Slide Deck for 2016 GLOBE program presentation to MBA students from UNC-Chapel Hill, China University Hong Kong (CUHK), and Copenhagen Business School (CBS)
Recent presentation related to Entrepreneur Core Characteristics Profile (ECCP) at business schools. For more information, see http://www.FounderProfile.com
Global cleantech Entrepreneur Bryan Guido Hassin shares lessons - based on both research and experience - on leadership in startups. This talk was given 2016-02-26 to the team at iScribes. Video for the talk is at https://www.youtube.com/watch?v=stM6CUPC96k
MEMSI June 2018: Building a company: Equity, Fundraising and moreElaine Chen
In this session we discuss considerations when dividing up the founder equity between multiple founders. We then have a look at the current fundraising landscape for hardware startups, and discuss do's and don'ts.
Foundations of Success - Success through the eyes of advisors (May 2014)Advisor Impact
The document summarizes findings from a study on what defines success for financial advisors. Key findings include:
- Client satisfaction, reaching client goals, and client retention were the top factors advisors used to define professional success, more so than metrics like assets or revenue.
- Advisors saw their mindset and client relationships as the most important drivers of success, but reported gaps in their performance in these areas.
- Larger advisors placed more importance on client and team engagement than smaller advisors. Mentors and education programs were also cited as significantly impacting advisors' success.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Shay Howe's talk from Future Insights Live 2014 in Las Vegas: "Nowadays, our options are endless and as designers and developers we can build any website or application we wish. By settling constraints, we force ourselves to be more productive. Within this session, Shay will dive into different constraints and their benefits to building websites."
Miss his talk? Join us at a future show: www.futureofwebdesign.com. Sign up for our newsletter at futureinsights.com and get 15% off your next conference.
Want to see more from Shay Howe? Visit his educational site at http://learn.shayhowe.com/
Slide Deck for 2016 GLOBE program presentation to MBA students from UNC-Chapel Hill, China University Hong Kong (CUHK), and Copenhagen Business School (CBS)
Recent presentation related to Entrepreneur Core Characteristics Profile (ECCP) at business schools. For more information, see http://www.FounderProfile.com
Global cleantech Entrepreneur Bryan Guido Hassin shares lessons - based on both research and experience - on leadership in startups. This talk was given 2016-02-26 to the team at iScribes. Video for the talk is at https://www.youtube.com/watch?v=stM6CUPC96k
MEMSI June 2018: Building a company: Equity, Fundraising and moreElaine Chen
In this session we discuss considerations when dividing up the founder equity between multiple founders. We then have a look at the current fundraising landscape for hardware startups, and discuss do's and don'ts.
Foundations of Success - Success through the eyes of advisors (May 2014)Advisor Impact
The document summarizes findings from a study on what defines success for financial advisors. Key findings include:
- Client satisfaction, reaching client goals, and client retention were the top factors advisors used to define professional success, more so than metrics like assets or revenue.
- Advisors saw their mindset and client relationships as the most important drivers of success, but reported gaps in their performance in these areas.
- Larger advisors placed more importance on client and team engagement than smaller advisors. Mentors and education programs were also cited as significantly impacting advisors' success.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Shay Howe's talk from Future Insights Live 2014 in Las Vegas: "Nowadays, our options are endless and as designers and developers we can build any website or application we wish. By settling constraints, we force ourselves to be more productive. Within this session, Shay will dive into different constraints and their benefits to building websites."
Miss his talk? Join us at a future show: www.futureofwebdesign.com. Sign up for our newsletter at futureinsights.com and get 15% off your next conference.
Want to see more from Shay Howe? Visit his educational site at http://learn.shayhowe.com/
Fundraising for any startup is hard, but for hardware startups, it can be a soul destroying process, In this brief talk, we explore the basic stages of funding, look at a few examples, and discuss how to make sure you are targeting the right investors who will find your venture intriguing.
ENGAGED! How to Create a Culture of ENGAGED Employees
Now is the time to engage your employees! Disengagement costs money, wastes time and strains resources. Join Michelle as she inspires leaders to look at their organization and make a plan to re-engage or further engage their employees.
Happy at work 4 capturing the young and the restless how to make the edgy gen...Salt & Light Ventures
This document discusses how to engage the current generation of employees. It notes that most workforces are disengaged, costing companies millions per year. To engage employees, companies should pledge to be purpose-driven by defining the company and individual purposes and constantly communicating them. Companies should also pledge to be performance-oriented by defining and measuring expectations, and developing employees. Finally, companies should pledge to be principles-led by defining and demonstrating core values. The document emphasizes that actual change, new methods, and innovative tools are needed to create an engaged workforce.
Workable Presentation at TechStartupJobs Fair London 2014TechMeetups
Workable helps companies improve the quality and efficiency of their hiring by simplifying the most time-consuming task: browsing, screening and managing candidates. Workable is also sponsor of ‘TechStartupJobs Fair London 2014’.
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
This document discusses rebuilding a company's leadership pipeline by spotting future talent. It notes that most new executives hired from outside fail within 18 months, and only 33-50% are considered successful after 3 years. When executives fail, it is often due to lack of organizational or cultural fit. The document provides strategies for assessing fit, including understanding the position, leadership group, CEO/manager, organizational culture, and industry culture. It also discusses using behavioral assessments and resumes/interviews to identify candidates with the right leadership style for the role and organization. The overall message is that companies must carefully evaluate both skills and fit when selecting new leaders.
Happy at Work Conference: Lessons on Engaging an Exciting GenerationDavid Bonifacio
This was my talk on engaging the Millennials or Generation Y. While many people are promoting worker happiness, I feel it's far more important to promote meaning and purpose in the office. Feel free to email me at david@nlv.com.ph.
Happy at Work Conference; David Bonifacio - Makati, Philippines PayrollHero
http://blog.payrollhero.com/2014/05/29/recap-happy-at-work-conference-makati-philippines/ - David Bonifacio's slide deck from the Happy at Work Conference in Makati, Philippines. Click the link for the video.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
The Brain Science of Effective Recruitment, Retention and Workplace PerformanceTALiNT Partners
David Sales, Director, Emergenetics UK
Learn how brain science can dramatically improve our recruitment and selection effectiveness
Understand how recruitment, on-boarding and L&D must be integrated to ensure retention
Relate the sector characteristics of health, pharmaceuticals and life science to this knowledge
Chameleons, Catfish, and Cybersleuths: The Art of Sourcing and Attracting Mul...Engage
Today’s recruiters are expected to be equal parts hunter and gatherer, asked to both find "unfindable" talent and bring them "home" to an organization that fits. However, for the first time in history, we are dealing with prospective talent from five generations, a situation which could prove incredibly valuable but could also present massive challenges for any growing organization. Each of these five generations has its own individual nuances, attitudes, values, and communication styles, adding another layer of complexity to an organization’s sourcing and talent attraction strategies.
This document discusses decision making. It notes that every business, leader, and action is the result of a decision. It recommends planning decisions well. The document outlines steps for decision making, including establishing a positive decision-making environment, generating potential solutions, evaluating alternatives, deciding, checking the decision, and communicating/implementing. It also discusses decision biases people may fall prey to and provides exercises for self-assessment related to decision making.
From People to Profit by Olivia Fields at Engage 2016Engage
At any given time, organizations are either in a process of growth, evolution, or reduction. All the while, they must continue to drive results and ensure profitability. Join Olivia Fields as she highlights how investing in your people and establishing a change-ready culture can return big dividends for your company’s long-term growth.
Babson College - New Tech Ventures Class - Sept 2018David Chang
The document summarizes David Chang's experience launching tech ventures and provides advice for starting a new tech company. It outlines Chang's journey from angel investing to founding and exiting companies. Key tips are presented, including that ideas alone are worthless, technical co-founders are important but not required, and the importance of defining a clear goal and business model. The document also notes the importance of fundraising at the right time and being prepared to pivot the business idea if needed. It concludes with Chang taking questions.
Startups have many different funding options available to them. In this lecture to university entrepreneurship students, global climatetech entrepreneur Bryan Guido Hassin shares lessons learned from having raised ~$100M across nine ventures. These ventures, as well as others he has advised, have cumulatively created ~$100B exit value.
Let It Go: How to Stop Micromanaging and Start Growing by Christine Perkett a...Engage
This document discusses how to stop micromanaging and start growing. It begins by outlining some common causes of micromanaging like insecurity, lack of trust, and need for control. It then provides signs that one may be a micromanager, such as knowing all project details or finding it hard to delegate. The document argues micromanaging decreases morale and stifles growth. It then offers cures like hiring the right people, assessing leadership skills, building communication, empowering others, and improving processes. The ultimate benefit is happier employees and more time for business growth.
7 Ways To Build A Brand That Attracts Top TalentBambooHR
Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
Building a Best-Self Culture in Your OrganizationBambooHR
This document discusses best-self management and creating a culture where people can thrive. It provides examples of cultural patterns that companies like 15Five and BambooHR use to develop high-performing organizations focused on employee growth and well-being. These include feedback loops, benefits that support physical, financial, social, and community well-being, and fostering connections between peers, managers, and the community. The goal is to leverage software and adopt frameworks that unlock employee potential and bring out their best selves over time.
The document outlines a filmmaking task that requires students to: 1) Film and edit a character performing actions like opening a door and sitting in a chair to exchange dialogue, demonstrating techniques like action scenes, shot/reverse shot, and the 180-degree rule. 2) Create an original fiction film at least two minutes long with opening titles and scenes throughout. 3) Ensure all video and audio is originally produced, except for copyright-free effects and music. Students can complete the task individually or in groups up to four people.
Fundraising for any startup is hard, but for hardware startups, it can be a soul destroying process, In this brief talk, we explore the basic stages of funding, look at a few examples, and discuss how to make sure you are targeting the right investors who will find your venture intriguing.
ENGAGED! How to Create a Culture of ENGAGED Employees
Now is the time to engage your employees! Disengagement costs money, wastes time and strains resources. Join Michelle as she inspires leaders to look at their organization and make a plan to re-engage or further engage their employees.
Happy at work 4 capturing the young and the restless how to make the edgy gen...Salt & Light Ventures
This document discusses how to engage the current generation of employees. It notes that most workforces are disengaged, costing companies millions per year. To engage employees, companies should pledge to be purpose-driven by defining the company and individual purposes and constantly communicating them. Companies should also pledge to be performance-oriented by defining and measuring expectations, and developing employees. Finally, companies should pledge to be principles-led by defining and demonstrating core values. The document emphasizes that actual change, new methods, and innovative tools are needed to create an engaged workforce.
Workable Presentation at TechStartupJobs Fair London 2014TechMeetups
Workable helps companies improve the quality and efficiency of their hiring by simplifying the most time-consuming task: browsing, screening and managing candidates. Workable is also sponsor of ‘TechStartupJobs Fair London 2014’.
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
This document discusses rebuilding a company's leadership pipeline by spotting future talent. It notes that most new executives hired from outside fail within 18 months, and only 33-50% are considered successful after 3 years. When executives fail, it is often due to lack of organizational or cultural fit. The document provides strategies for assessing fit, including understanding the position, leadership group, CEO/manager, organizational culture, and industry culture. It also discusses using behavioral assessments and resumes/interviews to identify candidates with the right leadership style for the role and organization. The overall message is that companies must carefully evaluate both skills and fit when selecting new leaders.
Happy at Work Conference: Lessons on Engaging an Exciting GenerationDavid Bonifacio
This was my talk on engaging the Millennials or Generation Y. While many people are promoting worker happiness, I feel it's far more important to promote meaning and purpose in the office. Feel free to email me at david@nlv.com.ph.
Happy at Work Conference; David Bonifacio - Makati, Philippines PayrollHero
http://blog.payrollhero.com/2014/05/29/recap-happy-at-work-conference-makati-philippines/ - David Bonifacio's slide deck from the Happy at Work Conference in Makati, Philippines. Click the link for the video.
Happy at work 4 do the drills because corporate wellbeing programs lead to em...Salt & Light Ventures
Gerry Plana's talk presentation at the Happy at Work Conference 2014 titled, "Do the Drills: Because Corporate Well-Being Programs Lead to Employee Happiness"
The Brain Science of Effective Recruitment, Retention and Workplace PerformanceTALiNT Partners
David Sales, Director, Emergenetics UK
Learn how brain science can dramatically improve our recruitment and selection effectiveness
Understand how recruitment, on-boarding and L&D must be integrated to ensure retention
Relate the sector characteristics of health, pharmaceuticals and life science to this knowledge
Chameleons, Catfish, and Cybersleuths: The Art of Sourcing and Attracting Mul...Engage
Today’s recruiters are expected to be equal parts hunter and gatherer, asked to both find "unfindable" talent and bring them "home" to an organization that fits. However, for the first time in history, we are dealing with prospective talent from five generations, a situation which could prove incredibly valuable but could also present massive challenges for any growing organization. Each of these five generations has its own individual nuances, attitudes, values, and communication styles, adding another layer of complexity to an organization’s sourcing and talent attraction strategies.
This document discusses decision making. It notes that every business, leader, and action is the result of a decision. It recommends planning decisions well. The document outlines steps for decision making, including establishing a positive decision-making environment, generating potential solutions, evaluating alternatives, deciding, checking the decision, and communicating/implementing. It also discusses decision biases people may fall prey to and provides exercises for self-assessment related to decision making.
From People to Profit by Olivia Fields at Engage 2016Engage
At any given time, organizations are either in a process of growth, evolution, or reduction. All the while, they must continue to drive results and ensure profitability. Join Olivia Fields as she highlights how investing in your people and establishing a change-ready culture can return big dividends for your company’s long-term growth.
Babson College - New Tech Ventures Class - Sept 2018David Chang
The document summarizes David Chang's experience launching tech ventures and provides advice for starting a new tech company. It outlines Chang's journey from angel investing to founding and exiting companies. Key tips are presented, including that ideas alone are worthless, technical co-founders are important but not required, and the importance of defining a clear goal and business model. The document also notes the importance of fundraising at the right time and being prepared to pivot the business idea if needed. It concludes with Chang taking questions.
Startups have many different funding options available to them. In this lecture to university entrepreneurship students, global climatetech entrepreneur Bryan Guido Hassin shares lessons learned from having raised ~$100M across nine ventures. These ventures, as well as others he has advised, have cumulatively created ~$100B exit value.
Let It Go: How to Stop Micromanaging and Start Growing by Christine Perkett a...Engage
This document discusses how to stop micromanaging and start growing. It begins by outlining some common causes of micromanaging like insecurity, lack of trust, and need for control. It then provides signs that one may be a micromanager, such as knowing all project details or finding it hard to delegate. The document argues micromanaging decreases morale and stifles growth. It then offers cures like hiring the right people, assessing leadership skills, building communication, empowering others, and improving processes. The ultimate benefit is happier employees and more time for business growth.
7 Ways To Build A Brand That Attracts Top TalentBambooHR
Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
Building a Best-Self Culture in Your OrganizationBambooHR
This document discusses best-self management and creating a culture where people can thrive. It provides examples of cultural patterns that companies like 15Five and BambooHR use to develop high-performing organizations focused on employee growth and well-being. These include feedback loops, benefits that support physical, financial, social, and community well-being, and fostering connections between peers, managers, and the community. The goal is to leverage software and adopt frameworks that unlock employee potential and bring out their best selves over time.
The document outlines a filmmaking task that requires students to: 1) Film and edit a character performing actions like opening a door and sitting in a chair to exchange dialogue, demonstrating techniques like action scenes, shot/reverse shot, and the 180-degree rule. 2) Create an original fiction film at least two minutes long with opening titles and scenes throughout. 3) Ensure all video and audio is originally produced, except for copyright-free effects and music. Students can complete the task individually or in groups up to four people.
Pemberontakan PKI di Madiun pada September 1948 dipimpin oleh Amir Syarifuddin dengan tujuan membentuk Negara Republik Soviet Indonesia di kota Madiun. Pemberontakan ini berakhir pada 30 September 1948 setelah pemerintah membentuk GOM untuk menangani situasi dan Kabinet Amir S jatuh.
El documento lista los nombres de varios personajes que actuaron hoy, incluyendo al Sr. Bigotes, Randy, Cabalo, Juancito, Zick, Thomas, Dora y Pipo la Mochila Mágica.
The document provides information about an event that took place in Madiun, Indonesia between September 18-30, 1948. It involves the initials PKI, which likely refers to the Communist Party of Indonesia, and dates that correspond to a period of communist rebellion and uprising in the city against the new post-independence government.
The document summarizes the financial highlights and operational performance of Direcional Engenharia S.A. for 4Q14 and full year 2014. Key points include:
- Record cash flow generation of R$158 million for 2014, a 106.6% increase over 2013.
- Revenues from services increased 53% to R$1.3 billion, accounting for 67% of total revenue.
- Mortgage transfers in development totaled R$503 million, a 40% growth over 2013.
- Proposed dividends of R$63.2 million, corresponding to 40% of cash flow generation for the period.
SEO (search engine optimization) involves optimizing website content to increase visibility and rankings in search engines. Key factors search engines consider include relevant keywords, page speed, mobile friendliness, and high-quality backlinks from other reputable sites. Proper SEO implementation requires an in-depth understanding of individual search engine algorithms and ongoing evaluation of analytics to ensure ongoing improvements.
SEO strategy is important for blogs to increase traffic and visibility. Proper optimization of titles, meta descriptions and headings can help search engines understand content better. Regular blog posting, internal linking, and engaging content also helps improve SEO performance over time.
Présentation de l'offre Hubiquity v2 dont la sortie est annoncée pour mars 2010
Quick presentation of Hubiqiuty v2 which is expected to be launched by march 2010
This document discusses succession planning strategies for healthcare organizations. It notes high turnover rates among nurses, physicians and senior management. Succession planning can help mitigate risks from vacancies and retain top talent. The document recommends developing a vision statement and long term direction for succession planning. It provides best practices such as benchmarking candidates and considering future strategic needs. Companies must commit to succession planning through talent reviews, development resources and holding leadership accountable. Individual career action plans are also recommended.
This document provides information about an online classroom for the Achieve Your Business Dream (AYBD) workshops. It outlines the steps to access content from the AYBD program, which is made available weekly for a month after each program. Participants can access materials by visiting the provided URL and logging in as a guest with the given password. Any questions should be directed to the specified contact.
This document provides advice for becoming a successful entrepreneur. It discusses that there is no magic pill for success and entrepreneurs must be able to tolerate risk. The first step is assessing one's ability to succeed by considering the risk of failure and if one has the personal characteristics like a drive to take risks and develop new ideas. It also discusses the importance of developing a business plan by identifying opportunities and competition, and finding funding. Building a team and having a strong customer focus are also key characteristics discussed. The document emphasizes the importance of persevering to make it through the first three years of being an entrepreneur.
Starting a new business is not the same as running an operating business. Over the last decade, several management practices have emerged that recognize the particular challenges new ventures face. Steve Blank’s Customer Development Model and the related “Lean” movement are increasingly popular. This session introduces and defines the key concepts of these entrepreneurial management practices and explores how startups can use them at any step of their development.
The document discusses establishing a private Facebook group called "SCOREJAX - Achieve Your Business Dream Community" to allow people who attend Achieve Your Business Dream workshops to network and communicate with presenters, providing instructions for joining the private group. It also provides an overview of SCORE as a nonprofit organization dedicated to helping small businesses through education and mentorship, as well as information on upcoming workshops and online resources available through SCORE.
This document provides advice and guidance for becoming a successful entrepreneur. It discusses that there is no magic pill for success and entrepreneurs must be able to tolerate risk. The first step is assessing the risk of failure, your own abilities, and getting support from family and friends. Key characteristics for entrepreneurs include a strong drive, willingness to take risks, ability to develop new ideas, leadership skills, and focus on business goals. Successful entrepreneurs crystallize their vision, focus on customers, build a strong team, and give back to their community. Planning and having the right resources are also important factors.
This document provides 10 tips for improving people performance in organizations. The key focus areas are recruitment and selection, performance management, and people development. It emphasizes the importance of hiring the right people, creating thorough job profiles, identifying top performers, understanding why some people perform better than others, using development needs analysis, considering options like retraining or reassigning underperformers, measuring performance before and after development plans, and ensuring factors like awareness, competence, motivation, and support.
Introduction to Entrepreneurial Management - Entrepreneurship 101 (2013/2014)MaRS Discovery District
The document provides an overview of entrepreneurial management strategies and concepts across 15 pages. It discusses:
1) The 5 dimensions of success for startups including customer, product, team, business model, and financials. Failure in any dimension can cause startups to fail.
2) Key entrepreneurial frameworks and theories from thinkers like Blank, Osterwalder, Ries, Christensen and others.
3) The importance of customer development, testing hypotheses through minimum viable products, and pivoting based on customer feedback through a lean startup approach.
4) Segmenting customers and focusing on a single market initially for easier market positioning and potential cash flow.
The document discusses how to unleash the untapped talents of employees. It recommends assessing employees' competencies and matching them to responsibilities. It also suggests getting the most out of employees by motivating them, providing training, and challenging them. The document stresses creating a happy workforce through flexible schedules, family friendliness, and automating repetitive tasks. It advises assessing employee performance regularly and soliciting employee input to improve the business.
There is a big problem in many companies today where employees feel unfulfilled and dissatisfied. A study found that understanding one's natural talents ("what"), motivations ("why"), and preferred work style ("how") is key to peak performance. Companies need manager coaches to help employees achieve higher self-awareness and authenticity to better understand themselves and modify their roles accordingly. This leads to increased engagement, performance and profits for both the employee and company.
A career in_entrepreneurship_ethan_chazin_31oct2013Ethan Chazin MBA
The document provides guidance for those considering becoming entrepreneurs. It outlines common traits of successful entrepreneurs such as determination, risk-taking, embracing uncertainty, and disliking working for others. It emphasizes the importance of planning, including developing a business plan and customer framework model. The customer framework model outlines key aspects of a business like value proposition, customer segments, channels, and revenue streams. The document also discusses obtaining funding from traditional sources like banks and venture capitalists as well as non-traditional sources. Mentors are recommended to help identify blind spots. In conclusion, it is advised to confirm the business idea is viable and start building business experience and financial resources.
Leveraging the Science of Happiness at WorkOwen_Morris
This document discusses a company called IOpener that helps organizations improve performance and employee happiness. IOpener has clients across various industries and has been in business since 2003. Their vision is to assess and act on factors that create high-performing organizations by providing practical solutions to common workforce challenges. They have developed intellectual property based on research into happiness at work. Their services are designed to save time and money while demonstrating a return on investment through improved metrics like employee retention, sick leave, and focus.
The document profiles Mirza Yawar Baig, an international speaker and author who has over 16 years of experience in corporate management and 28 years in training and organizational development. It provides details on his work experience, education, books, clients, and areas of specialization including family business consulting and entrepreneurship. The document also includes sections on succession planning, critical transitions for family businesses, and objective criteria for leadership selection.
TEDx PDX Special Considerations for navigating the venture industryportlandten
The document discusses special considerations for women navigating the venture industry. It notes that while the industry is male-dominated, focusing on performance is key to success. Specifically, the venture ecosystem has a clear hierarchy from limited partners to entrepreneurs. Qualifications for investment professionals are also very high. While women may face challenges like scrutiny of appearance and exclusion, they also have advantages like support from other women leaders. Ultimately, becoming a high performer is important for any professional, regardless of gender.
5 Ways to Give Feedback that Elicits Real ChangeBambooHR
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
Frequent, sincere feedback is key to driving organizational success according to the document. The document discusses how annual performance reviews are ineffective and demotivating for employees. Instead, companies should implement frequent feedback through regular check-ins and one-on-one meetings to foster employee engagement and improvement. Proper feedback helps build a culture where employees feel heard and are motivated to develop their skills.
This document provides tips for acing a job interview in 3 sentences or less:
Research the company thoroughly to understand their culture, values, and needs so you can demonstrate how you are the right fit. Prepare for the interview by assessing your skills, personality, and values to show how you meet the requirements of the role and will be successful. Empower yourself in the interview to differentiate yourself from other candidates by highlighting how you will specifically address the problems and needs of the hiring company.
The document discusses the AKRIS Business Mastery Advisory Board which provides objective feedback, practical advice, and accountability to business owners to help them implement behaviors that lead to business success such as persistence, focus, ownership, discipline, results orientation, valuing people, and intelligent self-interest. Members meet for four hours per month to discuss challenges, get suggestions, and ensure they stay on track. Business owners commonly see benefits like more revenue, productivity, and control along with reduced stress.
The document discusses creating a customer-centric experience and culture within an organization. It emphasizes that a customer-centric approach requires focusing on customers at all levels of the organization, from leadership to employees. This ensures a single-minded purpose of satisfying customers and building loyalty. Key aspects include living the company vision, clear communication, empowering employees, and holding all accountable for customer satisfaction. The goal is to provide legendary customer service that exceeds expectations.
Similar to University of Georgia - Terry College of Business - Presentation (20)
EP Labs Growth Leader Assessment - May 2020John Bradberry
EP Labs provides leadership assessments to help companies evaluate their growth leaders. They have assessed thousands of leaders and hundreds of teams across industries. Their Growth Leader Assessment (GLA) rigorously evaluates CEOs, executives, and high potentials to understand their strengths/gaps, readiness for roles, development opportunities, and how to improve alignment. The GLA process involves collecting data from interviews, feedback, and tests then integrating it to create a customized report and dashboard. EP Labs provides feedback sessions to identify key themes and determine how to leverage the assessment at the individual, team, and company levels.
UNC Kenan-Flagler Presentation -- The Psychology of EntrepreneurshipJohn Bradberry
Slides from a presentation on October 7 to students participating in UNC's GLOBE program -- an international business education program bringing together students from the U.S., Denmark, and Hong Kong
This document discusses the psychology of entrepreneurship and startup culture. It focuses on developing products that meet user needs through experimentation and having a growth mindset open to data and flexibility. The document also references a Charlotte Startup Weekend event from January 25, 2013.
Slides from my Ignite talk at Lean Startup Conference 2012John Bradberry
The document discusses various psychological concepts related to pivoting such as anchoring, representativeness, the sunk cost fallacy, integrity of communication, self-knowledge, and provides related website links for further information. It examines why people may pivot and what actions can be taken, highlighting the importance of integrity and self-knowledge. Overall, the document seems to cover strategies and thinking around making major changes in direction.
This document describes an academic-practitioner collaboration between ReadyFounder Services and North Carolina State University to develop a new measure of entrepreneurial personality. The collaboration brought together the practitioner's goal of creating a useful tool for business with the academic's need to follow rigorous research procedures. Challenges included compressing timelines and ambiguity around roles. Lessons included clarifying expectations upfront, keeping communication open, and maintaining flexibility. Going forward, both parties are interested in how to commercialize and advance scientific knowledge from the project.
This document discusses the double-edged nature of entrepreneurial passion and how it can both help and hinder startup success. While passion is needed to sustain the long hours and challenges of entrepreneurship, it can also lead founders to ignore reality, make biased decisions, and cling too tightly to ideas rather than listening to the market. The document provides strategies for founders to maintain passion while also making decisions based on market feedback and evidence, including assessing founder fit, taking a market-oriented approach, using rapid iteration, and developing earned optimism over time.
Explore the key differences between silicone sponge rubber and foam rubber in this comprehensive presentation. Learn about their unique properties, manufacturing processes, and applications across various industries. Discover how each material performs in terms of temperature resistance, chemical resistance, and cost-effectiveness. Gain insights from real-world case studies and make informed decisions for your projects.
2. Agenda
• Why
Do
So
Many
Startups
Fail?
• What
Prepares
a
Founder
for
Success?
• 11
Core
Characteris<cs
• Your
ECCP
Results
–
“Peer
Clinic”
• Class
Profile
Discussion
• Going
Forward
–
GeGng
the
Most
Out
of
Your
Results
3. Most
People
Dream
of
It
Surveys:
72
percent
of
working
adults
said
they
wanted
to
start
their
own
business
(Source:
Intuit)
4. Reality
Most
ventures
close
within
5
years
of
forma<on.
7
of
10
close
within
10
years.
5. Reality
6
of
10
people
who
become
self-‐employed
go
back
to
work
for
someone
else
within
10
years.
6. Reality
The
typical
business
owner
will
earn
35%
less
over
a
10-‐year
period
than
if
he
or
she
worked
for
someone
else
during
the
same
period.
7. Reality
Two-‐thirds
of
all
owner-‐operated
businesses
earn
less
than
$10,000
in
annual
profits.
8. Business
owners
report
longer
work
hours
and
more
stress,
fa<gue,
insomnia,
depression,
and
conflict
with
spouses.
Reality
10. An
ExploraMon
• 55
hours
of
interviews
• 51
books
• 83
research
papers
• 500+
online
sites,
blogs,
magazines,
etc.
• Filtered
through
20+
years
of
experience
and
observa<on
18. Market
OrientaMon
How
viable
is
your
market
opportunity?
Math
Story
Does
your
economic
model
work?
EffecMve
ExecuMon
Can
you
make
it
happen?
Founder
Readiness
Are
you
bringing
your
absolute
best?
44. Peer
Clinic:
In
Groups
of
3
Based
on
my
ECCP
Results:
1) What
are
my
key
strengths
as
a
potenMal
entrepreneur?
2) Where
are
my
most
relevant
gaps?
3) What
insights/strategies
can
help
me
be
most
effecMve
in
an
entrepreneurial
role?