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  • What one task would you eliminate from your work day? Why?
    never take only one minute and most of the time are better handled as a cumulation of multiple meetings on a weekly basis Kristopher Jones ReferLocal com 2 Tracking the sales force I spend far more time than I like taking notes about our sales and client activities I know it s critical to keep reliable records but it s just not as fun as doing the work Mary Ellen Slayter Reputation Capital 3 Scheduling conference calls The vast majority of the time conference calls are a complete waste Whether it s seven people or just you and two others they can take up an enormous amount of time without much to show for it As a solution follow the Tim Ferriss methodology Have the participants clearly outline what they want to discuss in writing Then hold the meeting time to 20 minutes max and don t lose control Adam Callinan BottleKeeper 4 Delegating logistical work I ve been working on delegating more of the logistical work in my business so I can focus on strategic planning and the areas where I m creating unique value I believe that I m at my best when I m operating out of my strengths and empowering others to do the same Elizabeth Saunders Real Life E 5 Scheduling via e mail An obvious answer to this question is e mail but for me it s a bit more specific meeting schedule e mails You know those I m available between such and such times but what works for you e mails Those threads get huge and usually wind up being a massive time suck and distraction A public free busy calendar can help combat that Marcos Cordero GradSave LLC See Full Interview on smartblogs com Filed Under Interviews Tagged With Eliminate Interview

    Original URL path: http://personalbranding.sg/2013/11/15/what-one-task-would-you-eliminate-from-your-work-day-why/ (2014-06-18)
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  • Eliminate
    client activities I know it s critical to keep reliable records but it s just not as fun as doing the work Mary Ellen Slayter Reputation Capital 3 Scheduling conference calls The vast majority of the time conference calls are a complete waste Whether it s seven people or just you and two others they can take up an enormous amount of time without much to show for it As a solution follow the Tim Ferriss methodology Have the participants clearly outline what they want to discuss in writing Then hold the meeting time to 20 minutes max and don t lose control Adam Callinan BottleKeeper 4 Delegating logistical work I ve been working on delegating more of the logistical work in my business so I can focus on strategic planning and the areas where I m creating unique value I believe that I m at my best when I m operating out of my strengths and empowering others to do the same Elizabeth Saunders Real Life E 5 Scheduling via e mail An obvious answer to this question is e mail but for me it s a bit more specific meeting schedule e mails You know those I m

    Original URL path: http://personalbranding.sg/tag/eliminate/ (2014-06-18)
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  • FinePoint’s Meredith C. Fineman on founding and leading a company
    like not creating the proper professional distance that has definitely impacted the way I want to lead going forward It s always hard as a founder to have everyone believe in your premise and vision as much as you do but I ve found that as the leader the confidence that I exude and highlight becomes infectious When you are considering potential clients or employees what do you look for or ask about For clients FinePoint works in the verticals of tech consumer lifestyle and business With any potential client be it a startup brand individual or otherwise it must be something or someone that I personally would be interested in even in the absence of a professional tie In order to successfully pitch anything you have to be interesting in what you re pitching otherwise it will show in a second I work with a lot of individuals to raise profiles and increase their personal brands and I particularly love working with female leadership There s nothing I love more helping an accomplished leader showcase her efforts For potential employees these things are crucial and essential ambition aggression resourcefulness tenacity organizational prowess I have a great deal going on between my company and my writing career so it s all about successfully getting in my face so if you can do that I m interested in talking to you I used to think that resumes mattered so much I ve hired people with PR experience and without it The individual characteristics matter It s about how I want and NEED on my team You founded FinePoint in 2011 What were doing before then and what inspired you to take that step I have worked in almost every area of communications in some way In college I threw parties and

    Original URL path: http://personalbranding.sg/2013/11/11/finepoints-meredith-c-fineman-on-founding-and-leading-a-company/ (2014-06-18)
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  • FinePoint
    also made certain mistakes like not creating the proper professional distance that has definitely impacted the way I want to lead going forward It s always hard as a founder to have everyone believe in your premise and vision as much as you do but I ve found that as the leader the confidence that I exude and highlight becomes infectious When you are considering potential clients or employees what do you look for or ask about For clients FinePoint works in the verticals of tech consumer lifestyle and business With any potential client be it a startup brand individual or otherwise it must be something or someone that I personally would be interested in even in the absence of a professional tie In order to successfully pitch anything you have to be interesting in what you re pitching otherwise it will show in a second I work with a lot of individuals to raise profiles and increase their personal brands and I particularly love working with female leadership There s nothing I love more helping an accomplished leader showcase her efforts For potential employees these things are crucial and essential ambition aggression resourcefulness tenacity organizational prowess I have a great deal going on between my company and my writing career so it s all about successfully getting in my face so if you can do that I m interested in talking to you I used to think that resumes mattered so much I ve hired people with PR experience and without it The individual characteristics matter It s about how I want and NEED on my team You founded FinePoint in 2011 What were doing before then and what inspired you to take that step I have worked in almost every area of communications in some way In college

    Original URL path: http://personalbranding.sg/tag/finepoint/ (2014-06-18)
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  • 8 HR Policies Every Startup Should Have in Place
    handbook with workplace discrimination policies a sexual harassment policy FMLA and HIPAA all in there All it takes is one person to come in and make a protected complaint and your early stage startup could be dead in the water The devil is in the details so don t skimp out on HR Michael Parker DSFederal 3 Company Mission Statement and Values It is important to lock down a company mission statement and values as soon as possible Keep these professionally displayed within clear view inside the office and enclose neatly printed versions in new employee welcome packs so everyone knows these important guiding principles from the start Alex Lorton Cater2 me 4 Onboarding Checklist When an early stage startup lacks a full HR department it s important to at least have an onboarding checklist to ensure all the forms and items new hires need are taken care of quickly and seamlessly before they dive into work From having a W9 on file to getting their direct deposit information make sure to develop a checklist of the needed set up steps so new hires can start quickly Doreen Bloch Poshly Inc 5 Handbook Get that handbook in place and then

    Original URL path: http://personalbranding.sg/2013/10/31/8-hr-policies-every-startup-should-have-in-place/ (2014-06-18)
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  • Human Resource
    need a professional employee handbook with workplace discrimination policies a sexual harassment policy FMLA and HIPAA all in there All it takes is one person to come in and make a protected complaint and your early stage startup could be dead in the water The devil is in the details so don t skimp out on HR Michael Parker DSFederal 3 Company Mission Statement and Values It is important to lock down a company mission statement and values as soon as possible Keep these professionally displayed within clear view inside the office and enclose neatly printed versions in new employee welcome packs so everyone knows these important guiding principles from the start Alex Lorton Cater2 me 4 Onboarding Checklist When an early stage startup lacks a full HR department it s important to at least have an onboarding checklist to ensure all the forms and items new hires need are taken care of quickly and seamlessly before they dive into work From having a W9 on file to getting their direct deposit information make sure to develop a checklist of the needed set up steps so new hires can start quickly Doreen Bloch Poshly Inc 5 Handbook Get that handbook

    Original URL path: http://personalbranding.sg/tag/human-resource/ (2014-06-18)
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  • Interviews
    t pull her own weight A great way to make sure it will be a good fit is try each other out Before signing away equity see how well you both work together on projects and day to day tasks Be straight up about equity You need to think about how much of the company you want to give to your co founder and make sure you have those conversations early on with her There is no single infallible formula when determining how much equity to give No matter what that number you choose it s pivotal to have frank and honest discussions Otherwise you may run into problems down the road See Full Story on entrepreneur com Filed Under Entrepreneurship Interviews Tagged With Business Entrepreneurship How to Find the Perfect Co Founder Be Yourself Redfin s Glenn Kelman Says Even if You re a Little Goofy 29 August 2013 by Digital Curator Leave a Comment This interview with Glenn Kelman chief executive of Redfin the online real estate site was conducted and condensed by Adam Bryant Q What were some important early lessons for you A Two things influenced me the most I m an identical twin and I felt that with my twin brother we sort of formed this unassailable force and it gave me the confidence to be different Even if I was a goofball my twin brother was a goofball with me so I didn t have to worry about fitting in as much I was able to march to my own drummer My parents were a big influence too My mother was a nurse and my father was an engineer but I just think they didn t know how to fit in Here s just one example We moved into this ritzy neighborhood in suburban Seattle for a little while We were the only renters and somebody came by to tell us that we had to mow the lawn that there were these rules about how short the grass had to be My dad decided that he wasn t ever going to mow the lawn I just felt like we really didn t fit in in a lot of different ways and I was constantly in embarrassing situations because of things they did At one point my dad used a machete to mow or really just hack back our lawn See Full Interview on nytimes com Filed Under Interviews Tagged With Entrepreneur Glenn Kelman Interviews Little Goofy The Importance of Commitments 14 August 2013 by Digital Curator Leave a Comment This interview with Hugh Martin chief executive of Sensity Systems an LED lighting company was conducted and condenced by Adam Bryant Q Were you in leadership roles when you were younger A I started working at Hamilton College in upstate New York while I was in high school and I was running a lot of the weekend kitchen operations by the time I left to go to Union College which is in Schenectady N Y

    Original URL path: http://personalbranding.sg/category/interviews/page/2/ (2014-06-18)
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  • David Cohen: In Online Marketing, Your Competition Can Make You Smarter
    markets where the answers to these questions change quickly To make better decisions a little competitive analysis goes a long way As a starting point every company should develop a list of two or three direct competitors and a collection of other players to monitor and learn from With a competitive landscape in place here are a few ways to consider evolving a marketing strategy with an eye toward learning from your competition Know What to Change When All elements of your marketing strategy should not evolve at the same rate Things that change slowly include overall strategy messaging positioning branding pricing and customer acquisition tactics These have broad implications to the business or customer perception and should be reviewed and updated quarterly Things that may change more quickly i e weekly depending on resources include ad keyword targeting engaging social content or public relations By paying close attention to competition companies have further indication on what frequency to change and are more informed on the overall direction of a market but the key is to have a defined internal plan that is informed with external events and data Pick the Right Channels With the ever expanding collection of online marketing channels i e Twitter Facebook Instagram having a defined focus and priority is important This is especially true given limited internal resources In order to make the best choices identify which channels perform best for your competitors Products like Moz or SEM Rush are great for identifying key competitive trends on search marketing To get a more comprehensive understanding competitive analysis products like Rival IQ disclosure I am an investor can quickly identify where competitors are present channels where they re growing and what content is getting the most engagement By using these tools companies will increase their marketing

    Original URL path: http://personalbranding.sg/2014/05/12/david-cohen-in-online-marketing-your-competition-can-make-you-smarter/ (2014-06-18)
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