U heeft een goed gevulde webshop, u heeft bezoekers, maar hoe zorgt u nu voor meer klanten? Het antwoord is personalisatie. In deze slides wordt uitgelegd hoe dit werkt.
SEOshop Connect - Tien e-mailmarketingtrends voor meer conversie door CopernicaLightspeed
De presentatie van Copernica zoals gebruikt tijdens de breakout sessie "Tien e-mailmarketingtrends voor meer conversie" tijdens SEOshop Connect conference 2015. Meer informatie: http://www.copernica.com/nl of http://www.seoshop.nl/
Historic fabrics restored, or rewoven from a collection of Native American Textiles on permanent view at Sinclair Community College, Dayton, OH. -JenniferHein Textile Conservation
Mr Jagannadham Thunuguntla, equity head of SMC Capital said: "In 2007-08 when markets were at their peak, daily trading volumes were about Rs 1,20,000 crore that dropped down to about Rs 15,000 crore in the Q1 of 2009. As of now daily trading volumes have recovered and are about Rs 1 lakh crore in which about Rs 85,000 crore is a share of future trades."
U heeft een goed gevulde webshop, u heeft bezoekers, maar hoe zorgt u nu voor meer klanten? Het antwoord is personalisatie. In deze slides wordt uitgelegd hoe dit werkt.
SEOshop Connect - Tien e-mailmarketingtrends voor meer conversie door CopernicaLightspeed
De presentatie van Copernica zoals gebruikt tijdens de breakout sessie "Tien e-mailmarketingtrends voor meer conversie" tijdens SEOshop Connect conference 2015. Meer informatie: http://www.copernica.com/nl of http://www.seoshop.nl/
Historic fabrics restored, or rewoven from a collection of Native American Textiles on permanent view at Sinclair Community College, Dayton, OH. -JenniferHein Textile Conservation
Mr Jagannadham Thunuguntla, equity head of SMC Capital said: "In 2007-08 when markets were at their peak, daily trading volumes were about Rs 1,20,000 crore that dropped down to about Rs 15,000 crore in the Q1 of 2009. As of now daily trading volumes have recovered and are about Rs 1 lakh crore in which about Rs 85,000 crore is a share of future trades."
Millennials, born between the 1980s and early 2000s, make up a large portion of the current workforce. 91% of millennials aspire to be leaders and many are motivated to empower others. Different generations have differing attitudes towards work-life balance, communication preferences, feedback and rewards, and values. To manage a multi-generational workforce effectively, leaders must understand these generational differences and personalize their approaches, communicate effectively using various styles and modes, and customize reward systems for different generations. Good leadership considers each individual's needs regardless of age.
There are several models that attempt to categorize different types of followership. Kelly's model describes four types: sheep, who are passive and uncritical thinkers; yes people, who are active but also uncritical; survivors, who do just enough to get by; and effective followers, who are active, independent thinkers. Potter and Rosenbach's model places followers on axes of relationship initiative versus performance initiative, identifying politicians, partners, contributors, and subordinates. The Curphy-Roellig model evaluates followers based on critical thinking versus engagement, identifying criticizers, self-starters, brown-nosers, and slackers. Effective followership requires both independent, critical thinking as well as active participation. The nature of the leader
This document discusses how organizational culture affects leadership. It defines organizational culture as the shared assumptions, values, and beliefs that govern how people behave within an organization. A positive culture that is aligned with the organization's goals and vision can enable effective leadership, while a negative "bad" culture can undermine leadership. The document also states that an organization's culture must support its leadership approach in order to be successful. It provides examples of companies that have built strong, supportive cultures through clearly communicating their values and fostering an environment where people want to work.
The document discusses leadership topics such as employee engagement, effective feedback, delegation, and conflict resolution. It provides statistics showing most employees are disengaged at work and outlines qualities of the best bosses as high clarity, consideration, and freedom. Models for giving effective feedback and empowering employees through delegation are presented. The importance of resolving workplace conflict to increase productivity and cost savings is also noted.
This document discusses leadership self-reflection and development. It encourages leaders to reflect on their strengths and weaknesses through self-assessment questionnaires. It also discusses the importance of self-awareness, being genuine, considering multiple viewpoints, and prioritizing ethics. The document promotes optimizing leadership by understanding how others perceive you and narrowing gaps through feedback. It emphasizes developing a clear leadership brand through defining your style and gaining support through training, coaching, and feedback.
This document discusses different personality types and how understanding your own personality can help you understand others. It outlines four main personality types: Popular Sanguine, Perfect Melancholy, Powerful Choleric, and Peaceful Phlegmatic. For each type, it describes typical emotions, behaviors at work and in relationships, strengths, weaknesses, and emotional needs. The document suggests people can overcome weaknesses by playing to their strengths, such as Sanguines volunteering and making friends and Melancholies being organized. It emphasizes understanding personality types rather than labels and getting the best from everyone.
Lompat jauh merupakan acara sukan dimana peserta cuba melompat sejauh mungkin dari papan pelepasan. Acara ini berasal dari zaman Yunani Kuno dan masih popular dalam sukan moden. Teknik dan rekod acara ini terus berkembang daripada masa ke semasa.
Dokumen tersebut memberikan penjelasan mengenai lari pecut, termasuk definisi, teknik mulai lari, penggunaan blok mulai, kesalahan umum, dan latihan yang dapat dilakukan. Secara ringkas, dokumen tersebut membahas tentang olahraga lari pecut, teknik dasarnya, dan cara melatih atlet untuk meningkatkan keterampilan lari pecut.
Millennials, born between the 1980s and early 2000s, make up a large portion of the current workforce. 91% of millennials aspire to be leaders and many are motivated to empower others. Different generations have differing attitudes towards work-life balance, communication preferences, feedback and rewards, and values. To manage a multi-generational workforce effectively, leaders must understand these generational differences and personalize their approaches, communicate effectively using various styles and modes, and customize reward systems for different generations. Good leadership considers each individual's needs regardless of age.
There are several models that attempt to categorize different types of followership. Kelly's model describes four types: sheep, who are passive and uncritical thinkers; yes people, who are active but also uncritical; survivors, who do just enough to get by; and effective followers, who are active, independent thinkers. Potter and Rosenbach's model places followers on axes of relationship initiative versus performance initiative, identifying politicians, partners, contributors, and subordinates. The Curphy-Roellig model evaluates followers based on critical thinking versus engagement, identifying criticizers, self-starters, brown-nosers, and slackers. Effective followership requires both independent, critical thinking as well as active participation. The nature of the leader
This document discusses how organizational culture affects leadership. It defines organizational culture as the shared assumptions, values, and beliefs that govern how people behave within an organization. A positive culture that is aligned with the organization's goals and vision can enable effective leadership, while a negative "bad" culture can undermine leadership. The document also states that an organization's culture must support its leadership approach in order to be successful. It provides examples of companies that have built strong, supportive cultures through clearly communicating their values and fostering an environment where people want to work.
The document discusses leadership topics such as employee engagement, effective feedback, delegation, and conflict resolution. It provides statistics showing most employees are disengaged at work and outlines qualities of the best bosses as high clarity, consideration, and freedom. Models for giving effective feedback and empowering employees through delegation are presented. The importance of resolving workplace conflict to increase productivity and cost savings is also noted.
This document discusses leadership self-reflection and development. It encourages leaders to reflect on their strengths and weaknesses through self-assessment questionnaires. It also discusses the importance of self-awareness, being genuine, considering multiple viewpoints, and prioritizing ethics. The document promotes optimizing leadership by understanding how others perceive you and narrowing gaps through feedback. It emphasizes developing a clear leadership brand through defining your style and gaining support through training, coaching, and feedback.
This document discusses different personality types and how understanding your own personality can help you understand others. It outlines four main personality types: Popular Sanguine, Perfect Melancholy, Powerful Choleric, and Peaceful Phlegmatic. For each type, it describes typical emotions, behaviors at work and in relationships, strengths, weaknesses, and emotional needs. The document suggests people can overcome weaknesses by playing to their strengths, such as Sanguines volunteering and making friends and Melancholies being organized. It emphasizes understanding personality types rather than labels and getting the best from everyone.
Lompat jauh merupakan acara sukan dimana peserta cuba melompat sejauh mungkin dari papan pelepasan. Acara ini berasal dari zaman Yunani Kuno dan masih popular dalam sukan moden. Teknik dan rekod acara ini terus berkembang daripada masa ke semasa.
Dokumen tersebut memberikan penjelasan mengenai lari pecut, termasuk definisi, teknik mulai lari, penggunaan blok mulai, kesalahan umum, dan latihan yang dapat dilakukan. Secara ringkas, dokumen tersebut membahas tentang olahraga lari pecut, teknik dasarnya, dan cara melatih atlet untuk meningkatkan keterampilan lari pecut.