This document outlines the culture, values, responsibilities, and mission of Scribewise. It describes a culture that aims to attract talented people by minimizing rules and encouraging risk-taking, collaboration, and learning from mistakes. The values discussed are intelligence, passion, and clientcentricity. Employees are expected to know their clients' businesses well, be responsive, organized, energetic, and care about clients on a personal level. The company is portrayed as being on a "quest" to make a difference for clients through challenging work and success. The mission is to strengthen customer connections and the vision is to be a content-first digital agency that helps clients succeed.
This document is from an innovation consulting firm called Innovation Ink. It summarizes their approach to innovation, which focuses on identifying real customer needs and problems to solve, generating practical ideas that can create value and income, and building innovation capabilities within client organizations. They aim to find "trouble" by exploring unmet customer needs and have experience delivering innovation for major organizations. Their services include idea generation, innovation process support, mentoring, and helping clients develop innovation strategies and capabilities.
The spirit of successfull enterprise final slideshare versionJakub Uderman
1. The document discusses the characteristics of successful people and businesses. It provides examples of successful leaders like Donald Trump and Warren Buffett.
2. It explains that the spirit of a successful enterprise involves selling the right product to the right customers at the right price through the right distribution channels.
3. The key elements of marketing mix that can bring profit are product, price, and promotion. Place and promotion are also important for connecting with customers.
This document discusses the importance of company culture for long term success. It provides examples of companies with great cultures like Netflix, Facebook, and Starbucks. The document then discusses the culture at WineDirect in particular. It states that WineDirect's culture is driven by its vision, mission, values and people. It outlines the values it looks for in employees, including innovation, customer satisfaction, communication, persistence, humility and being remarkable. The document emphasizes that WineDirect wants to inspire enthusiasm in its team and looks for employees who are passionate about the wine industry and dedicated to customers.
Peak Performance and Client Development for AccountantsCordell Parvin
This document discusses strategies for client development and peak performance in 2015 and beyond. It emphasizes using both traditional and new tools to become more visible and credible to target markets. Some key recommendations include identifying clients' problems and opportunities, providing valuable content and distributing it widely, using writing, speaking, and social media engagement to build reputation, and creating a detailed plan with goals and accountability. The focus is on adopting a "pull" approach to client development using both old and new marketing techniques.
Your next step in business development
Transforming your ideas into profitable business
1nspiring Day 4.4 - B.H. Jenezon (Bart)
Amsterdam, The Netherlands
bart@1nspiring.com
How to Retain and Motivate Your Scaling TeamRecruitLoop
As a startup founder, business owner, or team leader there is so much involved in managing a business, an office or a team of employees.
Often it’s hard to keep on top of the leadership, coaching, mentoring and people development side of things.
This webinar will cover the importance of communicating as a leader or business owner, as well as focusing on time management and prioritization when it comes to running a team of people.
Take-aways:
• Communicating as a leader;
• Being a boss vs being a leader;
• Propelling your team to excellence; and
• Managing yourself as a leader.
If you're not sure if it's worth registering, you may want to ask yourself why anybody would want to be led by you!
The document outlines the culture code of New Breed, a marketing company. It emphasizes driving to unify marketing and sales, innovating and educating others, questioning things and driving positive change, embracing transparency and honesty, getting work done, turning metrics into action, and being awesome. New Breed's culture aims to attract great people by focusing on customer success, continuous self-improvement, and making data-driven decisions.
The document discusses key aspects of client development for long term success, including planning with goals, becoming visible and credible, building relationships, and improving client service. It emphasizes creating a development plan with specific goals, activities to enhance visibility like writing articles and public speaking, focusing on building rapport and trust with contacts, and prioritizing client needs to improve service. The overall message is that lawyers need to proactively plan their development, build their reputation and networks, and focus on serving clients well to achieve long term career success.
Finding Your Next Project: How to Manage a Sales Pipeline for Developers.Jeries Eadeh
Freelance developers and small agencies typically don’t have the luxury to hire an experienced sales executive. That doesn’t make business development any less critical. In this session, I will breakdown some practical sales techniques for any developer or agency owner to implement right away. We’ll touch on ways to manage a sales pipeline, how and where to find new opportunities along with some easy marketing and brand tips. This lesson will help all those developers and business owners who don’t want to be sales professionals themselves but understand finding the next project means you get to sustain your business for the next few months.
Step-by-step guides for building successful business from basic idea creation, business mastery, avoid startup pitfall up to build successful system for your business
Independent Recruiters: Get Your Head and Desk into the $100K ZoneBernadette Eichner
This is Episode 1 of our 6-part series "How to Earn $100K+ as an Independent Recruiter".
In this episode we talk about how to:
1. Get your head into the $100K zone;
2. Apply the success formula to your own independent recruiting business;
3. Decide whether a home office or shared workspace is best for you; and
4. Make sure your workspace is productive and energising.
This document appears to be from a presentation by Susan Hayes, managing director of Hayes Culleton Ltd, a company that provides financial training and eLearning. The presentation covers various business strategy and productivity topics, including setting SMART goals, understanding margins, sales processes, networking, and investing in public relations. It encourages attendees to focus on what they can control and create their own future through practical, implementable plans.
Two companies, the Center for Sales Strategy and LeadG2, are merging. They share a culture focused on quality, integrity, and responsiveness. Employees are empowered to use their instincts rather than rigid rules. The companies exist to help other companies improve sales and marketing performance through training, tools, and tactics. Leaders emphasize building a strong sense of community and family within a fun and collaborative work environment.
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers.
This document outlines the core values of Bureau Translations, which are aimed at creating a positive company culture that attracts great employees. The 10 values are:
1) Existing to make positive things happen
2) Helping clients achieve their business objectives
3) Balancing humanity and technology through understanding clients' needs
4) Delivering solutions based on true understanding
5) Having thoughtful conversations to find the truth
6) Understanding nuance is important
7) Successful people ask for what they need
8) Maintaining a sense of humor
9) Being selective about peers who fit the culture
10) Continually learning and evolving.
This document provides an overview of a company's culture through various quotes and descriptions. The company emphasizes quality, integrity, and responsiveness in its work. It aims to help clients succeed by using employees' instincts rather than rigid rules. The culture is described as warm, collaborative, creative, and family-like, where people feel respected, rewarded and valued.
Blacksmith International has been sculpted around an exceptional culture. Our team members are more than co-workers and meetings more than agendas. We believe the satisfaction of our customers stems from the happiness of our team.
Culture is creating a feeling that makes each day something to look forward to.
This document provides an overview of the culture at Clickbooth, an employee-focused company. It describes how Clickbooth only hires top candidates and emphasizes core ideals like passion, decisiveness, honesty, and performance. It outlines traditions at Clickbooth like TGIM (Thank God It's Monday), where employees make breakfast to start the week positively. Field Day is described as an afternoon of friendly competitions between random employee teams to benefit charity. The document also mentions that Clickbooth supports various local charities and prioritizes giving back to the community.
This document outlines the culture and values of Clickbooth, a company that emphasizes innovation, empowerment, and performance. It describes Clickbooth's eight core ideals that guide the company culture: passion & enthusiasm, decisiveness & accountability, freedom & independence, honesty, courage, selflessness, effective communication, and performance. For each ideal, the document explains how employees can embody that value in their work. It emphasizes taking initiative, accountability, efficiency, and going above and beyond to drive the company's success. The overall message is that by hiring talented people who uphold these ideals, Clickbooth has built a thriving culture that supports business partnerships.
Optimus Search is a growing recruitment firm that placed over 240 professionals in 23 countries last year. They build long-term relationships with clients across various industries to understand job requirements. Most candidates placed with Optimus use them again due to their high placement success rate of 94%. Optimus offers competitive pay, bonuses, and career progression opportunities for new recruits. They provide hands-on training and mentorship to help recruits succeed in their roles.
Culture evolves from a collective belief and core set of values, and there are 10 guiding principles we drive our business decisions with. Here they are:
The document discusses strengthening corporate culture at Emissary Info Services. It begins with an agenda for a meeting on culture shaping. A presentation is then given on the importance of corporate culture, citing examples of companies with strong cultures like Walmart, Starbucks, GE, and GM. Marquee companies like Ritz-Carlton, Yahoo, Google, and IBM are examined for their core values and beliefs. The presentation emphasizes aligning employee behavior with a company's stated values. Employees are asked to reflect on questions about desired core values and codes of conduct. Next steps proposed include compiling values/conduct, employee workshops, and rolling out communication materials. The importance of now and individual alignment with company values is stressed.
This document provides information about Charity People, a recruitment consultancy that specializes in placing candidates within the charity sector. Some key details:
- Charity People was founded in 1990 and has placed over 30,000 people into new jobs within charities while maintaining their values of a consultative approach and understanding of the charity sector.
- They recruit for roles at all levels from all areas including fundraising, marketing, operations, and senior management.
- In addition to permanent hiring, they also assist with contract and temporary roles.
- The company emphasizes their collaborative approach, integrity, expertise within the charity field, and aim of having fun while making an impact.
Culture deck for Kasten, a cloud-native startup in the enterprise space. This documents how we want to create a great culture and what we need to accomplish for that to happen.
Startup Secrets presents a lecture on whether or not you've got what it takes to found a startup! Learn strategies for growing with and navigating your company through the beginning stages.
Gemba Academy Culture Code - A Guide to the Way of Life at Gemba AcademyGemba Academy LLC
An attempt to be a bit different than the traditional employee manual, this document helps codify what we believe are our important values and passions, and how that translates into our culture at Gemba Academy (http://GembaAcademy.com). Contact us to learn more about our lean and six sigma online video training solutions!
The document summarizes the core principles discussed at a Core Principles Summit held by a company's Technology Department. The principles focus on hiring and developing great people, delivering outstanding customer experiences, embracing and driving change, creating an enjoyable work culture, encouraging innovation and risk-taking, strong communication, passion for work, honesty and integrity, personal accountability, humility, and living the principles embodied in the company's culture rather than just displaying them. Implementing these principles will require radical change but not overnight, and an openness to change from all.
Proficient HR Solutions introduces itself as a recruitment and staffing firm. Their goal is to help clients build their workforce. They offer executive search, recruitment, payroll management, and contract employment services. They aim to become a knowledge house that contributes to talent development. Their values include discipline, ethics, quality processes, and long-term client relationships. They strive to exceed client expectations.
ASD - Culture - Behaviors for success (1)Kevin Kiziah
1) The document provides guidance on behaviors that drive success at ASD, including listening to all parties, finding win-win solutions, building trust, anchoring conversations, delivering red carpet service, prioritizing safety, knowing project scopes, taking responsibility, and following processes.
2) It emphasizes taking ownership, communicating clearly, preventing problems, being responsive, setting expectations, following through on commitments, paying attention to details, and managing projects end-to-end.
3) The overall message is that focusing on customers, teamwork, integrity, accountability, safety, quality and continuous improvement will lead to success.
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4. 4
Our approach to culture
We begin with a simple formula:
talent + culture = excellence
In order to achieve excellence, we must have a culture
that attracts talent and allows that talent to thrive.
5. 5
What we’re trying to do
Minimize rules so we can focus on the work.
Distribute responsibility while maintaining flexibility.
Encourage smart risk-taking.
6. 6
Because talented people just need to know where the
guardrails are.
They don’t need backseat drivers.
7. 7
Making this work requires:
• Clear communication.
• Open conversation.
(This means everybody is responsible for calling
anybody out when it’s warranted.)
• A commitment to excellence
8. 8
We don’t accept the default settings
Just because that’s what we’ve always done for a
client, or just because that’s what they hired us to,
doesn’t mean that’s what we should do.
Always search for a better solution to reach the goal.
9. 9
And if you screw up?
It’s okay.
But we need to talk about why the screw up happened,
and see if we can learn from it.
Cool?
10. 10
So…here’s a thing
The work we do – a whole lot of writing – is quiet work.
It’s work we do with earbuds in.
But…
We need to operate as a team. We must collaborate.
12. 12
Company values are the best behaviors of our best
employees on their best days.
These are the behaviors we value and reward.
13. 13
These are the values we think matter most.
(Which means we hire, promote and reward people
who demonstrate these values.)
14. 14
Intelligence
This is about more than book smarts, although that’s important.
It extends to intellectual curiosity, lateral thinking, creativity and mental
agility.
It includes business savvy – an understanding of key principles and the
ability to apply those principles.
We must embody a “growth mindset.”
Our people are curious.
Our people exercise good judgment for Scribewise and our clients.
15. 15
Passion
Our people never mail it in.
We are committed to making an impact.
We bring joy and enthusiasm to work.
We are tenacious.
A strong work ethic is important. This does not mean hours logged at a desk,
but rather an energy and commitment to having an impact.
As Thomas Edison said, innovation is one percent inspiration and 99 percent
perspiration.
16. 16
Clientcentricity
Our goal is to thrill our clients.
We want them to feel as if they’re always getting great value from our
services.
That means over-performing. It means going beyond our scope of work.
It requires digging in deep to not only be able keep up with our clients, but to
lead them.
It means having the courage to always doing what’s best for the client’s
business – even if it reduces our billings.
17. 17
All of us are responsible for ensuring we live our
values.
Every day.
19. 19
We want “A” players
• A players are self-motivating, self-aware, self-
disciplined and self-improving.
• People who have impact.
• No passengers.
• Mission-driven people.
20. 20
What we’re trying to build
a culture of creativity and self-discipline, freedom and
responsibility.
• No timesheets
• No clock-punching
• High expectations
21. 21
Expectation: know the client’s business
• We need to be able to talk the talk.
• We need to lead them.
• Know the competition, know the industry press,
know the gossip.
• Have a point of view.
[We also must know when to do what no one else in the
industry is doing.]
22. 22
Expectation: be responsive
• Respond to emails and other client requests as
quickly as possible.
• Within 15 minutes whenever possible (even if it’s
just to acknowledge receiving the email).
• “Common sense on fast forward.”
• Always beat the deadline.
23. 23
Expectation: be organized
• The goal is to give the client confidence that you
have a plan of attack.
• Be prepared for client calls. Have everything you
might need at your fingertips.
• Keep good notes.
• Know what’s coming next.
24. 24
Expectation: bring energy
• “Meeting with the agency” should be the best part of
the client’s day.
• Interact with colleagues, clients and others with
enthusiasm and joy.
[you don’t have to agree with everything, or be a
“pollyanna” … but you do have to be energetic.]
25. 25
Expectation: care on a personal level
• Be human.
• Know about people’s families, hobbies and other
things that makes them “them.”
• Show empathy.
27. 27
Defining the quest
We’re on a quest.
A quest to make a difference for our clients, to do great
work, and to have great fun while we are doing it.
28. 28
Defining the quest
The Quest is the framework in which we operate. It
influences everything we do – who we hire, how we
work, and the work we choose to do.
We want to be challenged because we believe deeply
that we will succeed.
29. 29
Defining the quest
It also means we’re always striving and pushing
ourselves and our clients to think big and execute with
excellence.
30. 30
The quest never ends
This is really important.
It’s about the happiness of pursuit.
31. 31
The quest never ends
The Quest is not for everyone.
Sometimes, talented people will not have the right
mindset for the Quest. The Quest demands a high level
of performance.
Always.
32. 32
The quest never ends
However, for those willing to commit to the Quest, we
promise the opportunity to work with stunning
colleagues and the freedom to do amazing work.
36. 36
This is the end of this deck
but we don’t consider it a finished product. so speak up
and say what you think. suggest additions or changes.
after all, that’s kinda the point.
[in fact, if you don’t, well… maybe that’s a sign
scribewise isn’t right for you.]