Monaco based Multinational, naseba, is hiring LIVE ON AIR for the first time in the history of Indian Radio. Today morning Mr. Liam Findlay, Global Chief Marketing Director was in interview with Morning RJ Ayesha Dsouza and introduced naseba in Bangalore, LIVE ON AIR on Radio Indigo 91.9 FM and talked about the culture of the company and what naseba does. Also, he gave some tips on how to handle stress interviews and how Scott Ragsdale, CEO of naseba will fly down from Monaco to Bangalore to hire sales people LIVE on Radio Indigo in a stress interview.
To learn more about jobs at naseba visit http://www.naseba.com/index.html?pagecode=careers to get some tips on how to handle stress interview visit this previous entry of mine. To apply for jobs at naseba send your resumes to jobs@naseba.com.
What Does naseba do?
naseba is a business information company. naseba produces, promotes and hosts strategic business platforms using a conference, congress, expo or forum format - depending on the market - with the ultimate focus on knowledge expansion, networking but most importantly maximizing deal-making opportunities for all our executive clients.
naseba is listed on the Paris Stock Exchange.
naseba now has 10 streams of international products:
- CXO Strategies
- Healthcare
- Human Services
- Infrastructure
- Transport & Logistics
- Energy & Environment
- Travel & Tourism
- Investment
- FIS
- Telecoms & IT
Some more TIPS to handle the interview and what are we looking for:
-We are looking for Sharp people who are aggressive and have a “Make It Happen Attitude”
-They should dress sharply … here are some sharp business dressing tips on to what to do and how to dress in a professional atmosphere.
-They shouldn’t take NO as an answer.
-They should be very confident and should be able to talk to the CEO level audience over the phone.
-Should be quick thinkers on their feet and should be crisp, clear and to the point.
I will be updating this section with more tips and points soon…keep posting your comments!
Showing posts with label Human Resource Management. Show all posts
Showing posts with label Human Resource Management. Show all posts
Monday, May 26, 2008
Tuesday, April 15, 2008
Top Tips in Business Dressing for Men and Women!
What Makes an Organization’s Culture – Business Attire?
So the client rejected the proposal? You had a better service offering than the competitor? Still you lost it? Well you might want to look at OverDress Syndrome or PoorDress Syndrome of your company’s employees.
As simple as it sounds, has its own long lasting consequence. What kind of a organizational culture are you building? Casual or Professional?
Many companies struggle with the Business Attires in their organizations because they have people who are in customer facing role and some employees who are not. It would be anyone’s guess, every company has the same set-up. Obviously there will be some people who will not be in customer facing roles. Can this be taken as an excuse to let go a professional corporate culture and not to have Smart Dressing sense in the company?
The Importance of Proper Attire
Making the best possible impression is paramount. First impressions are made within the first 5 minutes of meeting someone. In other words, if you want to be taken seriously, dress appropriately.
OverDress Syndrome – Many organizations cater to government agencies, research labs etc. When a sales professional from organizations selling some stuff walks into such an organization where the government considers eating peanuts as the main course food and tries to match salaries accordingly, you do not expect flashy business suits. But people are very normally dressed. Though they are sharp in their own way! So if the sales guys walk-in all dressed up, in most probability you might just intimidate the person. And your sales impression right from the 1st meet is going to be “Expensive”.
PoorDress Syndrome – So you were visiting a another organization whose vision is to deliver high quality with world’s best technology to customers or may be the best financial asset management services etc and you went dressed shabbily or in a sloppy manner. You just killed your chance of getting your way across the customer’s heart, why? Coz, you didn’t even match the personality of the organization, personally, how will you match the same with your product or service?
So what should you do?
It’s simple, Learn the Customer's Dress Style
• Looking professional promises you a good first impression. Knowing what's expected takes a little research, a shopping trip, and a full-length mirror!
• Research the culture of the employer. A more conservative employer, e.g. accounting, finance, law, etc., will require more conservative dress.
• Look at the brochures, web sites, and employees of the organization to guide your dress style. What style of clothes is being worn by the people who work there? What image are they projecting with their clothing?
• Trust your instinct when picking your business attire. If you have to ask the question, "Can I wear this?" the answer should always be "no."
• Err on the conservative side when in doubt about what to wear.
• Avoid extremes: heels too high, skirts too short, blouses too low cut, ties or patterns too loud.
• Ask experts at a clothing store about the fit of your suit. You don't want it too loose or too tight.
Cost Vs Quality debate?
You are not expected to be able to afford the same clothing as a corporate CEO. However, everything should be clean, well pressed, and not show wear. Even the nicest khakis after 100 washings may not be your best choice for a reception. Carefully inspect new clothes for tags, and all clothes for dangling threads, etc.
Please someone explain this to me…BUSINESS vs. BUSINESS CASUAL ATTIRE
What is business attire? It is the written or unwritten dress code of an organization. Business attire suggests a formal, conservative dress style. Attention to detail, impeccable grooming, and a well-fitted suit are a must to make a lasting good impression. Business casual is a small step down from the formal business attire, but still business-like, appropriate and presentable in a place of business. Remember that the definition business casual attire should never be interpreted as casual.
Men's Business Attire
The Suit
• Choose suits neutral in color - charcoal, navy, gray, black, conservative stripes all work.
• The pant leg should touch the front of the shoe and fall just above the heel in the back.
• Pants can either have cuffs or not.
• The fabric of the suit should be gabardine or wool. Avoid cotton blends as they wrinkle.
• The suit jacket should be buttoned while standing and unbuttoned to sit. Do not button the bottom button of a three or two-piece suit.
The Dress Shirt
• If possible, have your shirt professionally laundered.
• Always wear a long sleeve shirt.
• The shirt's sleeve should extend beyond the suit jacket sleeves by 1/2 inch.
• Always wear an undershirt, as they give the appearance of a finished look; undershirt should be solid white.
The Tie
• Wear a conservative tie with subtle patterns or solid colors.
• Tie your tie to fall in the middle of your belt.
Socks, Shoes and Belt
• Wing tips or lace up conservative shoes are the most appropriate. Loafers can be used for business casual.
• Shoe color should match your suit or be of a darker color.
• Shoes should be in good condition and polished.
• Socks should match the color of your suit and cover your calves.
• Belts should be in good condition and match the color of your shoes.
Accessories
• Men should limit accessories/jewelry to 3 pieces.
• Accessories include watch, ring, handkerchief, lapel pins, cuff links, and tie tacks.
• Avoid bracelets, necklaces, and visible piercings.
Grooming
• Facial hair should be neatly trimmed (moustache, sideburns).
• Hair should be neat.
• Heavy cologne should be avoided. Soap and deodorant will allow people to remember you- not your scent.
• Nails should be clean and manicured(it's not gay).
Men – Business Casual Attire
• A sports coat creates a pulled together look in a business casual environment and eliminates the need for a tie. Pair up the sports coat with khakis or dark pants.
• Traditional dress slacks, khakis, Dockers, corduroys, wool flannel and linen slacks are appropriate with or without a blazer. Be sure to press them beforehand.
• Casual button-down oxford shirts are a great alternative to dress shirts, with or without a tie. Choose basic white, chambray or pinstripe.
• Oxfords and loafers in brown or black are a good match for khakis or corduroys.
Women's Business Attire
The Suit
• Choose a classic suit avoiding trendy suit styles.
• A skirt suit or pantsuit is considered appropriate attire.
• Skirt hemlines should be knee length or longer. Miniskirts are not appropriate.
• Color does not have to be limited to dark colors.
• Make sure the suit flatters your figure and is a good fit, not too tight or too loose.
• Jacket sleeves should fall 1/2 inch below your wrist.
The Blouse
• Blouses should be updated, but neither low cut nor revealing.
• Do not wear a camisole or see through blouse. (Your company's product/service should get the attention, not you!)
• Blouse should include sleeves.
Shoes and Hose
• Shoes should be pumps, flats or sling backs, do not wear shoes with open toes.
• Shoe color should be darker than your suit.
• Heels should be 1-2 inches; higher heels should be saved for after hours.
• Hosiery should be worn with a skirt to match your skin tone or suit.
Accessories
• Jewelry should be kept minimal and conservative.
Make-up and Grooming
• Makeup should be natural looking. People want to remember you, not your eye shadow.
• Nails should be clean and manicured.
• Nail polish and lip color should not be too trendy or bright.
• Hair should be clean, neat in appearance.
• Perfume should be applied very lightly if at all. A good soap and antiperspirant will allow people to remember you not your scent.
Women – Business Casual Attire
• Pantsuits are a wise choice for a business casual event.
• A classic sheath paired with a cardigan or a blazer in the same fabric and color is a good choice.
• Crisp, cotton shirts added to dress pants, khakis, or skirts make a casual outfit.
• Cardigan twin sets are also an easy way to present a more casual look while still looking professional.
• Jewelry, scarves and other accessories will add a polished finish to an outfit. Remember though, "less is more."
• Shoes should still be well-made and close-toed - no extremes. Flats are appropriate, platform slides are not.
• Hose are not essential for business casual, but recommended for shorter skirts.
• Knee highs or trouser socks are suggested with pants.
ALL - Unacceptable Attire
• Jeans or denim pants, shorts
• Leggings/stretch/stirrup/sweat pants, spandex or other form fitting pants
• Athletic shoes, hiking boots, sandals, slides or flip flops
• Flannel shirts or T-shirts
• Hats/caps
Checklist for Putting it All Together
Regardless of the occasion, dressing appropriately is one of the easiest ways to impress the potential employer.
Hair: Should be clean and neat.
Shoes: Should be in polished condition. Make sure heels are not worn.
Details: No missing buttons, no lint; and don’t forget to remove external tags and tacking stitches from new clothes.
Hands: Clean fingernails.
Fit: Clothes should be clean, neatly pressed, and fit properly, neither tight nor baggy.
Smell: Perfume or cologne should be used sparingly or not at all. No odors on clothes. Don't smell like smoke.
Trust your instinct when picking your business attire.
If you have to ask the question, "Can I wear this?" the answer should always be "no."
So the client rejected the proposal? You had a better service offering than the competitor? Still you lost it? Well you might want to look at OverDress Syndrome or PoorDress Syndrome of your company’s employees.
As simple as it sounds, has its own long lasting consequence. What kind of a organizational culture are you building? Casual or Professional?
Many companies struggle with the Business Attires in their organizations because they have people who are in customer facing role and some employees who are not. It would be anyone’s guess, every company has the same set-up. Obviously there will be some people who will not be in customer facing roles. Can this be taken as an excuse to let go a professional corporate culture and not to have Smart Dressing sense in the company?
The Importance of Proper Attire
Making the best possible impression is paramount. First impressions are made within the first 5 minutes of meeting someone. In other words, if you want to be taken seriously, dress appropriately.
OverDress Syndrome – Many organizations cater to government agencies, research labs etc. When a sales professional from organizations selling some stuff walks into such an organization where the government considers eating peanuts as the main course food and tries to match salaries accordingly, you do not expect flashy business suits. But people are very normally dressed. Though they are sharp in their own way! So if the sales guys walk-in all dressed up, in most probability you might just intimidate the person. And your sales impression right from the 1st meet is going to be “Expensive”.
PoorDress Syndrome – So you were visiting a another organization whose vision is to deliver high quality with world’s best technology to customers or may be the best financial asset management services etc and you went dressed shabbily or in a sloppy manner. You just killed your chance of getting your way across the customer’s heart, why? Coz, you didn’t even match the personality of the organization, personally, how will you match the same with your product or service?
So what should you do?
It’s simple, Learn the Customer's Dress Style
• Looking professional promises you a good first impression. Knowing what's expected takes a little research, a shopping trip, and a full-length mirror!
• Research the culture of the employer. A more conservative employer, e.g. accounting, finance, law, etc., will require more conservative dress.
• Look at the brochures, web sites, and employees of the organization to guide your dress style. What style of clothes is being worn by the people who work there? What image are they projecting with their clothing?
• Trust your instinct when picking your business attire. If you have to ask the question, "Can I wear this?" the answer should always be "no."
• Err on the conservative side when in doubt about what to wear.
• Avoid extremes: heels too high, skirts too short, blouses too low cut, ties or patterns too loud.
• Ask experts at a clothing store about the fit of your suit. You don't want it too loose or too tight.
Cost Vs Quality debate?
You are not expected to be able to afford the same clothing as a corporate CEO. However, everything should be clean, well pressed, and not show wear. Even the nicest khakis after 100 washings may not be your best choice for a reception. Carefully inspect new clothes for tags, and all clothes for dangling threads, etc.
Please someone explain this to me…BUSINESS vs. BUSINESS CASUAL ATTIRE
What is business attire? It is the written or unwritten dress code of an organization. Business attire suggests a formal, conservative dress style. Attention to detail, impeccable grooming, and a well-fitted suit are a must to make a lasting good impression. Business casual is a small step down from the formal business attire, but still business-like, appropriate and presentable in a place of business. Remember that the definition business casual attire should never be interpreted as casual.
Men's Business Attire
The Suit
• Choose suits neutral in color - charcoal, navy, gray, black, conservative stripes all work.
• The pant leg should touch the front of the shoe and fall just above the heel in the back.
• Pants can either have cuffs or not.
• The fabric of the suit should be gabardine or wool. Avoid cotton blends as they wrinkle.
• The suit jacket should be buttoned while standing and unbuttoned to sit. Do not button the bottom button of a three or two-piece suit.
The Dress Shirt
• If possible, have your shirt professionally laundered.
• Always wear a long sleeve shirt.
• The shirt's sleeve should extend beyond the suit jacket sleeves by 1/2 inch.
• Always wear an undershirt, as they give the appearance of a finished look; undershirt should be solid white.
The Tie
• Wear a conservative tie with subtle patterns or solid colors.
• Tie your tie to fall in the middle of your belt.
Socks, Shoes and Belt
• Wing tips or lace up conservative shoes are the most appropriate. Loafers can be used for business casual.
• Shoe color should match your suit or be of a darker color.
• Shoes should be in good condition and polished.
• Socks should match the color of your suit and cover your calves.
• Belts should be in good condition and match the color of your shoes.
Accessories
• Men should limit accessories/jewelry to 3 pieces.
• Accessories include watch, ring, handkerchief, lapel pins, cuff links, and tie tacks.
• Avoid bracelets, necklaces, and visible piercings.
Grooming
• Facial hair should be neatly trimmed (moustache, sideburns).
• Hair should be neat.
• Heavy cologne should be avoided. Soap and deodorant will allow people to remember you- not your scent.
• Nails should be clean and manicured(it's not gay).
Men – Business Casual Attire
• A sports coat creates a pulled together look in a business casual environment and eliminates the need for a tie. Pair up the sports coat with khakis or dark pants.
• Traditional dress slacks, khakis, Dockers, corduroys, wool flannel and linen slacks are appropriate with or without a blazer. Be sure to press them beforehand.
• Casual button-down oxford shirts are a great alternative to dress shirts, with or without a tie. Choose basic white, chambray or pinstripe.
• Oxfords and loafers in brown or black are a good match for khakis or corduroys.
Women's Business Attire
The Suit
• Choose a classic suit avoiding trendy suit styles.
• A skirt suit or pantsuit is considered appropriate attire.
• Skirt hemlines should be knee length or longer. Miniskirts are not appropriate.
• Color does not have to be limited to dark colors.
• Make sure the suit flatters your figure and is a good fit, not too tight or too loose.
• Jacket sleeves should fall 1/2 inch below your wrist.
The Blouse
• Blouses should be updated, but neither low cut nor revealing.
• Do not wear a camisole or see through blouse. (Your company's product/service should get the attention, not you!)
• Blouse should include sleeves.
Shoes and Hose
• Shoes should be pumps, flats or sling backs, do not wear shoes with open toes.
• Shoe color should be darker than your suit.
• Heels should be 1-2 inches; higher heels should be saved for after hours.
• Hosiery should be worn with a skirt to match your skin tone or suit.
Accessories
• Jewelry should be kept minimal and conservative.
Make-up and Grooming
• Makeup should be natural looking. People want to remember you, not your eye shadow.
• Nails should be clean and manicured.
• Nail polish and lip color should not be too trendy or bright.
• Hair should be clean, neat in appearance.
• Perfume should be applied very lightly if at all. A good soap and antiperspirant will allow people to remember you not your scent.
Women – Business Casual Attire
• Pantsuits are a wise choice for a business casual event.
• A classic sheath paired with a cardigan or a blazer in the same fabric and color is a good choice.
• Crisp, cotton shirts added to dress pants, khakis, or skirts make a casual outfit.
• Cardigan twin sets are also an easy way to present a more casual look while still looking professional.
• Jewelry, scarves and other accessories will add a polished finish to an outfit. Remember though, "less is more."
• Shoes should still be well-made and close-toed - no extremes. Flats are appropriate, platform slides are not.
• Hose are not essential for business casual, but recommended for shorter skirts.
• Knee highs or trouser socks are suggested with pants.
ALL - Unacceptable Attire
• Jeans or denim pants, shorts
• Leggings/stretch/stirrup/sweat pants, spandex or other form fitting pants
• Athletic shoes, hiking boots, sandals, slides or flip flops
• Flannel shirts or T-shirts
• Hats/caps
Checklist for Putting it All Together
Regardless of the occasion, dressing appropriately is one of the easiest ways to impress the potential employer.
Hair: Should be clean and neat.
Shoes: Should be in polished condition. Make sure heels are not worn.
Details: No missing buttons, no lint; and don’t forget to remove external tags and tacking stitches from new clothes.
Hands: Clean fingernails.
Fit: Clothes should be clean, neatly pressed, and fit properly, neither tight nor baggy.
Smell: Perfume or cologne should be used sparingly or not at all. No odors on clothes. Don't smell like smoke.
Trust your instinct when picking your business attire.
If you have to ask the question, "Can I wear this?" the answer should always be "no."
Wednesday, November 28, 2007
Marketing Communication Primer – What’s The Future? - Series
Marketing Communication – What’s The Future? - Series
Today I am starting this new series on my blog on Marketing communication, What’s the future?
Premise:-
With the B-Schools still teaching 4 Ps of marketing to MBA students while preparing them for businesses, the students face a stark reality when they sit for Interviews. They realize within 2 minutes of interview, that this is not what the companies are looking for.
Wow! “I worked my ass off to learn so much about marketing in my B-School and you are telling me this is not what you are looking for?” – This could be a reality check question running in mind of any B-School passout. Well the cruel answer is “YES”.
Do we blame the education for this mismatch? “No”. Then what do we do?
This series of Marketing Communication primer is going to help all fresh graduates, Marcom professionals, Strategic Marketing Professionals and Hiring Managers to see the difference in various levels of marketing, as well as, what’s the NEXT big things in Marketing to look for.
Causes for aberration:-
The prime reason why people get confused or are not well prepared for what they are looking for in their role in marketing is the lack of understanding about the two levels of Marketing.
Two Broad Levels of Marketing:
1. Strategic Marketing attempts to determine how an organization competes against its competitors in a market place. In particular, it aims at generating a competitive advantage relative to its competitors.
2. Operational Marketing executes marketing functions to attract and keep customers and to maximize the value derived for them, as well as to satisfy the customer with prompt services and meeting the customer expectations. Operational Marketing includes the determination of the marketing mix.
It’s very important for people to understand that Strategic Marketing is a function of a Sr. Marketing Professionals where the person in charge has very well mastered the Operational Marketing.
Demystifying Strategic Marketing:- In simple words it’s the Visioning Strategy linked with the execution planning. This would require the below mentioned functions:
a) Understanding Business Objectives / Goals
-Annual X % increase in revenue of a product line
-Retention and growth of Y accounts in Z geography.
-A % market share for this service / product.
-C no of competitor accounts to be captured etc.
These are some examples of wider business goals that a CEO would have in his mind.
b) Converting these business goals into plans like:- Annual / Bi-Annual / 5 Yearly, is what a senior Marketing Professional (marketing and sales director/VP/SVP) would look at and come up with a strategic plan to support the larger business objectives.
-Identifying milestones in the plan.
-Broad annual metrics to be achieved based on sales data from past or industry averages etc. these are few examples to illustrate.
c) Execution Strategy: - This is is one of the most neglected portion from a strategic perspective. Ram Charan, Author of book, Execution, stresses on this point in his book and calls execution as an essential part of strategy.
Without a clearly defined execution strategy all this is just a Bird’s Eye-view approach to say things. A very clearly defined execution strategy and plan is something which can really make these things happen. The execution strategy might look at various activities which can support the annual plans in the previous step.
-Resources required – Hiring/Training etc
-Commission and incentive buffers / Employee benefits
-Media strategy
-IT Infrastructure
-Strategic Alliances and partnerships etc.
-Tactical challenges and solutions
d) Handover of Plans:- Communicating the plans company wide to ensure effective information dissemination etc. Continuous follow-up etc.
Demystifying Operational Marketing:- In simple words, leveraging various channels / media, to generate demand and achieve organizational objectives.
4 Ps of marketing:
In popular usage, "marketing" is the promotion of products, especially advertising and branding. However, in professional usage the term has a wider meaning which recognizes that marketing is customer centered. Products are often developed to meet the desires of groups of customers or even, in some cases, for specific customers. E. Jerome McCarthy divided marketing into four general sets of activities. His typology has become so universally recognized that his four activity sets, the Four Ps, have passed into the language.
The four Ps are:
-Product: The product aspects of marketing deal with the specifications of the actual goods or services, and how it relates to the end-user's needs and wants. The scope of a product generally includes supporting elements such as warranties, guarantees, and support.
-Pricing: This refers to the process of setting a price for a product, including discounts. The price need not be monetary - it can simply be what is exchanged for the product or services, e.g. time, energy, psychology or attention.
-Promotion: This includes advertising, sales promotion, publicity, and personal selling, and refers to the various methods of promoting the product, brand, or company.
-Placement or distribution refers to how the product gets to the customer; for example, point of sale placement or retailing. This fourth P has also sometimes been called Place, referring to the channel by which a product or services is sold (e.g. online vs. retail), which geographic region or industry, to which segment (young adults, families, business people), etc.
I am not going to focus on these 4 Ps of marketing, however, I would keep them in mind as well as showcase the Future of Marketing Communication to all.
Closing Remarks:- In my coming postings: while these 4 Ps might be the basis for operational marketing I will introduce the
-5th P of Marketing.
-4 “A”s of Marketing
-Web and Internet as Business Models of Future marketing
-Newer and Exciting Channels and Media of marketing
-New strategies for Business Development
-Strategic Advances in positioning
And more…Please share your comments to help me improve my postings.
Today I am starting this new series on my blog on Marketing communication, What’s the future?
Premise:-
With the B-Schools still teaching 4 Ps of marketing to MBA students while preparing them for businesses, the students face a stark reality when they sit for Interviews. They realize within 2 minutes of interview, that this is not what the companies are looking for.
Wow! “I worked my ass off to learn so much about marketing in my B-School and you are telling me this is not what you are looking for?” – This could be a reality check question running in mind of any B-School passout. Well the cruel answer is “YES”.
Do we blame the education for this mismatch? “No”. Then what do we do?
This series of Marketing Communication primer is going to help all fresh graduates, Marcom professionals, Strategic Marketing Professionals and Hiring Managers to see the difference in various levels of marketing, as well as, what’s the NEXT big things in Marketing to look for.
Causes for aberration:-
The prime reason why people get confused or are not well prepared for what they are looking for in their role in marketing is the lack of understanding about the two levels of Marketing.
Two Broad Levels of Marketing:
1. Strategic Marketing attempts to determine how an organization competes against its competitors in a market place. In particular, it aims at generating a competitive advantage relative to its competitors.
2. Operational Marketing executes marketing functions to attract and keep customers and to maximize the value derived for them, as well as to satisfy the customer with prompt services and meeting the customer expectations. Operational Marketing includes the determination of the marketing mix.
It’s very important for people to understand that Strategic Marketing is a function of a Sr. Marketing Professionals where the person in charge has very well mastered the Operational Marketing.
Demystifying Strategic Marketing:- In simple words it’s the Visioning Strategy linked with the execution planning. This would require the below mentioned functions:
a) Understanding Business Objectives / Goals
-Annual X % increase in revenue of a product line
-Retention and growth of Y accounts in Z geography.
-A % market share for this service / product.
-C no of competitor accounts to be captured etc.
These are some examples of wider business goals that a CEO would have in his mind.
b) Converting these business goals into plans like:- Annual / Bi-Annual / 5 Yearly, is what a senior Marketing Professional (marketing and sales director/VP/SVP) would look at and come up with a strategic plan to support the larger business objectives.
-Identifying milestones in the plan.
-Broad annual metrics to be achieved based on sales data from past or industry averages etc. these are few examples to illustrate.
c) Execution Strategy: - This is is one of the most neglected portion from a strategic perspective. Ram Charan, Author of book, Execution, stresses on this point in his book and calls execution as an essential part of strategy.
Without a clearly defined execution strategy all this is just a Bird’s Eye-view approach to say things. A very clearly defined execution strategy and plan is something which can really make these things happen. The execution strategy might look at various activities which can support the annual plans in the previous step.
-Resources required – Hiring/Training etc
-Commission and incentive buffers / Employee benefits
-Media strategy
-IT Infrastructure
-Strategic Alliances and partnerships etc.
-Tactical challenges and solutions
d) Handover of Plans:- Communicating the plans company wide to ensure effective information dissemination etc. Continuous follow-up etc.
Demystifying Operational Marketing:- In simple words, leveraging various channels / media, to generate demand and achieve organizational objectives.
4 Ps of marketing:
In popular usage, "marketing" is the promotion of products, especially advertising and branding. However, in professional usage the term has a wider meaning which recognizes that marketing is customer centered. Products are often developed to meet the desires of groups of customers or even, in some cases, for specific customers. E. Jerome McCarthy divided marketing into four general sets of activities. His typology has become so universally recognized that his four activity sets, the Four Ps, have passed into the language.
The four Ps are:
-Product: The product aspects of marketing deal with the specifications of the actual goods or services, and how it relates to the end-user's needs and wants. The scope of a product generally includes supporting elements such as warranties, guarantees, and support.
-Pricing: This refers to the process of setting a price for a product, including discounts. The price need not be monetary - it can simply be what is exchanged for the product or services, e.g. time, energy, psychology or attention.
-Promotion: This includes advertising, sales promotion, publicity, and personal selling, and refers to the various methods of promoting the product, brand, or company.
-Placement or distribution refers to how the product gets to the customer; for example, point of sale placement or retailing. This fourth P has also sometimes been called Place, referring to the channel by which a product or services is sold (e.g. online vs. retail), which geographic region or industry, to which segment (young adults, families, business people), etc.
I am not going to focus on these 4 Ps of marketing, however, I would keep them in mind as well as showcase the Future of Marketing Communication to all.
Closing Remarks:- In my coming postings: while these 4 Ps might be the basis for operational marketing I will introduce the
-5th P of Marketing.
-4 “A”s of Marketing
-Web and Internet as Business Models of Future marketing
-Newer and Exciting Channels and Media of marketing
-New strategies for Business Development
-Strategic Advances in positioning
And more…Please share your comments to help me improve my postings.
Wednesday, October 10, 2007
Human Assets Expansion Congress 2007
www.humanassetsindia.com 19th - 20th November 2007 MUMBAI
Leading Business Information Company, www.naseba.com, is holding Human Assets Expansion Congress in India.
Innovative strategies in retention, attrition management, training and development, HR MIS systems, Performance and leadership management and more...complete Human Asset management is all what the Congress discusses.
Human Assets Expansion India is a C-level, strategic executive congress, which provides the opportunity for HR directors to meet with global industry suppliers and industry experts in a true business-to-business environment. With prescheduled one-to-one business meetings and educational sessions that are strictly limited to upper-level executives providing them a Real-Life Case Study Format with Ultimate Networking Opportunities.
Key Discussion Topics
• Innovation in Talent Retention, Development and Growth
• Back to Basics: Human Asset Management
• Defining and installing new values, attitudes and behavior within an organization
• Challenges of handling changing aspirational management of the new generation
• Leadership Challenges
Quick Links
• Event website
http://www.humanassetsindia.com
• Complete Agenda
http://www.humanassetsindia.com/index.html?pagecode=agenda
• Complete list of speakers
http://www.humanassetsindia.com/index.html?pagecode=speakers
• Event Testimonials
http://www.humanassetsindia.com/index.html?pagecode=testimonials
• Registration page
http://register.humanassetsindia.com
• Contact page
http://www.humanassetsindia.com/index.html?pagecode=contact
Key Speakers 2007
• JN Amrolia, Executive Director, Ashok Leyland
• Dr Anadi S Pande,VP of Corporate Planning & Strategy,Hero Honda Motors
• Muralidhar Rao, President & ChiefOperating Officer,NIS Sparta
• Sudheesh Venkatesh, Head of HR,Tesco
• Dr. Chandra Mauli Dwivedi,Group President Human Resources,Financial Technology Group
• Joji S Gill, Head of HR,Microsoft
What previous year's attendees said…
"Very impressed. I would be more than happy to present at any of
naseba's event functions."
HR Director, Honeywell
"This event is the perfect way for direct communication between
solution providers and those seeking development within their
companies."
HR Director, Gulf Air
"Great platform for knowledge and best practice sharing on the
available HR tools to streamline processes and make HR more
effective."
HR Director, Siemens
For any queries contact Charan Varghese - Project Director
email: charanv@naseba.com
tel: +91 80 30280562 - fax: + 91 80 30280555 http://www.naseba.com
____________________________________________________________
Leading Business Information Company, www.naseba.com, is holding Human Assets Expansion Congress in India.
Innovative strategies in retention, attrition management, training and development, HR MIS systems, Performance and leadership management and more...complete Human Asset management is all what the Congress discusses.
Human Assets Expansion India is a C-level, strategic executive congress, which provides the opportunity for HR directors to meet with global industry suppliers and industry experts in a true business-to-business environment. With prescheduled one-to-one business meetings and educational sessions that are strictly limited to upper-level executives providing them a Real-Life Case Study Format with Ultimate Networking Opportunities.
Key Discussion Topics
• Innovation in Talent Retention, Development and Growth
• Back to Basics: Human Asset Management
• Defining and installing new values, attitudes and behavior within an organization
• Challenges of handling changing aspirational management of the new generation
• Leadership Challenges
Quick Links
• Event website
http://www.humanassetsindia.com
• Complete Agenda
http://www.humanassetsindia.com/index.html?pagecode=agenda
• Complete list of speakers
http://www.humanassetsindia.com/index.html?pagecode=speakers
• Event Testimonials
http://www.humanassetsindia.com/index.html?pagecode=testimonials
• Registration page
http://register.humanassetsindia.com
• Contact page
http://www.humanassetsindia.com/index.html?pagecode=contact
Key Speakers 2007
• JN Amrolia, Executive Director, Ashok Leyland
• Dr Anadi S Pande,VP of Corporate Planning & Strategy,Hero Honda Motors
• Muralidhar Rao, President & ChiefOperating Officer,NIS Sparta
• Sudheesh Venkatesh, Head of HR,Tesco
• Dr. Chandra Mauli Dwivedi,Group President Human Resources,Financial Technology Group
• Joji S Gill, Head of HR,Microsoft
What previous year's attendees said…
"Very impressed. I would be more than happy to present at any of
naseba's event functions."
HR Director, Honeywell
"This event is the perfect way for direct communication between
solution providers and those seeking development within their
companies."
HR Director, Gulf Air
"Great platform for knowledge and best practice sharing on the
available HR tools to streamline processes and make HR more
effective."
HR Director, Siemens
For any queries contact Charan Varghese - Project Director
email: charanv@naseba.com
tel: +91 80 30280562 - fax: + 91 80 30280555 http://www.naseba.com
____________________________________________________________
Friday, August 03, 2007
Goal Setting!
What will you achieve if you don't know what you want to achieve?GOAL setting, timeline setting, steps break-up, milestone celebrations, motivation, inching closer to your GOALS. Well all this sounds more or less like a excerpt from a Project Management book at your B-School. No. This is simply the latest thing running in my office where all the employees have put together all their Goals on the wall:
1 yr goal
5 yr goal
10 yr goal
Lifetime Goal.
In the image some 32 Goal sheets are visible which says exactly this. I think its necessary and every company should do this. Get your employees to decide the goals. Set some timelines. Breakup the path to achieve those goals into smaller units. Self Motivate yourself. Keep working and celebrate the milestones. Achieve and Enjoy! Start your journey for the next goal.
Monday, June 18, 2007
Organization Citizenship Behavior
Organization Citizenship Behavior
“No employee in any organization is indispensable, every employee’s efforts to become indispensable brings foreword the citizenship”
In today’s competitive world we see the biggest challenge in front of a Leader would be managing and motivating people in an organization. People are one of the most important drivers of the business and no business leader can ignore this fact. People, who can be technology enablers, technology managers, sales enablers or sales managers, everyone needs to be motivated.
Another challenge faced by Leaders is to align the entire company to the business objectives. This is a major challenge posed to any Managing Director; HR Manager; Delivery Managers; as failing to align people in your company would essentially mean a Hay-wire execution which results in inability to meet business targets. This challenge of People Motivation and Alignment leads us to find out innovative techniques to achieve the same.
In my article below I run you through an innovative leadership technique which, out of my experience and interaction with business leaders from Fortune 100 companies has shown success.
Organization Citizenship Behavior or OCB is one human behavioral technique under research for improvisation in many institutions worldwide as well as tried and tested approach in many Fortune 500 companies. OCB is one way in which there is a direct involvement of the business leaders with the people in his company. There is an open communication channel and there is a clear understanding in every individual of their role in the organization.
You might wonder how come Citizenship is being talked about in respect of an organization. Essentially citizenship is considered in terms of States or Countries; however, there is a striking similarity between a state and an organization. Driven by a Leadership with values and distinct goals in mind, any state, works for the development of its citizens. In addition to providing rights to the citizen, it can motivate its citizens to contribute to there duties. Similarly, in an organization, driven by a strong leadership and distinct values one can help every individual to understand his or her roles importance in the organization and by fulfilling the basic rights of freedom of work it can drive them to go beyond there call of duty by making them the Citizens of the company.
What this leads to is, creation of a “Citizen” and not an “Employee”. Having a lot of employees in the company is not a great thing and not enough, what matters is how many citizens have been grown in the organization.
It’s a proven fact that any Citizen of the Company would perform much better than any employee. Every citizen would take decisions which are aligned with the company’s business objectives. The strategy and execution would work hand-in-hand delivering higher productivity, and increased business revenues.
I would categorize Citizenship behavior in an organization in two parts:
Self inculcated citizenship behavior
External Driven Citizenship behavior
Self inculcated citizenship behavior:
Such behavioral occurrences are due to an Individuals’ high understanding of the organization and personal belief in ideologies of the organization. The urge to get benefited on a long term basis for any individual drives them to co-operate as well as contribute. Thus drives a citizenship amongst themselves and peers to achieve long term goals and bring in long term discipline.
This behavior is not comfortably supported by an organization until the individual makes an extra effort to educate and influence others. The individual needs to communicate the same within a smaller group and hence find ambassadors to promote the same.
As an organization, starts seeing the benefits of this behavior, starts encouraging the cause and hence motivates the individual and the organization on a whole. This is the time when the individuals taking these initiatives creates a higher value for themselves in the organization and become indispensable.
External Driven Citizenship behavior:
In this kind of behavior, individuals are motivated by the management to inculcate an additional responsibility where they create enough awareness and need, to become a citizen of the organization rather than just being an employee.
Creating this culture in an organization requires additional efforts to educate all employees, to motivate them further and align them further with the company goals and objectives. To find ambassadors to promote this behavior, a strong sense of understanding is required along with a crafted communication message.
Organizations which are able to achieve such feats really have individuals working with them who are very passionate and committed. Such initiatives are then passed on from management to the employees and the employees finally become the ambassadors of the cause. This creates a lot of value for the managers. The ambassadors who practically implement such initiatives again draw enough attention from management and get recognition for the same.
Various ways which can lead to having lots of citizens in an organization can be as follows:
Leader Spending Time with Citizens
v Every Leader should spend enough time with its citizens to communicate the business goals of the organization.
v Spending time helps people understand, what is expected out of every individual, to achieve the business goals
v It gives freedom to the individuals to take creative decisions keeping in mind the business goals
v It again helps them to verify the decisions and check if they align well with the objectives
v As well as the leader should explain the importance of Contribution to the company as the next step to Learning
Citizens spending time to see the Bigger Picture
v Every citizen having understood there role in the organization should try to spend time in coming out of that frame and should try to understand the bigger picture.
v Post understanding the basic elements of there role the citizen should try to look at the importance of there role and how to improve and enhance productivity.
v Learning is a life long process, to emerge as a successful citizen there should be a focus on contributing to the company.
As an employee in an organization try to think
Am I Indispensable in this company?
If your answer is Yes try to do things which moves you closer to become a Citizen and
if your answer is No, you need to learn a lot more!
“No employee in any organization is indispensable, every employee’s efforts to become indispensable brings foreword the citizenship”
In today’s competitive world we see the biggest challenge in front of a Leader would be managing and motivating people in an organization. People are one of the most important drivers of the business and no business leader can ignore this fact. People, who can be technology enablers, technology managers, sales enablers or sales managers, everyone needs to be motivated.
Another challenge faced by Leaders is to align the entire company to the business objectives. This is a major challenge posed to any Managing Director; HR Manager; Delivery Managers; as failing to align people in your company would essentially mean a Hay-wire execution which results in inability to meet business targets. This challenge of People Motivation and Alignment leads us to find out innovative techniques to achieve the same.
In my article below I run you through an innovative leadership technique which, out of my experience and interaction with business leaders from Fortune 100 companies has shown success.
Organization Citizenship Behavior or OCB is one human behavioral technique under research for improvisation in many institutions worldwide as well as tried and tested approach in many Fortune 500 companies. OCB is one way in which there is a direct involvement of the business leaders with the people in his company. There is an open communication channel and there is a clear understanding in every individual of their role in the organization.
You might wonder how come Citizenship is being talked about in respect of an organization. Essentially citizenship is considered in terms of States or Countries; however, there is a striking similarity between a state and an organization. Driven by a Leadership with values and distinct goals in mind, any state, works for the development of its citizens. In addition to providing rights to the citizen, it can motivate its citizens to contribute to there duties. Similarly, in an organization, driven by a strong leadership and distinct values one can help every individual to understand his or her roles importance in the organization and by fulfilling the basic rights of freedom of work it can drive them to go beyond there call of duty by making them the Citizens of the company.
What this leads to is, creation of a “Citizen” and not an “Employee”. Having a lot of employees in the company is not a great thing and not enough, what matters is how many citizens have been grown in the organization.
It’s a proven fact that any Citizen of the Company would perform much better than any employee. Every citizen would take decisions which are aligned with the company’s business objectives. The strategy and execution would work hand-in-hand delivering higher productivity, and increased business revenues.
I would categorize Citizenship behavior in an organization in two parts:
Self inculcated citizenship behavior
External Driven Citizenship behavior
Self inculcated citizenship behavior:
Such behavioral occurrences are due to an Individuals’ high understanding of the organization and personal belief in ideologies of the organization. The urge to get benefited on a long term basis for any individual drives them to co-operate as well as contribute. Thus drives a citizenship amongst themselves and peers to achieve long term goals and bring in long term discipline.
This behavior is not comfortably supported by an organization until the individual makes an extra effort to educate and influence others. The individual needs to communicate the same within a smaller group and hence find ambassadors to promote the same.
As an organization, starts seeing the benefits of this behavior, starts encouraging the cause and hence motivates the individual and the organization on a whole. This is the time when the individuals taking these initiatives creates a higher value for themselves in the organization and become indispensable.
External Driven Citizenship behavior:
In this kind of behavior, individuals are motivated by the management to inculcate an additional responsibility where they create enough awareness and need, to become a citizen of the organization rather than just being an employee.
Creating this culture in an organization requires additional efforts to educate all employees, to motivate them further and align them further with the company goals and objectives. To find ambassadors to promote this behavior, a strong sense of understanding is required along with a crafted communication message.
Organizations which are able to achieve such feats really have individuals working with them who are very passionate and committed. Such initiatives are then passed on from management to the employees and the employees finally become the ambassadors of the cause. This creates a lot of value for the managers. The ambassadors who practically implement such initiatives again draw enough attention from management and get recognition for the same.
Various ways which can lead to having lots of citizens in an organization can be as follows:
Leader Spending Time with Citizens
v Every Leader should spend enough time with its citizens to communicate the business goals of the organization.
v Spending time helps people understand, what is expected out of every individual, to achieve the business goals
v It gives freedom to the individuals to take creative decisions keeping in mind the business goals
v It again helps them to verify the decisions and check if they align well with the objectives
v As well as the leader should explain the importance of Contribution to the company as the next step to Learning
Citizens spending time to see the Bigger Picture
v Every citizen having understood there role in the organization should try to spend time in coming out of that frame and should try to understand the bigger picture.
v Post understanding the basic elements of there role the citizen should try to look at the importance of there role and how to improve and enhance productivity.
v Learning is a life long process, to emerge as a successful citizen there should be a focus on contributing to the company.
As an employee in an organization try to think
Am I Indispensable in this company?
If your answer is Yes try to do things which moves you closer to become a Citizen and
if your answer is No, you need to learn a lot more!
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