Scott Brinker's marketing technology blog is a wealth of information and data on all the tools related to marketing and sheds light on the newest C-level job creation, the Chief Marketing Technology Officer. Read the blog and find out more. Maybe your next career move would be in this direction.
Image-driven content is not just for selling and promoting products. Services and, by extension, professional profiles online can and do benefit from images. Pinterest represents the opportunity to extend your brand visibility using board postings.
Look at the trend on Linkedin to image additions to profiles in the form of backgrounds and slidedecks. Reid Hoffman refers to slides a visual presentations and has condensed both his books into 180+ slide decks. It is no coincidence that Linkedin purchased Slideshare and encourages postings of work examples.
When the Wall Street Journal first started posting their articles on Pinterests they have few board categories and used their beyond boring grey logo for each post. They quickly read the tea leaves and started using images and photos to engage viewers and drive traffic to their website. Creative types with Etsy Stores leverage Pinterest boards to attract attention to their products and drive customers to their Estsy stores.
Professions can expand their digital footprints by setting up Pinterest boards for their website, blog, Quora postings, Each page from the website, or posting to the blog or Quora is then "pinned" to its respective Pinterest board. The images above are from my Pinterest boards for my websites and blogs. The catch is that each page and posting has one or more images embedded in it to use for the Pinterest pin.
Pinterest can be a free promotional billboard online to any small business or professional.
This article in the ERE newsletter, written for HR and recruitment is even more true today. With the job market heating up, and recruitment focusing on digital profiles and information, a resume for most, but the highest executives, just gets in the way.
Why “Name-only” Employee Referrals Produce Dramatic Results
by Dr. John Sullivan Oct 29, 2012, 5:42 am ET
Employee referrals provide the highest quality and the highest volume of hires, but you won’t receive as high a level of results if you don’t minimize roadblocks to referrals. Requiring a current resume for employee referrals is a major “under-the-radar” detriment to reaching the goal of having referrals exceed 50% of all hires.
Requiring a resume to start a referral process might not seem like a big deal (because the resume is “the currency” of recruiting) but it can be. Although “active candidates” all have current resumes, employed people who are not actively looking (some people call them passives) don’t have an updated resume available and they may have little interest in creating one.
Requiring an updated resume in order to move forward slows down and occasionally stops employee referral efforts. Consider an alternative approach, which is offering an option to employees, so that all they must submit is a prospect’s name and contact information in order to begin the referral process. This approach is known as a “name-only” referral.
read full article here
Do Won Chang (Hangul: 장도원) is an American businessman of Korean descent. He is best known for founding the clothing retail store Forever 21.
Chang grew up in South Korea and moved to California at 18 in 1981. He and his wife, Jin Sook (Hangul: 진숙), opened a clothing store then named Fashion 21 in 1984 in Highland Park, Los Angeles. His store took off and as he expanded to other locations, the store's name was changed to its current title Forever 21. The number of stores grew to 457 by 2010. The company has since remained a family operation. Forbes in 2011 estimated Chang and his wife's net worth to be $2.2 billion.
The small business owners who are foreign-born naturalized citizens represent a larger precentage than they are in the population as a whole. A recentt New York Times editorial, Immigrants and Small Business, found that 900,000+ small businesses in the US were ownded by immigrants representing 18% of the total. Many may be mom and pop operations but if even a few have the potential of a Forever 21 then the US economy is the better for it.
What the article does not emphasie is that we the participants deliver the media with comments.
What Facebook Will Look Like by 2024
by Todd Wasserman, Mashable.com
Online empires come and go. At one time, Alta Vista was the top search engine and Netscape was the only web browser. Both are now gone. Will the same happen to Facebook?
It's unlikely the company could completely exit the stage. However, the Facebook of 2024 will look very different from today's version. Primarily, the company will continue to morph from a social network to a more traditional media company.
read full article here
Start thinking about how you can transform your boring white papers into image-driven 200+ slide decks. Not many people are priinting out documents to read today when it is far quicker and easier to graze the information on your tablet or smart phone. Hence, the movement towards succinct delivery of information with images.
Start rethinking your next boring 3 bullet powerpoint slide presentation. Re work it into a smal visual ebook instead.
Or would you rather read formatted as an article?
Note each sentence is a slide so instead of a short article you get to zip through a fun and interesting 70 slide deck.
Launching a Career Comback, Linkedin Blog Post
How to Rock the Perfect LinkedIn Profile from LinkedIn
Matt Henshaw June 11, 2014
Hello, I’m Matt Henshaw and (like the beautiful Slideshare above shows) I launched a successful career comeback.
What does that actually mean? Well, a little while ago, I realised I was doing a job that was not my dream. So I decided to make a change and follow my dream – to become a singer-songwriter and self-sufficient working musician, like I said, my very own career comeback. Here’s my story and how LinkedIn played a part in it.
From my time at school to the end of 2008, I was in a band called Censored. What started as a few lads from Nottingham messing about soon became serious.
It was a great time – we were even supporting our music heroes, bands like Supergrass and Ocean Colour Scene. And hanging out with the likes of the Kaiser Chiefs and the Arctic Monkeys – what could possibly go wrong?
I suppose I never really thought about the future and without any real guidance, we took on too much and spread ourselves too thin. I got burnt out and had to cancel gigs and festivals. Sometimes when you lose momentum, you don’t find it again.
I was in touching distance of my dream career – then it was suddenly over.
Skip to 2012, I was working as a Computer Science Sustainability Research Assistant – try saying that with your mouth full! It was OK, it paid the bills but it wasn’t my dream.
Then I went to watch some music gigs for the first time in a long time. The Stone Roses had reformed and Jack White was playing solo shows with all the joy and freedom that goes with it. And that’s when it hit me – I’m one of these people, I’m a musician, that’s MY dream! I had to get back in. But the music landscape had changed since 2008. And it hadn’t exactly gone well last time.
That’s where LinkedIn came in. I thought if this can work for office stuff why not music as well? I wanted to showcase my passion, my personality and make sure people took me seriously as a professional – not just another lad with a guitar.
After updating my profile, I soon found endorsements rolling in from my old network backing my music skills. It was a massive confidence boost. Then I found people started coming to me! For gigs, festivals and just putting stuff together in the recording studio. My profile was like a magnet – all because I had added a bit more detail.
I now have a gig at the Camden Roundhouse and the Elevator Music Festival.
You may be thinking “good for him but I don’t want to be a musician”. Well, that’s not my point.
Whether you’re a musician, a lawyer, a scientist or an accountant you can always do better. LinkedIn is for anyone with ambition. It’s not going to magically make things happen for you, but if you want to follow your dream then investing in your profile and having LinkedIn in your corner can only help. LinkedIn played its part for me and it can for you.
What’s your dream?
Peace, Love & Tea, MHx
PS. If you like my Slideshare, why not share it on
The article goes into the details if you are interested. I would think this confirms what everybody knows already.
It will be interesting to watch Zillow's entry into China with the US housing market site translated into Chinese. There is the expectation of a flood of wealthy investors from China rushing into all US markets. This seems to be a spread across the globe of wealth control by the few.
When the country was first founded only property owners could vote and everyone else was disenfranchised. Are we moving to a new kind of public disenfranchisement? With years of student debt upon graduation, diminished opportunity to own a home which represents financial stability, and no job security, are we passing on a future devoid of opportunity for the next generations?
Families Blocked by Investors From Buying U.S. Homes
By Kathleen M. Howley - Oct 24, 2013 7:10 AM PT
The homeownership rate declined to 65 percent in the first half of this year from a peak of 69.2 percent in June 2004. The level is expected to stabilize at about 63 percent, adding more than 2 million households to the rental population, according to Morgan Stanley analyst Haendel St. Juste.
Pendulum Swings Families are still able to live in single-family homes with a yard for their kids to play in, said Daren Blomquist, a RealtyTrac vice president. However, they’re sending their money to investor-landlords, rather than paying off a mortgage.
“The pendulum is swinging too far from the direction we saw during the run-up to the mortgage crisis,” Blomquist said in an interview. “Then, we tried to make everyone an owner. Now, we have people who have the income to pay a mortgage and have the desire to own a home who are stuck being renters.”
Read the article and view the video here
Rarely do I promote an event especially to global readers. But, this one is cool and will be recorded to watch later from wherever. The news is that companies are going to hire you now based on comprehensive set of data points gathered about you online that are nowhere to be found on your resume.
Forget transferable skills, folks. This is far more comprehensive, intrusive and penetrating into your personality/style, mannerisms, predictable behaviors, competencies/abilities, and unstated accomplishments. None of these are even touched on your resume but they are online.
What if they knew the articles and quotes you shared on social sites? What if they could scrutinize the people you interact with all over the Internet? What impact would that have on how you present yourself for employment opportunities..
The solution? Manage your message and your privacy settings. They will be searching for the most recent information on you.My guess is less than a year and two years max. Start now and build a brand/marketing image/ reputation online that delivers the message you want them read.
Algorithm Alchemy: Turning Talent Search into Gold
Thursday, June 19, 2014
Stanford Graduate School of Business
Knight Management Ctr - Cemex Auditorium, Zambrano Hall
641 Knight Way, Stanford, CA
(Parking and Directions)
6:00 pm – Registration, Networking Reception & Demos
7:00 pm – Panel Discussion (Q&A)
Startups are turning the tables on recruiting with targeted prospecting algorithms. Applicant search is transformed intoprecise talent-matching through the collection and curation of data from numerous sources. The new platforms level the playing field, reshaping the interaction between job seekers, recruiters, and hiring managers.
There is a new gold rush in the global talent acquisition market! According to Bersin by Deloitte, the global talent acquisition market is now worth over $150B annually. While online job boards and aggregators continue to hold the largest slice of the pie, new entrants are poised to take away significant market share.
Join us on Thursday, June 19th to find out how today’s alchemists are exploring new frontiers in the job market, disrupting an industry that has become inefficient and unwieldy:
Alex Dévé, Founder and CEO, Whitetruffle
Sheeroy Desai, Co-founder and CEO, Gild
Steve Krausz, General Partner, U.S. Venture Partners
Readyforce | Venturocket | Whitetruffle
** More panelists and demo companies to be announced soon. Please continue to check back.
** Follow (@VLAB) on Twitter and Event Hashtag #VLABtalent
It must be big news as last year had 117 slides and now she is up to 164. Good promotion for Linkedin who bought Slideshare where this is posted. Reid Hoffman has called these highly robust, rich, detailed slideshows "visual executive summaries". I like to call them, "finally, a readable and interesting white paper"
After reading the article below, I could only agree. Of course companies want to hire great people, and they do have a key set of attributes that they look for.
But how do they really go about finding these A Players?
They sure don't ask you in an interview, "Are you a self-disciplined, champion with foresight, and a drive to compete, who operates at high integrity?"
The A-player college screen starts before the interview, way before, as in what is your GPA, SAT score, leadership participation on campus, and the pedigree of your degree and college? The last one is the biggie. And, how much work experience do you have in your chosen field, as in years not days or months. Seriously, the degree alone won't do it. That's for new grads.
If you are a seasoned professional as an A-player, you will need to be employed (not self-employed or unemployed), in an identical position and equivalent level to the company's opening. You will be working already in the company's business domain or industrial sector. Finally, do not be looking for a job, as they do want to find you.
How to they screen for the characteristics below? Well if they are smart hiring companies they will do 3 things to all hires: new grads to experienced executives.
Forbes Magazine: The Five Characteristics Of An 'A' Player
For many startups, hiring the best and the brightest is not an option — it’s an absolute necessity. You’ve probably heard this sage, albeit generic advice before: “Only hire ‘A’ players.” Of course! Who doesn’t want “A” players? Who doesn’t want people who have the talent, skills and drive to make a company successful?
But the real question is: Can you recognize a top performer when you meet him? We all like to think we can, but even the best can overlook real talent. Think back to Facebook and Twitter. Both companies failed to hire Brian Acton, cofounder of WhatsApp, which was recently acquired by Facebook for $19 billion.
Mark Zuckerberg, founder and CEO, shows off the new messaging system in Facebook. (Photo credit: Wikipedia)
Simply put, “A” players are great competitors. Avoid overlooking one in your midst by understanding these five characteristics:
What characteristics have you found in your best hires?
Mary Ray is the co-founder of MyHealthTeams, which just closed a Series A round. She is always on the lookout for A-players. She drives the product vision and product development of all the MyHealthTeams’ web and mobile applications, oversees marketing, UX, design.
The Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses.
Read article here
New branding on a theory with a proven track record. Daniel Goleman wrote about EQ (Emotional IQ) several years ago making the point that people need not just smarts to get ahead as in IQ but the ability to relate to others as well. In fact the EQ was more important than the IQ all things being equal.
It is now as a theory moving into action and coming to real fruition with social networking and social media inside and outside organizations. Also globalization impels communications by video. The article is filled with good advice, and overview of the current situation.
This continues to build a case for a good digital footprint that includes video, audio, image and content. Your first impression precedes you online and then in reality you will need to live up to it.
Why Likability Matters More at Work
Likability Is More Important—and Harder to Pull Off
March 25, 2014 7:03 p.m. ET, Wall Street Journal
Is "Likability" is becoming a bigger factor for success at work as social networks and videoconferencing grow. The impact goes beyond a high-school popularity contest. The ability to come across as likable is shaping how people are sized up and treated by bosses and co-workers.
Likable people are more apt to be hired, get help at work, get useful information from others and have mistakes forgiven. A study of 133 managers last year by researchers at the University of Massachusetts found that if an auditor is likable and gives a well-organized argument, managers tend to comply with his suggestions, even if they disagree and the auditor lacks supporting evidence.
Likability is more important—and harder to pull off—on video than in person. Sometimes this can result in a style-over-substance effect. People watching a speaker on a videoconference are more influenced by how much they like the speaker than by the quality of the speaker's arguments, according to a 2008 study in Management Science. The opposite is true when a speaker appears in person. The use of personal videoconferencing is expected to grow 47% annually through 2017, according to Wainhouse Research, a Boston market-research firm.
Read full article here
I have read enough lately about the health benefits of standing at my desk. But, my motivation really has been because of unrelenting pain due to an accident that fractured my knee and pulled tendons and ligaments and sub-luxated my hip. Sitting for long periods of time now is simply too painful.
Aside from having a hip replacement to solve the problem...they hope, I have pursued alternative solutions to aid my health in general. That got me to Rick Williams here in Santa Cruz who had been a great help. Through him I bought a Salli backless desk chair. It is really more like a saddle, giddy up!
It has made a world of difference. Now I am researching a hydraulic desk that is sit/stand accommodating. I will keep you posted.
Watching a client make this transition at Apple has been thought provoking.
I am truly impressed how a company that values their talent is willing to do whatever it takes to accommodate an employee ergonomically. They are spending bunches more money on an adjustable desk than I am willing to do. But the investment is in improved health, productivity, lower medical expenses and time off, and high morale.
I will keep you posted on the desk.
Studies and articles listed on Jesse Noller's blog I found very helpful, thanks!
The take-away of the article when building your career or making a career move is to get a reputation and visibility ahead of curve. The easiest way to do that quickly by leveraging the expertise, fame and reputation of other professionals.
It's simple really, set-up a blog and interview people working in your current field or new field. Pick the ones with the biggest networks. This creates overnight brand reputation for you as every one you interview will promote the interview blog posting to their network. If you are really ambitious, do a book.
The article mentioned, " Remember, people judge how smart you are more on the basis of the questions you ask than on the answers you give". By asking very astute, thoughtful, and insightful questions,you look like an instant expert.
Sure you are a thought leader in a month but continuing the interviewing as you expand your network is a long-term investment that maintains your brand in your field and keeps you on everybody's radar.
How to Become a Thought Leader in a Month or Less
BY MICHAEL SCHEIN
Thought leaders make more money, but getting there can be a real slog. Try this simple trick to become known as an expert in a fraction of the time.
Here’s how the Oxford English Dictionary defines thought leader:“One whose views on a subject are taken to be authoritative and influential.” It’s no wonder so many business owners and executives invest millions of dollars trying to attain this status. Today, anyone can find countless alternatives to every product or service with a few mouse clicks. In this sort of environment, only those perceived as experts can truly thrive.
Unfortunately, becoming a notable expert usually takes a long time, even in the digital age. Many people assume that if they throw up a blog and publish great content, members of their target market will find it. They won’t. There are literally millions of blogs and websites already in existence. The most successful thought leaders built their audiences by fostering relationships with other influencers they knew could effectively spread their message.
Engaging in this kind of intense ongoing interaction can be grueling. Fortunately, there’s a way to shortcut the process.
Target Your Own Circle FirstIf you’re a driven entrepreneur or executive, I’m willing to bet you have an extensive network of people with substantial knowledge and expertise. Like so much else in the business world, your personal network is the ideal place to begin when establishing yourself as a thought leader.
Read full article here
This is compelling data that shows a clear direction for people to take to pursue viable global employment. What the slide deck fails to address is that projected lack of employment opportunities regardless of how trained and prepared you are. At the World Economics Forum in Davos, 2012, the then CEO of Citi Bank declared that by 2020 the world would be 400,000,000 jobs short (read here).
The bigger issue address is not required skills and training but who will have access to opportunity and where?
I have been preaching from this hymnal for so long now. All my clients have not just robust social profiles but websites, iPad profiles, and blogs. Every profile and site is well curated and managed for image and reputation. Soon everyone will wake up to this and forget to angst over their resumes which nobody really sees in comparison.
Why would you worry about your employer seeing you? They are online touting themselves too. Linkedin is even encouraging high school students to join them now.
Your Web Presence Will Soon Be More Valuable Than Your Credit Rating
by Philip Brewer on 5 February 2014
reprinted with links from www.wisebread.com
When employers first started looking up their potential new hires on social media sites, recent grads started deleting whole Facebook accounts. That was better than having a fully documented history of bad behavior, but in the near future people are going to have to do a lot better. A blank social media history is going to be a bad social media history. (See also: 9 LinkedIn Changes You Should Make)
The whole situation is directly analogous to credit ratings. Time was, a lot of people didn't even have a credit history — back when credit cards were a way to borrow money, rather than a mechanism for making payments. Plenty of people were proud that they'd never had to borrow money — figured it showed that they were responsible money managers. And often those same folks were terribly surprised when it turned out that having no credit history made it tough when they did want to borrow, such as to get a mortgage.
The reason was simple: lenders wanted to see a demonstrated capability to make monthly payments on time, and people who had never borrowed money didn't have a history that showed that. (See also: How to Build Credit From Scratch)
Very soon, having no online presence is going to be worrisome in just the same way. It's going to either mean that you're a complete nobody — or more likely, that your past behavior was so bad you couldn't clean things up by just deleting a few unwise posts.
Building a Good Web FootprintThere used to be a lot of articles on how to build a good credit history. (The advice usually boiled down to: borrow a little money, make the payments on time, make the last payment a little early.)
Now it's time for some similar articles on how to build a good web presence. We don't yet know what's going to be most important, but here are some ideas on how to get started.
Be GradualYour web footprint should be built gradually, with posts spread out over time. Don't imagine that you can fake up a whole web history in a day, or even a few weeks. (For one thing, too many of the posts have hard-to-fake timestamps. But even aside from that, it's just hard to make up anything that has the richness of a real person's life, except by documenting it day-by-day.)
Be NormalYour web footprint should make you look like an ordinary person, with various interests and a reasonable number of friends. A nice mix of posts — some quotidian updates liberally laced with quirky vacation stories, some links to interesting articles, photos with friends and with family, likes of local businesses — is going to look much better than two hundred posts all on the same topic (even if the topic is relevant to the job you're trying to get).
Be ConnectedYour web footprint should make you look engaged. In addition to your own content, you should like and share other people's content — and you should have content that other people like and share. Don't look like you think you're above everyone else; don't look like nobody likes you. (See also: Why You Should Cultivate Relationships)
Be HonorableYour web footprint should make you look unique and quirky — but like a good person. Don't have posts that make you look cruel or abusive. It's fine to have some stories about misadventures, but don't make yourself out to be stupid or incompetent. (Especially, don't make yourself out to be a criminal or a drunk.)
Be DistributedYour web footprint shouldn't all be one place. Right now, probably the most important web presence to have is on Facebook, followed by Twitter, and then Google+. But there are dozens of other places where it's worth being engaged: Reddit, Pinterest, Tumblr, Flickr, Delicious, StumbleUpon, your own blog, etc. There's no telling what the next big thing will be. Fortunately, there's no need to be on the next big thing. Just make sure your whole web presence isn't all on one site — a lot of sites are going to disappear (or worse, become a joke for the people who have moved on to the next big thing).
A Web Presence Is Cheaper Than an InterviewThe first time I was interviewed for a job, I was surprised at how little time was spent talking about my qualifications, and how much time was spent just talking. Only years later — after I started doing interviews myself — did I come to understand. By the time you get to the interview stage, the employer has already decided that you have the skills to do the work. In the interview, they're trying to figure out if you'll fit in. They want to make sure that you're not a jerk or a flake. But interviews are expensive — and however limited the picture of someone that you'll get from their web presence, it's often enough to spot the jerks and the flakes. (See also: 13 Ways to Make a Good Impression at Your Job Interview)
If your web footprint makes you look like a jerk or a flake, interviews are going to be few and far between. But if your web footprint is so sparse that someone taking a good look at it comes away without any strong sense of the sort of person you are, there's every reason to fear that you won't get the benefit of the doubt. They'll just look at the next guy, and the guy after that. Soon enough they'll find someone with enough of a web presence that they feel like they've got a sense of the guy. That's the applicant they'll call in for an interview.
Make sure your web footprint doesn't make you look like a jerk or a flake — and make sure it's dense enough that it looks real, and not like the creation of a few days of trying to fake something up (or a lifetime of bad behavior with all the bad posts hidden).
Beyond the Job SearchYour web presence already matters in your job search, but soon it's going to matter for everything. Lots of interactions are already heavily reliant on social media reputation — dating (especially online dating, but also real-life dating), doing freelance work, selling second-hand goods, and so on. Credit scoring won't be far behind, and probably getting insurance as well.
Time to get ready for it.
Are you actively maintaining your online reputation? Has your online persona helped or hurt you?
full article here
Canada's Start-Up Visa for foreign tech entrepreneurs, which opened for applications on April 1, is an important part of the Government of Canada’s plan to build a fast and flexible economic immigration system....
Initially, Citizenship and Immigration Canada (CIC) will collaborate with two umbrella groups: Canada’s Venture Capital & Private Equity Association (CVCA) and the National Angel Capital Organization (NACO).
The immigrant entrepreneurs must secure a minimum investment of $200,000 if the investment comes from a designated Canadian venture capital fund or $75,000 if the investment comes from a designated Canadian angel investor group...
For details, please check out http://www.cic.gc.ca/english/immigrate/business/start-up/index.asp
Please feel free to pass it to a tech entrepreneur who may who can benefit from it.
I am beyond unhappy with this Social Networking site based in Europe.
Unlike Linkedin, VIADEO used my uploaded address book to continuously and persistently spam my contacts with email invitations to join their site, several times a week. When I agreed to their invite to upload my gmail addressbook and invite my contacts to connect to me, I assumed that VIADEO would respect the privacy of my contacts. They did not.
After VIADEO uploaded over 1500 contacts and started spamming them, I realized that I had to delete my contacts to stop the invitations from going to them. VIADEO gave me two options: delete the contacts one at a time, or delete my entire VIADEO account.
I chose the faster route to delete the account with the 2000+ connections that I spent a number of years building.
I am outraged by VIADEO's behavior and apologize to anyone reading this who has been subjected to their spam through me.
I now realize why several people in my addressbook keep sending me the same VIADEO invitations several times a week. Their addressbook has been highjacked too. I will now let them know by email.
I thank Linkedin for always respecting my address book and never spamming my contacts since I joined in 2003.
I now hope that VIADEO won't continue to invite my address book in my name after my account is deleted. Surely, all those contacts are deleted too.
If they aren't deleted, and VIADEO does continue to spam my clients, friends, and colleagues, I will seek a greater remedy than dissing their name over my network of 15,000+ connections on multiple social sites that this blog reaches.
Amazing commentary on the politics of Silicon Valley and how even genius can lose.
And when I moused over the image it said "Happy Birthday Patti"! How cool is it to have a Google Doodle personalized for you? Is this brilliant marketing? Indeed it is as I am blogging about it.
But, there's more. They gave me a present, too!
They offered me a personalized URL and of course I snapped it up:
Not to grouse over this, but it is about time because a personalized URL is the best way to help drive people to Google+.
I haven't seen Google in a hurry to pass them out. In their typical style, they offer products selectively and roll out new services by word of mouth and invitation only. Compare this to the land rush Facebook conducted when it opened up their URLs on a first come first serve basis in one day.
Why are these personalized URLs important to individuals beyond mere status symbols? Why have I made a point to get my name in every URL that I can and in every email service offered? Yes, I own pattiwilson in Yahoo, Outlook, and Google email. Well one's name is part of one's brand isn't it? It is how you are found in a Google search.
People, hiring managers, headhunters, customers, networking contacts, blind dates will all search on your name in Google not your company. Think about it. You do it yourself when you want to find out about somebody. Moreover, Google's search algorithm gives preference to someone's name + a URL like pattiwilson.com or pattiwilson.net. It really doesn't matter what specific domain comes after it. It could be .me, .ca, .us, .whatever. The name attached to the domain is of key importance.
If you have a common name, like mine, then owning multiple URLs in required to hold your place at the top of the first screen in a Google name search. If you share a name with someone famous who is in IMDB or Wikipedia, for example, then it is crucial to have multiple social sites and URLs with your name to compete against the big databases.
It all adds up to greater visibility and a bigger digital footprint. What is the point of good branding if nobody can find you online? Thanks Google!
I don't often post promotions of this sort, but I like this company. I have read all three of their $5.99 eBooks on Management, Leadership, and Entrepreneurship. They are a bargain packed with great advice and information. Their website, Caliper Corporation has white papers, case studies and podcasts...all for free. And the event below is free! Caliper is in Princeton, NJ.
Why Women Leaders Are One of Your Greatest Talent Assets.
I’d like to invite you to attend a complimentary networking and learning event we’ll be holding in Newport Beach, CA on November 7th from 8:00 a.m. to 11:00 a.m. at The Island Hotel Newport Beach on Why Women Leaders Are One of Your Greatest Talent Assets.
This event will feature a panel discussion with three influential women leaders who will discuss their leadership journey as well as the challenges and successes they’ve dealt with in their careers.
Also, Caliper expert Carol Chenot, VP of Organizational Development Services will facilitate further discussion by sharing the results of Caliper’s Women Leaders study, which will help you:
· Ensure that gender diversity aligns with your corporate values
· Build that diversity into your selection process
· Understand the unique development issues that women leaders face and how can they be addressed
· Learn how women in 2013 are addressing work-life balance proactively and productively.
To reserve your spot and to view the agenda, click here.
This will be a great opportunity for you to network with other Southern California leaders, hear the latest research, and explore practical tools for ensuring that gender diversity in your organization leads to targeted business results.
Senior Vice President of Sales
CALIPER Helping Companies Hire and Develop Top Performers
Sloan Award Recipient for Excellence in Workplace Effectiveness and Flexibility
506 Carnegie Center, Suite 300 | Princeton, NJ 08540 | Office: (609) 524-1323
This Fortune article drills down into the world of APIs (application programming interface). An API is a building block of a program much like an amino acid is a building block of protein.
The article goes on to explain how APIs will integrate everything and to everybody. What does that mean to you? Travel, leisure, work, socializing made easier, more expedient and productive through technology.
As my clients grasp the portent of this message, they stop arguing about whether or not they need to build an online brand and have a big digital footprint. They see the value of having a website of their own. And, they realize how crucial it is to stay up to date t
Businesses must embrace the programmable world. Or die.
October 22, 2013: 10:49 AM ET
How APIs are disrupting every business.
By Promod Haque
FORTUNE -- The havoc the Internet has wrought on traditional business already dwarfs previous economic transformations, but we haven't seen anything yet. Companies of all sizes and across all industries are now facing a massive digital disruption that will permeate their cores. Information technology has been working its way into business processes for decades, but this is different: The apps, data and APIs that are driving this digital transformation are not just enabling business; they are becoming its very fabric. Whether digital native or analog immigrant, today's digital pioneers recognize that an app strategy is the key to customer engagement, user experience and business success.
The programmable world depends on a powerful and flexible digital-ecosystem infrastructure that is invisible to the user. Implementing and managing all this hidden complexity is a massive undertaking, and most companies lack the necessary resources.
One element critical to the programmable world -- API management -- is particularly complex. Fortunately, this complexity can be offloaded onto API platforms like Apigee (disclaimer: one of our portfolio companies), which is already enabling businesses such as Walgreens (WAG), Marks & Spencer and eBay (EBAY) to build powerful digital ecosystems that transform their business, without losing their focus on core competencies.
For example, Walgreens uses APIs to leverage existing photo-printing services, letting customers print photos directly from their mobile phones to a local Walgreens store. The company has found that customers who engage with Walgreens in person, online and via mobile apps spend six times more than those who only visit stores.
Similarly, AppDirect uses open APIs and IaaS with a new platform that connects developers to channel partners across different industries. This lets companies like Staples (SPLS) and Bell Canada (BCE) launch state-of-the-art app stores in just a matter of weeks.
These app stores have ushered in a mobile post-PC era in which people increasingly expect a rich and personalized experience that seamlessly spans any app and device. Open-API platforms like Twilio help to enrich the mobile experience by letting developers add voice and messaging functionality to their applications.
In the transportation industry, Twilio powers the Uber mobile communications platform that connects passengers to drivers of vehicles for hire. Customers tap a smartphone button, and the Uber cloud matches them to the nearest available member limo. Payment is made through the smartphone, so no cash is involved.
In the hospitality industry, Twilio underlies Airbnb, which provides a trusted community for listing, finding, and booking unique accommodations around the world. The Airbnb cloud matches travelers with lodgings ranging from apartments for a night to villas for a month, and helps property owners to promote and monetize unused spaces. Participants can text each other through Airbnb anonymously, without revealing their phone numbers.
Emerging digital ecosystems
However, the really big opportunity is in helping traditionally analog industries -- such as healthcare, professional services, manufacturing and consumer packaged goods -- to emigrate to the programmable world.
Finish reading the article here:
Well we just couldn't keep calling it mobility as in "mobile phone" when it is all pervasive, ubiquitous, and omnipresent in how we live, do business, and search for meaning.
I know a couple who never use the ATM, and do not own smart phones nor a computer. They have no clue about Facebook, GPS, Yelp, Amazon, and Google. Seriously. I used to call them Luddites, but now I call them Neanderthals. They are about to go extinct.
There is a lot of content noise on the web arguing about the need or ROI of a college degree. While that debate can rage on, I know that there is no debate over the need to have our young people fully wired, connected, and technically savant.
Regardless of training, diploma, or degree if they can't access and fluently use the Internet of Things, they will be unemployable.
INFOGRAPHIC: How The Internet Of Things Connects Everything And Everyone
May 8, 2013, 3:20 PM
In just seven years, there will be anywhere from 24 to 50 billion Internet-connected devices. That's three to 6.5 devices for every man, woman, and child on the planet.
Those devices aren't just PCs, smartphones, and tablets, but also smart watches and eyewear, along with a lot of “things” we don’t usually think of as connected to the Internet: TVs, cars, appliances, shipping containers, and jet engines, to name a few.
We're starting to live more connected lives through these “things.” Consider this example: A woman jogging through a park gets thirsty. She does a voice search on her smartphone for bottled water and is directed to a nearby vending machine, where she buys water using a mobile payment account on her phone.
Sensing its supply is low, the machine alerts the distributor, whose automated supply chain management system adds that machine to the route of a passing delivery truck. Meanwhile, the jogger stops at a grocery store. Based on her recent activity, the beverage company sends a promotion to the jogger’s smartphone. She gets it just as she is deciding what drink to buy.
Check out the infographic below for more ways in which the Internet of Things is changing our personal and corporate lives. And if your company wants to stay ahead of the curve, find out how to take advantage of the mobile technology that's connecting devices by unlocking exclusive content from the Harvard Business Review.
Read more at the site:
It sure can and has been repeated. I have watched Whole Food gentrify an entire locale all buy themselves in less than 6 years. Now that is brand magic! Status by association, indeed.
Who are you networked with? Who are you name dropping in your CV and on your blog? How can you shine in the glow of an other's radiant sun?
There is a lesson to be learned here aside from eating organic and free range. If we worked as hard on our brands and reputations as Whole Foods has then people would want to hang by with us too, and even hire us.
Can the Whole Foods Effect Be Repeated?
By Kriston Capps
Urban-issues columnist Will Doig tackles the so-called Whole Foods Effect in a Salon story about development in Detroit—and well, development in every city that’s seen significant gentrification in the last decade or so. Detroit is the latest—following Washington, D.C., in 2000, Pittsburgh in 2002, and Boston last year—to see a neighborhood jolt following the announcement of the arrival of a Whole Foods.
In Detroit, developers are betting big that the Whole Foods Effect will transform Midtown—$4.2 million big, Doig reports. “That figure suggests city leaders believe that Whole Foods is a force unto itself that can give a neighborhood the escape velocity it needs to break free of its doldrums,” he says, and then asks: “Are they right?”
Doig writes that Whole Foods occupies a unique position in the food-market eco-system: It’s a debt-free company with 50 new stores coming online. Businesses piggyback off of Whole Foods’s advance work: The company looks for neighborhood areas with 200,000 people (a college-educated set at that) living within a 20-minute-drive radius. That may be Whole Foods’s greatest signal to developers and businesses: They’ve done the math so you don’t have to.
The numbers bear out, Doig writes:
An exhaustive 2007 study by Johnson Reid quantified the effects that individual urban amenities have on home prices. Using hedonic modeling, it found that a specialty grocer will increase surrounding home prices by an average of 17.5 percent, more than bookstores, bike shops or gyms (with the caveat, of course, that this varies greatly depending on the situation — in the instances studied, the increases ranged widely from 6 to 29 percent).
Then he digs into the effect it’s had on D.C.’s Logan Circle neighborhood (which is a stone’s throw from ARCHITECT’s offices):
When Whole Foods moved onto P Street in Washington, D.C., 13 years ago, the only nightlife on the block was a divey (and awesome) rock club called the Vegas Lounge. The Lounge is still there, but it’s since been joined by a popular burger joint called Stoney’s, a “food-to-fork” locavore restaurant called Logan Tavern that owns a farm 30 miles south of the city, a Starbucks (open till 8 p.m.), a coffeehouse-slash-bar called Commissary and several retail stores, all squeezed onto the same block as Whole Foods.
His D.C. example raises a couple of salient points. One big plus to the P Street N.W. Whole Foods is its design: Its parking lot is small and underground, as it was clearly meant to fit into the neighborhood, not replace a big chunk of it. Many of the Whole Foods throughout the U.S. Northeast, in fact, are designed to encourage walkable communities. Other grocery stores in D.C. looked like the original Whole Foods in Austin, Texas—that is, a stand-alone, big-box grocer with a great deal of its footprint set aside for parking. When the D.C. Whole Foods opened it 2000, it was the only grocery store signaling urban density at the time.
Back then, Whole Foods was also one of relatively few grocery stores serving D.C. at all. A Safeway store popularly known as the Soviet Safeway—so named for its frequent shortages—was then the closest grocery store, and that one was a neighborhood away. It’s hard to say whether the Whole Foods Effect is the function of a singular urban-organic-brand signaling, or if Whole Foods is just a savvy company identifying niches in the marketplace.
Doig puts this question another way: “Could a Safeway gentrify a neighborhood like Midtown Detroit? Could a Wal-Mart?” Doig says no—but Safeway and Wal-Mart want this answer to be yes. Wal-Mart is opening six new stores in D.C., and the preliminary designs that the company has released for its first foray into the capital look nothing at all like their sprawling cousins in the suburbs. They look like Whole Foods. Chains such as Safeway and Giant are updating their brands to follow; a popular Giant a mile or two up the road from the Logan Circle Whole Foods is known widely as the Gentrification Giant—because it appears to have contributed to (or to have benefited from) the sort of growth that the Whole Foods Effect describes.
One thing is clear: When it comes to big-store grocers spurring urban growth, Whole Foods has won the first-mover advantage.
Here is the source of this article
This article was written at the beginning of the now overheated job market in the San Francisco Bay Area. Today, the competition to hire talent is verging on crazy.
We are back to pre-dot.com hiring levels of employment. And that is a good thing because this is not a bubble and the rank and file of Silicon Valley was decimated during the bust. Over 3000+ companies went bust and tens of thousands lost their jobs. between 2000 and 2002.
The downside now is that the cost of already expensive housing is on another vertical trajectory.
Investors may Request Acqui-hire Protection: Some VCs think they're getting cut out of their fair share.
By Michael Arrington, contributor
Fortune Magazine article read here
Acqui-hires, if you aren't aware, are the acquisitions of startups by large companies (usually Facebook, Google and Twitter) that are made primarily for the teams, not the products..............Investors see themselves as being taken advantage of, providing capital for founders to essentially buff up their resume to get their dream job. When a company is acquired, they say, the value of stock grants should be considered acquisition value and divided up among all stockholders. If a founder leaves stockholders behind to take a lucrative side deal, they're not acting ethically.
They haven't been thrilled for years now, but something's starting to change. There have been Bin 38-like whispers of some investors acting to fight back on these deals. A lawyer I spoke with says there are a variety of causes of action in an acqui-hire deal, all centered around the notion that there's a lot of money going to some shareholders (founders/employees) but not to others (investors). Specifically, the longstanding notion of equal treatment of shareholders codified in California, Delaware and most other state corporations codes.
If deals are specifically being architected to give key employees very large payouts and investors very little, there are probably fraud, breach of fiduciary duty and other causes of action available to shareholders.
The cause of action is relatively straightforward – the deal as a whole would be considered fraudulent based on the fact that the team's value is based largely on the fact that it has become a cohesive whole on the shareholder's dime, and is worth far more as a group than the aggregate of the individuals.
No investor in her right mind would bring such an action, of course, because of the reputational fallout from doing so. I have heard of a couple of threatened and settled lawsuits, though, that never became public.
What's really pissing off investors are the stories that get back to them. Statements made by high level executives like "f%$# the investors, there's nothing they can do" sound fine in a closed door meeting with an entrepreneur. It sounds less defensible in a deposition that becomes public.
I doubt we'll see much of that, though, given the reputational issues I brought up above, plus the fact that most investors honestly aren't angered by these deals.
But what I do believe we'll start to see are clauses being added to investment contracts that are designed to change these deals. Specifically these clauses would force all deal consideration around a deal – including stock options and stock grants to employees – to be pooled and distributed pro rata among all shareholders.
This would likely kill many of these acqui-hire deals, since the stock grant portion of the deal is a compensation expense to companies. That means the government is paying for a sizable chunk of these acquisitions. Any attempt to pool the consideration and distribute away from employees would not only suck for employees, it would no longer be a tax expense for companies. That would make these deals some 50% more expensive to the buyers. Obviously employees wouldn't be thrilled to lose most of that compensation to investors, either.
Ultimately the market will decide if these clauses stick, but when there's a downturn (and there's always a downturn around the corner) onerous clauses often find their way into deals, and can eventually become "standard."
We would never ask for a clause like this at CrunchFund, and would counsel our companies only to consider it as a last resort. Additionally we would often counsel companies we've invested to take these types of acqui-hire deals when offered, if it's in their best interest.
But, in the meantime, it would probably be a good idea for the buyers out there – specifically Facebook, Google and Twitter – to consider toning down the anti-investor rhetoric in these meetings. They're injecting a lot of emotion into a difficult issue, and that doesn't help anyone in the long run.
Michael Arrington (@arrington) is a partner with venture capital firm CrunchFund, and was the founder of TechCrunch. This post originally appeared on his blog.