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Suggest You - A Passion for Diversity
In the first part of Business Plan Basics you’ve learned which are the public aspects of a business plan. Now it is time to study the “internal” aspects: those little secrets that drive a business to success.Industry Analysis:Every business operates within an industry. Identify where your company fits in and describe the market trends, explain the factors influencing growth and decline in this industry and spot the future expectations. Try to answer crucial questions such as: how many companies are expected to enter your industry in the near future and how is that to affect your business. Do not omit any significant statistics for your industry. Don’t lie to yourself!Target Market:In this section you identify your prospect clients – it is a useful step helping you to derive overall marketing and sales strategies. Try to make clear how many potential consumers are ready to purchase your products. Which are their demographic traits (income, gender, education, private, business) and location? On the Internet location is important if you need to ship products, so don’t overlook to define it.The more you understand your potential clients, the higher your chances of success.You’ve often heard: take it easy. In business plan terms this means don’t attack too many markets at once.Marketing and Sales:Here you define your marketing program outlining what steps are necessary to reach potential clients and convert them to paying customers.Plan carefully your marketing mediums and their costs. This is the section where you enumerate your marketing materials: fliers, brochures, catalog… websites. It is important to mention who will design your marketing materials and how much this will cost. And don’t forget PR.It is a mistake to believe that offering a lower price will lead to increase sales.It is even a bigge
One of the most important marketing tools is an effective logo. It provides an easily recognizable identity for your business or organization. It not only communicates who you are but what you are. Therefore, every business or organization contemplating adopting a logo should know the criteria that make for an effective logo.The first characteristic of an effective logo is that it has immediate impact. Your logo should catch the viewer's eye and hold the viewer's attention. Consider the logo of Apple Computers; the graphic apple with a stylized bite taken out of it has immediate product and corporate identification with consumers. An effective logo "grabs" attention.In addition to impact, a good logo must be good to look at. An effective logo should have the look and feel of "art", if a logo is not appealing to the eye it will defeat its purpose - attracting attention and providing effective identification.Closely related to these first two characteristics of a good logo, is distinctiveness. A good logo must stand out from the crowd. A logo that is too similar to other logos is not only confusing but it could be embarrassing or even costly. In 2003, the Chicago Bears sued another professional football team over a logo that was too similar to the Bears' logo!This brings us to the next characteristic of an effective logo the logo must create or evoke a positive image. "Branding" is a common marketing principle based on product identification growing out of identifying a product with a positive image and a sense of goodwill.Another characteristic of a good logo is that it accurately represents the organization or business. If a company or organization wants to project a serious, professional image, the logo must look professional. A humorous or whimsical logo would be counterproductive to projecting professionalism.A good logo must also be straig
When organizations began to embrace diversity in the 1980s, many of them thought that diversity training was the answer. They thought that if every employee attended a diversity training class, biases, complaints and lawsuits would disappear and everyone would work together in harmony forever. There were two kinds of people engaged in diversity training, education and organizational development. There were those who thought of it as program or a trend. These people read a few books, took a train-the-trainer class or bought one in the mail and called themselves experts. The second group knew that it was a process, not a one day program and that in order to create change they needed to live it, learn it and continually develop their passion for it. They were cognizant of the need to integrate diversity into the business strategy of any organization and the rest of their lives. They also knew there were no quick fixes—that it took patience, and time—but change was possible.
The first group lost interest and went on to something else but people in the second group are still here helping to create change They’re working to create inclusive environments where all people can do their best work and have their individual skills and talents, recognized, appreciated and utilized.
I wanted to know more about this passion for diversity and where it came from. What drives some individuals to maintain their personal mission, vision and values despite resistance, challenges and nay sayers. I interviewed four people whose passion for diversity is so great it’s like a magnetic force that continues to get stronger and attract everything in its path. These four people are Terry Howard, Director of Diversity for Texas Instruments; Michele Atlas from Workforce Diversity Network; Deb Dagit, Executive Diversity Director at Merck; an
Let’s face it. When searching for a new job, most people feel that time is of the essence and they want to get the best results in the least amount of time possible. Unfortunately, many people employ the strategy of creating ONE resume that they can submit for multiple job postings. Sounds logical right? You’ll be able to spend a lot of effort writing one good resume that can be used for many purposes. Well, while this sounds logical it is not exactly the best practice.A resume that is BEST for one company is usually not the BEST for another. Even if you are applying to different job postings in the same general field, job postings usually differ. Some companies may be looking for one qualification in that field versus another. For these reasons it is extremely important to make sure that you tailor your resume for each job posting. So yes, this does mean more than one resume and yes this does mean that it will take more time when it comes to resume writing, however, tailoring your resume to each specific job posting will drastically increase your chances of being called for an interview.Why is tailoring your resume to the job posting or job description so important? The first reason is that it eliminates guesswork for your employer. When an employer receives a resume, he or she is looking for the perfect candidate. The employer has likely invested a lot of time and energy into creating a job description and/or job posting that best describes what they are looking for in a candidate. When they pick up and read resumes, they are looking for information that fits that job description. If you tailor your resume to that job description, immediately after reading your resume, they will say, “This looks like our perfect candidate, let’s call them for an interview!” Another reason that it pays to tailor your resume is that is shows that you took the time to creat
When organizations began to embrace diversity in the 1980s, many of them thought that diversity training was the answer. They thought that if every employee attended a diversity training class, biases, complaints and lawsuits would disappear and everyone would work together in harmony forever. There were two kinds of people engaged in diversity training, education and organizational development. There were those who thought of it as program or a trend. These people read a few books, took a train-the-trainer class or bought one in the mail and called themselves experts. The second group knew that it was a process, not a one day program and that in order to create change they needed to live it, learn it and continually develop their passion for it. They were cognizant of the need to integrate diversity into the business strategy of any organization and the rest of their lives. They also knew there were no quick fixes—that it took patience, and time—but change was possible.
The first group lost interest and went on to something else but people in the second group are still here helping to create change They’re working to create inclusive environments where all people can do their best work and have their individual skills and talents, recognized, appreciated and utilized.
I wanted to know more about this passion for diversity and where it came from. What drives some individuals to maintain their personal mission, vision and values despite resistance, challenges and nay sayers. I interviewed four people whose passion for diversity is so great it’s like a magnetic force that continues to get stronger and attract everything in its path. These four people are Terry Howard, Director of Diversity for Texas Instruments; Michele Atlas from Workforce Diversity Network; Deb Dagit, Executive Diversity Director at Merck; a
A nice letter head logo design can be the best way to make a business known so clients and customers realize it is a company in which they can trust. This could not seem too important for a large and well-known company, but a logo could actually have a lot of influence on how the business it stands for fares in its market. Whether it is a big or small business, a logo can have a considerable impact to make people accept a company. That is why most companies give a lot of importance to this little symbol.If you are starting a new business, a letter head logo design must be at the top of your priority list, it must be a logo that represents correctly the ideas and interests of your company. Also it is of great help to give a good first impression of a business to their potential customers. That is why a logo design letterhead is a key element to get brand recognition for a business. It advertises a product and makes it look good to customers. The marketing of a brand can be successful if it includes a well designed letter head logo.But, what can make a logo design look good? There are several factors, one of the main factors is originality. A good letter head logo must be one of a kind and be able to stand on its own. It must not be similar to the logo design of other brands. All you need is some creativity and not to copy parts of other logos. If you think you are not able to design professional logo by yourself or do not want to spend a lot of time and energy to create your own logo, you can find more than one letter head logo design website with a very affordable design logo price.These letter head logo design makers are experts in making personalized letter head logo designs, they will make sure the styling and designing of a logo meet your requirements. This logo creation and design process can be interactive, so it is a good idea to give these design makers a
The first group lost interest and went on to something else but people in the second group are still here helping to create change They’re working to create inclusive environments where all people can do their best work and have their individual skills and talents, recognized, appreciated and utilized.
I wanted to know more about this passion for diversity and where it came from. What drives some individuals to maintain their personal mission, vision and values despite resistance, challenges and nay sayers. I interviewed four people whose passion for diversity is so great it’s like a magnetic force that continues to get stronger and attract everything in its path. These four people are Terry Howard, Director of Diversity for Texas Instruments; Michele Atlas from Workforce Diversity Network; Deb Dagit, Executive Diversity Director at Merck; a
Chartering a private jet makes good business sense. Let's explore the reasons why business aviation is thriving even in the face of rising fuel costs.1. It is safe. Traveling onboard a private jet provides a level of safety not found on the airlines. When you fly private, you are renting the entire jet, not just one seat. You choose who each of your passengers will be; no guessing if the strange looking person sitting in seat #27C will strike a match to his shoes.2. It is secure. Most private jets fly out of smaller, less visible airports then the ones the airlines utilize. Business aircraft are typically hangared at a facility where strict security controls are in place. Aircraft parked overnight are kept locked at all times.3. It is efficient. Instead of waiting on long lines at the airport and going through extensive and repetitious security screenings, business aviation passengers get direct access to the aircraft or access through a screening area at their departing airport.In addition, it is not unusual for business people to visit multiple cities in one day on a business jet. Employees are typically back in the office the next day conducting business [selling products, engaging in mergers and acquisitions, etc.] while their less astute competitors are still out on the road because they flew on the airlines.4. Your crew is highly trained. Both of your pilots will have had extensive training on the jet they are piloting. In addition, a trained and competent flight attendant will provide a high level of in-flight meal and beverage service not available with any airline. Your passengers -- fellow movers and shakers -- will arrive at each destination relaxed and ready to conduct business.When you are ready to charter your next private jet, visit the NBAA's website [http://www.nbaa.org] for a list of operators who can meet your needs.
The first group lost interest and went on to something else but people in the second group are still here helping to create change They’re working to create inclusive environments where all people can do their best work and have their individual skills and talents, recognized, appreciated and utilized.
I wanted to know more about this passion for diversity and where it came from. What drives some individuals to maintain their personal mission, vision and values despite resistance, challenges and nay sayers. I interviewed four people whose passion for diversity is so great it’s like a magnetic force that continues to get stronger and attract everything in its path. These four people are Terry Howard, Director of Diversity for Texas Instruments; Michele Atlas from Workforce Diversity Network; Deb Dagit, Executive Diversity Director at Merck; a
Thorough meeting preparation alleviates anxiety. Good planning guarantees that meetings are relevant, don’t overrun and aren’t held back by uniformed, boring or disinterested attendees. Follow these 19 timeless tips to keep your meetings on track and on time.When preparing your agenda …1. Identify the aim of your meeting2. Put the most important items first3. Establish a clear outcome for each point4. Judiciously choose meeting invitees. Ask yourself, “Who should attend?” “Should attendees be present for all or just part of the meeting?”5. Place controversial points towards the end so the early part of the meeting can flow smoothly6. If you work for a large organization and not everyone knows each other there may be a need for very short introductions. Schedule time for people to quickly share, “Who I am, my role in the company and why I’m here.”Distribute a specific agenda at least one week before the meeting. Make sure that everyone attending has all the information they need and that presenters know exactly how much time they are allotted.When circulating the agenda, state that the meeting will start sharp and end on time. This will subtly set the tone for an efficient meeting. Obviously, it is critical that the meeting chair sticks to the timeline.The meeting day…1. Rehearse your presentation (if applicable)2. Arrive early3. Double check equipment4. Serve coffee, tea, water or refreshments before a 30-60 minute meeting. Any meeting longer than 30 minutes should have drinks available throughout.5. If it’s an important meeting, bring a colleague with you to take notes so you can concentrate on the meeting. A discreet alternative is to record the meeting if there are no objections from attendees.6. Avoid giving all handouts at the beginning because people often leaf
I asked all of them, Why did you get involved in diversity? Here are their stories:
Terry Howard, Director of Diversity at Texas Instruments, has a long-standing and personal connection with diversity. “As an African-American male, I’ve been involved in and experienced diversity my entire life. From a career standpoint, I actually got involved in this work by ‘default.’ During the mid 1980s, I managed a group charged with delivering employment and EEO service for AT&T. Our client base was very diverse and that itself heightened my interest in this work. The challenge of fostering awareness of that growing diversity and leveraging it was most intriguing to me. In 1986, I read the Hudson Institute report Workforce 2000. This ignited me and I knew I wanted to help break new ground.”
Terry’s passion and his involvement in diversity continue to grow. He now supports 15 diversity affinity groups at Texas Instruments, as well as the many business level diversity committees and their annual diversity conferences. “In between, I write a monthly internal diversity column and issue periodic diversity tips on the full range of diversity topics, and I speak on diversity and inclusion at meetings and retreats internally and externally .” Recently he founded the Diversity Connection Symposium for Texas Diversity Professionals, a group consisting of representatives from Shell Oil, Price Waterhouse, First American, Intel, Intuit, JC Penny, Delotte and others and delivered talks in France and China. He takes his passion for diversity and inclusion to the community, having participated in a community march against hate. “One of the things I’m most proud of is my role in the successful integration of religion and faith in the workplace amid lots of skepticism.” He said that people
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