1. The document provides several approaches for non-profit communications teams to measure their effectiveness, including a star ranking, marketing maturity assessment, and CALM assessment.
2. The marketing maturity assessment evaluates organizations on best practices like defining target audiences, segmenting lists, using consistent branding, and using content management systems.
3. The CALM assessment evaluates how "collaborative, agile, logical, and methodical" communications teams are based on factors like relationships, adaptability, goals, and processes.
4. Participants are invited to share their assessment results anonymously to help the author with research on non-profit communications effectiveness
You need it. You know you do. Audience research is a vital part of any project, but it’s often the first thing to be cut. “We know our audiences well enough,” they say. “We know what they want.” But is that true?
No! Of course not! If we knew what audiences wanted, we’d have an excess of donations, volunteers, newsletter subscribers, and report readers, and we wouldn’t be having conversations about how to get audiences to act or increase awareness.
During this session, you’ll learn about:
Our favorite lean audience research methods and why they’re awesome
- How to convince your boss that audience research is necessary
- How to conduct audience research when you have zero resources
- By the end, you’ll have what you need to do some quick and dirty audience research and convince others that it’s necessary!
Presented by: Courtney Clark, Kristina Bjoran, Valerie Miller
You need it. You know you do. Audience research is a vital part of any project, but it’s often the first thing to be cut. “We know our audiences well enough,” they say. “We know what they want.” But is that true?
No! Of course not! If we knew what audiences wanted, we’d have an excess of donations, volunteers, newsletter subscribers, and report readers, and we wouldn’t be having conversations about how to get audiences to act or increase awareness.
During this session, you’ll learn about:
Our favorite lean audience research methods and why they’re awesome
- How to convince your boss that audience research is necessary
- How to conduct audience research when you have zero resources
- By the end, you’ll have what you need to do some quick and dirty audience research and convince others that it’s necessary!
Presented by: Courtney Clark, Kristina Bjoran, Valerie Miller
21 stupid things that nonprofit marketers can stop doing, including bad attitudes, approaches, strategies, and tactics. Delivered as a live webinar on June 27, 2013 and available as a recording after July 2, 2013 at http://www.NonprofitMarketingGuide.com under "Freebies." Also see the Twitter stream with #npcommstupid and share your ideas there!
Here is a presentation that Amy Atkinson delivered on July 25, 2014 to the Nashville Chapter of the Association of Fundraising Professionals. The full-house crowd was an impressive group of nonprofit leaders gathered to discuss how nonprofits can leverage communication strategies to help their organizations reach their goals of branding, awareness, education and fundraising. We addressed the reality of small marketing teams and tiny communications budgets, and tips on establishing priorities and maximizing resources. We focused on content marketing and digital delivery channels.
Nonprofit Marketing Trends 2014: What to Ignore, What to EmbraceKivi Leroux Miller
Delivered at AMA Cause Camp 2014 in Lincoln, Nebraska on April 4, 2014. Participants held up a colored index card to indicate their answer to each question posed in the deck. Play along at home! Come up with your answer before you click the slide to see mine.
How to get buy-in for your people analytics from the boardroom and beyond.The Happiness Index
This talk at the Mission Critical HR Analytics conference in London looked to help HR professionals with their people analytics, most importantly - how to get buy-in for their program from their board as well as their staff. The presentation covers:
- Engaging teams from the outset
- Securing buy-in from the boardroom by making data relevant
- Getting the frequency, language and questions right
- Improving response rates for maximum insight
- Building trust internally – anonymous vs. identified responses
- Best practice for creating a compelling employee engagement strategy
9 Things To Consider When Recognizing Remote EmployeesHppy
Even if managing remote employees is becoming a more widespread phenomenon, many leaders stills struggle with one of its key aspects – employee recognition. It doesn’t matter whether employees work on-site or remotely – obviously, they need to be engaged and motivated all the same.
Here are 9 actionable tips to help you properly recognize remote employees, motivating them to work hard and boosting your team retention rate:
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Opening a New Conversation with Business Leaders: It's Time For ActionLaura Overton
Aligning learning with business is the hot topic in L&D, but many business leaders still think we are there to take orders for course. This session was delivered at Learning Technologies Summer Forum in the UK for L&D leaders who are tired of moaning about ‘If only my leaders understood me’ and want to take action. It’s was aimed at the energetic and enthusiastic who want to roll up their sleeves to crowdsource pragmatic strategies that will win the toughest business hearts and minds.
The ideas generated in the session of over 50 L&D leaders are captured in this slide deck on slides 13, 14, 17 and 21. A pack of curated resources was generated for all participants and Slideshare viewers of the slide deck can request one by completing the pop-up form at the end of this presentation.
"The power of Framework Thinking” - Linat Wager @ProductTank Tel Aviv April 2016ProductTank TLV
Product Management: Lessons worth sharing, Linat shared with us from her knowledge and experience and demonstrated how frameworks helped her in every new product challenge and still do
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
From Bud to Boss: Secrets to a Successful Transition to Remarkable Leadershi...BizLibrary
In this interactive and informative webinar you will learn ideas for individual leaders in this situation and with trainers, HR leaders and anyone in the organization wanting to improve these skills for others.
www.bizlibrary.com
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
What constitutes collaboration? What are the behaviours that empower and effect strong collaborative outcomes? Learn more in this masterclass. For more learnings or to subscribe for coaching and educational sessions, you can access my website for details: https://bit.ly/netagain
21 stupid things that nonprofit marketers can stop doing, including bad attitudes, approaches, strategies, and tactics. Delivered as a live webinar on June 27, 2013 and available as a recording after July 2, 2013 at http://www.NonprofitMarketingGuide.com under "Freebies." Also see the Twitter stream with #npcommstupid and share your ideas there!
Here is a presentation that Amy Atkinson delivered on July 25, 2014 to the Nashville Chapter of the Association of Fundraising Professionals. The full-house crowd was an impressive group of nonprofit leaders gathered to discuss how nonprofits can leverage communication strategies to help their organizations reach their goals of branding, awareness, education and fundraising. We addressed the reality of small marketing teams and tiny communications budgets, and tips on establishing priorities and maximizing resources. We focused on content marketing and digital delivery channels.
Nonprofit Marketing Trends 2014: What to Ignore, What to EmbraceKivi Leroux Miller
Delivered at AMA Cause Camp 2014 in Lincoln, Nebraska on April 4, 2014. Participants held up a colored index card to indicate their answer to each question posed in the deck. Play along at home! Come up with your answer before you click the slide to see mine.
How to get buy-in for your people analytics from the boardroom and beyond.The Happiness Index
This talk at the Mission Critical HR Analytics conference in London looked to help HR professionals with their people analytics, most importantly - how to get buy-in for their program from their board as well as their staff. The presentation covers:
- Engaging teams from the outset
- Securing buy-in from the boardroom by making data relevant
- Getting the frequency, language and questions right
- Improving response rates for maximum insight
- Building trust internally – anonymous vs. identified responses
- Best practice for creating a compelling employee engagement strategy
9 Things To Consider When Recognizing Remote EmployeesHppy
Even if managing remote employees is becoming a more widespread phenomenon, many leaders stills struggle with one of its key aspects – employee recognition. It doesn’t matter whether employees work on-site or remotely – obviously, they need to be engaged and motivated all the same.
Here are 9 actionable tips to help you properly recognize remote employees, motivating them to work hard and boosting your team retention rate:
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Opening a New Conversation with Business Leaders: It's Time For ActionLaura Overton
Aligning learning with business is the hot topic in L&D, but many business leaders still think we are there to take orders for course. This session was delivered at Learning Technologies Summer Forum in the UK for L&D leaders who are tired of moaning about ‘If only my leaders understood me’ and want to take action. It’s was aimed at the energetic and enthusiastic who want to roll up their sleeves to crowdsource pragmatic strategies that will win the toughest business hearts and minds.
The ideas generated in the session of over 50 L&D leaders are captured in this slide deck on slides 13, 14, 17 and 21. A pack of curated resources was generated for all participants and Slideshare viewers of the slide deck can request one by completing the pop-up form at the end of this presentation.
"The power of Framework Thinking” - Linat Wager @ProductTank Tel Aviv April 2016ProductTank TLV
Product Management: Lessons worth sharing, Linat shared with us from her knowledge and experience and demonstrated how frameworks helped her in every new product challenge and still do
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
From Bud to Boss: Secrets to a Successful Transition to Remarkable Leadershi...BizLibrary
In this interactive and informative webinar you will learn ideas for individual leaders in this situation and with trainers, HR leaders and anyone in the organization wanting to improve these skills for others.
www.bizlibrary.com
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
What constitutes collaboration? What are the behaviours that empower and effect strong collaborative outcomes? Learn more in this masterclass. For more learnings or to subscribe for coaching and educational sessions, you can access my website for details: https://bit.ly/netagain
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
A company is an organism. It lives and grows. Introducing new strategy into the organism can rejuvenate and strengthen the entire system. It can also choke the system at different points, preventing the organism from thriving. This presentation will help you understand how to avoid and overcome the 7 choke points of strategy implementation.
danibu training | Stepping up to better CommunicationDani Buijtenhek
You never get a second chance for a first impression.
The way you communicate lingers long after a meeting
or presentation. It’s the HOW you communicate that
opens doors and closes deals.
danibu communication trainings are customized to clients' needs and give clear guidance on how to improve communication skills in simple steps and with easy-to-use tools.
Tackle your Employee Communication Measurement FearsKate Smith
Many employee communicators fear measurement. They dread math, worry about the cost and are not sure how to accurately measure and what metrics to apply. But by overcoming your resistance, you can use measurement to see the strengths and weaknesses in your employee communication programs and make improvements to increase employee engagement. Use this guide to tackling the fear of your employee communication measurement .And for more tips on internal communications visit our blog http://www.davisandco.com/resources/impact-blog
How to Communicate Your Next Employee Engagement SurveyNamely
When launching an employee survey the intent is clear - you want to collect, understand and act on employee feedback.
However, communicating that intent to your people can sometimes be challenging. Pre-survey communications are integral to a successful survey that collects enough data to take action on. Post-survey communications are just as important in building employee trust.
Join Monique Hughes, Senior Customer Success Manager at Culture Amp and Eric Knudsen Senior Analyst, People Operations at Namely to learn about the importance of internal communication in your employee survey strategy. On the webinar, they will cover:
Why employee engagement surveys are useful & critical
How exactly to communicate with employees before the survey
A checklist for launching your employee engagement survey
Rolling out results using the collect, understand, act model
Communicating results to company, leaders, and managers
3 Essential Steps to Taking Over as CFO Effectively by Maureen O'Connell, CFO...Maureen O'Connell
In this presentation, Maureen O'Connell, CFO at Scholastic Corporation points out 3 essential steps that would benefit new CFOs regardless of the backgrounds that they come from.
How do you set expectations for your self and the team your are supervising so as to achieve organizational goals.
Take a few minutes and learn how this can be done
Skills and Strategies for New Test Managers.pdfApplitools
Explore the skills and strategies needed to be successful in software Test/QA leadership in this session from Applitools.
View the on-demand recording at https://applitools.info/vrd
How to Improve Communication Skills, Effective Communication Skills, Soft SkillsProfit Transformations
This training is on how to improve communication skills with little know soft skills insights. It will provide you with tips on effective communication strategies including DISC Profiles, effective delegation, leadership skills and more.
The slideshow is from a 1 hour webinar. Watch the video to learn become a better person with more on more effective communication skills from this training.
Find out more about improving your people skills by registering for our information packed half day workshop. Subscribe to http://profittrans4mations.com/people-skills
In this word document, I describe my interpersonal communication strategy in which you can find how I see myself as a leader and how I want to improve my communication skills.
How to Create a Corporate Culture and Get Great ResultsPoppulo
Download the complete (free) guide on the same topic here: http://bit.ly/2V6obAX
Internal communication is not something an organization can afford to ignore. In a void of communication, a culture will form – good or bad – with or without you. That’s why putting some thought into how to create a corporate culture is crucial.
In this guide, we’ve provided expert insight into how you can create a successful internal communications culture within your own organization – which will lead to increased employee engagement.
Key takeaways:
- How to get an accurate read on current communications
- 3 common factors where IC can directly impact employee engagement
- 6 steps to building a solid communications infrastructure
---
We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts.
Intl. +353 21 242 7277
UK 0800 904 7955
US 781 443 7600
or visit Poppulo.com
Get some editorial calendar basics, followed by behind the scenes tours of 3 nonprofit editorial calendars. Presented at 18NTC in New Orleans, April 2018. #18ntc #18ntcedcal
No social media strategy at your nonprofit? No worries! Use social media as your content marketing playground. Presented at Social Media for Nonprofits, San Francisco, October 2013
How do nonprofit communicators rank and combine different goals? We took a look based on data from the 2013 Nonprofit Communications Trends Report. Full report at http://npmg.us/2013
Wondering what you should be doing in 2013 as a nonprofit marketer? Here are 13 suggestions to get you started. Join us at http://nonprofitmarketingguide.com throughout the year for help in making it happen.
So What and Who Cares - Getting Your Communications RightKivi Leroux Miller
Make your nonprofit communications more relevant by always answering So What? and Who Cares? How do you get more relevant? Try the 6 R's: Be Rewarding, Realistic, Real-Time, Responsive, Revealing, and Refreshing.
As presented to the Association of Fundraising Professional (AFP) Charlotte on June 20, 2012.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
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➢ Super Show 9 in HCM with Super Junior
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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2. 2
My Notes:
Four Approaches to Measuring Overall NPCOMM Effectiveness
1. The Simple Star Ranking
How would you rate the overall effectiveness of your nonprofit’s communications? Color in the stars.
1 = Not at all Effective 2 = Slightly Effective 3 = Somewhat Effective 4 = Very Effective 5 = Extremely Effective
National Average:
3. 3
2. The Marketing Maturity Assessment
Let’s look at the extent to which your organization has adopted NPCOMM best practices, using this scale:
1. Unaware - We are unfamiliar with this practice.
2. Aware - We have basic knowledge of this practice.
3. Ready - We are ready to begin implementing this practice.
4. Capable - We’ve started implementing this practice and are gaining experience.
5. Skilled - We are confident in our implementation of this practice.
6. Expert - We are consistently outstanding in our implementation of this practice.
7. Authority - We are a thought leader and innovator on this practice.
Marketing Maturity Indicator Your Rating
(1 – 7)
National
Average
Defining specific target audiences or core constituencies, rather than
communicating to “everyone” or the “general public.”
Segmenting email and print mailing lists, and targeting advertising, so
that people see content from you that is highly relevant to them.
Creating content centered on the recipient, including clear calls to
action, and often using the second person (you, your).
Using a consistent and recognizable voice, style, and tone throughout
your communications.
Regularly incorporating visual content such as photos, video, and
graphics into your communications, rather than relying on text alone.
Using an editorial calendar that says what messaging is going out when
and in which communications channels.
Building content curation and repurposing into your editorial process,
rather than always creating original content from scratch.
Managing your website within a Content Management System (CMS)
that multiple people on staff know how to update.
Managing your mailing list with a Customer Relationship Management
(CRM) tool or database that allows you to track information,
interactions and activities for everyone on your list.
Establishing and measuring key performance indicators for your
primary communications goals and channels.
TOTAL:
Knowledge Zone = Aware – Ready, 10 - 39 Points
Proficiency Zone = Capable – Skilled, 40 – 59 Points
Mastery Zone = Expert – Authority, 60 – 70 Points
4. 4
3. The CALM Assessment: How CALM Are You Now?
Answer quickly and honestly using your gut reaction. Don’t try to puff up your score or to punish yourself either.
This is about helping you identify where you are already making good progress and where some new focus could
be helpful.
Answer on a scale of 1-5 for how frequently each statement is true for you:
1 = Never
2 = Rarely
3 = Sometimes
4 = Very Often
5 = Always
Number Statement My Score (1-5)
1 Everything on my to-do list is clearly connected to organizational goals.
2 I coach other staff on becoming better communicators.
3 In the absence of leadership or direction, I take charge.
4 I hold regular meetings with staff about our communications plan and
editorial calendar.
5 I simplify routines and create repeatable processes to make our
communications work easier and more predictable.
6 With each project, I know who I am communicating with, the message to
them, and the channels to deliver that message to those people.
7 I ensure that other staff (e.g. program managers) understand how their
specific work fits into our broader communications plan.
8 I manage the process of creating and publishing content so that everyone
knows their roles, responsibilities, and deadlines.
9 I invest time in building a trusting and cooperative relationship with my
executive director.
10 I regularly and systematically listen to people both inside and outside our
organization to better understand their perspectives on our work.
5. 5
11 I use every piece of content I create in at least three different ways.
12 I measure the results of my work and track trends over time.
13 I promote and facilitate open internal communications among staff members
about our external communications so there are no surprises.
14 I can make good communications decisions quickly and those decisions will be
trusted and supported by others.
15 I use an editorial calendar to manage when and where we publish our
communications.
16 I plan for the unexpected so I can react quickly and appropriately when
circumstances change or plans go awry.
17 I give adequate time to important projects, even if that means saying “no” to
urgent requests.
18 I encourage our staff to use software and other tools that make our
communications work more efficient.
19 I follow best practices, but also experiment freely.
20 I understand my own productivity style and manage my time and energy well.
6. 6
Calculating Your Score
Move the score you gave yourself into this chart, matching up the statement numbers.
For example, for the first statement, if you gave yourself a 3, you would put a 3 in the first block under Logical. If
you gave yourself a 5 on the second statement, you’d put a 5 in the first block under Collaborative.
Collaborative Agile Logical Methodical
2. 3. 1. 5.
4. 9. 6. 8.
7. 11. 12. 15.
10. 14. 17. 18.
13. 16. 19. 20.
C Total: A Total: L Total: M Total:
Your CALM Score:
Total your scores for each column. Consider your highest total your top strength.
Then add those four totals together to get your CALM Score.
7. 7
Reviewing Your CALM Scores
If your top score is on Collaborative . . .
Your top strength is being collaborative. You focus on “the who.” You know that great communications work
depends on strong personal relationships and partnerships with others. Build on this strength by focusing here:
• Help staff see the big picture of your communications work and how their work fits into it
• Hold regular editorial meetings where staff are invited to share what's coming up
• Build listening -- inside and outside the organization -- into your regular routine
• Empower others to create great communications themselves with guidance and tools
• Commit yourself to a culture of open and consistent internal communications
If your top score is on Agile . . .
Your top strength is being agile. You focus on the “when and where.” You know that great communications work
requires you to adapt to constant change and to perform well under pressure. Build on this strength by focusing
here:
• Build an exceptional and trusting relationship with your executive director
• In the absence of leadership, take charge yourself and "lead from the middle"
• Develop "simple rules" that help you make decisions more quickly
• Expect the unexpected, and plan for it
• Create agile content that you can use and repurpose in many ways
If your top score is on Logical . . .
Your top strength is being logical. You focus on “the why.” You know that great communications work demands
that you stay focused and grounded. Build on this strength by focusing here:
• Choose communications goals that are well-integrated with other organizational goals
• Ground everything in three questions: Who are we talking to? What's the message? How do we deliver
that message to those people?
• Focus on priorities, ensuring that the important doesn't lose out to the urgent all the time
• Measure the results of your work and track the trends
• Follow communications best practices, but experiment freely
If your top score is on Methodical . . .
Your top strength is being methodical. You focus on “the how.” You know that great communications work
comes faster and easier when you follow a good routine and work through challenges step by step. Build on this
strength by focusing here:
• Use an editorial calendar, even if you are the only one looking at it
• Simply your work routines with formulas and "simple rules" that make your work processes easier
• Establish content creation, review and publication processes for working with others, including roles and
deadlines
• Use software and other tools that help your team communicate more efficiently
• Understand your own productivity style and how to best manage your own time and energy
8. 8
4. Your Job Confidence and Satisfaction
Which describes your level of satisfaction in your current position?
5. Very Satisfied
4. Satisfied
3. Neutral – Neither Satisfied or Dissatisfied
2. Dissatisfied
1. Very Dissatisfied
Which of the following best describes how you feel about your nonprofit marketing and communications
skills?
LEARNING: I have a lot to learn and many knowledge and experience gaps to fill.
COMFORTABLE: I am comfortable with most of the work, but want to keep getting better at it.
VERY CAPABLE: I am very capable, confident, and effective and am looking to take my work and
organization to the next level.
None of these apply to me.
My Next Steps . . .
9. 9
Summary Sheet to Share with Kivi for Her Research
(Optional but Very Much Appreciated!)
Star Ranking. How many did you color in? _________________
Marketing Maturity Score. What was your total score? _______________
CALM Score. What was your subtotal score for each letter and your combined total?
C: ___________
A: ___________
L: ___________
M: ___________
Combined Total: ___________
Job Comfort Level (5 = Very Satisfied, 1 = Very Dissatisfied):
Job Satisfaction Level (Learning, Comfortable, Very Capable, None):
Any Comments or Suggestions Regarding These Assessments?
Optional Contact Information (for possible follow-up)
Your Name:
Your Title:
Organization:
Email: Phone: