Costas Markides, Professor of Strategy and Entrepreneurship, presented on how the technologies of social era are changing the way we do business, at London Business School's flagship event, the Global Leadership Summit.
Learn more about what happened at #2014GLS: http://bit.ly/1tI2kNn
Learn more about the Global Leadership Summit: http://gls.london.edu
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Science in the context of journals, Open, and the futureBenjamin Laken
The state of science, journals, peer-review, thoughts on Open Science, reproducibility, and Science 2.0.
Accompanying article at https://thewinnower.com/papers/open-evolution-and-revolution-in-science
Visitors and Residents: useful social media in librariesNed Potter
A keynote for the Interlend 2015 Conference. Blog post explaining these slides in more detail at: http://www.ned-potter.com/blog/visitors-and-residents-useful-social-media-in-libraries.
The Digital Natives myth is readily accepted but ultimately damaging. As students (and staff) come into our higher education system, to make blanket assumptions about their abilities with or understandings of technology based only on their date of birth is to do them a disservice.
An alternative way to explore peoples' use of the net is the Visitors and Residents model from Le Cornu and White (first brought to my attention by Donna Lanclos). I find this a proplerly useful way of thinking, which can help us as libraries provide geniunely useful social media for our users, whether they are in Visitor mode or Resident mode.
This presentation explores why the Digital Natives theory is a bust, introduces V&R, looks at the use of YouTube, Instagram, Twitter and Blogs by libraries, and provides links to more detailed papers on Digital Natives, Visitors and Residents, and other insightful viewpoints.
Indiana Association of Realtors Presentation - Surviving and Thriving In A Di...Brad Bierwagen
A presentation I gave to the the Indiana Association of Realtors on Leadership in the Digital Age .
Too often in organizations, the paradigm and approach to Digital Technologies are off -base and lead to frustration rather than organizational growth. Learn the important distinctions in paradigm that those who are successful take.
What do today's restaurant workers really look for when looking for a job? Just how important are mobile and career mobility to keeping them happy? Where's the best place to start making changes?
Play our on-demand webinar to get exclusive insight into the minds and motivations of your newest workforce from leading HR/talent guru, Steve Boese, and to:
- Define Gen Y+Z workers and what's so different about how you need to manage them
-Find out when to prepare for talent surplus and talent scarcity over the next few years
- Learn which benefits have the biggest impact and where to focus your recruiting
- See examples from "Best Places to Work"-type companies and why they work so well
- Get specific recruiting and retention tips that'll cut costs and maximize guest satisfaction
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Science in the context of journals, Open, and the futureBenjamin Laken
The state of science, journals, peer-review, thoughts on Open Science, reproducibility, and Science 2.0.
Accompanying article at https://thewinnower.com/papers/open-evolution-and-revolution-in-science
Visitors and Residents: useful social media in librariesNed Potter
A keynote for the Interlend 2015 Conference. Blog post explaining these slides in more detail at: http://www.ned-potter.com/blog/visitors-and-residents-useful-social-media-in-libraries.
The Digital Natives myth is readily accepted but ultimately damaging. As students (and staff) come into our higher education system, to make blanket assumptions about their abilities with or understandings of technology based only on their date of birth is to do them a disservice.
An alternative way to explore peoples' use of the net is the Visitors and Residents model from Le Cornu and White (first brought to my attention by Donna Lanclos). I find this a proplerly useful way of thinking, which can help us as libraries provide geniunely useful social media for our users, whether they are in Visitor mode or Resident mode.
This presentation explores why the Digital Natives theory is a bust, introduces V&R, looks at the use of YouTube, Instagram, Twitter and Blogs by libraries, and provides links to more detailed papers on Digital Natives, Visitors and Residents, and other insightful viewpoints.
Indiana Association of Realtors Presentation - Surviving and Thriving In A Di...Brad Bierwagen
A presentation I gave to the the Indiana Association of Realtors on Leadership in the Digital Age .
Too often in organizations, the paradigm and approach to Digital Technologies are off -base and lead to frustration rather than organizational growth. Learn the important distinctions in paradigm that those who are successful take.
What do today's restaurant workers really look for when looking for a job? Just how important are mobile and career mobility to keeping them happy? Where's the best place to start making changes?
Play our on-demand webinar to get exclusive insight into the minds and motivations of your newest workforce from leading HR/talent guru, Steve Boese, and to:
- Define Gen Y+Z workers and what's so different about how you need to manage them
-Find out when to prepare for talent surplus and talent scarcity over the next few years
- Learn which benefits have the biggest impact and where to focus your recruiting
- See examples from "Best Places to Work"-type companies and why they work so well
- Get specific recruiting and retention tips that'll cut costs and maximize guest satisfaction
Lowell, WA-Hoyt, and other North Tacoma schools were invited to participate in a parent workshop on Digital Citizenship. Links in slides are to resources shared.
Soccnx10 Man versus Machine – A Story About Embracing Innovation Femke Goedhart
Presentation as given on June 7th in Toronto by Francie Tanner & Femke Goedhart:
Technology and innovation impacts every industry, line of business and profession in ways we could not imagine even 50 years ago. While IT is meant to make things more efficient, the pace of IT evolution makes it hard to think of the future as being “easier”. History shows that companies which are unable to innovate are driven out of the market, which leaves adoption as a central key to dealing with that new social platform, CRM and other innovation. But how do you get people to embrace change? Some people claim that adoption is a purely human affair where it’s all about people, while others believe that adoption should be technology driven and enforced in an automated way. Join Femke Goedhart and Francie Tanner and learn all about adoption tools, methods and strategies that will help you make any new deployment a measurable success.
What comes after higher education? A road map of the non-traditional pathways university graduates follow to fulfill their dreams; and what this means for tomorrow's higher education industry in the context of the greater economy.
20 quotes from Larry Page...Just analyzing Larry Page’s quotes from the past ten years is a guidebook for “billion person success” and for personal success.
Millennials are not waiting for you to get your act together... If your processes and tools and communication are not simple and fast... They'll make them so, without you!
Bob Sutton author of "Scaling Up Excellence" & “Good Boss Bad Boss” says. “But, if you want to see real innovation, often you have to hire defiant rule-breakers who don’t think much of corporate culture.”
How to cultivate Positive Deviants in your organization who can drive the change and innovation you need to keep your business ahead in the market.
“When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.”
-- John M. Richardson, Jr.
The rate of change that both customers and businesses have to deal with today, is nothing short of phenomenal. Now imagine the world that the children of today and your customers of tomorrow are going to grow up in…
Delving into the Net Generation and the Next Net Generation, this keynote is a trip into the future, through the eyes of the children that will grow up in it. Part inspiring, part scary - Future Kids Future Customers is an in-depth examination of how our culture will become affected by the technology around us and the social and market changes it is causing. It will make you re-look at your business model, re-examine your customer service strategy, re-invent your products and re-convene your strategy team.
The future waits for no one. Better to be prepared.
Teaching information: from Google Search to Big DataMartin Patrick
The Internet is the biggest store of information the world has ever known and will be more and more central to eco- nomic activity in the future. All this information and activity comes at a price: surveys routinely show that employers are underwhelmed by young people’s information skills. In this session we will explore web-based resources that can help students better master information technology and skills us- ing resources freely available online. Together we will talk about ideas to use these resources to augment curricula, and
briefly explore the next big thing in information: Big Data.
Microsoft's annual inspirational global hackathon, oneweek invites all employees to tinker. There are new product expos, a speaker series and parties. CEO, Satya Nadella wraps it all up with a rousing talk.
Exactly the kind of All Hands you’d expect from a company laser focused on reinventing culture.
Here you can see some of the work we did with Microsoft around changes at play there, especially culture. We created this as an internal e-book to spread the word about change, it's now available for public viewing!
Storytelling is crucial to communicate a strategy. Here's a review from of The Execution Shortcut, reproduced by kind permission of the Institute of Internal Communication.
Lowell, WA-Hoyt, and other North Tacoma schools were invited to participate in a parent workshop on Digital Citizenship. Links in slides are to resources shared.
Soccnx10 Man versus Machine – A Story About Embracing Innovation Femke Goedhart
Presentation as given on June 7th in Toronto by Francie Tanner & Femke Goedhart:
Technology and innovation impacts every industry, line of business and profession in ways we could not imagine even 50 years ago. While IT is meant to make things more efficient, the pace of IT evolution makes it hard to think of the future as being “easier”. History shows that companies which are unable to innovate are driven out of the market, which leaves adoption as a central key to dealing with that new social platform, CRM and other innovation. But how do you get people to embrace change? Some people claim that adoption is a purely human affair where it’s all about people, while others believe that adoption should be technology driven and enforced in an automated way. Join Femke Goedhart and Francie Tanner and learn all about adoption tools, methods and strategies that will help you make any new deployment a measurable success.
What comes after higher education? A road map of the non-traditional pathways university graduates follow to fulfill their dreams; and what this means for tomorrow's higher education industry in the context of the greater economy.
20 quotes from Larry Page...Just analyzing Larry Page’s quotes from the past ten years is a guidebook for “billion person success” and for personal success.
Millennials are not waiting for you to get your act together... If your processes and tools and communication are not simple and fast... They'll make them so, without you!
Bob Sutton author of "Scaling Up Excellence" & “Good Boss Bad Boss” says. “But, if you want to see real innovation, often you have to hire defiant rule-breakers who don’t think much of corporate culture.”
How to cultivate Positive Deviants in your organization who can drive the change and innovation you need to keep your business ahead in the market.
“When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.”
-- John M. Richardson, Jr.
The rate of change that both customers and businesses have to deal with today, is nothing short of phenomenal. Now imagine the world that the children of today and your customers of tomorrow are going to grow up in…
Delving into the Net Generation and the Next Net Generation, this keynote is a trip into the future, through the eyes of the children that will grow up in it. Part inspiring, part scary - Future Kids Future Customers is an in-depth examination of how our culture will become affected by the technology around us and the social and market changes it is causing. It will make you re-look at your business model, re-examine your customer service strategy, re-invent your products and re-convene your strategy team.
The future waits for no one. Better to be prepared.
Teaching information: from Google Search to Big DataMartin Patrick
The Internet is the biggest store of information the world has ever known and will be more and more central to eco- nomic activity in the future. All this information and activity comes at a price: surveys routinely show that employers are underwhelmed by young people’s information skills. In this session we will explore web-based resources that can help students better master information technology and skills us- ing resources freely available online. Together we will talk about ideas to use these resources to augment curricula, and
briefly explore the next big thing in information: Big Data.
Microsoft's annual inspirational global hackathon, oneweek invites all employees to tinker. There are new product expos, a speaker series and parties. CEO, Satya Nadella wraps it all up with a rousing talk.
Exactly the kind of All Hands you’d expect from a company laser focused on reinventing culture.
Here you can see some of the work we did with Microsoft around changes at play there, especially culture. We created this as an internal e-book to spread the word about change, it's now available for public viewing!
Storytelling is crucial to communicate a strategy. Here's a review from of The Execution Shortcut, reproduced by kind permission of the Institute of Internal Communication.
Strategy_Execution_as_a_competitive_advantage:_slides_Egypt_event_Jeroen_De_F...Jeroen De Flander
These are my 70+ slides from the Egypt event "Next generation Strategy". Speakers are Roger Martin, Costas Markides, Michael Porter and Jeroen De Flander.
Backbase Webinar: Next Level Mobile Banking Backbase
In this special, exclusive webinar, Jouk Pleiter and Tim Rutten of Backbase will share best practices in how banks and credit unions move their mobile banking experience to the next level.
Find out the 5 habits of highly effective bank transformation projects – how financials can execute and optimize a successful mobile banking strategy that is integrated with a wider multi-channel strategy.
The Strategy Execution Barometer is the largest strategy implementation benchmark in the world. It offers actionable, fact-based information to improve the strategy execution approach. This document offers an introduction.
Strategy Morning with Jeroen De Flander in Dubai 2013Pedro S. Pereira
Jeroen De Flander is a seasoned international strategy execution expert, top executive coach, seminar leader and highly regarded keynote speaker. He helped more than 21,000+ managers in 30 countries master the necessary execution skills, including the USA, Brazil, Venezuela, Malaysia, Spain, Italy, Chile, Jordan, Russia, Estland, the Netherlands, France, the UK, Germany, China, Dubai, Peru, Kuwait, Croatia, Norway, Korea and Belgium. He shared the stage with strategy gurus like Michael Porter, Costas Markides and Roger Martin, three of the world’s top 50 thinkers.
Strategy quotes are great to spice-up your presentations. Here's a list of 54 strategy and strategy execution quotes you can use. Check out more at jeroen-de-flander.com
Strategy Execution is more important then ever. This ebook will help you identify the 7 most common strategy execution hurdles (execution villains) and shows you how to combat them.
strategy execution, strategy, jeroen de flander, kaplan and norton, the balanced scorecard, strategy execution heroes, strategy execution training, the institute for strategy execution
Rabobank: Case Studies in Mobile Banking & Payments Development: November 201...Dan Armstrong
A brief presentation on mobile banking and payments developments within Rabobank Nederland and Rabobank International; as well as some case studies of how Rabo Development uses these lessons learned in developing countries.
Dan Armstrong
IIR Mobile Payment Services
Prague, Czech Republic
02 November 2010
Why social organisations get more social change from social media. How traditional campaigning organisations will have to adapt, if they want to stay relevant in a world of distributed networks, collective expertise and open-source collaboration.
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
I Was A Guest Lecturer at Yeditepe University MBA Program in TurkeyFahri Karakas
Dr. Gulzhanat Tayauova has invited me to her MBA class at Yeditepe University.
I presented on "Creativity, Imagination, and Innovation". It was an intense lecture, a bit long, but I ended up covering a lot of topics from blockchain to Metaverse.
You can find the slides of this presentation.
Enjoy!
Social Media Citizenship: Please leave your cell phone on! How People with D...Aaron Johannes
I have done this presentation with Jules Andre-Brown and on my own in several places now. People have asked if we'd do this workshops for their organization - please contact us and let's talk! aaron@spectrumsociety.org
From Seven-Figure Loss to Industry Leader: This Century-Old NPO Prioritized i...Sachin Doshi
The key to employee-driven impact is an employee-first culture – the mantra is echoed by the likes of Richard Branson and Kip Tindell but is often (falsely) regarded as a significant financial burden or implemented as a list of superficial fringe benefits. A truly integrated employee-first philosophy promises significant ROI in the form of decreased turnover, increased engagement and productivity, improved mission outcomes – and in the case of Mental Health America, a seven-figure turnaround and industry-leading impact.
This presentation highlights the myriad benefits of assimilating an employee-first approach into the heart of an organization. How did MHA’s leadership and culture shift transform the “impact-ability" of its employees and enable it to lead its field? How does great culture drive great ideas?
Our workforce is continually changing. So is technology. As these two factors intertwine with humanity, our work lives will become more complex requiring strong vision, leadership, and adaptability. There are a few factors that will shape the future of work. These are namely, workforce demographics will be drastically different, hierarchy and centralization will be done, success will be more than profit, traditional education will hold less value and future leaders will be digital natives.
5 steps to becoming a social & collaborative enterprise - Andrew Bishop - Ja...Andrew Bishop
This presentation includes a definition of social enterprise, key benefits and the major decisions to be addressed for any organisation seeking to embark on the journey to becoming a more social, collaborative enterprise. It was was delivered in Melbourne in August 2012. See also www.uniqueworld.net
#FIRMday London 27 Nov 2014 James Bywater Talent Q " Making the right impact ...Emma Mirrington
To reflect on the impact of social media on employer brand and recruitment practices.
To consider the Good, the Bad and the Ugly of using social media in recruitment.
To share the warning signs of ‘toxic assessment’ and some tips to prevent them
The notes from start upsocial for start up loans attendees from thursday 13th...Great Marketing Works
We went through a lot of information in this social media workshop - far too much for a half a day - as it is normally a full day or more. So here are the notes from it - not all of them but most - as a thank you from me for you tweeting out about #startupsocial
Social Media for Solopreneurs and Small BusinessesJaclyn Mullen
In this presentation, Jaclyn Mullen Media walks you through the very basics you need to regain control of your social networking so that your efforts can be managed in the proper amount of time while also being measurable and successful.
Social media 2.0: Getting older and (hopefully) wiserOrca Social
Slide deck from our (Jonathan Wichmann and Ed Major) presentation at Oracle's Cloud Applications Days in Copenhagen 2014. More on: http://orcasocial.co.uk
Kuwait Petroleum Corporation: Transforming leadership for 2030 and beyondLondon Business School
This case study explores the custom programme developed by London Business School for the Kuwait Petroleum Corporation in conjunction with the National Technology Enterprises Company Kuwait. The study examines the scale and accomplishments of the programme, as well as the unique tripartite collaboration between the three key stakeholders that delivered its success.
Together, Microsoft and London Business School created The Public Sector Course: a customised programme, tailoring a Massive Open Online Course (MOOC) model for Microsoft’s public sellers specifically. The programme aims to empower participants to build trust and credibility with customers.
Learn more about our customised programmes: https://www.london.edu/programmes/executive-education/topic/executive-education-for-organisations/custom-programmes
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Active vs. passive – practitioner perspectives - Tim Hodgson, Head of the Thinking Ahead Institute, Willis Towers Watson
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking
Portfolio construction today - Cliff Asness, Managing & Founding Principal, AQR Capital Management
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking – Private Equity
Partners Capital View of the Future of Private Equity Investing
Stan Miranda, Founder and CEO, Partners Capital Investment Group
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Risk taking the ATP way - Kasper Lorenzen, Chief Investment Officer, ATP
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Is factor investing a bubble? - René M. Stulz, Everett D. Reese Chair of Banking and Monetary Economics, Ohio State University
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Sharpening the Arithmetic of Active Management - Lasse Pedersen, Professor of Finance, Copenhagen Business School and NYU; and Principal, AQR Capital Management
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
Insight Summit 2017: Intelligent Risk Taking - Active vs passive investing
Money management in equilibrium - Jonathan Berk, A.P. Giannini Professor of Finance, Graduate School of Business, Stanford University
Presented at the third annual Insight Summit conference held on 7 November 2017 by London Business School’s AQR Asset Management Institute.
The ten commandments of business innovation | London Business SchoolLondon Business School
From his new book Breaking Bad Habits, LBS's Freek Vermeulen explores the ten commandments your business must follow to reinvigorate your organisation.
http://www.freekvermeulen.com/
Find out how Smurfit Kappa partnered with London Business School to design two precisely calibrated learning journeys that transformed participants from two distinct strands of leadership.
Systemic Risk in the Asset Management Industry - Michael Mendelson, Principal, AQR Capital Management
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Myths and Realities of ETFs and Index Investing - Ananth Madhavan, Managing Director, Global Head of Research for ETF and Index Investing, BlackRock
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Presented at the AQR Asset Management Institute conference, Perspectives: Systemic Risk in Asset Management held on 26 April 2017 at London Business School.
Together with London Business School (LBS), Nordea created the Strategic Leadership Programme to empower its next-generation leaders to: think strategically about the future and about customers; align functions and strategies to the overarching Nordea Future Relationship Bank Strategy; and build trust across the whole business.
Learn more about our customised programmes: http://bit.ly/2mzsMM5
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
2. The New Future: How the Technologies
of the Social era are Changing the Way
we do Business
Professor Costas Markides
London Business School
3. Lots of Changes:
• The technologies of the social era are changing our employees as people.
• They are also changing how our employees work.
• They are also changing our customers as people and how they shop.
• They are changing how we can market to them.
• They are changing the internal processes of the organisation.
• They are changing the nature of competitive advantage
• They are allowing the emergence of several new business models
• And so on…
4. The First Change:
The new technologies are changing our
employees as people: how they think, how
they behave, how they work, what
motivates them, what their values are…
5. Your Employees Are Now:
• Less attentive
• More Informed
• Less Loyal
• More Connected
• Less Patient
• More Demanding
7. For Example: Research by Professor Gary
Small, UCLA
1. Surfing the internet can physically rewire our neural pathways
2. Just 5 hours of exposure to the net is enough to change the structure of
our brain.
3. The internet is altering our brains:
• Cursory reading
• Hurried and distracted thinking
• Superficial learning
• Attention span reduced to seconds
8. Less “Loyal”:
1. Survey done at London Business School on
young executives (avg. age 30).
2. Q: How long do you anticipate staying with your
current employer?
10. The Results #2:
• 90% of them intend to stay with their
current employer for no more than 5
years.
11. Similar Results from the USA:
• The US Department of Labor estimated
that today’s learners (that is 18-year
olds) will have 10-14 jobs…
12. Less Loyal:
• The US Department of Labor estimates
that today’s learners will have 10-14 jobs
by the age of 38.
13. There is no question:
• Talent is now “less loyal”, more mobile, less
constrained and more willing to “jump ship”
• The Elephant (= our parents) versus the fleas (=
Generation Y)
14. Despite This:
• People keep asking the wrong (20th
century) question: “How can I attract the
best talent to my organisation?”
15. It’s the Wrong Question:
• The key is not “how to attract the best talent”?
• The key is “how do I retain the best
talent?”
16. Therefore:
• How do you retain the best talent?
• Sumantra Ghoshal: “tear up this
envelope”
17. It Gets Worse:
• Today’s employees are not only “less loyal”.
• They are also more connected, more informed, more
mobile, more global, more “out of control”…
25. More Informed:
• It’s been estimated that one week’s worth
of NY Times contains more information
than you got in your entire lifetime in the
18th century.
26. More Informed:
• In 2006, there were 2.7 billion searches
on Google every month.
27. More Informed:
• In 2006, there were 2.7 billion searches
on Google every month.
• In 2012, the number was 31 billion (every
month)
28. More Global Citizens:
• Get to learn what is happening around the world
fast…
• More likely to engage in a “cause” far away from
home.
• Have become more sensitive to other cultures…
29. Less patient: The “Now” Era
• Instant Messaging
• Instant Feedback
• Instant Gratification
• Instant Information
30. A New Employee
• I could go on here…
• But the key point is: You are now dealing with
employees (and customers) that are
fundamentally different from us or our
parents.
31. Therefore, to Repeat:
• Change #1: The new technologies are changing
your employees as people: how they think, how
they behave, how they work, what motivates
them, what their values are…
32. Your Employees Are Now:
• Less attentive
• More Informed
• Less Loyal
• More Connected
• Less Patient
• More Demanding
33. The Second Change:
• Not only are the new technologies
changing our employees as people, but
they are also changing how they work.
35. Work All the Time:
• 72% of Europeans take their mobile phones or iPads
to bed!
• The last thing they see before falling asleep and the
first thing they check when they wake up is news…
37. Interestingly:
• 93% of executives take their blackberries on
vacation.
• 47% tell their partners that they left it at
home.
38. The Hierarchy is Dead:
• Decentralised: Work from home, at the
airport, at Starbucks…
39. For Example:
• In 2009, it was estimated that over 50 million US workers
(40% of the working population) worked from home at least
part of the time.
• The forecast is that this number will jump to more than 75%
by 2020.
40. The Hierarchy is Dead:
• Decentralised: Work from home, at the airport, at
Starbucks…
• Virtual Teams, Geographically-dispersed giving rise
to the Network Organisation…
41. The Hierarchy is Dead:
• Decentralised: Work from home, at the airport, at Starbucks…
• Virtual Teams, Geographically-dispersed giving rise to the Network
Organisation…
• From employees to Co-Creators: working with outsiders (non-
employees) on common projects
42. The Implications:
• We now have to deal with people who have
different expectations, behave differently
and work in decentralised and networked
environments…
43. Two Questions:
• How do we motivate these people?
• How do we “control” these people?
44. Possible Answers?
• I don’t pretend to have all the answers but I
know one thing for sure…
45. How to Motivate Gen Y:
• Increasingly, we will have to rely less and less on
money to motivate people and more on
“emotional” rewards:
• A motivating sense of purpose
• A unique and special culture
46. For Example:
• According to research at Princeton University,
more than 85% of young people claim that the
No. 1 thing they look for in their job is…
47. What is it they want?
• Meaning and a sense of purpose.
• Why am I working here?
48. Therefore:
• Organisations will have to rely more and more on a
strong and shared Sense of Purpose to attract and
galvanize the best people to the organisation.
49. For Example:
• Facebook: Give People the power to share and make
the world more open and connected.
• Apple: We will change the way people think of
computers (or music or TV or news…)
50. But Please Note:
• It is “strong” because you actively sold this
purpose or vision to them and won their
emotional commitment.
51. Similarly:
• The same thing applies to the question:
“How do we control these people?”
52. The Wrong Thing to Do:
• You cannot “control” the new employee…[for example, how do
you know if they are working or are “wasting time” on
Facebook?]
• And you certainly cannot “control” them with rules and
regulations.
53. How Then?
• Exactly how you “control” your children…
• Strong shared values as the “control” mechanism
(rather than rules and regulations).
54. But Note:
• They are strong because you actively “sold” these
values to them and won their emotional
commitment.
• Move your values from the wall to people’s hearts.
55. A Key Question in all of this:
• Do we have the right people for this?
• Gen X leaders trying to manage Gen Y
employees using “emotional” benefits?!
56. The Third Change:
• The same changes are affecting our customers.
• They too are becoming less attentive, more
demanding, less loyal, more connected, more
informed.
• As a result…
57. As a result:
• Not only are the new technologies changing our
consumers as people, but they are also changing
how they shop, how they buy and what they expect
from you and your products.
58. For Example:
• Digital Natives: More and more online
shopping (which is killing the high-street).
59. Online Shopping
• Companies have of course noticed this trend
towards online shopping.
• They have therefore tried to make the online
shopping experience easier—further fuelling its
growth.
65. Sub
title
The Result: A New Organisation Needed
Yesterday’s Functions Today’s Functions
• Sales Manager • eCommerce Manager
• Field people • Social Media Manager
• Trade Marketing Manager • Content Manager
• Promotion Manager • Web Designer
• POS Manager • Online Promotion Manager
• SEO & SEM Specialist
66. Not only online but mobile as well:
1. More and more online shopping (which is
killing the high-street).
2. More and more mobile shopping
67. Are you a Mobile Shopper?
• Percent of people who have done mobile shopping
on smart phone or tablet (USA, 2012)
Yes: 79 %
No: 21%
68. Sub
title
Web Traffic for a German Online Retailer
Jan- Feb 2013 Jan – Feb 2014 %
PC 4.1 m 3.6m -13%
Tablet 0.7 1.2 +71%
Smartphone 0.7 1.6 +130%
Tablet and
Smartphone as a %
of total
25% 44%
69. Digital, Online and Fully Informed
• More and more online shopping (which is killing the
high-street).
• More and more mobile shopping
• Much more informed consumers
70. A Helping Hand
• (US smartphone owners who have used their device
to find a better price while shopping in store)
• 2009: 15%
• 2010: 40%
• 2011: 59%
71. Where do Consumers search first?
Q2 2009 Q2 2012
Amazon 13% 30%
Google 24% 18%
72. More Informed and more Agile:
• More and more online shopping (which is killing the
high-street).
• More and more mobile shopping
• Much more informed consumers
• Using technology to aid shopping
73. Search One Way, Buy Another (Oct 2011)
• Search on the PC and then buy in the store: 57%
• Search in store, buy online: 38%
• Search on Mobile, buy on the pc: 26%
• Search on Mobile, buy in store: 24%
74. Reliant on Word of Mouth:
• More and more online shopping (which is killing the high-street).
• More and more mobile shopping
• Much more informed consumers
• Using technology to aid shopping
• More reliant on social media and recommendations from
strangers
75. Sub
title
How do You Buy Now?
Generation X Generation Y
I rely on recommendations from friends and
family
66% 49%
I rely on reviews by strangers and chatter
on social media
62% 79%
76. More Demanding, Less Forgiving:
1. More and more online shopping (which is killing the high-
street).
2. More and more mobile shopping
3. Much more informed consumers
4. Using technology to aid shopping
5. More reliant on social media
6. More vocal
77. The Implication:
• Every single interaction with a customer has the potential to be
either a global PR disaster or a PR triumph for us.
• How do we ensure that every employee (not just Marketing
people) deliver excellent customer service, anytime, anywhere,
all the time?
78. The Only Way Forward:
• Customer-centric behaviors have to be
institutionalised in the culture of the
organisation…
79. The Fourth Change:
• Not only are the new technologies changing
our customers as people, and how they shop
but they are also changing how we market to
them.
88. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
89. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
• From fixed pricing to dynamic pricing…
90. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
• From fixed pricing to dynamic pricing…
• From top-down strategy to democratic strategy…
91. The Sixth Change
• The new technologies are making
competitive advantages less sustainable
(and more easily imitated).
93. An academic study on creativity by
Professor George Land
• Who has the ability to think in a creative way?
• Anybody who scores 10/10 is called a genius in
creativity
96. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
97. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
• 13-15 year olds: 10%
98. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
• 13-15 year olds: 10%
• 2,000 adults 25+ year old: 2%
99. Implying:
• Continuous innovation is the only source of
advantage.
• But only those companies that find ways to
“unleash” the “imprisoned” creativity of their people
will succeed.
100. Lots of Changes!
• I do not want to give the impression that the
new technologies will change everything!
• Some things will stay the same…
101. It’s a new World
• Not everything will change…
• But hopefully I have challenged you enough to
start thinking about the many things that YOU
need to change in your organisations.