This document provides an overview and agenda for a new hire onboarding program at Millward Brown. The agenda includes introductions, an overview of the Pathway onboarding program, organizational structure of WPP, Kantar, and Millward Brown, and a discussion of company values and culture. It outlines goals for new hires to get to know colleagues, learn about the business, and identify resources during their first weeks and months. Presenters include the Global and North America CEOs who will provide background on the company's leadership and operations.
Ilene Fischer is an experienced executive with over 20 years of experience leading organizations and driving revenue growth across multiple industries. She has a proven track record of tripling revenue, increasing membership by 40%, and significantly improving brands. Her areas of expertise include strategy, sales, business development, marketing, and leadership development.
Leading global business process outsourcing company 2013 14 campaign_paul_rDr. Paul Rosario (PhD)
This document contains a proposed strategic campaign for a global business process outsourcing company with over 21,000 employees worldwide. The campaign, titled "Unity in Diversity", aims to build a unified culture and brand across all global offices. It outlines three core strategic objectives: to be the provider of choice for customers, the investment of choice for shareholders, and the employer of choice.
The document describes an initial set of three tactical programs and corporate social responsibility initiatives to support the campaign over 3-6 months. One such program is "BPO - League of Super Heroes", a 90-day initiative across all global offices to empower employees and recognize their contributions to business growth at both the local and global levels. The goal is
Erica de Kok is seeking a long-term career in a new industry using her extensive experience in marketing, sales, business development, and management. She has over 25 years of experience developing strategies and implementing campaigns across many industries. Her objectives include growing a business, developing people, instilling a culture of learning and empowerment, and making a positive impact.
Todd Thompson has over 20 years of experience in marketing leadership roles within the packaged goods industry. He has a proven track record of delivering sales growth and profit improvement through strategic brand management, innovation, and marketing execution. His career highlights include growing various brands and divisions at Avery Dennison, M&M Mars, and Nestle, producing over $150 million in new sales through new products and business expansion in different markets. Thompson has strong skills in strategic planning, marketing operations, team leadership, and driving results.
Marketing they don't teach you at business school!Andrew Pearson
The Best Way To Manage The
Customer Journey
Getting your marketing right is critical to your success, but many people who manage – or run their own – businesses have never been shown the best way to do it. This costs them tens or even hundreds of thousands of pounds in wasted effort, time and resources, not to mention all the lost business.
Marketing is not about trying to persuade some faceless aggregation of customers to see it your way. It is about a dialogue over time with a specific group of customers whose needs you understand in depth and for whom you develop an outstanding offer over the offers of competitors.
Is Pay Hindering Your Company’s Performance?
A culture of performance is one where success patterns have taken root throughout an organization. The company is winning and you see it manifest in every part of the business. However, for too many companies, the culture is not “firing on all cylinders.” Performance is lagging. As a result, breakthrough growth remains out of reach.
Pay can either drive or inhibit the success patterns that fuel business growth. If your company’s rewards strategy is hindering more than enabling a performance culture, you will not want to miss this presenation
Cutting Edge Consulting Marketing Media Plan Book (Senior Capstone Project)Mckenzie Imhoff
This document provides a marketing plan book for InclusionINC created by Cutting Edge Consulting. It includes an executive summary, situation analysis looking at the company, products/services, consumers, market/industry, and competition. The goals are for InclusionINC to become well-known locally and on social media, create national buzz, increase clients, stand out from competitors, and increase website traffic. The target markets are senior leaders and mid-level managers who are influential decision-makers seeking to improve teamwork. The creative executions include direct mail, LinkedIn ads, Twitter posts, SEO, expositions, and conferences. An evaluation will assess clients, social media interactions, and client interviews after 4-6 months.
Getting Sales Programmes To Really Work Finaltonyreiss
The document outlines a 4-step SPARTA approach to stimulate more income generation at professional services firms:
1. Laying foundations by appointing a steering group, clarifying goals, and establishing roles.
2. Diagnosing needs and building commitment through practice group planning, prioritizing partner activities, and getting signed commitments.
3. Taking action with training, coaching, demonstrations and support.
4. Consolidating performance through measurement, best practice sharing, recognition and periodic reinvigoration.
The approach emphasizes accountability, rewards, training, attention and leadership to successfully stimulate partners to generate more income.
Ilene Fischer is an experienced executive with over 20 years of experience leading organizations and driving revenue growth across multiple industries. She has a proven track record of tripling revenue, increasing membership by 40%, and significantly improving brands. Her areas of expertise include strategy, sales, business development, marketing, and leadership development.
Leading global business process outsourcing company 2013 14 campaign_paul_rDr. Paul Rosario (PhD)
This document contains a proposed strategic campaign for a global business process outsourcing company with over 21,000 employees worldwide. The campaign, titled "Unity in Diversity", aims to build a unified culture and brand across all global offices. It outlines three core strategic objectives: to be the provider of choice for customers, the investment of choice for shareholders, and the employer of choice.
The document describes an initial set of three tactical programs and corporate social responsibility initiatives to support the campaign over 3-6 months. One such program is "BPO - League of Super Heroes", a 90-day initiative across all global offices to empower employees and recognize their contributions to business growth at both the local and global levels. The goal is
Erica de Kok is seeking a long-term career in a new industry using her extensive experience in marketing, sales, business development, and management. She has over 25 years of experience developing strategies and implementing campaigns across many industries. Her objectives include growing a business, developing people, instilling a culture of learning and empowerment, and making a positive impact.
Todd Thompson has over 20 years of experience in marketing leadership roles within the packaged goods industry. He has a proven track record of delivering sales growth and profit improvement through strategic brand management, innovation, and marketing execution. His career highlights include growing various brands and divisions at Avery Dennison, M&M Mars, and Nestle, producing over $150 million in new sales through new products and business expansion in different markets. Thompson has strong skills in strategic planning, marketing operations, team leadership, and driving results.
Marketing they don't teach you at business school!Andrew Pearson
The Best Way To Manage The
Customer Journey
Getting your marketing right is critical to your success, but many people who manage – or run their own – businesses have never been shown the best way to do it. This costs them tens or even hundreds of thousands of pounds in wasted effort, time and resources, not to mention all the lost business.
Marketing is not about trying to persuade some faceless aggregation of customers to see it your way. It is about a dialogue over time with a specific group of customers whose needs you understand in depth and for whom you develop an outstanding offer over the offers of competitors.
Is Pay Hindering Your Company’s Performance?
A culture of performance is one where success patterns have taken root throughout an organization. The company is winning and you see it manifest in every part of the business. However, for too many companies, the culture is not “firing on all cylinders.” Performance is lagging. As a result, breakthrough growth remains out of reach.
Pay can either drive or inhibit the success patterns that fuel business growth. If your company’s rewards strategy is hindering more than enabling a performance culture, you will not want to miss this presenation
Cutting Edge Consulting Marketing Media Plan Book (Senior Capstone Project)Mckenzie Imhoff
This document provides a marketing plan book for InclusionINC created by Cutting Edge Consulting. It includes an executive summary, situation analysis looking at the company, products/services, consumers, market/industry, and competition. The goals are for InclusionINC to become well-known locally and on social media, create national buzz, increase clients, stand out from competitors, and increase website traffic. The target markets are senior leaders and mid-level managers who are influential decision-makers seeking to improve teamwork. The creative executions include direct mail, LinkedIn ads, Twitter posts, SEO, expositions, and conferences. An evaluation will assess clients, social media interactions, and client interviews after 4-6 months.
Getting Sales Programmes To Really Work Finaltonyreiss
The document outlines a 4-step SPARTA approach to stimulate more income generation at professional services firms:
1. Laying foundations by appointing a steering group, clarifying goals, and establishing roles.
2. Diagnosing needs and building commitment through practice group planning, prioritizing partner activities, and getting signed commitments.
3. Taking action with training, coaching, demonstrations and support.
4. Consolidating performance through measurement, best practice sharing, recognition and periodic reinvigoration.
The approach emphasizes accountability, rewards, training, attention and leadership to successfully stimulate partners to generate more income.
Following a successful interactive workshop on appraisals, we completed a further event covering performance management including how to deal with poor performance and typical characteristics of high-performing organisations.
From Mao to More: Catching up with the next generation of talent in China MSL
From Mao to More: Catching up with the next generation of talent in China is the latest executive whitepaper from MSL China, and provides insights and understanding of upcoming graduates in tier one Chinese cities. It is based primarily on 55 in-depth interviews with Chinese students in universities throughout Shanghai, Beijing, Guangzhou and Chengdu, graduating from 2012 to 2015.
The Chinese saying “three years make a gap” accurately explains how fast Chinese society is changing and how generation gaps are being created. This creates additional challenges when companies are looking to attract upcoming graduates. Values and drivers are in flux, so HR Directors and Country Managers must stay up to date on target group values and mindset if they want to communicate effectively with this changing talent pool.
The whitepaper outlines the most important drivers of this group, as well as their attitudes to their career, international employers, managers and entrepreneurship. It also provides advice and recommended communication strategies for how to best engage, attract and retain this group of people who we identify as ‘Generation More.’
This is a combination work of five authors, edited by myself. For further and full presentation use the references provided at the end of the presentment.
Thank you.
Chris Hopkins, Managing Director and Lead Consultant of Caburn Hope - Employee Communications discusses:
Reward communication that engages, inspires and mobilises your people.
Christopher Hopkins, Director and Lead Communication Consultant, Caburn Hope
How companies are doing this
New technologies/ New challenges
Case study examples including Unilever and ARUP
This document discusses brand equity and strategies for building strong brands. It begins by defining a brand and brand equity, and explaining how brands provide benefits to both consumers and marketers. It then examines different models for measuring brand equity, including the BrandAsset Valuator model. The document outlines various elements that comprise a brand, such as names, logos, slogans, and how brands are developed and leveraged through line extensions, brand portfolios, and secondary associations. It also discusses how brand equity is measured and managed over time.
Judd Feinerman has over 20 years of experience in sales, marketing, business development and strategy roles. He holds an MBA from Penn State Smeal College of Business with certificates in integrated marketing communications and brand management. Throughout his career, he has consistently exceeded sales goals, grown sales by 50% or more within six months, and increased customer retention and new customer acquisition. His experience spans strategic consulting, national sales management, and director-level roles across various industries.
This document discusses the importance of setting aims, objectives, and goals for marketing. It defines each term and explains that objectives must stem from the overarching aim and goals provide measurable targets to achieve the objectives. Setting SMART goals that are specific, measurable, attainable, relevant and time-based helps ensure marketing activities align with business goals and allows progress to be tracked. The document encourages reviewing goals regularly to maximize marketing effectiveness.
The document discusses several books related to employer branding and employee engagement. It provides summaries of each book, including key topics covered and authors. Some of the books discuss how leading companies apply branding principles to develop positive employer brands that help attract and retain skilled employees. Other books provide practical guidance and tools for measuring and increasing employee engagement levels.
CSCMP 2014: Planning Through Mergers & AcquisitionsAlyssaVallie
Inking the deal is just the first step. Mergers and acquisitions require a melding of cultures between two organizations to rationalize physical manufacturing and distribution networks, integrate systems and reconcile differences in processes and metrics. Hear from executives at companies undertaking major mergers, acquisition and divestitures on how to make supply chain integration a success.
The publication discusses strategies for hiring the right people, including adopting a strategic approach to workforce planning and hiring. It provides tips on having constructive workplace conversations and winning job interviews. Various articles explore topics like the skills of world-class HR organizations, employment law changes, and advice from procurement industry leaders. The market overview section notes that employers are increasingly hiring graduates again, which is a positive sign for the overall jobs market.
What Is the Role of Brand in Management Consulting? Research Highlights from ...DeSantis Breindel
In partnership with the Association of Management Consulting Firms (AMCF), the Brand Influence Guide for Management Consulting (BIG:MC) examines how management consulting firms are leveraging brand as a business asset. See more at http://www.desantisbreindel.com/big/management-consulting/
This document provides an overview and situation analysis of LovEd, a company that provides love education. It identifies LovEd's goals of empowering individuals to find fulfilling relationships through educational events. However, LovEd faces challenges including a lack of brand direction, low awareness of its founder's credibility, and low brand awareness overall. This has led to financial struggles for the company. The document performs a SWOT analysis and outlines LovEd's current positioning. It also summarizes the findings of research conducted to understand consumer perceptions and how to improve LovEd's success.
Did you know Bill Gates has 24 million followers on Twitter while Microsoft has only 7 million? People — consumers and partners — want to connect with the human side of a brand, especially on social media. As an organizational leader, building a strong personal brand will help you gain interest among investors, acquire top talent and establish your company’s brand and credibility.
Employee Engagement - as presented by Thom Wyatt, strategy director Siegel+GaleJenna Green
The document discusses employee engagement and how harnessing a company's brand can help engage employees. It provides examples of companies that lead with purpose like Whole Foods and Southwest Airlines that have strong employer branding. Data shows that only 13% of global employees are engaged and engaged companies grow profits 3x faster. The document suggests diagnosing how a company's brand can enhance engagement using segmentation to understand employee mindsets. It provides best practices like CEO engagement, collaboration between departments, prioritizing initiatives, and measuring results.
Employee Engagement from Thom Wyatt, strategy director, Siegel+GaleJenna Green
The document discusses employee engagement and how harnessing a company's brand can help engage employees. It provides examples of companies that lead with purpose like Whole Foods and Southwest Airlines that have strong employer branding. Data shows that only 13% of employees are engaged worldwide and engaged companies grow profits 3x faster than competitors. The document suggests diagnosing how a company's brand can enhance engagement using segmentation to understand employee mindsets. It provides best practices like CEO engagement, collaboration between departments, prioritizing initiatives, and measuring results.
Master slides from Scotland's first PR festival. 16-17 June. www.prfest.co.uk #PRFest
The festival was designed to help practitioners in Scotland learn, share and be inspired by leading developers, thinkers, doers and from those who are leading the way.
Employees as Advocates of the Brand - a Rising Trend - Social Media Week 2015.DigitasLBi Nordics
In 2015 one of the biggest Social Business trends will be Employee Advocacy – getting engaged employees to become active advocates of the brand. People buy from people they trust, which is especially true in complex B2B settings.
In this presentation we explore how some of the best companies of all sizes and industries are approaching this – What’s their secrets – and discover how one first mover in Denmark, Danske Bank is establishing trust between customers and the bank by activating their employees on social media.
Covered in this session:
– Knowledge around what it takes to build a capable advocacy program.
– A glimpse into how innovative companies are redefining the relationship-building with their customers.
– Insights into how Danske Bank created an Employee Advocacy Program that had a positive business impact in just three months.
This resume is for Guruprasad Bhat, who has over 15 years of experience in operations, project management, training, and business development. He currently works as a manager of weekly circular production and sales promotion marketing operations at Target India Corporation. Previously he has held roles managing projects, training, production coordination, and client services at various companies. He has a diploma in printing/media and a bachelor's degree in business management, and is pursuing an MBA in project management.
Meetup 120: Marketing and Selling TechnologyLisa Denis
This presentation is from Silicon Halton Meetup 120: Marketing and Selling Technology, which took place on March 10, 2020. Learn from sales and marketing experts the stages of prospect development and the tactics and strategies to be considered at each stage. Marketing and Sales are the secret intelligence agency in your business!
Filament - Power your Internal CommunicationsFilament
We are a firm offering services in the space of internal communication and workplace branding. Learn more about us by visiting www.filament.co.in or viewing the presentation.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
How to build a Fast-Growing Business by Han de Groot Han de Groot
1. The document provides tips for building a fast-growing business from the perspective of an investor and founder. It outlines a six-point formula for growth: timing, execution through people and planning, putting data at the core, innovating and productizing, building an ambitious culture, and accelerating growth through mergers and acquisitions.
2. Execution involves having a three-year revenue and earnings plan, quarterly reviews and discipline, and finding a coach. Putting data at the core means understanding all business processes, automating, collecting performance data, and acting on it.
3. Innovating includes following a rule to derive 30% of revenue from new products, organizing innovation awards, and product
Following a successful interactive workshop on appraisals, we completed a further event covering performance management including how to deal with poor performance and typical characteristics of high-performing organisations.
From Mao to More: Catching up with the next generation of talent in China MSL
From Mao to More: Catching up with the next generation of talent in China is the latest executive whitepaper from MSL China, and provides insights and understanding of upcoming graduates in tier one Chinese cities. It is based primarily on 55 in-depth interviews with Chinese students in universities throughout Shanghai, Beijing, Guangzhou and Chengdu, graduating from 2012 to 2015.
The Chinese saying “three years make a gap” accurately explains how fast Chinese society is changing and how generation gaps are being created. This creates additional challenges when companies are looking to attract upcoming graduates. Values and drivers are in flux, so HR Directors and Country Managers must stay up to date on target group values and mindset if they want to communicate effectively with this changing talent pool.
The whitepaper outlines the most important drivers of this group, as well as their attitudes to their career, international employers, managers and entrepreneurship. It also provides advice and recommended communication strategies for how to best engage, attract and retain this group of people who we identify as ‘Generation More.’
This is a combination work of five authors, edited by myself. For further and full presentation use the references provided at the end of the presentment.
Thank you.
Chris Hopkins, Managing Director and Lead Consultant of Caburn Hope - Employee Communications discusses:
Reward communication that engages, inspires and mobilises your people.
Christopher Hopkins, Director and Lead Communication Consultant, Caburn Hope
How companies are doing this
New technologies/ New challenges
Case study examples including Unilever and ARUP
This document discusses brand equity and strategies for building strong brands. It begins by defining a brand and brand equity, and explaining how brands provide benefits to both consumers and marketers. It then examines different models for measuring brand equity, including the BrandAsset Valuator model. The document outlines various elements that comprise a brand, such as names, logos, slogans, and how brands are developed and leveraged through line extensions, brand portfolios, and secondary associations. It also discusses how brand equity is measured and managed over time.
Judd Feinerman has over 20 years of experience in sales, marketing, business development and strategy roles. He holds an MBA from Penn State Smeal College of Business with certificates in integrated marketing communications and brand management. Throughout his career, he has consistently exceeded sales goals, grown sales by 50% or more within six months, and increased customer retention and new customer acquisition. His experience spans strategic consulting, national sales management, and director-level roles across various industries.
This document discusses the importance of setting aims, objectives, and goals for marketing. It defines each term and explains that objectives must stem from the overarching aim and goals provide measurable targets to achieve the objectives. Setting SMART goals that are specific, measurable, attainable, relevant and time-based helps ensure marketing activities align with business goals and allows progress to be tracked. The document encourages reviewing goals regularly to maximize marketing effectiveness.
The document discusses several books related to employer branding and employee engagement. It provides summaries of each book, including key topics covered and authors. Some of the books discuss how leading companies apply branding principles to develop positive employer brands that help attract and retain skilled employees. Other books provide practical guidance and tools for measuring and increasing employee engagement levels.
CSCMP 2014: Planning Through Mergers & AcquisitionsAlyssaVallie
Inking the deal is just the first step. Mergers and acquisitions require a melding of cultures between two organizations to rationalize physical manufacturing and distribution networks, integrate systems and reconcile differences in processes and metrics. Hear from executives at companies undertaking major mergers, acquisition and divestitures on how to make supply chain integration a success.
The publication discusses strategies for hiring the right people, including adopting a strategic approach to workforce planning and hiring. It provides tips on having constructive workplace conversations and winning job interviews. Various articles explore topics like the skills of world-class HR organizations, employment law changes, and advice from procurement industry leaders. The market overview section notes that employers are increasingly hiring graduates again, which is a positive sign for the overall jobs market.
What Is the Role of Brand in Management Consulting? Research Highlights from ...DeSantis Breindel
In partnership with the Association of Management Consulting Firms (AMCF), the Brand Influence Guide for Management Consulting (BIG:MC) examines how management consulting firms are leveraging brand as a business asset. See more at http://www.desantisbreindel.com/big/management-consulting/
This document provides an overview and situation analysis of LovEd, a company that provides love education. It identifies LovEd's goals of empowering individuals to find fulfilling relationships through educational events. However, LovEd faces challenges including a lack of brand direction, low awareness of its founder's credibility, and low brand awareness overall. This has led to financial struggles for the company. The document performs a SWOT analysis and outlines LovEd's current positioning. It also summarizes the findings of research conducted to understand consumer perceptions and how to improve LovEd's success.
Did you know Bill Gates has 24 million followers on Twitter while Microsoft has only 7 million? People — consumers and partners — want to connect with the human side of a brand, especially on social media. As an organizational leader, building a strong personal brand will help you gain interest among investors, acquire top talent and establish your company’s brand and credibility.
Employee Engagement - as presented by Thom Wyatt, strategy director Siegel+GaleJenna Green
The document discusses employee engagement and how harnessing a company's brand can help engage employees. It provides examples of companies that lead with purpose like Whole Foods and Southwest Airlines that have strong employer branding. Data shows that only 13% of global employees are engaged and engaged companies grow profits 3x faster. The document suggests diagnosing how a company's brand can enhance engagement using segmentation to understand employee mindsets. It provides best practices like CEO engagement, collaboration between departments, prioritizing initiatives, and measuring results.
Employee Engagement from Thom Wyatt, strategy director, Siegel+GaleJenna Green
The document discusses employee engagement and how harnessing a company's brand can help engage employees. It provides examples of companies that lead with purpose like Whole Foods and Southwest Airlines that have strong employer branding. Data shows that only 13% of employees are engaged worldwide and engaged companies grow profits 3x faster than competitors. The document suggests diagnosing how a company's brand can enhance engagement using segmentation to understand employee mindsets. It provides best practices like CEO engagement, collaboration between departments, prioritizing initiatives, and measuring results.
Master slides from Scotland's first PR festival. 16-17 June. www.prfest.co.uk #PRFest
The festival was designed to help practitioners in Scotland learn, share and be inspired by leading developers, thinkers, doers and from those who are leading the way.
Employees as Advocates of the Brand - a Rising Trend - Social Media Week 2015.DigitasLBi Nordics
In 2015 one of the biggest Social Business trends will be Employee Advocacy – getting engaged employees to become active advocates of the brand. People buy from people they trust, which is especially true in complex B2B settings.
In this presentation we explore how some of the best companies of all sizes and industries are approaching this – What’s their secrets – and discover how one first mover in Denmark, Danske Bank is establishing trust between customers and the bank by activating their employees on social media.
Covered in this session:
– Knowledge around what it takes to build a capable advocacy program.
– A glimpse into how innovative companies are redefining the relationship-building with their customers.
– Insights into how Danske Bank created an Employee Advocacy Program that had a positive business impact in just three months.
This resume is for Guruprasad Bhat, who has over 15 years of experience in operations, project management, training, and business development. He currently works as a manager of weekly circular production and sales promotion marketing operations at Target India Corporation. Previously he has held roles managing projects, training, production coordination, and client services at various companies. He has a diploma in printing/media and a bachelor's degree in business management, and is pursuing an MBA in project management.
Meetup 120: Marketing and Selling TechnologyLisa Denis
This presentation is from Silicon Halton Meetup 120: Marketing and Selling Technology, which took place on March 10, 2020. Learn from sales and marketing experts the stages of prospect development and the tactics and strategies to be considered at each stage. Marketing and Sales are the secret intelligence agency in your business!
Filament - Power your Internal CommunicationsFilament
We are a firm offering services in the space of internal communication and workplace branding. Learn more about us by visiting www.filament.co.in or viewing the presentation.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
How to build a Fast-Growing Business by Han de Groot Han de Groot
1. The document provides tips for building a fast-growing business from the perspective of an investor and founder. It outlines a six-point formula for growth: timing, execution through people and planning, putting data at the core, innovating and productizing, building an ambitious culture, and accelerating growth through mergers and acquisitions.
2. Execution involves having a three-year revenue and earnings plan, quarterly reviews and discipline, and finding a coach. Putting data at the core means understanding all business processes, automating, collecting performance data, and acting on it.
3. Innovating includes following a rule to derive 30% of revenue from new products, organizing innovation awards, and product
Personal and professional thoughts in developing a PR strategy for a B2B business. Includes a section on maximising the effectiveness of social media and building social authority
Bridge Global Strategies is a boutique PR firm based in New York City that specializes in helping startups and foreign companies raise their visibility, awareness, and sales in the US through communications strategies and programs. The firm differentiates itself through its senior-level experience and hands-on approach, and can leverage its global network for clients through its membership in Public Relations Boutiques International. Bridge has experience across many industries and capabilities that include communications strategy, media relations, social media marketing, and crisis management.
This document provides an overview of why social media is important for accountancy firms and individuals within those firms. It discusses how social media allows for ongoing engagement and reputation building compared to traditional media. The document also outlines the top 10 benefits of social media, such as raising awareness, thought leadership, and lead generation. It stresses that social media requires a clear strategy with objectives, roles, content planning, and metrics to measure success.
Looking for our next Director of Product at Unison! Dive in for more info about the role, who we are, and what we do. If you're interested and it sounds like the role may be a good fit, we'd love to hear from you and learn about your passion for what we're doing.
Here are some typical business goals that a PR campaign may aim to support:
- Increase brand awareness
- Drive sales of new products/services
- Change public perception
- Improve customer satisfaction
- Recruit talent
- Increase investor interest
- Support a merger or acquisition
- Manage a crisis situation
- Increase website traffic or social media followers
- Expand into new markets
The key is to identify goals that are specific, measurable, and time-bound so you can evaluate the effectiveness of your PR campaign. Goals should also be aligned with the company's overall strategic objectives.
This document summarizes the services of a consulting firm called CNC. CNC provides strategic consulting services to large food and beverage companies. Their services include business planning, strategic development, organizational restructuring, and qualitative research. They have experience working with major companies like Coca-Cola, Kraft, and Dannon. CNC consists of experienced consultants with backgrounds in line management roles at large corporations. They take a hands-on approach to projects and focus on delivering actionable solutions and results for their clients.
Donald Paladino has over 25 years of experience leading marketing and sales for various companies. He is currently the VP/Director of Marketing & Sales at Balance Point Fitness, where he helped grow membership from zero to 120 members through coordinated marketing and sales strategies. Previously, he held leadership roles at Seragio Group Consulting and Vertex Packaging, where he developed strategic plans and executed projects that increased sales by over $1 million. He has a proven track record of growing businesses and generating revenue through marketing, sales, and operations management.
Our task as CDFIs is to deploy our loan capital as effectively and quickly as possible to meet the needs of the community. "Sales" is not a bad word in nonprofits, because you are working to make capital access equal for all. Learn how you can implement this within your own organization.
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How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
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Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
3. Introductions
3
• Name
• Millward Brown Business Unit
• Office Location
• Department
• Job Title
• What were you doing (prior job, school) before
joining Millward Brown?
• What has been your biggest surprise so far as a
new employee?
• What do you hope to get out of the Pathway
Program?
• Fun fact or something else you’d like to share about
yourself
4. Tuesday Agenda
4
• Welcome and Introductions
• Pathway Program Overview
• Organizational Structure
• WPP & Kantar Brief Overview
• Millward Brown
• Values & Brand Ideal
• Millward Brown North America
• Introduction to GreenHouse and New Hire
Discussion Board
• Discovery Journey
• Wrap Up
6. Travyn Rhall
6
Previously CEO, Millward Brown Africa, Middle East &
Asia Pacific
30+ year veteran of the market and social research
industries
July 2013 - Named Global CEO,
Millward Brown
7. Mary Ann Packo
7
Joined Millward Brown in late 2002 as Chief Client &
Marketing Officer
Previously President and COO of Media Metrix and
later group president of its successor company, Jupiter
media Metrix
CEO, Millward Brown North America
8. Name of Executive Speaker
8
A couple of bullets describing background
Title
10. Pathway Program Goals
10
Provide a pathway or roadmap to help you
• Get to Know People
• Learn about the Business
• Identify Resources
11. Pathway Participant Guide
11
• Checklist tool
• Summarizes information
• Provides additional detail
• Includes important intranet/ internet sites
12. Pathway – Your First Week
12
Day 1
Day 2
Day 3
Day 4
Day 5
Get to know your coworkers, your
work location, your work tools and
systems (e.g., phone, computer, e-
mail)
Company background,
GreenHouse
Benefits, Systems
Business Units, Career
Management
Meet with Manager
Job-specific learning/training
Days 1, 3, and 5: Complete required new hire paperwork
13. New Hire Paper Work Link
13
You should have received this e-mail providing a link to your HR paperwork.
14. Pathway – Your First 90 Days
14
Week 2
Day 30
Day 60
Day 90
Take on-line training (e.g., First Steps,
Global Brand Program)
•Agree on early job goals with your manager
•Depending on time of year, you may formalize entire year’s
goals in the system or just agree on goals for learning period
•Attend 30-Day Pathway Program session with other new hires
Discuss progress with manager
Discuss progress with
manager
Build business relationships with manager, coworkers, customers, etc.
Continue job-specific learning/training
Maintain connection with other new hires through GreenHouse Discussion Board
Provide feedback about your on-boarding experience via survey and discussion
16. Organizational Structure
16
WPP (formerly Wired Plastic Products), the
parent company, is broadly comprised of eight
communications services sectors – Millward
Brown falls into the “Data Investment
Management" sector. Together WPP's research
companies create the world's largest custom
research group
Kantar is the international parent
company responsible for WPP's worldwide
data investment management interests.
Kantar includes global research businesses
such as Millward Brown, Research
International, and Kantar Media Research
Digital / Internet
Specialists
Offers strategic marketing
research and consulting
with a focus in marketing
science
Provides qualitative
consultancy
Brand valuation
consulting
The research power behind
great brands
Brand and communication custom research
18. WPP
18
Made up of leading companies in:
• Advertising
• Media Investment Management
• Data Investment Management (formerly known as Consumer Insight)
• Public Relations & Public Affairs
• Branding & Identity
• Healthcare Communications
• Direct, Digital, Promotion & Relationship Marketing
• Specialist Communications
Employees/Associates: 165,000 operating in 110 countries in 3000 offices
2012 Revenues: £10.4bn (~ $16 Billion U.S.)
World leader in marketing communications
services
CEO Sir Martin Sorrell
19. ADVERTISING MEDIA
DATA INVESTMENT
MANAGEMENT PUBLIC RELATIONS OTHERS
WPP Company Examples
19
As part of Kantar, the data investment management division of WPP, Millward Brown has the
support of WPP’s network of marketing and communications companies.
21. Kantar
21
Kantar = the “Research Arm” of WPP
• One of the world's largest data investment management networks
• Unites 13 specialist companies under the Kantar name
• Mission: To become the pre-eminent provider of compelling and
inspirational insights for the global business community
• Employees: 28,500 employees work across 100 countries
• Customers: Over half of the Fortune Top 500 companies
Kantar
World leader in marketing communications services
Eric Salama CEO
23. Millward Brown Global Leadership
23
TRAVYN RHALL
Global CEO
MARY ANN PACKO
CEO, North America
SUSAN STEELE
Global Chief Human
Resource Officer
TIM WRAGG
CEO, Europe
GORDON PINCOTT
Chairman – Global
Solutions
FABIAN HERNANDEZ
CEO, Latin America
DAVE SANDBERG
Global Chief
Financial Officer
ADRIAN GONZALEZ
CEO, AMAP
RON MARKHAM
Global Chief
Technology Officer
24. Our History
24
In 1973, Maurice Millward and Gordon Brown left General Foods
(a.k.a. Kraft, Altria) in the UK and formed Millward Brown Inc.
25. Our History (cont’d)
25
1973
Millward Brown
founded
1986
MB USA
opened in
Chicago &
Connecticut
1989
MB Acquired
by WPP
1992
MB Canada
opened in
Toronto
2005
MB and MaPS
joined forces; MB
Optimor formed
2006
MB acquired
Dynamic Logic
2010
Firefly
formed
2013
MB Dynamic
Logic & Kantar
Compete
combined to form
MB Digital
26. MILLWARD BROWN AT A GLANCE
26
Founded in 1973 by Maurice Millward and Gordon Brown
Over 4,000 employees in 86 offices in 56 countries
Work with 70 of the top 100 global brands
Structured around 4 regions
• Africa, Middle East, Asia, Pacific
• Europe
• Latin America
• North America
Structured into 5 business units
Digital / Internet
Specialists
Offers strategic marketing
research and consulting
with a focus in marketing
science
Provides qualitative
consultancy
Brand valuation
consulting
The research power behind
great brands
27. 27
W E A R E
THE WORLD’S
LEADING
EXPERT
helping clients
GROW
great brands
IN
28. 28
Our
Mission
We provide research-based consultancy to
help marketers successfully manage their
brands, optimize the return on their media
and communications investments, and create
value for their businesses, employees and
shareholders.
29. 29
Our Areas of Focus
Optimize channel
activities to improve
return on investment
Develop differentiated
messages, ideas and
creative to win in market
Explore brand
insights to determine
future strategies
Understand, measure
& manage brand equity
to inform brand planning
BRAND PERFORMANCE
BRAND STRATEGY
CHANNEL OPTIMIZATION
CREATIVE DEVELOPMENT
meaningfully
DIFFERENT
30. Case Study
30
How Millward Brown helped Coca-Cola turn a small, tactical idea into one of their most
successful campaigns of recent times: “The Happiness Machine”
Background:
http://www.millwardbrown.com/Insights/MediaGallery/VideoGallery/Default/Coca_Cola_Case_Study.aspx
The Ad:
http://www.millwardbrown.com/Insights/MediaGallery/VideoGallery/Default/Coca_Cola_HappinessMachine.aspx
33. Our Brand Ideal
33
Our Brand Ideal describes who we are as a company – including our
values, our value proposition, and the Millward Brown brand
https://www.mbgreenhouse.com/videos/1663
34. Living Our Values
34
Millward Brown has strong core values and behaviors that we believe in across the organization.
Our values apply to how we work with clients, how we behave with one another, and the way in
which we lead.
Supportive: Our success depends on our commitment to our clients, our
community, and each other.
Bold: Always have the confidence to take risks and explore new ideas.
Optimistic: We can accomplish anything through belief in ourselves and
strong relationships with our clients.
Authentic: Be honest to ourselves and everyone around us, even with the
tough stuff.
It takes all of us working together to achieve success.
Connected:
Every challenge is an opportunity to explore ideas with an artistic
and analytical approach.
Creative:
35. Our Values and Your Role
35
Which of our values do you believe will come into play most often in your new role? Why?
CREATIVE
CONNECTED
AUTHENTIC
OPTIMISTIC
BOLD
SUPPORTIVE
37. MBNA Business Leadership Council
37
MARY ANN PACKO
CEO, Millward Brown North America
SIMON MOODY
President and COO
COLETTE CHESTNUT
Chief Financial Officer
PETER TEACHMAN
EVP, Business
Transformation
JEAN ROBINSON
Chief Operating Officer
SUSAN HICKEY
SVP Marketing &
Communications
GORDON PETERSON
Chief Talent Officer
JASON LAPP
Head of Business
Development
CHRIS MURPHY
EVP, Client Solutions &
Innovations
MARIO SIMON
President, Optimor
CHERYL STALLWORTH-HOOPER
CEO, Firefly
SCOTT ERNST
President, Millward
Brown Digital
DIRK WELLS
President, MaPS
38. MBNA Offices
38
Atlanta (Alpharetta), GA
Austin, TX
Boston, MA
Chicago, IL
Cincinnati, OH
Detroit (Southfield), MI
Norwalk, CT
Lisle, IL
Los Angeles (Santa Monica), CA
New York, NY
San Francisco, CA
Seattle, WA
Waltham, MA
Warwick, RI
Washington, DC
Toronto, Ontario
San Juan, Puerto Rico
39. Industries We Work With
NOTE: The graph above provides revenue by product category and is for internal use only.
39
Food & Beverage
17%
Financial
14%
Computers & Software
9%
Retail
9%
Health & Beauty
7%
Household Goods
6%
Pharmaceuticals
5%
Alcohol
4%
Marketing & Advertising
3%
Telecommunications
3%
Travel
3%
Media
2%
Restaurants
2%
Automotive
2%
Other
14%
40. Top 20 MBNA Clients in 2012
NOTE: This information is for internal use only. Client names cannot be shared without their consent and written approval.
42. What is Greenhouse?
42
GreenHouse is Millward Brown's global
intranet, collaboration and knowledge
resource
Through Greenhouse you can:
Access the latest and best knowledge throughout
Millward Brown
Contribute by sharing your own expertise, creating and
commenting on discussions
Collaborate on projects with your team and across
Business Units
43. Greenhouse Tips
43
You can access the GreenHouse from the internet anywhere via
www.mbgreenhouse.com
Ask your manager which GreenHouse groups you should join
Use the Spotlight Search box to find content
• As you type, relevant content will be shown divided into 4 categories: Official Content, Content,
People, and Places
• Once you hit “Enter,” the full search results will appear
Find people by typing their name into the Search box; Update your own
profile so that your information will be there
When searching for information,
• Use OR to search for content that contains either or both words (e.g., bank OR banking)
• Use AND to search for content that contains multiple words (e.g., Coke AND Pepsi)
• Use quotes to search for an exact phrase (e.g., “financial services”)
46. GreenHouse New Hire Discussion Board
46
Purpose
• Ask questions
• Review Q&A from other new hires
• Share tips and observations
HR will review the board on a regular basis
to answer your posted questions
https://www.mbgreenhouse.com/thread/10941
48. Discovery Journey
48
Description:
An information scavenger hunt
Goal:
Search for and find information that will help you get to
know your new company
Task:
Find the answers to the 15 questions that are located in
the file “Discovery Journey Form” on the Pathway New
Hire page
Rules:
Use any resource (e.g., GreenHouse, colleagues,
Millward Brown or Business Unit website) EXCEPT no
posting questions on GreenHouse discussion board
Due:
Wednesday end-of-day via e-mail
50. Reminders
50
Additional Group Meetings
• Wednesday
• Thursday
• In a few weeks
Homework before Thursday WebEx
• Introduction to GreenHouse video
• 2 questions or tips on GreenHouse Discussion Board
• Update your profile on GreenHouse
• Discovery Journey responses
• Review case studies
• Prepare to discuss how your role and department contribute
to your business unit’s and/or Millward Brown’s success
On-the-Job Pathway Program Activities