This document announces the unveiling of a new brand and name for APSMA, which will now be called ICON. The name was chosen to represent the brand values and encapsulate the benefits of influence, collaboration, opportunity, and network for members. The rebranding process involved member feedback, focus groups, consultations, and work with a creative agency. The new visual identity and logo are meant to express collaboration and community. Upcoming communications will provide more details on changes and benefits for members under the new ICON brand.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
Navigate - 2016 APSMA Asia Annual Conference TakeawaysICON
The largest Asia Annual Conference to date, the 2016 Asia APSMA Conference - Navigate welcomed almost 250 delegates from across the region. This year’s event saw a number of firsts for APSMA Asia as we introduced a brand new espresso-learning format and launched our first-ever themed-networking cocktail event. Here are the takeaways to continue your Navigate journey.
APSMA Thought Leadership - Client centricity: How to Execute and Measure ROIICON
Paul Hugh-Jones (Partner, beaton) and George Beaton (Executive Chairman, beaton) discuss trends in client buying behaviour, best practice in client centricity and why becoming more client centric will improve your firm’s financial performance.
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
The document discusses Volvo's approach to employer branding and how it differs globally. It notes that while Volvo has strong brand recognition in Sweden, its presence and what it offers as an employer are not as well known in other parts of the world. Therefore, Volvo tailors its marketing messages and communications based on whether the target audience is aware of the company, actively looking for opportunities, and if Volvo is attracting the right applicants. The document provides an example of Volvo emphasizing building a diverse team in communications for its new US plant. It also notes the importance of employees serving as authentic brand ambassadors by sharing their stories.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
The document discusses how a company's workplace design should align with and reinforce its brand, culture, and mission in order to maximize benefits. It argues that an effective workplace design immerses employees in the company's brand by visually representing the brand's values and the culture. This helps motivate employees and deepens their connection to the brand, which can increase productivity, talent retention, and consistent external branding. The document provides examples of how leading companies design their workplaces to physically embody their brands through imagery and experiences that communicate their unique identity and purpose.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
Navigate - 2016 APSMA Asia Annual Conference TakeawaysICON
The largest Asia Annual Conference to date, the 2016 Asia APSMA Conference - Navigate welcomed almost 250 delegates from across the region. This year’s event saw a number of firsts for APSMA Asia as we introduced a brand new espresso-learning format and launched our first-ever themed-networking cocktail event. Here are the takeaways to continue your Navigate journey.
APSMA Thought Leadership - Client centricity: How to Execute and Measure ROIICON
Paul Hugh-Jones (Partner, beaton) and George Beaton (Executive Chairman, beaton) discuss trends in client buying behaviour, best practice in client centricity and why becoming more client centric will improve your firm’s financial performance.
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
The document discusses Volvo's approach to employer branding and how it differs globally. It notes that while Volvo has strong brand recognition in Sweden, its presence and what it offers as an employer are not as well known in other parts of the world. Therefore, Volvo tailors its marketing messages and communications based on whether the target audience is aware of the company, actively looking for opportunities, and if Volvo is attracting the right applicants. The document provides an example of Volvo emphasizing building a diverse team in communications for its new US plant. It also notes the importance of employees serving as authentic brand ambassadors by sharing their stories.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
The document discusses how a company's workplace design should align with and reinforce its brand, culture, and mission in order to maximize benefits. It argues that an effective workplace design immerses employees in the company's brand by visually representing the brand's values and the culture. This helps motivate employees and deepens their connection to the brand, which can increase productivity, talent retention, and consistent external branding. The document provides examples of how leading companies design their workplaces to physically embody their brands through imagery and experiences that communicate their unique identity and purpose.
HR Open Source is a non-profit organization that aims to democratize access to progressive HR practices by sharing case studies, resources, and facilitating community discussions among global HR practitioners. It currently has over 300 volunteer members from 50+ countries who contribute content to the organization's online library and forums. HR Open Source is seeking sponsorship to expand its global reach to 5,000 members, produce more case studies and reports, host events, and scale its local meetup program in order to further its mission of transforming the HR field through open sharing of knowledge. Sponsorship levels ranging from $5,000 to $35,000 provide various benefits including brand exposure, content promotion, and strategy sessions.
The document discusses key findings from a 2011 global study on employer branding and social media. Some of the main findings include: 84% of companies believe a clearly defined employer branding strategy is key; 71% of employees say obtaining an adequate budget is the number one challenge in managing an employer brand; and 59% of companies leverage their career website to communicate their employer brand. The document also discusses the importance of defining an employer value proposition, using a hybrid team approach to managing employer branding, and ensuring consistency between internal and external marketing communications.
This document provides a practical guide for companies to bring purpose to their organization for a competitive advantage in talent acquisition and retention. It discusses defining an organizational purpose beyond profit, focusing on positive impact and personal growth. Research shows purpose-driven companies have better talent outcomes such as more/higher performing employees who stay longer. The guide provides advice on using purpose to improve strategic clarity, innovation, motivation, transformation, and partnerships. It also discusses how purpose strengthens consumer brands by appealing to shared values and building trust with customers.
Branding Beyond Borders: A Quick Guide for International Employer BrandingNexxt
The globalization of many companies has created a brave new world of employer branding. Embark on this journey with a reliable guide to creating an employer brand that transcends borders. Visit us at www.beyond.com/employers for more resources.
Innovative Ideas for Employer Branding - HR TwopointZero LtdSusanna Rantanen
The document discusses how to build and market an employer brand. It emphasizes that an employer image is shaped by both the internal workplace reality and external signals sent to candidates. To build a good internal reality, the document recommends selecting passionate people managers, integrating company values, and ensuring good communication. It then provides tips for marketing this externally, such as sharing workplace stories on social media and websites, participating in awards, and leveraging PR opportunities. The overall message is that an accurate employer brand starts from improving the actual workplace experience.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Randstad's annual magazine with insights from celebrated employer brands. Interviews with executives from AkzoNobel, CLP Power, Nestlé, Philips and Volvo Cars. Its contents was created by Mot Juste, UK.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
The document provides information about the "Edison Club" at WorkShop, which offers members the opportunity to schedule and hold business meetings in a professional environment for $75 per month as an alternative to using local coffee shops. It notes that people meeting in coffee shops typically spend $90 per month and describes the advantages of the Edison Club space for presentations and closing deals. It also includes an article about the benefits of strategic partnerships and using behavioral assessments to ensure good cultural fits when hiring.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
Employees and other stakeholders have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Missy Blankenship
This document provides guidance on building a strong employer brand through effective use of LinkedIn. It discusses encouraging employees to update their LinkedIn profiles, post and engage with content, and grow their connections. This helps expand the reach of the employer brand and build engagement. The document also stresses using a company's LinkedIn page and career pages to attract talent and tell an authentic story about the company culture. Building a strong employer brand through LinkedIn can help reduce hiring costs and improve hiring metrics.
This newsletter from ICF Colorado provides information about upcoming events and opportunities for ICF certified coaches. The March meeting will feature Liz Wendling discussing client-attracting sales conversations. Special interest group meetings will be held before the general meeting. The newsletter also announces new board members and volunteers, and opportunities for certified coaches through the National Park Service. It encourages members to get involved and provides contact information.
How can you compete with best-in-class companies for standout talent? This employer branding infographic outlines what it takes to climb your way to the top. It also reveals the Fortune 500 top 5 employer brands as ranked on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report.
Standard Chartered Bank acquired Korea First Bank in 2005 to become Standard Chartered First Bank (SC First Bank) in South Korea. To succeed in the merger and culture, SC First Bank had to overcome challenges such as developing talent in a culture where age determines status over performance, and gaining trust and buy-in from skeptical employees and unions. SC First Bank addressed this by "Koreanizing" its approaches, building relationships with unions, promoting talent based on performance, and developing local managers and employees through training. These efforts helped unite the two banks and avoid strikes while positioning SC First Bank for success in the Korean market.
The document provides information about upcoming events and programs from the ICF Colorado chapter. It begins with a message from the ICF-CO President discussing the chapter being honored at a recent ICF global event for its work. It then shares a message from the President-Elect encouraging members to get involved in leadership and educational opportunities. Finally, it provides details on upcoming virtual and in-person programs in April and May, including a webinar on April 20th about using the Core Values Index assessment tool in coaching.
The Importance of Brand Stewardship - My interview with IEFrank Aldorf
In this interview I had the opportunity to give some answers around brand stewardship in a new reality and how I see my role as part of a larger organization. I hope this will inspire you and spark some ideas. Please share your thoughts and insights with me.
This document discusses self-branding and how to positively differentiate yourself through effective self-marketing. It presents a self-branding model that includes defining your brand identity, brand image, and brand communication. The model helps craft a clear personal brand through elements like unique selling proposition, emotional selling proposition, brand mantra, personal image, and elevator pitch. Effective self-branding can help people stand out, be noticed, and achieve their goals.
HR Open Source is a non-profit organization that aims to democratize access to progressive HR practices by sharing case studies, resources, and facilitating community discussions among global HR practitioners. It currently has over 300 volunteer members from 50+ countries who contribute content to the organization's online library and forums. HR Open Source is seeking sponsorship to expand its global reach to 5,000 members, produce more case studies and reports, host events, and scale its local meetup program in order to further its mission of transforming the HR field through open sharing of knowledge. Sponsorship levels ranging from $5,000 to $35,000 provide various benefits including brand exposure, content promotion, and strategy sessions.
The document discusses key findings from a 2011 global study on employer branding and social media. Some of the main findings include: 84% of companies believe a clearly defined employer branding strategy is key; 71% of employees say obtaining an adequate budget is the number one challenge in managing an employer brand; and 59% of companies leverage their career website to communicate their employer brand. The document also discusses the importance of defining an employer value proposition, using a hybrid team approach to managing employer branding, and ensuring consistency between internal and external marketing communications.
This document provides a practical guide for companies to bring purpose to their organization for a competitive advantage in talent acquisition and retention. It discusses defining an organizational purpose beyond profit, focusing on positive impact and personal growth. Research shows purpose-driven companies have better talent outcomes such as more/higher performing employees who stay longer. The guide provides advice on using purpose to improve strategic clarity, innovation, motivation, transformation, and partnerships. It also discusses how purpose strengthens consumer brands by appealing to shared values and building trust with customers.
Branding Beyond Borders: A Quick Guide for International Employer BrandingNexxt
The globalization of many companies has created a brave new world of employer branding. Embark on this journey with a reliable guide to creating an employer brand that transcends borders. Visit us at www.beyond.com/employers for more resources.
Innovative Ideas for Employer Branding - HR TwopointZero LtdSusanna Rantanen
The document discusses how to build and market an employer brand. It emphasizes that an employer image is shaped by both the internal workplace reality and external signals sent to candidates. To build a good internal reality, the document recommends selecting passionate people managers, integrating company values, and ensuring good communication. It then provides tips for marketing this externally, such as sharing workplace stories on social media and websites, participating in awards, and leveraging PR opportunities. The overall message is that an accurate employer brand starts from improving the actual workplace experience.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
Randstad's annual magazine with insights from celebrated employer brands. Interviews with executives from AkzoNobel, CLP Power, Nestlé, Philips and Volvo Cars. Its contents was created by Mot Juste, UK.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
The document provides information about the "Edison Club" at WorkShop, which offers members the opportunity to schedule and hold business meetings in a professional environment for $75 per month as an alternative to using local coffee shops. It notes that people meeting in coffee shops typically spend $90 per month and describes the advantages of the Edison Club space for presentations and closing deals. It also includes an article about the benefits of strategic partnerships and using behavioral assessments to ensure good cultural fits when hiring.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
Employees and other stakeholders have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Missy Blankenship
This document provides guidance on building a strong employer brand through effective use of LinkedIn. It discusses encouraging employees to update their LinkedIn profiles, post and engage with content, and grow their connections. This helps expand the reach of the employer brand and build engagement. The document also stresses using a company's LinkedIn page and career pages to attract talent and tell an authentic story about the company culture. Building a strong employer brand through LinkedIn can help reduce hiring costs and improve hiring metrics.
This newsletter from ICF Colorado provides information about upcoming events and opportunities for ICF certified coaches. The March meeting will feature Liz Wendling discussing client-attracting sales conversations. Special interest group meetings will be held before the general meeting. The newsletter also announces new board members and volunteers, and opportunities for certified coaches through the National Park Service. It encourages members to get involved and provides contact information.
How can you compete with best-in-class companies for standout talent? This employer branding infographic outlines what it takes to climb your way to the top. It also reveals the Fortune 500 top 5 employer brands as ranked on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report.
Standard Chartered Bank acquired Korea First Bank in 2005 to become Standard Chartered First Bank (SC First Bank) in South Korea. To succeed in the merger and culture, SC First Bank had to overcome challenges such as developing talent in a culture where age determines status over performance, and gaining trust and buy-in from skeptical employees and unions. SC First Bank addressed this by "Koreanizing" its approaches, building relationships with unions, promoting talent based on performance, and developing local managers and employees through training. These efforts helped unite the two banks and avoid strikes while positioning SC First Bank for success in the Korean market.
The document provides information about upcoming events and programs from the ICF Colorado chapter. It begins with a message from the ICF-CO President discussing the chapter being honored at a recent ICF global event for its work. It then shares a message from the President-Elect encouraging members to get involved in leadership and educational opportunities. Finally, it provides details on upcoming virtual and in-person programs in April and May, including a webinar on April 20th about using the Core Values Index assessment tool in coaching.
The Importance of Brand Stewardship - My interview with IEFrank Aldorf
In this interview I had the opportunity to give some answers around brand stewardship in a new reality and how I see my role as part of a larger organization. I hope this will inspire you and spark some ideas. Please share your thoughts and insights with me.
This document discusses self-branding and how to positively differentiate yourself through effective self-marketing. It presents a self-branding model that includes defining your brand identity, brand image, and brand communication. The model helps craft a clear personal brand through elements like unique selling proposition, emotional selling proposition, brand mantra, personal image, and elevator pitch. Effective self-branding can help people stand out, be noticed, and achieve their goals.
This document provides guidelines for writing in Hay Group's tone of voice. It begins with an introduction from the CEO explaining the importance of bringing the brand to life through writing. It then discusses key principles like starting with "why" and being insightful, committed, courageous, and empathetic. The guidelines provide tips in each area, such as saying what you think and backing it up with evidence to be insightful. The overall aim is to help all writing reflect Hay Group's values and brand.
Dear Friends,
Please find attached my article on "Valuation - Requiring Skill Sets Beyond Academics" in the monthly journal of May 2013 published by Institute of Company Secretary of India.
I look forward to your feedback on the same
Regards
Shrirang Tambe
Brand strategy & marketing agency in Tulsa with deep expertise in helping brands find their compelling point of difference. Stand out, transform and grow your business
Self-Branding Success Through the Me BrandEvgeny Tsarkov
This document provides an overview of self-branding and how to effectively brand oneself. It discusses that successful people are successful brands that communicate what they stand for to inspire others. It then outlines the Self-Branding Model which includes elements like brand identity, image, and communication. Brand identity incorporates one's unique selling proposition, emotional selling proposition, and brand mantra. Effective brand image and communication help one network and build relationships to achieve their goals.
Ever wonder what it’s like to work at the fastest growing tech startup in Europe? The Lesara Culture Code will give you a brief insight into our team, our values, our culture and how we are changing the fashion industry.
September 2018 ICF Colorado NewsletterICF Colorado
This document provides an overview of upcoming events and news from the ICF-CO chapter. It includes:
1) A message from the ICF-CO President discussing the natural cycles of the coaching business and importance of facilitating meaningful change for clients.
2) Details on upcoming virtual and in-person programs in September, October, and November focused on core coaching competencies.
3) An announcement about the 2019 ICF-CO board of directors election process and open board positions.
4) An update from the Education Directors on an upcoming November "un-conference" event combining coaching, learning, and community.
5) Information on Education Groups focused on specific coaching topics.
The New Media Group is a social enterprise leading the way in Mongolia and across Asia as the Founding Certified B Corporation in the region. The New Media Group is made up of several subsidiary companies focusing on commerce, design, investment, marketing and technology. As a social enterprise, which empowers human-centered business, its utmost goal is to create a positive and friendly corporate culture.
Additionally, The New Media Group has cultivated strong social engagement through its human-centered social responsibility programs and is dedicated to supporting nonprofits and international organizations who are working to help people in Mongolia and around the world.
Social links:
http://thenewmediagroup.co/
http://twitter.com/NMGteam/
https://facebook.com/NMGteam
http://youtube.com/user/NMMAteam/
http://www.linkedin.com/company/the-new-media-group/
http://flickr.com/photos/NMMAteam/
A brand new way to grow your business e book by mahesh enjeti (2017-01_25 20_...Mahesh Enjeti
This document discusses how to increase both sales and profits through branding. It argues that businesses often focus too much on revenue growth through price drops rather than profitable growth. It also argues that brands are often seen only as marketing tools rather than business assets that can generate profits. The document proposes that brands should be viewed as a business's purpose and foundation. It provides case studies of how focusing on brand experience over expression and aligning promises with delivery can help businesses grow profits through their brands.
Econsultancy's internal presentation for staff about what we do, our culture and values, and what we believe in.
We've made this available for anyone to see so a) others can understand what motivates us and b) others can hold us to account for delivering on our beliefs.
What can you do to make your business more successful? Click through to view presentations from Alex Charraudeau, LinkedIn, and Darren Ryemill, Opus Recruitment Solutions, on how to grow your brand and your business at scale.
Our business idea is an activity planning/date app called Spark. It aims to provide date ideas for couples based on their preferences to help reignite relationships. Key aspects of the business plan include partnering with restaurants, activities, hotels to provide deals and promotions to customers. Maintaining the app and negotiating deals with partners will be the main costs. The app will be free but customers can purchase a premium subscription for exclusive deals and discounts on merchandise. Target customers are young couples but all ages could use it. Feedback on the presentation suggested showing app screenshots earlier and exploring collaborations with similar apps.
The document provides an overview of BoB School, a 6-day entrepreneurship programme founded by Linzi Boyd. The programme teaches entrepreneurs how to build famous brands, maximize physical and non-physical assets, and disrupt their industries. It helps identify entrepreneurs' unique brand assets and build strategic plans to leverage channels, create compelling products, and launch effective marketing campaigns to achieve scale. Past students commend how the customized programme equipped them to strengthen their brands and businesses.
This presentation would give you an insight as to who we are, what we intend to do, what we have done and what we are currently doing. We love what we do and we want to do it all the time.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
This document provides an overview of Econsultancy, a company that helps businesses succeed online through a variety of services including publishing, research, training, events, and consulting. It describes Econsultancy's mission to serve a global community of digital marketers, the variety of content and services it provides, its focus on practical guidance, and its unique membership model. The document also outlines Econsultancy's values of integrity and transparency, and emphasizes the importance of its expert community and high-quality content in driving online performance for member organizations.
The company is called 30 Entertainment. The name represents "live life" and was chosen because it is marketable, unique, and user-friendly. The logo uses bold black and white colors to look professional and reflect the brand. The mission is to produce innovative and inspiring work through a passion for creating. The tagline is short, unique, easy to say, and positive.
Our brand provides a large co-working space that enables creativity through inspiration from diverse collaborators. It aims to establish the culture of co-working in India and make people aware of benefits like community and respect among workers. The brand will tell a lighthearted story web series highlighting struggles startups face and how the brand's features solve them, install an ambient pop-up co-working space in malls, and use colorful in-house graphics with short inspiring messages to break up the workspace.
Similar to Turning the page on a new chapter for APSMA (20)
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
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Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
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1. 1 June 2017
Welcome to ICON, a new direction and a new brand
You’ve heard about the impending new brand and new name for APSMA. And you’ve read about the
strategic imperatives for doing it. Well, the suspense is over. All of the member feedback, the focus group
workshops, the stakeholder consultations, the strategy discussions and the creative process have all led us
to today. On behalf of the APSMA Board, I am delighted to present to you - ICON - your network for B2B
Professionals. Because the world has changed. You, our members, are changing. You’ve told us you need
and want more. And we’ve responded.
What’s in the name?
We are ICON, because it’s a powerful and evocative name that encapsulates our brand values and sets a
high benchmark for everything we want to achieve and represent, whilst the words that form the acronym –
Influence, Collaboration, Opportunity and Network – perfectly encapsulate the benefits of the association.
Our brand story
We connect the experience of our B2B professionals with opportunities to grow the businesses they work for
and lead. Everything we do has the sole purpose of contributing positively to our members’ careers and
professional growth. Our community continues to evolve – from professional services marketers to a wider
range of B2B professionals – drawing inspiration for best practice and bright ideas across industries.
As a highly engaged community of inspired people, we create an atmosphere that is agile, credible and
social. People come to us to seek inspiration and insightful solutions, to feel empowered and to be
involved. We let our members stand on the shoulders of giants, connecting them with the thinking of
recognised industry thought leaders.
It’s a belief we call ‘combined impact’ and makes us the pre-eminent association in our industries.
Our new identity
The impact individual members can create comes from the strength of our community and being able to
connect with the experience of all our members. The ideas of community, connected thinking and
collaboration to generate impact drive the thinking behind our logo and brand.
The look and feel of our brand is creative, friendly and dynamic, expressing the feeling of collaboration, and
community interaction. Our logo is based on the two shapes of the lower case “I”, the combination of which
reinforces the idea of sharing, collaboration, connections, support and the gathering of people.
Our new visual identity allows us the flexibility to represent the ICON brand in new and exciting ways,
with expressive patterns, imagery and type as well as creating unique applications across digital, social and
print.
2. What’s next?
In the coming weeks and months, you will hear from me about what’s different and what’s going to change
with ICON.
Finally, a vote of thanks…
A project of this scale and quality doesn’t come together easily or quickly. Many dedicated and talented
individuals have helped us to make our biggest change yet in our 24 year history. My sincere thanks go out
to:
• You, our members for participating in our survey and sharing your thoughts
• The Brand Steering Group for driving the project so successfully
• The CMO stakeholder group for your oversight and guidance
• Mr Mumbles for their superior approach, strategic thought and creative genius
Your support of APSMA, from this moment on, known as ICON, is vital. We thank you for your support and
look forward to serving you in new and exciting ways in the future.
Alex Grell
3. 29 May 2017
The Brand Story Part 2…The Next Chapter
The APSMA story has been built over 24 years but the next chapter will see us with a new name and brand.
If you’d like a recap of the story so far, please follow this link…
What are we doing?
Creating a new name, brand and value proposition for the organization that represents B2B professionals in all of
our diversity.
Why are we doing this?
Because the world has changed. You, our members, have changed. You need and want more.
Who’s behind it?
Your Board has led the initiative and the creative genius of www.mrmumbles.com has delivered.
And now for the next chapter …
Together with the creative agency, Mr Mumbles, we explored the essence of our Brand, our DNA…
Our purpose
In a world which is constantly expanding with opportunity and information…
4. We connect the experience of our community to generate impact
Our actions
By connecting in person and through the latest technology – sharing applied skills, offering learning based on
experience and opening ourselves to the expertise of other disciplines…
We create an influential contribution to our members' career
Our tone
With a focus on capability, energy, flexibility and generosity…
We are agile, credible and social
Our inspiration
Reflecting brands which communicate value and benefit, vibrancy and a consumer connection…
We are colourful, fluid but consistent and meaningful
Our community
Celebrating achievement, influence, experience and connectivity…
We stand on the shoulders of giants
Our brilliance
Showcasing our most valuable resource, our members…
We bring our brilliance to life as Connected Thinking
With all of this in mind, Mr Mumbles helped us create two change foci:
Our change conversation:
We aspire to be the association that guides a community of professionals in B2B categories across the
Asia-Pacific. Our work builds respect and confidence so our members can make an influential
contribution that impacts their business and careers.
Our brand change spark:
Combined Impact
In our next email, we will unveil our new brand and visual identity.
Let’s prepare for a bright and energetic future.
5. 17 May 2017
The Brand Story Part 1…The Clock is Ticking…
We start this chapter of the APSMA rebrand story with… “A tale as old as time…”
No, not really, but we really have been thinking about the brand and working on this refresh
for quite some time now.
And the clock is ticking, because the big ‘reveal’ is nearly here. In fact, the next email you
receive will be THE ONE.
But, for now…let’s recap.
What are we doing?
Creating a new name, brand and value proposition for the organization that represents B2B
professionals in all of our diversity.
Why are we doing this?
Because the world has changed. You, our members, have changed. You need and want
more.
Who’s behind it?
Your Board has led the initiative and the creative genius of www.mrmumbles.com has
delivered.
When will it happen?
Turn the page with us…on June 1, 2017.
A lot of questions have been answered but the ultimate question - “What will our refreshed
and rebranded Association be?” - can be answered by looking at what our members told us.
The work undertaken by the creative agency, Mr Mumbles, helped us to clearly define the
new value proposition for the organisation and this has set the direction for the new brand.
We discovered our junior professional members are thought seekers, who are:
• Agile
• Digitally connected
• Skilled researchers of content
We discovered our senior professional members are thought leaders, who are:
6. • Specialists
• Connected through experience
• Contributors of content
We discovered our members want an association that is:
• “Credible”and ‘Consistent’
• Filled with strong, relevant thought leaders
• More progressive, visible and relevant
• A place for sharing real on-the-job skills (not just basic theory)
• A place where they can ask questions that research cannot answer
• A place where they can find a strong value exchange
We discovered the benefits our members are looking for include:
• Mentoring and advice
• Learning and development opportunities
• Career advice
• A strong, credible network
Mr Mumbles also helped us discover that we need a brand that is:
Purposeful, Credible, Reflective but without boundaries,
Engaging, Dynamic, Future-focused and Energetic
Stay with us to see exactly what APSMA will become…
7. 19 April 2017
Meet the experts who have helped shape the next chapter...
We’re moving closer to the end of the rebranding journey for APSMA, and the big ‘reveal’
isn’t far away.
However, before we unveil what will be the culmination of many months of reflection and
creativity (click here for more on the backstory), we wanted to share some more insights
about the journey.
As you know, we’ve consulted members via a survey; we’ve talked at length with chief
marketing officers and we’ve gathered the thoughts and inspiration from our terrific Regional
Committees. We’ve also consulted the experts.
APSMA ran a competitive tender process and ultimately appointed creative agency Mr
Mumbles to take us through the new brand discovery exercise.
Through a series of workshops, interviews and secondary research, Mr Mumbles unpicked
the essence of APSMA and found their way to the core, to the heart of what our members
need and want from their association.
As a result, the Mr Mumbles team identified the pillars that sit at the core of the new brand
and will underpin everything we offer to members. Luckily for us, we also found that the Mr
Mumbles team is pretty patient and clever too.
If you’d like to checkout the brains behind our rebrand, take a look at www.mrmumbles.com.
More coming soon...
8. 5 April 2017
We are compelled to turn the page...
You’ve most likely heard by now that APSMA is turning the page on a new chapter.
We started in 1993 and we’ve come a long way in 24 years but we are focused on the
future.
It’s a future which looks bright... with a fresh look and new name on the way. But before we
get to that, we are taking members on a journey.
Over the last six months, the APSMA Board with the support of a group of Chief Marketing
Officer advisors and consultants have been engaged in a brand planning and stakeholder
engagement process so that the story which is ultimately taken to market is well-considered,
robust in its form and function and which charts a positive future for the association and
delivers real value to you, our members.
In our last “a new chapter” email we spoke of APSMA’s backstory, from 1993 to
now. Today, we’re going to explain “the why”... the key reasons WHY we are rebranding
and why you can be excited about the change...
It’s no secret that the world has changed and keeps changing. Just the fact that professional
services marketers are now sales people, business development professionals,
communicators, bid specialists tell us a lot about why APSMA needs to change.
Our audience – YOU – have changed. You have different skillsets today than you did two
decades ago, and you have different professional development needs and seek broader
networks.
As part of the brand exploration process, we discussed this with senior members of the
profession, and it was clear they felt the same.
9. What do the CMOs say about a change for APSMA...?
• Be more relevant – cater for the diversity of today’s markets professionals – age,
background, location, experience...
• Look outside – seek to involve and learn from others in different markets, perhaps banking,
financial services, insurance and the many other B2B markets; and allow these markets to
learn from our talent pool also
• Teach us new skills and bring us new resources – data and information sources are
overwhelming, help us to identify what we need and what is of value
• Help our people be more valuable and more respected within their firms
• Help us to take our businesses further in a world of rapid change and disruption These are
compelling reasons to refresh, to rethink and renew.
In many areas of APSMA, some of this has been starting to happen organically. For
example, the Shanghai chapter is finding B2B services organisations are now regularly
attending APSMA events and engaging in online discussions. And, there are growing
conversations on social media about the big things affecting us day-to-day.
But, with our rebrand and refocus, we will accelerate this engagement and in doing so write
a new chapter for the association which is much more relevant, more engaging, more
sustainable and of course play a more valuable role for our members.
Please stay tuned and look out for more insights in the next chapter...
10. 29 March 2017
Turning the page on a new chapter for APSMA
Have you heard the news?
APSMA is turning the page on an exciting new chapter.
You, our members, have evolved, as have the organisations for whom you work and the
markets in which you operate. It's only fitting then that APSMA evolves with you. Later this
year, APSMA will usher in a new name and visual identity. You will soon see a new brand -
with a new message and value proposition - which more accurately reflects who we are,
what we do, and the network of professionals we serve across five countries. Over the last
six months, the APSMA Board with the support of a group of Chief Marketing Officer
advisors and consultants have been engaged in a brand planning and stakeholder
engagement process so that the story which is ultimately taken to market is well-
considered, robust in its form and function and which charts a positive future for the
association and delivers real value to you, our members.
But, as with any new chapter, there is a backstory...
This is the first in a series of emails to members explaining the path to the new brand and
visual identity...
Here's the APSMA Story so far.
11. 1993 Launches as the Australian Legal Marketing Association (ALMA), primarily to address
the challenges that marketers in Australian legal firms faced working under a partnership
model. In the years following, legal marketers started to connect the dots with marketers in
other professional services businesses.
2001 ALMA becomes the Australian Professional Services Marketing Association (APSMA)
Still very much the association for marketers working in the legal profession, the appeal of
an Association like APSMA began to extend beyond engineering, with marketers seeking
inspiration on how to help their organisation build stronger client relationships, win more
work, build profile and be competitive.
2002 APSMA extends its membership to organisations outside the legal profession with
marketers inside accounting, engineering, architectural and consultancy companies all
coming together to discuss common issues and to share ideas.
2005 The true role of a “marketer” now broadens across into business development, which
APSMA recognizes and reshape its value proposition to cater for this broader membership
base.
2006 onwards APSMA goes to Asia and becomes the Australasian Professional Services
Marketing Association.
With the rapid expansion of professional services organisations in Asia, APSMA evolved
again to become Asia-Pacific Professional Services Marketing Association by welcoming
members through new chapters in Hong Kong, Singapore and later, Shanghai.
12. A common theme across the years has been the evolution of job titles in professional
services. In 1993 when our association began the founders were all marketers.
Now, almost a quarter of a century later, our members’ job titles have evolved and
diversified to cover business development and sales; communications and public relations;
client insights and experience, customer service and innovation. Today, our members have
diverse yet convergent skills and backgrounds.
In 2017, we are different, yet our core remains the same. We come to APSMA to find our
tribe - a network of like-minded people, market intelligence, solution-focused strategies and
of course, inspiration and motivation. To truly understand what this association means to our
members we spoke to our senior stakeholders. Find out what they said in next week’s
snapshot.