i Stawiarski.Kamil Kozieł
Jak wygląda przygotowanie do wystąpienia na jednej z największych konferencji IT w Polsce? Nie jest to łatwe. Dlaczego więc to robimy? Cytując klasyków:
„Tu nie chodziło o pieniądze. Nigdy nie chodziło o pieniądze. Nawet kiedy chodziło o pieniądze, to jednak nie wyłącznie o nie. No, może trochę, ale przede wszystkim chodziło o coś, co krasnoludy nazywają craic - czystą rozkosz z tego, co człowiek robi, gdzie i z kim” :)
T. Pratchett
Servlets are Java programs that extend the functionality of web servers. Servlets offer advantages over CGI like improved performance since they execute within the server's memory space rather than as separate processes. The lifecycle of a servlet involves initialization, processing requests, and destruction. Tomcat is a popular open source web server that supports servlets. It provides APIs and handles loading, executing, and unloading servlets in response to HTTP requests. Servlets can handle GET and POST requests, with GET parameters appearing in the URL and POST parameters in the request body.
Luca Muraca has over 15 Microsoft certifications related to web and software development. These include certifications in C#, HTML5, JavaScript, CSS3, ASP.NET, Windows Azure, Silverlight, and more. His certifications date back to 2009 and he has consistently maintained them through recertification.
Beyond Recruitment and Retention: Success via a Data-Centric Technology Eco-S...IT Consultant
Presentation by David Stevens and Aarti Deshmukh from Lehman College, City University of New York, at the EduWeb Digital Summit 2015 Conference in Chicago. Conference session focused on developing a data-centric digital strategy. Goals include providing a better user experience for Lehman's students by streamlining key technology and communication systems and creating a centralized data warehouse to better inform decision making and student intervention strategies to increase enrollment, retention, and graduation rates.
This document provides criteria for analyzing works of art through formal analysis. It outlines considerations for analyzing various formal elements, including frame/pictorial area, technique, individual units, lines, colors, light, space, and organization. It emphasizes justifying observations by specifically referring to features in the artwork. It also provides questions for analyzing works through their historical and cultural context, such as who made it, what/when/where/why, and whether it is typical of its time and place. Finally, it notes these criteria can also be applied to sculpture by analyzing lines, edges, textures, weights, voids, and materials.
CUNY IT Conference - Designing & Developing an Agile Web Eco-systemIT Consultant
Engaging your target audience requires intelligently communicating your institution's brand and strategic advantages via a distributed network including email, websites, portals, social media and mobile devices. The web landscape is vast and decentralized, and aggregating content sources via a unified and cohesive strategy poses significant challenges. This presentation demonstrates how to design a flexible website architecture facilitating the publishing, sharing and syndicating of content across an organization's distributed web eco-system.
This document discusses classroom management strategies for urban middle schools. It defines classroom management as creating a safe, inclusive learning environment through building relationships, understanding students, and promoting engagement. Key strategies discussed include establishing clear routines and expectations, using positive reinforcement, and consistency. The document notes challenges urban students and teachers face include violence, lack of support systems, and low motivation. It emphasizes that strong classroom managers can help close learning gaps through training in research-backed management techniques.
Employer Outreach presentation by Full Capacity MarketingCelina Shands
The document provides tips and strategies for effective employer outreach. It discusses setting measurable goals, building targeted messaging, leveraging various communication platforms like social media and news media, tracking return on investment, and developing global and individualized messaging. Key recommendations include understanding employer needs, highlighting program successes, and establishing internal systems to coordinate outreach efforts.
POL Advisers is a small team that builds organizational capacity through customized management information systems. They understand clients' operations, assess data collection, identify key questions, and help capture necessary data. Their competitive advantages include hyper-customized and responsive services, operational and analytical expertise, and experience with large data sets. Their business model involves learning workflows, designing MIS, providing support and maintenance, and replicating systems for similar clients. One client is the Judy Centers program, which aims to increase kindergarten readiness through community programs. POL Advisers created a dashboard for Liberty JC and expects growing revenue and profits as they market to additional Judy Centers and organizations focused on early childhood education.
Top HR Processes Ripe for a Social EnterpriseKangoGift
The document provides an overview of how social tools can be applied to five key HR processes: performance reviews, employee feedback, recognition and awards, training, and knowledge management. It discusses transitioning performance reviews from annual events to ongoing conversations, capturing more timely employee feedback, using social recognition to provide informal and measurable praise, leveraging employees' expertise through social training tools, and centralizing institutional knowledge. Metrics for success include engagement, enablement, and performance. Case studies and parting thoughts on creating a social HR roadmap are also presented.
BSBMGT605 Provide leadership across the organisation Pr.docxAASTHA76
BSBMGT605 Provide leadership
across the organisation
Presentation 3
Purpose of this presentation
At the end of this session, you should know how to:
build teams
empower people
resource teams
manage teams.
Build teams
Orientation
Dissatisfaction
Integration
Production
A team is a group people
with complementary
skills committed to a
common purpose.
It is important that this
purpose is understood
and members are in roles
suited to their skills.
Stages of team development
Empower teams
Empower through decision making:
consensus in decision making builds
commitment.
Empower through delegation.
‘Alignment is the
necessary
condition before
empowerment.’
Peter Senge
Resource teams
Identify the needs of the team.
Collaborate with other teams.
People
Time
Money
Manage teams
Use technology.
Encourage innovation.
Create a positive work environment.
Manage conflict resolution.
Skills for conflict resolution
Win-win
approach
Creative
response
Empathy Appropriate
assertiveness
Co-operative
power
Managing
emotions
Willingness to
resolve
Mapping the
conflict
Development
of options
Negotiation Mediation
Broadening
perspectives
Progress check
You should now be able to:
build teams
empower people
resource teams
manage teams.
Handout 3: Coaching session planner
Coaching session title:
What equipment is required?
What additional information is required (e.g. safety implications)?
Step Key chunk Description
How will I check for understanding?
How will I know when competence is demonstrated?
Handout 2: Analyse performance reports
Performance indicator 1
Increase subscriber customer count by 20 % within 12 months.
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
20XX 133 202 222 301 307 290 310 310 280 290 332 307 2974
20XY 211 209 345 355 320 367
Performance indicator 2
Reduce returns to less than 10% within 12 months.
20XX 20XY
Sold Returned Sold Returned
January 22100 4800 23300 3700
February 22500 4300 24000 4700
March 21800 3900 25000 3500
April 25900 5200 27000 4900
May 23000 4300 23000 3200
June 22900 3900 26000 3800
July 23000 4000
August 29000 3900
September 27500 3700
October 23600 2900
November 22900 3700
December 29700 5300
Performance indicator 3
To attract an average of 10 local advertisers per calendar month.
Month Local Advertisers
20XX
Local Advertisers
20XY
January 2 9
February 3 6
March 6 6
April 5 7
May 7 10
June 5 12
July 7
August 5
September 12
October 8
November 5
December 7
Handout 1: Carrie’s Candy Shop
History
Carrie Jube has worked in the confectionery industry for over 25 years. It has always been
her dream to own and operate a retail confectionery store. Carrie ima ...
This document discusses 5 ways that combining marketing automation with human touch can improve marketing performance. It provides examples of how live agent interactions enhanced marketing campaigns for various companies. Prospect qualification, relationship building, gathering business intelligence, ensuring optimal prospect coverage, and improving data quality are the 5 ways highlighted. Case studies describe how live agents working with marketing automation platforms helped generate more leads, increase sales pipelines, qualify prospects, and convert more prospects through nurturing programs. The integration of human touch and automation is advocated to help overcome challenges in lead generation.
Análisis resultados psu alumnos programa ibMiguel Toro
El documento analiza los resultados de la PSU de los alumnos del programa IB y Científico-Humanista del colegio Saint Gabriel entre 2012-2014. Concluye que los alumnos IB obtuvieron puntajes PSU 18-47 puntos más altos, especialmente las mujeres. Además, no hubo brecha de género entre los puntajes de hombres y mujeres IB, a diferencia del programa Científico-Humanista.
Institutional Success Via a Data-Centric Technology EcosystemIT Consultant
This document discusses Lehman College's development of a data-centric ecosystem to improve recruitment, retention, and other initiatives. It has integrated various tools and systems to expose important information, align messaging and branding, and deliver personalized content. This ecosystem allows events to be syndicated across different platforms, newsletters to automate publishing to websites, and media assets to be shared. Analytics are used to track engagement. The college is also using predictive modeling with data on enrollment, attrition rates, and other factors to develop strategies to improve student outcomes.
Deep vein thrombosis occurs when a blood clot forms in the deep veins of the leg, usually caused by prolonged immobility. When sitting for long periods, such as on a plane, the calf muscles do not contract and blood circulation decreases, allowing a clot to form. Part of the clot can break off and travel through the bloodstream as an embolism to the lungs, blocking vessels and causing a pulmonary embolism. Symptoms of deep vein thrombosis include leg pain and swelling, while a pulmonary embolism causes shortness of breath, chest pain, and other issues. Both conditions are serious and require medical treatment.
10 kroków do wystąpienia na infoShare 2014. Kozieł i Stawiarski.Kamil Kozieł
Jak wygląda przygotowanie do wystąpienia na jednej z największych konferencji IT w Polsce? Nie jest to łatwe. Dlaczego więc to robimy? Cytując klasyków:
„Tu nie chodziło o pieniądze. Nigdy nie chodziło o pieniądze. Nawet kiedy chodziło o pieniądze, to jednak nie wyłącznie o nie. No, może trochę, ale przede wszystkim chodziło o coś, co krasnoludy nazywają craic - czystą rozkosz z tego, co człowiek robi, gdzie i z kim” :)
T. Pratchett
Servlets are Java programs that extend the functionality of web servers. Servlets offer advantages over CGI like improved performance since they execute within the server's memory space rather than as separate processes. The lifecycle of a servlet involves initialization, processing requests, and destruction. Tomcat is a popular open source web server that supports servlets. It provides APIs and handles loading, executing, and unloading servlets in response to HTTP requests. Servlets can handle GET and POST requests, with GET parameters appearing in the URL and POST parameters in the request body.
Luca Muraca has over 15 Microsoft certifications related to web and software development. These include certifications in C#, HTML5, JavaScript, CSS3, ASP.NET, Windows Azure, Silverlight, and more. His certifications date back to 2009 and he has consistently maintained them through recertification.
Beyond Recruitment and Retention: Success via a Data-Centric Technology Eco-S...IT Consultant
Presentation by David Stevens and Aarti Deshmukh from Lehman College, City University of New York, at the EduWeb Digital Summit 2015 Conference in Chicago. Conference session focused on developing a data-centric digital strategy. Goals include providing a better user experience for Lehman's students by streamlining key technology and communication systems and creating a centralized data warehouse to better inform decision making and student intervention strategies to increase enrollment, retention, and graduation rates.
This document provides criteria for analyzing works of art through formal analysis. It outlines considerations for analyzing various formal elements, including frame/pictorial area, technique, individual units, lines, colors, light, space, and organization. It emphasizes justifying observations by specifically referring to features in the artwork. It also provides questions for analyzing works through their historical and cultural context, such as who made it, what/when/where/why, and whether it is typical of its time and place. Finally, it notes these criteria can also be applied to sculpture by analyzing lines, edges, textures, weights, voids, and materials.
CUNY IT Conference - Designing & Developing an Agile Web Eco-systemIT Consultant
Engaging your target audience requires intelligently communicating your institution's brand and strategic advantages via a distributed network including email, websites, portals, social media and mobile devices. The web landscape is vast and decentralized, and aggregating content sources via a unified and cohesive strategy poses significant challenges. This presentation demonstrates how to design a flexible website architecture facilitating the publishing, sharing and syndicating of content across an organization's distributed web eco-system.
This document discusses classroom management strategies for urban middle schools. It defines classroom management as creating a safe, inclusive learning environment through building relationships, understanding students, and promoting engagement. Key strategies discussed include establishing clear routines and expectations, using positive reinforcement, and consistency. The document notes challenges urban students and teachers face include violence, lack of support systems, and low motivation. It emphasizes that strong classroom managers can help close learning gaps through training in research-backed management techniques.
Employer Outreach presentation by Full Capacity MarketingCelina Shands
The document provides tips and strategies for effective employer outreach. It discusses setting measurable goals, building targeted messaging, leveraging various communication platforms like social media and news media, tracking return on investment, and developing global and individualized messaging. Key recommendations include understanding employer needs, highlighting program successes, and establishing internal systems to coordinate outreach efforts.
POL Advisers is a small team that builds organizational capacity through customized management information systems. They understand clients' operations, assess data collection, identify key questions, and help capture necessary data. Their competitive advantages include hyper-customized and responsive services, operational and analytical expertise, and experience with large data sets. Their business model involves learning workflows, designing MIS, providing support and maintenance, and replicating systems for similar clients. One client is the Judy Centers program, which aims to increase kindergarten readiness through community programs. POL Advisers created a dashboard for Liberty JC and expects growing revenue and profits as they market to additional Judy Centers and organizations focused on early childhood education.
Top HR Processes Ripe for a Social EnterpriseKangoGift
The document provides an overview of how social tools can be applied to five key HR processes: performance reviews, employee feedback, recognition and awards, training, and knowledge management. It discusses transitioning performance reviews from annual events to ongoing conversations, capturing more timely employee feedback, using social recognition to provide informal and measurable praise, leveraging employees' expertise through social training tools, and centralizing institutional knowledge. Metrics for success include engagement, enablement, and performance. Case studies and parting thoughts on creating a social HR roadmap are also presented.
BSBMGT605 Provide leadership across the organisation Pr.docxAASTHA76
BSBMGT605 Provide leadership
across the organisation
Presentation 3
Purpose of this presentation
At the end of this session, you should know how to:
build teams
empower people
resource teams
manage teams.
Build teams
Orientation
Dissatisfaction
Integration
Production
A team is a group people
with complementary
skills committed to a
common purpose.
It is important that this
purpose is understood
and members are in roles
suited to their skills.
Stages of team development
Empower teams
Empower through decision making:
consensus in decision making builds
commitment.
Empower through delegation.
‘Alignment is the
necessary
condition before
empowerment.’
Peter Senge
Resource teams
Identify the needs of the team.
Collaborate with other teams.
People
Time
Money
Manage teams
Use technology.
Encourage innovation.
Create a positive work environment.
Manage conflict resolution.
Skills for conflict resolution
Win-win
approach
Creative
response
Empathy Appropriate
assertiveness
Co-operative
power
Managing
emotions
Willingness to
resolve
Mapping the
conflict
Development
of options
Negotiation Mediation
Broadening
perspectives
Progress check
You should now be able to:
build teams
empower people
resource teams
manage teams.
Handout 3: Coaching session planner
Coaching session title:
What equipment is required?
What additional information is required (e.g. safety implications)?
Step Key chunk Description
How will I check for understanding?
How will I know when competence is demonstrated?
Handout 2: Analyse performance reports
Performance indicator 1
Increase subscriber customer count by 20 % within 12 months.
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Total
20XX 133 202 222 301 307 290 310 310 280 290 332 307 2974
20XY 211 209 345 355 320 367
Performance indicator 2
Reduce returns to less than 10% within 12 months.
20XX 20XY
Sold Returned Sold Returned
January 22100 4800 23300 3700
February 22500 4300 24000 4700
March 21800 3900 25000 3500
April 25900 5200 27000 4900
May 23000 4300 23000 3200
June 22900 3900 26000 3800
July 23000 4000
August 29000 3900
September 27500 3700
October 23600 2900
November 22900 3700
December 29700 5300
Performance indicator 3
To attract an average of 10 local advertisers per calendar month.
Month Local Advertisers
20XX
Local Advertisers
20XY
January 2 9
February 3 6
March 6 6
April 5 7
May 7 10
June 5 12
July 7
August 5
September 12
October 8
November 5
December 7
Handout 1: Carrie’s Candy Shop
History
Carrie Jube has worked in the confectionery industry for over 25 years. It has always been
her dream to own and operate a retail confectionery store. Carrie ima ...
This document discusses 5 ways that combining marketing automation with human touch can improve marketing performance. It provides examples of how live agent interactions enhanced marketing campaigns for various companies. Prospect qualification, relationship building, gathering business intelligence, ensuring optimal prospect coverage, and improving data quality are the 5 ways highlighted. Case studies describe how live agents working with marketing automation platforms helped generate more leads, increase sales pipelines, qualify prospects, and convert more prospects through nurturing programs. The integration of human touch and automation is advocated to help overcome challenges in lead generation.
This document discusses 5 ways that combining marketing automation with human touch can improve marketing performance. It provides examples of how live agent interactions enhanced lead qualification, relationship building, business intelligence gathering, ensuring optimal prospect coverage, and improving data quality for clients using a marketing automation platform. Integrating human touch through activities like prospecting, nurturing, and data validation can help identify more actionable leads, increase conversion rates, and provide richer customer insights back into the marketing automation system.
Atlas High Performance Economic Development is a Team Sport - Pure MichiganAtlas Integrated
The document provides an overview of a presentation on high performance economic development. It discusses how economic development is a team sport and introduces Atlas, a marketing firm specializing in economic development. It outlines the need for metrics in economic development and how to implement a metrics-based approach. The presentation includes exercises where attendees prepare metrics presentations for their communities and provides contact information for the speaker.
How a Healthcare Software Company Used Behavioral marketing to Exceed Lead Ta...Jeremy Mason
We all know that email can be effective at driving demand. The challenge is knowing exactly how to craft our emails in such a way that they are immediately relevant to our prospects.
How deep should you segment? How do you figure out the right message to send to each segment?
In this session, Jeremy Mason, Director of Demand Generation, SCI, will discuss the bold email strategy his team leveraged to generate 180% lead goal attainment by early Q3, and ultimately exceeded lead targets by 100%. He will discuss how his team redefined their primary buyer personas and launched a triggered email nurturing program based on prospect depth, role, readiness and behavior.
Whether you are B2B or B2C, this session will illustrate how to effectively:
1. Build and segment prospect profiles from personas
2. Launch a triggered email program that actually converts potential customers
3. Leverage behavioral marketing scenarios to go beyond “drips”
Questback "Employee engagement and customer experience surveys – two sides of...Questback UK
It’s a well-known fact that if employers look after their employees, their employees will look after the customers. There is a clear link between the two, yet nearly two thirds (64%) of UK companies are failing to integrate feedback across the two areas.
The recent Questback Enterprise Feedback Study found that those that are integrating Customer Experience (CX) and Employee Engagement (EE) feedback are seeing major benefits. 83% reported an improved customer experience and 75% felt it motivated employees.
Chris Ferris Retrain Manitoba Presentation - CEA - June 2, 2023.pdfChrisFerris
Abstract: Canadian governments collaborate with partner organizations to implement public policy. This intensified in 2020 with the arrival of the COVID-19 pandemic. We consider the case of Retrain Manitoba, a $12.5 million dollar workforce skills development fund that was part of Manitoba’s Skills, Talent, and Workforce Strategy. Retrain Manitoba was supported by the Province of Manitoba, the Manitoba Chambers of Commerce and administered by Economic Development Winnipeg (EDW). We detail the purpose, implementation, and select aggregate details of its successful outcomes.
The program’s purpose was to help Manitoba organizations affected by the pandemic, by reimbursing companies for micro-credential courses they needed to improve staff skills.
Any Manitoba-based business, not-for-profit, or charity of any size with a valid Manitoba business number in good standing could register for training reimbursement via the Retrain Manitoba portal. The per employee maximum was $2,500, and per organization maximum was $75,000. Applications were accepted on a first-come, first-served basis.
For the reimbursement approval, organizations had to send a valid paid receipt via the Retrain Manitoba portal. Once confirmed, funds were paid out within five business days. Training eligible for reimbursement included courses with a start date as early as April 1, 2021, along with training paid for while the program was active. The program was slated to run from November 8, 2021, until March 31, 2022; or until the funds ran out. This occurred on February 4, 2022.
At least 1,365 organizations were reimbursed for training over 18,000 employees. Eighty-seven per cent of the companies were small businesses (0 to 99 employees).
Track: CLEF (Canadian Labour Economics Forum): Joblessness II / FCET: Chômage II
JEL Codes: I/J, R23, O15
WorkKeys assessments were used by several companies to improve productivity and reduce turnover. At a trucking company, using WorkKeys assessments to select data entry staff reduced turnover by 85% and cut past-due bills in half. A metal fabrication company saw turnover drop to 12% after linking promotions to foundational skill levels assessed by WorkKeys. A food producer cut training time by 50% after profiling jobs and requiring WorkKeys, saving $2,500-$3,700 per employee. A social services agency saw positive effects on turnover and productivity after analyzing positions and closing skills gaps using WorkKeys assessments.
Mi0036 business intelligence & toolssmumbahelp
This document provides information about getting fully solved assignments for SMU MBA programs. It lists the contact email and phone number to get assistance with assignments for semesters 3 and 5 of the MBADS program, semester 3 of the MBA program, semester 1 of the PGDISMN program, and the subject code and name MI0036 - Business Intelligence & Tools. It provides an example assignment question related to factors for the increasing importance of business intelligence in organizations and obstacles in implementing BI in organizations. The assignment questions cover topics like the contribution of business analytics in strategy management, how CRM is linked to business intelligence, explaining the data mining process, discussing the 7 Ps of marketing mix, features of a financial reporting system,
FutureWorks Career Center is a nonprofit One-Stop Career Center located in Springfield, MA that serves job seekers and businesses. Their 3-year strategic plan aims to: 1) align their performance to a demand-driven business model; 2) increase visibility and usage among businesses and job seekers; and 3) empower staff to deliver innovative services. Their 'Big 4' goals are to increase placements, business services performance, and staff development. Key objectives include increasing job seeker participation, skills assessments, unemployment claimant membership, business contacts, marketing, and job postings.
This document provides information about an upcoming conference on increasing customer satisfaction, including details about speakers, sessions, workshops, and registration. Some of the key points summarized are:
- The conference will provide strategies and lessons from industry leaders on driving revenue, achieving competitive advantages, and maintaining cost-effective customer experiences.
- Sessions and workshops will address topics like capturing customer insights, developing strategies for economic downturns, creating a unified culture for exceptional service, and leveraging tools and technology to enhance customer and agent satisfaction.
- Speakers include CEOs and executives from companies like GE, Disney, United Stationers Supply Co., and more who will share their experiences leading call centers and focusing on customer experience.
The document discusses principles for integrating search and earned media at Adobe Systems. It outlines how Adobe aligned its marketing organization and investments around key business questions and objectives. This included centralizing customer data and analytics to have a single source of truth, breaking down silos between functions, and taking time to build a strong data foundation. The goal is to bring together big data, creativity, and communication to drive customer success through a more integrated approach.
The LEDC has identified several needs for economic development in the community including support, involvement, communication, and a strategic plan. The executive director has strengthened board management and community education. Recent accomplishments include a successful fundraising campaign and increased knowledge of the LEDC's mission. The director focuses efforts on economic development, marketing, and short and long-term goal management.
B. Bhanu Prakash is seeking a position that allows him to grow within an organization. He has a MBA in finance and HR from ICFAI National College and over 6 years of experience working as a Quality Analyst at ADP India. Some of his key responsibilities include managing client cases through various software programs, resolving issues to improve client satisfaction, and completing tasks on time while maintaining quality standards. He has received several achievement awards for his work.
Building an efficient law practice means digging deep and figuring out what works and what doesn’t. Stacey Burke has audited law firms of varying practice areas across the country. In this webinar she will give her top tips for running an efficient law practice by using appropriate technology and other best practices.
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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
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.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
Virtual Leadership and the managing workIruniUshara1
Virtual leadership is a form of leadership in which teams are managed via a remote working environment.
Like traditional leadership roles, virtual leaders focus on motivating employees and helping teams accomplish their goals.
Virtual leadership focuses heavily on improving collaboration through communication, accountability, and transparency
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
4. 4
Objective 1
Identify employers in Madison area with fully insured plans that we
should discuss the topic of moving to a Self Funded Plan.
Created a list of Customers, Prospects, and Suspects
MiEdge
Calling
Wisconsin clients
Clarification
5. 5
Objective 2
Identify what important data we would like to know on these accounts.
Update the appropriate systems with new information.
Data
Expiration date
Carrier
Broker
Relationship with broker
# of employees on the plan
Name of decision maker
Process
Calls
SalesForce
6. 6
Objective 3
Work with other benefits interns in developing all tools surrounding the
companies Health Care Reform project.
Tools
Learning
PPACA PowerPoint
Kick Start
7. 7
Kick Start
Purpose: Kick Start is a program designed to reduce stress and eliminate
the transition period of going from new hire to active employee.
What it entails
PPACA PowerPoint
Call Scripts/Flowchart
Print Outs
SalesForce Campaigns
Deliverables
Using Kick Start
13. 13
Starting Point
Using Kick Start
Where to start
How to use the folder
Steps to Success
Table of Contents
Organization
Creation
Kick Start Overview
14. 14
Objective 4
Along with Matt, input data for Wisconsin benefits clients into the health
care reform scorecard.
Pay or Play scorecard
Learned
Reached out
Suggestion – Make it specific to the mentor
15. 15
Set 15 Quality Appointments
Set Appointments with…
Grant Regional Health Center
Wenthe-Davidson Engineering
Steinhafels
Bielinski Homes
Straight Shot express
Pine Hills Trucking
ARC Respite Center
Inland Power Group
Kunes Country Ford
Harris Ace Hardware
Macco’s Floor Covering Center
Northeast Iowa Community College
Metropolitan medical laboratory
Cooperative Educational Service Agency #1 (CESA1)
Rock Valley Physical Therapy
Moline School District 40
MI-T-M
Objective 5
Seminar Calls
Eau Caire
Quad Cities
16. 16
Return On Investment
Population Data
Average Employees 195
Projected New Clients 4
Average Revenue Brought In per Group $33,000.00
Total Expected Revenue $132,000.00
Investment $7,500.00
Return after Investment $124,500.00
17. 17
Objective 6
Attend 8 new business appointments
1. Palmer Johnson Power Systems – Chadwick
2. Straight Shot Express – Dickinson
3. Bielinski Homes – Chadwick
4. Midwest Harness – Gutzman
5. Friendship Manor– Dickinson
6. Metropolitan Medical Laboratory – Dickinson
7. Milksource - Gutzman
8. MI-T-M – Dickinson
18. 18
SEL Recruiting Event
Sales and Executive Leadership
Leadership Role
Function
Worked with Tory
Sales Students
November 6th
19. 19
Improving SalesForce
Problem: Not everyone logs calls
Solution: Have SalesForce do it automatically
Link phone, computer, and SalesForce
Automatic call logging
Click to dial
Automatic list calling
Pop up caller ID
Best options:
1. Cisco CallConnector
2. Dialsource
20. 20
Continue enforcing logging information on SalesForce
Have mentor create the project
Weekly meetings with Mentors
Recommendations
21. 21
Value Added
17 appointments that paid for my internship
A recruiting event that will market C&B positively
A list of who to target for self funding
Kick Start
New options for efficiency with SalesForce
22. 22
Personal Development
First formal job
Self-management
People are looking to help
Persistence / dealing with rejection
How to communicate with business professionals
Knowledge of insurance
Objective 1 was to identify employers in the Madison area with fully insured plans that we should discuss the topic of moving to a self funded plan.So I created a list of companies in the Madison area that were fully funded that would be in a position to discuss whether self funding might be a better option.To create this list I used MiEdge to collect names of companies and check on FreeErisa to see if there 5500 form indicated that they were fully insured. This was not the most accurate way of finding the information though so all of the companies that I identified came from phone calls I made and asking about their coverage.To segment the self funding candidates that we already do business with I got a list of Wisconsin clients from Angie and had Dean help segment which ones were in a position to go self funded based on revenue and employee size.Once I had this information I pooled it together with Matt since he was doing to same objective for the Appleton area and we created a Wisconsin list for self funded candidates, had Damian help us clarify that the information was correct, and Dean has the list.
Objective 2 was to identify what important data we would like to know on these accounts and to update the systems with the new information. The information that I was looking for was expiration date, insurance carrier, broker, how long they have been with their employer, # of employees on the plan, and name of decision maker. I accomplished this through getting as much info as possible during calls and putting the information into Salesforce. I was not able to get all this information for everyone I spoke to because many were uncomfortable giving it out but I made a lot of updates to Salesforce especially with names of decision makers that should help people calling on them in the future.
The first step of this was to learn a bit about health care so Matt and I created a PowerPoint on the patient protection and affordable care act within the first 2 weeks of the internship because we did not feel knowledgeable on health insurance and wanted to know what we were talking about on the phone. We shared it with Brandon and Becca so they could get more informed. This took a good amount of time to find and organize and from this we spurred the idea for Kick Start.
Kickstart is program we created to help interns become productive within the company quicker. It’s purpose is to reduce stress and eliminate the transition period of going from new hire to active employee. We both felt like we were lacking information and direction in the first few weeks because we only had 10 weeks here and we wanted to know what we were talking about now so we could utilize that information throughout the summer. We spent a lot of time organizing data and creating documents to help ourselves be successful and we thought if we had such a difficult time getting started, we can get rid of that for next years interns. So we decided to create a folder to help next years interns get into the swing of the job faster. Because I have the luxury of going first I am only going to cover the content of Kick Start, Matt is going to present to you next on results and how it will be successful.So Kickstart consists of a folder and salesforce campaigns. We printed out the contents to create a physical folder which I put on the table. The idea is that at the start of the next internship you can hand these to the interns and help them get off to a much quicker start. All of these documents are inside a Kick Start folder that we have on the U drive right now which has more content than is just in the physical folder. The major contents of the folder are
We put the PPT that we worked on in the folder so next years interns can now forego the time and energy of finding all the information they need to know and start learning sooner than later. I didn’t really even know where to start on what I needed to know about health insurance until I spoke to Matt and Taylor a number of times so this is great information to get the ball rolling, especially now that all the provisions have been moved back until 2015.
We included call scripts for Benefits, Agribusiness, and Transportation that us interns have used throughout the summer. There is also a flowchart for the benefits people so they can use whichever is more helpful to them. The scripts have a common voicemail, inroduction, how to respond to objections, and questions you can ask to keep the conversation going or collect more information. Figuring out how to respond to objectives is very difficult when you have little knowledge on what you’re talking about so these should be really helpful for interns in the first few weeks.
Along with the call scripts there are a number of print outs that we created with information that you might blank on or need quick access to while on the phone. I put a cubicle here because I hung these documents up in my cubicle and they helped me have all the information I needed right in front of me so I didn’t have to search for an answer for a prospect.
In the folder on the computer we included the 2012 annual report and the pay or play score card with guidelines for what information you need to fill it out. These items, especially the report are great additions to emails and also a good point to start learning about the company the first week on the job. Obviously someone will need to change this to the 2013 report when it is completed but the importance is that it’s available right when they start working.
Finally we created new campaigns on SalesForce for Madison and Appleton. They are titled as such and the companies on the list are all from people that I had conversations with this summer that can act as warm leads to the interns. It’s a lot easier to be able to say, “I know you spoke to Gavin last year about this/that, and that you were concerned about this, have you thought about this?” It makes for a much more effective and comfortable call and will result in more appointments early on in the process. All the information about the prospect I have written in the description of the calls I made to them so within a minute of looking at the information the caller will have something to discuss with the prospect. There are 114 companies on the Madison call list that I created.
All this information is great but without direction it’s useless. Before you dive into the contents of the folder we included a portion for knowing what to do with Kick Start (Kick Start for Dummies). In this segment is a document entitled Using Kick Start which gives you direction on what to do with the contents of the folder, what order you should do it in, and how you will get the most out of this internship. It also has a table of contents so you can easily find what you’re looking for and a document on how and why Kick Start was created so people understand the motivation behind what they’re looking at.On this slide is a shortcut to the folder on the computer which I’d like to show you so you can see the organization of it because right now it probably sounds pretty cluttered.As you can see it’s pretty simple to follow. There is a place to start and figure out what you’re doing and then all the content is within this folder. It would be really easy to add to and modify to best fit the needs of the proceeding interns.
So the reform scorecard that this referred to is actually the pay or play scorecard so on a week when both Matt and myself were in Appleton we had Damian teach us how to go through and complete one. Tracy then sent out an email to the Wisconsin producers saying to give us the information for any companies they wanted us to create one for. They only take about 10 minutes for the producers to do so they didn’t have a lot of interest in having us complete them.For next year I would suggest making this an objective specific to the mentor. So the intern would do the scorecards for his/her specific producer. That way there would be nothing lost in translation, the info would be readily available, and the scorecard would be completed exactly the way the producer wants.
Alright so objective 5 was my call goals. I was asked to get 15 quality appointments, I ended with 17. I really struggled to get appointments in the middle parts of the internship. I was very persistent with my calls I just wasn’t getting good results. Finally in the 8th week I managed to get a good number of appointments and get me up to where I needed to be. I wasn’t doing a whole lot different I just started getting through to more nice people. I tried to get at least 40 calls a day while I was on my way to 15. Once there I spent more time the last two weeks doing project work.
Objective 6 was to attend 8 new business appointments. I only had 4 up until week 8 so I filled my last two weeks here with as many appointments as possible. I ended with 8 appointments and I went on them with 3 different producers so I was able to see different styles and approaches
SEL stands for Sales and Executive Leadership S.E.LL…they were pretty proud of that. It’s an organization that I’ve been in since my freshman year and I have leadership role in. The organization functions to bring in companies that have a strong focus on sales and present to us on who they are, what they do, and what opportunities are available. I approached Dean about setting up a recruiting event with the org and have worked out the details with Tory and to get this set up. It sounds like Tory was going to approach me about setting something like this up so it’s good timing, Cottingham is excited about it, and it gives a great opportunity to find intelligent students interested in sales to work for C&B. This will be occuring on November 6th so it sets cottingham up nicely to get students interested in the internship or a job offer before they commit to anything in the spring.This group is only 2 years old but it grew a lot last year and this year I expect it grow even more. It’s been a young club but this year the majority of the members will be Juniors
One issue I had this summer was with SalesForce. The main problem being that not everyone logs their calls. So the simple solution to this would be to have SalesForce do it automatically. I looked into a few programs that might be able to increase efficiency with Salesforce and the two that I found to be the best and most easily incorporated to Cottingham are Cisco Call Connector and Refractive Dialer through Dial Source. Now what these do is connect Phone, Computer, and in doing so SalesForce, so that everything works together. This allows you to have calls automatically logged so all you have to do is enter the description of the call so you know what was discussed. It also allows for click to dial capability, Automatic List Calling, and Pop up caller ID. All of these functions end up saving a lot of time and make things much easier for the person calling. The issue with the first option is that typically cisco needs to be your phone provider and that is not the case in this office or Madison but we do use Cisco in Appleton. While we don’t use that provider it would be worth looking into the cost savings of switching because that service is claimed to be free. One of the programs would really take a lean approach to cold calling and eliminate wasted time on activities that do not add value to the company. I included a more in depth breakdown of this suggestion in the report so take a look at that after my presentation.
Continue enforcing logging of information on sales force. It was difficult to understand whether they were a client, a former client, or a prospect when trying to do research. Made it very frustrating at times. Also I ended up calling on one or two of our current clients because of this. I updated that informationHave the mentor actually head up the project so the interns know exactly who to talk to and where to get direction on what needs to be done.Have weekly meetings with mentors scheduled so the interns to get a good idea of what they need to accomplish and become comfortable with mentor. It was was a little different for me since I was in and out of Wisconsin so I wasn’t around Matt all the time but if you take the first reccomendation into consideration, I think it would be a great idea for weakly meetings to get everything accomplished on a more structured schedule.
So as far as Value added goes I…
This was my First formal business job so it’s helped me understand how to approach people in this setting. It’s also helped me understand what is acceptable and what is not, how to manage myself when I was given much more freedom on tasks and getting things completed than I have had in jobs in the past. People are looking to help you if you are up front.I’ve definitely become more persistent simply due to cold calling. If someone said no to something or hung up on me in the past I would not have thought twice to call them back. So now I don’t think of it so much as I’ve failed but more as I just haven't won yet. I’m more comfortable speaking to business professionals, especially on the phone. I’m usually fine in person but I’ve never been one to call someone if there were other ways of getting the information I needed.I’m also more knowledgeable on insurance which was probably my favorite part of the job because I like learning new things that I know I will be able to implement.
As a wrap up here of my intership, I had a great experience at C&B. The people are great, it was cool to learn more about a company and an industry that I really had no prior knowledge of. Next summer I have the opportunity to do another internship. While I’m in school and I have the ability to try out different jobs I’d like to capitalize on that before getting into a career because there wont be another time where I have as much freedom to try new things as I do now. SO I am going to be looking at all the internships available to me, but that includes Cottingham & Butler. I had a good time here and if I don’t think it would be worthwhile to adventure in another area I’d love to come back. Going off of that I would highly consider C&B for full time employment once my college years are over and I’m looking to start my career. This is a place that I could see myself being successful and I know there would be people there to help me along the way. All that being said I would just like to thank everyone who played a part in bringing me aboard this summer and everyone who has been a helping hand for me throughout. With that, before we get out golfing here, what questions do you guys have for me?