Podcasts about gamble p

Eric Malka is an entrepreneur, brand builder, investor, and published author with more than 30 years of experience in Luxury Consumer Goods. As co-founder and former CEO of The Art of Shaving, he is a pioneer of the luxury men's grooming industry, leading the company from startup to international expansion. In 2009, The Art of Shaving was acquired by Gillette/Procter & Gamble – P&G tapped Eric to continue in his role as CEO through the end of 2010. In 2014, he established Strategic Brand Investments; a private equity fund specialized in helping early-stage entrepreneurs develop iconic brands and grow businesses. Listen to this informative Sharkpreneur episode with Eric Malka about helping entrepreneurs thrive. Here are some of the beneficial topics covered on this week's show: - Why building a strong foundation is critical before scaling your business. - How owning intellectual property can add significant value to your business. - Why companies must stay organized and avoid over-extending themselves until they're ready. - How enhanced product branding, improved organizational structure, and scaled operations lead to exponential growth. - Why investing in people you enjoy working with ensures harmonious collaboration. Connect with Eric: Guest Contact Info Instagram Facebook LinkedIn TikTok   Links Mentioned: The Art of Shaving Learn more about your ad choices. Visit megaphone.fm/adchoices

Imagine stepping out of a Fortune 500 boardroom after 16 years, only to find yourself on the cutting edge of AI marketing and innovation. Sounds like a plot twist in a tech thriller, right? Well, for our guest today, it's not fiction – it's her extraordinary career path. In today's fast-paced marketing world, staying ahead often means embracing the unknown. But what happens when that unknown is as vast and complex as artificial intelligence? Many marketers find themselves at a crossroads, wondering how to bridge the gap between traditional strategies and this brave new world of AI. This is where our guest's journey becomes not just inspiring, but invaluable. Today, we have the privilege of speaking with Lauren Schiavone, a visionary leader who's made the leap from corporate titan to AI trailblazer. Lauren isn't just any former executive. With nearly two decades of consumer insights, brand, and sales leadership experience at Procter & Gamble, she's been the driving force behind some of the most recognizable brands in your home. Her work at P&G was consistently recognized as best-in-class, and she was even selected as one of Progressive Grocer Industry's Best and Brightest Under 40. But Lauren's story doesn't end in the corporate world. In a bold move, she stepped away from her prestigious role to dive headfirst into the world of AI. Now, as a consultant and thought leader, Lauren is on a mission to demystify AI for business leaders, particularly in the realms of consumer goods, brand innovation, and retail. What makes Lauren's perspective so unique is her ability to translate complex AI concepts into practical strategies that non-technical leaders can actually use. She's not just talking about AI – she's showing businesses how to enhance decision-making, drive innovation, and deliver business growth in tangible ways. AI in Marketing: Unpacked host Mike Allton asked Lauren Schiavone about: ✨ Corporate Wisdom in AI: Understand how traditional business acumen enhances AI implementation in marketing. ✨ Practical AI Integration: Learn strategies for incorporating AI into existing marketing processes and teams. ✨ Future-Ready Marketing: Discover how to prepare marketing strategies for an AI-driven future while leveraging current strengths. Learn more about Lauren Schiavone Connect with Lauren Schiavone on LinkedIn Resources & Brands mentioned in this episode Wonder Consulting Procter & Gamble (P&G) The AI Revolution is Here: What Every Marketer Needs to Know Finding Your Voice with AI – How to Craft a Brand Voice That Resonates Paving the Way: Strategies for Integrating AI in Marketing with Chris Penn The Artificial Intelligence Show Rufus Generative AI and Demographics: Trends for Marketers to Watch with Michael Nevski Liza Adams Paul Roetzer Ann Handley The H.U.M.A.N. AI Integration Framework: Bridging the Gap Between Technology and People AI Marketing Primer: A Comprehensive Guide for Marketers Explore past episodes of the AI in Marketing: Unpacked podcast SHOW TRANSCRIPT & NOTES: https://www.thesocialmediahat.com/blog/from-boardroom-to-bot-room-a-leaders-journey-into-ai-marketing/ Start your AI journey with the AI Marketing Primer. Brought to you by The Social Media Hat - When One More Hat Is One Too Many. Interesting in sponsoring an episode? Learn more here. Powered by the Marketing Podcast Network. Music by Tokay. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Laura Okafor, founder and CEO of perry, joins us for a conversation about why perimenopause needs its own awareness month, how to help women understand & support them during the menopause transition, and misconceptions around perimenopause.This September, the National Menopause Foundation, in partnership with perry, launched the inaugural National Perimenopause Awareness Month. With 5-7 online events each week, this initiative aims to expand the conversation and provide women with professional guidance, shared experiences, and resources that are often lacking.As a consumer packaged goods (CPG) veteran, with over 12 years in global innovation at Procter & Gamble (P&G), Laura's passion to create spaces for underserved women is deeply personal, inspired by her own experiences and her mother's emotional struggles during menopause. Shocked by the lack of support and resources available, Laura became passionate about offering a community-driven platform for women facing perimenopause.There are a growing number of resources and platforms for women experiencing menopause, one of which is perry, the leading global perimenopause platform. Perry provides a safe space for women to connect and share their experiences during perimenopause. With over 60,000 members, perry redefines perimenopause care holistically, offering education and support to help women navigate this pivotal stage of life.Topics covered in this episode:Supporting Women through Community: The power of community and education to provide women with the support they need.Challenging Misconceptions: Addressing distrust in healthcare providers and common misunderstandings about treatments for perimenopause.Preparing for Perimenopause: Why it's essential for women, starting around age 35, to be educated and equipped with the right tools for managing perimenopause. As Laura and perry continue to empower women through education and community, it's clear that conversations around perimenopause are long overdue. Every woman's experience is different, but with the right support and resources, they can navigate this chapter of life with confidence. By practicing understanding and empathy, we can continue to change the landscape of women's health so that no woman will go through perimenopause feeling alone or misunderstood.Connect with Laura Okafor:Websites: www.heyperry.com www.perimenopauseawareness.com Instagram: www.instagram.com/ohhelloperry  LinkedIn: www.linkedin.com/company/perryapp  www.linkedin.com/in/lauraokafor/ 

Catch Up Sessions: Mark Laguna Reflects on 15 Years at P&G Welcome to Catch Up Sessions! In this episode, Mark Laguna delves into his impressive 15-year journey with Procter & Gamble (P&G). Whether you're curious about corporate career paths or industry insights, Mark's experience offers a treasure trove of knowledge. Episode Highlights: Career Beginnings: Discover how Mark's journey started at P&G and the key milestones that defined his career. Industry Evolution: Explore how the multinational corporate hop around happens in P&G Personal Insights: Gain valuable lessons and reflections from Mark's extensive experience in a leading global company. Tune in for an insightful and engaging discussion on a long-term career with one of the world's top consumer goods companies. Press play and join Mark as he shares his unique professional journey

Welcome to Omni Talk's Retail Daily Minute, sponsored by Ownit AI and Mirakl. Ownit AI helps brands and retailers win Google search by answering their shopper's questions online. Learn more at ownit.co. Mirakl is the global leader in platform business innovation for eCommerce. Companies like Macy's, Nordstrom, and Kroger use Mirakl to build disruptive growth and profitability through marketplace, dropship, and retail media. For more, visit mirakl.comHere are today's top headlines:Kohl's is launching dedicated dress shops at 700 locations and on its website to enhance its women's offerings.Procter & Gamble (P&G) is scaling its internal generative AI tool, ChatPG, to enhance business operations and employee efficiency. H&M is advancing sustainability with a collaborative financing program to support suppliers in adopting greener practices.Stay informed with Omni Talk's Retail Daily Minute, your source for the latest and most important retail insights. Be careful out there!

Comment Procter & Gamble (P&G), le plus grand vendeur d'articles ménagers des Etats-Unis (et du monde), a joué un rôle important dans l'histoire de la consommation de matières grasses. Je vous reviens dans un nouvel épisode de la rubrique Pincée de sel, pour discuter de comment certains choix économiques peuvent avoir des effets sur le changement de l'industrie alimentaire, et ce qu'on consomme. Références: -How Vegetable Oils Replaced Animal Fats in the American Diet -ANIMAL, VEGETABLE, CHEMICAL? GAMBLING ON THE FUTURE OF FATS N'hésitez pas à venir donner votre avis sur Instagram: https://www.instagram.com/mongraindeselpod/

Adriana Lynch has over 25 years of experience in Strategy and Brand Management. Her global experience has demonstrated significant success in the creation and execution of award-winning strategies and plans to improve product positioning, brand recognition and revenue. In the last 10 years, Adriana has worked both on Direct-to-Consumer and Business-to-Business either solely through Digital Channels or through a Multi-Channel approach. A wiz at brand and business strategy, Adriana has held management positions with The Walt Disney Co., Häagen-Dazs, Pillsbury International, Procter & Gamble (P&G), and St. Joseph Health System. After being classically trained in Brand Management at P&G Brazil - where she managed Pampers and Always - Adriana came to the USA and got her MBA from Harvard, graduating in 1996 with Second Year Honors. Since 2020, Adriana has been the Chief Marketing Officer (CMO) for FuelRod, responsible for leading and executing the company's marketing and branding initiatives and growing the e-commerce business. Adri works with cross-functional teams and leads outsourced agencies, to drive the development and execution of marketing strategies and plans that enhance the company's market position and drive revenue growth profitably. -- Critical Mass Business Talk Show is Orange County, CA's longest-running business talk show, focused on offering value and insight to middle-market business leaders in the OC and beyond. Hosted by Ric Franzi, business partner at Renaissance Executive Forums Orange County. Learn more about Ric at www.ricfranzi.com. Catch up on past Critical Mass Business Talk Show interviews... YouTube: https://lnkd.in/gHKT2gmF LinkedIn: https://lnkd.in/g2PzRhjQ Podbean: https://lnkd.in/eWpNVRi Apple Podcasts: https://lnkd.in/gRd_863w Spotify: https://lnkd.in/gruexU6m #orangecountyca #mastermind #ceopeergroups #peergroups #peerlearning

In today's episode, The Mentors Radio Host Dan Hesse talks with Robert (Bob) McDonald, former U.S. Secretary of Veterans Affairs, remarkable former Chairman, President and CEO of The Proctor & Gamble Company for 33 years, and a U.S. Army Veteran who served with distinction in the 82nd Airborne Division. Few have been trained in leadership at an elite military academy such as West Point and then applied and evolved their leadership skills throughout their careers across the “grand slam” of organization structures: Military, government, Non-Governmental Organization (NGO), and the private sector as has today's guest mentor, Robert A. (Bob) McDonald. Bob was nominated by President Obama to serve as the eighth Secretary of Veterans Affairs (VA) where he led the VA and its roughly 400,000 employees on an ambitious transformational journey to become a world-class service provider and the No. 1 customer-service agency in the Federal government to give Veterans consistent, high-quality experiences. Before joining the VA, Bob was Chairman, President, and Chief Executive Officer of one of the world's largest companies, Procter & Gamble (P&G). During his tenure, P&G was widely recognized for its leader development prowess, with Chief Executive Magazine naming P&G the best company for developing leader talent. Bob graduated from the U.S. Military Academy at West Point in 1975 and he earned his MBA from the University of Utah in 1978. An Army Veteran, Bob served with the 82nd Airborne Division. He completed Jungle, Arctic, and Desert Warfare Training, and he earned the Ranger tab, Expert Infantryman Badge, and Senior Parachutist Wings. He received the Meritorious Service Medal upon leaving military service, and Bob currently serves as Chairman of the Board of the West Point Association of Graduates. SHOW NOTES: ROBERT A. (BOB) McDONALD: BIO & WEBSITE: https://www.robertmcdonald.com/meet-bob/ ARTICLES: Still Leading, Harvard Business School Case Study: Improving Access at VA, Harvard Business School Improving Access at VA (Update), Harvard Business School

Você já deve ter ouvido falar sobre inovação, mas e sobre esse modelo específico que tem revolucionado empresas e impulsionado o crescimento econômico? Vamos desvendar o significado e o potencial dessa abordagem inovadora. Vamos lá! Segmento 1: Definição de Inovação Aberta: A Inovação Aberta é uma abordagem empresarial que reconhece que as melhores ideias nem sempre surgem internamente. Ela se baseia na colaboração com parceiros externos, como outras empresas, startups, universidades e até mesmo clientes, para compartilhar conhecimento, tecnologia e recursos em busca de soluções inovadoras. Ou seja, ao invés de desenvolver tudo internamente, as empresas se abrem para o mundo e aproveitam a expertise e criatividade de outras fontes. Segmento 2: O Contraste com a Inovação Fechada: Antes da Inovação Aberta, o modelo tradicional era o de Inovação Fechada, onde as empresas guardavam suas ideias a sete chaves, desenvolvendo tudo internamente. No entanto, essa abordagem limitava as possibilidades de crescimento, uma vez que o conhecimento estava restrito ao ambiente interno. A Inovação Aberta quebra essas barreiras e amplia as oportunidades de inovação, permitindo que ideias promissoras venham de fontes externas. Segmento 3: Benefícios da Inovação Aberta: Acesso a uma ampla gama de ideias e talentos externos, aumentando a diversidade de soluções; Redução de custos e aceleração do processo de inovação, pois a empresa pode aproveitar o trabalho de outros especialistas; Maior agilidade para se adaptar às mudanças do mercado, uma vez que a empresa não depende exclusivamente de recursos internos; Fomento à cultura de colaboração e cooperação, estimulando a troca de conhecimentos e a criação de parcerias estratégicas. Segmento 4: Exemplos de Sucesso: O programa "Pringles Stacks" da Procter & Gamble (P&G), que desafiou os consumidores a criarem novos sabores de batatas Pringles, resultando em uma grande variedade de opções; A plataforma de Inovação Aberta da Lego, que recebe ideias de fãs para novos conjuntos de brinquedos; A iniciativa "GreenXchange" da Nike, que compartilha patentes de tecnologias sustentáveis para incentivar a inovação no setor. Segmento 5: Como Implementar a Inovação Aberta: Identificar os desafios e oportunidades em que a colaboração externa pode trazer valor; Estabelecer parcerias estratégicas com startups, universidades e outras empresas que possam contribuir com conhecimentos e recursos complementares; Promover uma cultura de abertura e colaboração dentro da empresa, incentivando os colaboradores a buscar ideias externas; Estabelecer plataformas e programas para receber e avaliar propostas de inovação de fontes externas. Conclusão: A Inovação Aberta é uma abordagem revolucionária que tem impulsionado empresas em todo o mundo, permitindo que elas alcancem novos patamares de sucesso. Ao abrir as portas para o mundo exterior, as empresas expandem suas possibilidades, aumentam a competitividade e fortalecem sua capacidade de se adaptar às mudanças constantes. Entender o poder da colaboração e da troca de conhecimentos é essencial para construir um futuro próspero e inovador. --- Send in a voice message: https://podcasters.spotify.com/pod/show/t1agopereiras/message Support this podcast: https://podcasters.spotify.com/pod/show/t1agopereiras/support

As we wrap up Earth Month, Jim is joined by Marc Pritchard and Marchoe Northern of Procter & Gamble (P&G) to discuss their sustainability efforts. P&G is a 186-year-old renowned consumer goods company with $80 billions in sales. They host a portfolio of 25 billion-dollar brands, including Swiffer, Dawn, Pampers, Tide, and Oral-B. In recent years, P&G has taken a step further in their sustainable business practices by committing to achieving Net Zero Greenhouse Gas emissions by 2040.Marc, the Chief Brand Officer at P&G, and Marchoe, SVP and GM of P&G's North American Home Care division, offer counsel to marketers on leading sustainability initiatives in their companies and emphasize the significance of reducing the mental load for consumers in the sustainability space. They also discuss the changes at P&G since Jim left 15 years ago and share why this issue is so important to them.Listen as Jim, Marc, and Marchoe shed light on P&G's sustainability efforts and provide insights into how other companies can lead the way in sustainability.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

En el episodio 254 conversamos con Adriana Novais, General Manager para Colombia de Procter & Gamble (P&G) sobre:+ Agradecer a sus padres y la vida en Brasil en Mina Gerais+ La necesidad de impulsar la mentalidad en crecimiento y cómo hacerlo+ Un miedo a los 2 años , sumado a aceptar y valorar la diferencia+ Explorar el mundo y ser "street smart"+ La llegada a Procter, la salida y el regreso+ Demostrar su valor+ Conversaciones valientes + La cultura peruana y la transformación China+ Estar en los HQ de Procter y los rasgos culturales+ Los retos en Colombia y la cultura de talento de P&G de alto desempeño+ "El hogar no es un lugar, es un sentimiento"Acá puedes conocer más sobre Hackers del Talento y Ricardo PinedaSi quieres evolucionar en tu rol de líder de Talento Humano te invitamos a conocer y aplicar a la Academia Hackers del Talento LATAMSíguenos en Linkedin y en Instagram

From the City that birthed flight, funk music, and the classic literature of Paul Laurence Dunbar; T. Adeola is the next classic to hail from Dayton, OH. A “pain in the teacher's class” turned successful Young Black Professional, T. Adeola transitioned from being a card-carrying member of “The Bad Kids Club” with chronic suspension, truancy and barely graduating High School to graduating Salutatorian from Full Sail University's Digital Marketing Bachelor of Science degree program. From there, he went on to manage search, social media and email marketing campaigns for national and international conglomerates including Cox Media Group and Procter & Gamble (P&G). He's the co-founded STEM Whisperers; a College, Career & Creator Readiness STEM Workforce Development Program designed to replace the school-to-prison pipeline with technology career pathways. Find T Online! https://www.tinygiants.tech/ https://www.linkedin.com/in/temitayoaosinubi/ If you're enjoying Entrepreneur's Enigma, please give us a review on the podcast directory of your choice. We're on all of them and these reviews really help others find the show. GoodPods: https://gmwd.us/goodpods iTunes: https://gmwd.us/itunes Podchaser: https://gmwd.us/podchaser Also, if you're getting value from the show and want to buy me a coffee, go to the show notes to get the link to get me a coffee to keep me awake, while I work on bringing you more great episodes to your ears. →  https://gmwd.us/buy-me-a-coffee Follow Seth Online: Seth | Digital Marketer (@s3th.me) • Instagram: Instagram.com/s3th.me Seth Goldstein | LinkedIn: LinkedIn.com/in/sethmgoldstein Seth on Mastodon: https://masto.ai/@phillycodehound MarketingJunto.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Ist die Frage "Product Owner vs. Product Manager" überhaupt richtig gestellt? Ist das denn wirklich ein Gegeneinander? Ein Gegensatz bzw. Unterschied? In jedem Fall ist diese Frage eine der am Häufigsten und auch recht wild diskutierten Dinge im agilen Produktmanagement. Beim "Product Owner" ist die Herkunft und damit die Definition noch recht klar: das Ganze ist eine Verantwortlichkeit (früher: Rolle) aus dem Framework Scrum. Die Bezeichnung wird aber heute (nicht nur im Skalierungs-Framework SAFe) aber auch in vielen anderen Kontexten verwand - auch ohne einen Zusammenhang zu Scrum. Insofern schreiben auch viele Unternehmen Jobs als "Product Owner" aus - selbst wenn nicht nach Scrum gearbeitet wird. Oft inzwischen sogar, ohne dass überhaupt agil gearbeitet würde. Beim Produktmanager (Product Manager) ist die Sache hingegen noch wesentlich unschärfer. Seit 1927 bei Procter & Gamble (P&G) erstmals die Rolle des Product Managers zur Herstellung des Markterfolgs für die Seifen- und Pflegeserie "Camay" etabliert wurde, gibt es den Job von Produktmanagern. Und oft hat er mit Business Modellen, der Produktvision, Produktstrategie, Wettbewerbsanalysen, Kundenfeedback, der Steuerung eines Produkts oder einer Produktlinie im Hinblick auf dem Markterfolg sowie der Formulierung der Anforderungen für die Produktweiterentwicklung zu tun. Aber schon in Bezug auf die initiale Produktgestaltung, Produktentwicklung und vor allem die technische Produkterstellung scheiden sich die Geister: sind das die Aufgaben eines Product Owners oder sind es die eines Product Managers. Oft beginnen hier auch die Konfliktlinien und es heißt: "Product Owner vs. Product Manager"! Wer hat welche Entscheidungs- und Mitspracherechte"? Ist die eine der anderen Rolle untergeordnet? Und wenn ja - in wer wem? In der Praxis sehen wir hier die unterschiedlichsten Varianten. Und vieles entspringt Missverständnissen und einer unausgesprochenen bzw. ungeklärten Entscheidungsverantwortung. Die Produktwerker können und wollen mit dieser Episode die ewige Frage nicht ein für alle Mal lösen, aber wir wollen hier einen Beitrag zu einer qualifizierten und reflektierten Diskussion über die beiden Begriffe liefern. Dabei ist unsere Meinung recht klar: Product Manager ist ein Job im Productmanagement und Product Owner eine Verantwortlichkeit (früher sagte man Rolle) in Scrum. Bedeutet: ein Product Manager kann Product Owner sein. In diesem Sinne macht es z.B. auch viel Sinn, im Rahmen eines Produktmanager Karrierepfads "Junior Produktmanager" und "Senior Produktmanager" Jobs zu vergeben. Hingegeben machen die Bezeichnungen "Junior" und "Senior" im Kontext von Product Ownern u.E. wenig Sinn. Hier sollte besser über die Relevanz, Größe bzw. Komplexität des Produkts die Entwicklung der Product Owner Erfahrung dokumentiert werden. In der Episode verweisen Tim und Oliver u.a. auf diese früheren Podcast-Folgen: - Scrum Product Owner vs. SAFe Product Owner - ein Missverständnis - Product Operations - nur ein Hype oder Next Big Thing? - Was weiß künstliche Intelligenz schon über Produktentwicklung? Ebenso beziehen sie sich auf folgende Quellen: - Marty Cagan: Two in a Box PM (2022) sowie seine Vorgängerartikel von 2016 (Product Manager vs. Product Owner Revisited) bzw. 2011 (Product Manager vs. Product Owner) - POEM: Product Ownership Evolution Model - Ganz viel Content zu Produktmanagement gibt's bei Mind the Product (inzwischen kostenfrei!)  Übersicht der aktuellen Produktmanagement-Trainings der Produktwerker (u.a. Produktvision erstellen; Produktstrategie und Product Roadmaps entwickeln): https://produktwerker.de/lernen/ **Folgt uns Produktwerker auf** - LinkedIn -> https://bit.ly/3gWanpT - Twitter -> https://bit.ly/3NitkPy - Youtube -> https://bit.ly/3DIIvhF - Infoletter (u.a. mit Hinweisen auf Konferenzen, Empfehlungen, Terminen für unsere kostenfreien Events usw.) -> https://bit.ly/3Why63K

Entertainment editor Peter Ford on Warne's parting gift, Baldwin's court gamble, P!nk announcing Australian tour & Stiller recreating Zoolander character.See omnystudio.com/listener for privacy information.

Ser madre en la sociedad actual, es sinónimo de vivir con una tremenda carga mental... Una lista interminable que no acaba, que además es invisible, y que no está ni valorada ni reconocida socialmente. Una maravilla. Invisible Household Labor and Ramifications for Adjustment: Mothers as Captains of Households: https://link.springer.com/article/10.1007/s11199-018-1001-x Estudio realizado por la web Próxima a ti de Procter & Gamble (P&G): https://www.marketingnews.es/marcas/noticia/1120531054305/procter-gamble-visibiliza-problema-de-carga-mental-de-mujeres.1.html ONU MUJERES. Redistribuir el trabajo no remunerado: https://www.unwomen.org/es/news/in-focus/csw61/redistribute-unpaid-work Find me on: Instagram: @mujeresmadres.podcast TikTok: @mujeresmadres

Marketing im Kopf - ein Podcast von Luis Binder In dieser Folge: In dieser Folge von Marketing im Kopf gehen wir noch tiefer in die Markenstrategie und schauen uns da zuerst mal die Markenarchitektur an. Wir werden uns nicht nur anschauen was zum Beispiel der Unterschied zwischen einer Einzelmarke und einer Dachmarke ist, sondern auch ob das ganze vielleicht sogar kombiniert werden kann. Die Versprochenen Links: Marken von MARS Marken von UNILEVER Marken von Procter & Gamble (P&G) In dieser Folge werden verschiedene Unternehmensnamen und Markennamen gennant. Deshalb markiere ich die Inhalte als UNBEZAHLTE WERBUNG! Über den Podcast: In dem Podcast Marketing im Kopf soll es um die Frage gehen, was notwendig ist, um ein Produkt oder eine Dienstleistung gut vermarkten zu können und was für grundsätzliche Strategien verfolgt und ganz leicht umgesetzt werden können. Egal, ob du selbst im Bereich Marketing arbeitest, oder, ob du dich einfach nur für das Thema interessierst, in diesem Marketing-Podcast lernst du alle Grundlagen und Strategien, die aktuell im Marketing verwendet werden. Du hast Fragen, Anregungen oder Ideen? Melde dich unter: marketingimkopf@gmail.com Meine Website findest du hier. [https://luisbinder.com] Die Website zum Podcast findest du hier. [https://bit.ly/2WN7tH5] --- Send in a voice message: https://anchor.fm/marketingimkopf/message

Posted by Adam Turteltaub Procter & Gamble (P&G) is one of the best-known companies in the world, boasting top brands such as Tide, Crest and Charmin. The company is also well recognized for its highly strategic marketing and its integrity. In fact, its reputation for principled behavior is what attracts and helps retain top talent at the organization, reports Jay Ernst (LinkedIn), Director – Ethics & Compliance Office, P&G, in this podcast. How strong is the organization's commitment to ethical behavior?  In annual surveys the company's purpose, values and principles are cited most frequently by employees as something that they do not want to change. For its annual Corporate Compliance & Ethics Week celebration, which they have dubbed the “Do The Right Thing Celebration”, the compliance team ties the program and compliance training into one of three commitments – respect, integrity and stewardship -- that are part of their refreshed code of conduct. In 2021 the theme was “Leading with Respect”. Activities included marquee events featuring external or high-profile internal speakers. They also had videos highlighting challenges people may face, risk areas and how to deal with them. To make the program relevant to its employees around the world, they enlisted the help of the employee relations group, which helped them identify individuals to lead the local activation of the program. The same people each year now lead the activities in their region. While the local activation follows the common theme, there is opportunity to customize the program to increase the relevance to their communities. Each year there are even global recognition awards for activations that demonstrate creative activity and engagement. The company also has a peer recognition program known as the Power of You, which recognizes excellence across a range of areas, including ethics. Employees can nominate their peers who have gone above and beyond in their work. It has proven to be an excellent opportunity to recognize ethical actions on a peer-to-peer basis. Listen in to learn more about P&G's experience and how you may be able to apply it to your own organization.

Since 1995, Procter & Gamble (P&G) Vietnam has been strongly growing for more than 20 years and has become a leading enterprise in the field of consumer goods. In Vietnam, P&G is known and trusted by consumers through familiar products such as Tide, Downy, Ariel, Pampers...To be able to continuously develop and grow over the past 20 years, P&G always adheres to the principle of focusing on people, investing in quality improvement, and developing the talent of the team to build a world-class organization, thereby bringing more and more value to consumers.In this episode of Vietnam Innovators podcast, Mr. Sai Ramana Ponugoti - Country Manager, General Director at P&G Vietnam will share with our host Hao Tran the secret behind P&G's operation management and growth. ———P&G has been on the mission of being a force for good and a force for growth by delivering sustained excellence and innovation. We continue to raise the bar on winning portfolio; superiority and productivity; leading constructive disruption; and a more agile, accountable, and empowered organization.

Johnny Knatt is a long-time friend and mentor with whom every single conversation is stitched in my memory as a highlight so it was time to capture and share one more memorable lesson for all of you, Alloutcoach fans and listeners! He is currently the Chief People Whisperer at JJK Workplace, a senior executive with over 32 years of experience at Procter & Gamble (P&G) in sales, manufacturing, HR; at General Mills; as Deputy HR Director for the State of Georgia (GA) Law Enforcement Office of Public Safety Mentor; and HR Director of GA Community Supervision, GENOS certified in Emotional Intelligence, and a recognized expert in Organizational Development, Employee Relations, Diversity and Inclusion. Johnny takes us through the most critical moments in his journey across his workplace lifecycle during which he provides practical lessons that have allowed him to uncover the secrets of how things work and decisions that impact our career, performance, job engagement, and advancement are made. 3:17 Q1: What were some of the episodes or who were some of the people that determined your career path? 4:50 I was blessed throughout life to have someone always see something in me. 5:52 - Johnny had previously gone to a predominantly black school where he served as President, but during school de-segregation he had to go to a predominantly white local school where he was now a minority. He tells the story of this transition during which he no longer went to the new school but one gentleman, his first mentor, followed him throughout high school and picked him up in the mornings to force him to go to school. 9:02 - Story of his first work experience @Gen Mills as an ambitious young employee who was quickly taught a lesson of respect and human resource optimization by his management 11:54 - Why Johnny almost left Procter & Gamble (P&G) where he would spend over 32 years 16:44 - I've seen so many people leave organizations because they were not clear about what was expected of them, nor did they know how to communicate to their leaders what they wanted and needed in order to succeed. 19:16 - How do you recognize talent early to hire the right employee in the first place? 20:51 - 1. Get a broad base of good talent. 2. Behavioral interviewing - try to get the candidate to talk about themselves, their likes. Ask if they have not just the technical skills which they can learn cognitively but also the emotional intelligence skills and the resilience. 24:12 - When did you first observe that you knew how to observe and recognize people? 28:37 - Q: After you hire the right person, how do you inspire them to collaborate with each other? 34:26 - Q: How do you approach measuring performance / metrics? 45:17 - Diversity and Inclusion - In the House vs Out of the House Example. Diversity is one of the most powerful tools we have in the workplace. 46:11 - About 20% of the workplace feels like they are not included or shut down. It's not that they do not know information or do not have the skills. They have simply been invited to the dance, but nobody is asking them to dance. 48:14 - What are some stories of conflicts you have managed that have stayed in your memory? 53:26 - How important is the timing of resolving a particular conflict? 56:40 - What are the key success factors of making the right or best decision? 1:01:07 - Q: What are the best accomplishments across different environments as you moved from working in manufacturing, Sales, HR to working for the state government? 1:05:44 - My passion is helping others navigate through their workplace life cycle more easily. You go through a cycle in life that consists of three stages during which you are raw, you are cooked, or you are burned, and start all over again! 1:07:39 - What's the next project you are pursuing to reinvent yourself?

Blackberry is selling tens of thousands of patents for US$600M to a single company to turn its focus towards its core business: cybersecurity and software used by automakers—yeah, it's been a while since they've made money from smartphones. A new Canadian Airline called Lynx Air has emerged, as new competition between low-cost airlines and its larger counterparts—Air Canada and WestJet—heats up. Consumer brands like Walmart and Procter & Gamble (P&G) are jumping on the metaverse bandwagon, even though the concept is still fuzzy for many people. Celebrating something? Let us know for a shoutout here: https://thepeak.typeform.com/to/GuHjLDoa The Peak Daily is produced by 306 Media Productions. Hosted by Brett Chang and Jay Rosenthal.

Max Conway, RNIB's National Involvement Coordinator shares the latest opportunities for blind and partially sighted people to get involved in. Opportunities highlighted this week included: Your chance to take part in paid face-to-face research about UK retailers with Procter and Gamble (P&G) On the 13th January - P&G are looking for the expertise of blind and low vision consumers to help with research into how blind and partially sighted people shop, either online or using an app with any of the UK retailers like Tesco, Sainsbury's, Asda, Ocado, etc. And a great opportunity to share your thoughts and experiences in focus groups with Torch Trust. They are developing a new strategy and want to hear from some people who are not already their clients, what they think will be the key spiritual and emotional needs of blind and partially sighted people over the next five years. To find out more about these items and how you can get involved with RNIB Connect Voices do visit - https://www.rnib.org.uk/rnibconnect/connect-voices. (Image shows RNIB logo. 'RNIB' written in black capital letters over a white background and underlined with a bold pink line, with the words 'See differently' underneath) 

“Keep it Sesame Street simple” is a business mantra originated by Proctor & Gamble (P&G) Chairman of the Board, President, and CEO, Alan George “A.G.” Lafley. Simple and brilliant...and is at the core of P&G's extended success. In the effort to cover all your leadership bases, how often do you overcomplicate the process and lose focus on what really works? Geoff McLachlan, owner and founder of Professionals at Play reveals how to stop overcomplicating leadership and start seeing results by viewing how simple it can actually be through the eyes of a 5-year-old.

Neste episódio do PET ProdCast, convidamos o Márcio Figueiredo (Engenheiro de Produção e Diretor de Operações da Procter & Gamble (P&G)), para batermos um papo a respeito da importância da atualização do profissional para o mercado de trabalho. Além disso, na nossa conversa pudemos abordar temáticas como: capacitação interna, experiências profissionais, a grande importância que o estágio trás para a carreira do estudante, além de experiências internacionais que o convidado trouxe a tona, e entre outros assuntos que são de suma importância para quem deseja se destacar no mercado de trabalho. E aí? Tem curiosidade em saber sobre a importância da atualização do profissional no mercado de trabalho? Então essa é sua oportunidade, aperte o play e aproveite! Coordenação e Assistência técnica: Leydyson José Entrevistadores: Charla Ravana e Luiz Eduardo

Since its inception just a few years ago, TikTok has changed the very manner in which we consume content online. Having just surpassed the one billion active monthly users mark, Rohma Theunissen caught up with TikTok's Head of Retail & E-Commerce, Aref Yehia, to talk about the draw of short-form content, TikTok's unique algorithm, the new definition of influence, and how brands can leverage the power of community commerce to boost awareness, engagement, conversions, and sales.Hosted by: Rohma Theunissen About Aref Yehia Aref Yehia is the Head of Retail and Ecommerce at TikTok Global Business Solutions in the METAP region. Leading a team across omnichannel retail and pure play e-commerce verticals, Aref is in charge of building and growing the TikTok business in the MENA region. A digital savvy and accomplished business leader, Aref brings over 15 years of multinational experience across Consumer Packaged Goods, having been part of Procter and Gamble (P&G) for 13 years, holding different brand building roles for the IMEA region and across Retail, from his journey as the Head of Marketing for Mall of the Emirates, at Majid Al Futtaim (MAF Properties).Aref has extensive experience leading cross-functional teams across geographies and building iconic brands across developing markets. He specialises in digital marketing and is equipped with a proven track record in brand and asset development, stakeholder management across complex organisation structures, digital marketing, strategic planning, digital media planning, business insights, data analytics and people management. Aref holds a an Executive MBA (TRIUM), ranked #2 globally - from the London School of Economics, New York University and HEC Paris, as well as an Executive Education in Digital Marketing from Harvard Business School and a Bachelor of Business Administration from the American University of Beirut. About TikTok  TikTok is the leading destination for short-form mobile video. Our mission is to inspire creativity and bring joy.  TikTok has global offices including Los Angeles, New York, London, Paris, Berlin, Dubai, Mumbai, Singapore, Jakarta, Seoul, and Tokyo. 

Amrutha Vasan is the co-Founder of Inspirit, providing the next generation of teaching tools for instructors. Inspirit has immersive labs and 3D simulations that replace the 'whiteboard'. Prior to Inspirit, Amrutha managed group operations for Procter & Gamble (P&G). She is an alum of Georgia Institute of Technology. https://www.inspirit.academy/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/theindustryshow/support

To celebrate International Women's Day , I chat with one of my mentors Temitope Ilyuemi. Tope is Senior Director, Global Government Relations for Africa at Procter and Gamble (P&G), she rose from a graduate entry position to become one of the most senior leaders in P&G in Africa. She champions women, advocating for gender equality and works tirelessly to see SMEs in Africa grow by helping them plug into global value chains. She is highly sought after as a key contributor to development solutions in Africa.We talked about the need to be intentional in building a career or a business, the role of mentors and sponsors, turning contacts into networks, building and leveraging community and what balancing work and family means to her. Ladies, as we celebrate International Women's day, Tope challenges us to give ourselves permission to Shine! #ChooseToChallenge AFRICAN BUSINESS STORIES WEBSITE:www.africanbusinessstories.comAFRICAN BUSINESS STORIES INSTAGRAM:https://www.instagram.com/afribizstories/AFRICAN BUSINESS STORIES FACEBOOK:https://www.facebook.com/afribizstories

Gabriele Hässig ist Geschäftsführerin für Kommunikation und Nachhaltigkeit DACH bei einem der weltweit größten Konsumgüterhersteller, Procter & Gamble (P&G). Privat engagiert sie sich ehrenamtlich, unter anderem für Chancen e.V. – Karrierelotsen für jugendliche Geflüchtete und als Mentorin. (https://www.chancen-karrierelotsen.de/) In dieser Folge sprechen Kasia und Gabriele über Engagement, über Frauenförderung, Nachhaltigkeit, Lernprozesse und Zukunftsgestaltung. Gemeinsam stellen sie sich die Frage, was es mit uns macht, dass wir durch die soziale Isolation in der Pandemie weniger Menschen begegnen. Was Gabriele und P&G daraus gemacht haben? Sie haben die Plattform "Gemeinsam stärker" ins Leben gerufen. An die Kraft der Gemeinschaft glaubt Gabriele nämlich fest. (https://de.pg.com/gemeinsam-staerker/) Gemeinschaft und gegenseitiger Support spielen auch bei ihrem Engagement für die Karrierelotsen eine Rolle. Mit dieser Initiative berät und motiviert sie jugendliche Geflüchtete, ihre beruflichen Potenziale zu erkennen und sich Ziele zu setzen. Auch als Mentorin setzt sie auf diese Werte. In dieser Folge schwärmt sie von den Menschen, die sie darüber kennengelernt hat, und verrät, warum diese Beziehungen so wertvoll sind – vielleicht eine Motivation für die eine oder andere von uns, einmal über ein Mentoring nachzudenken? Darüber hinaus erzählt Gabriele von Diversität in Unternehmen und wie viel Veränderungspotenzial darin steckt – das hat sie selbst bei P&G erlebt. Sie nennt konkrete Punkte, an denen wir ansetzen können, um mehr davon zu erreichen. Und sie fragt: Wie schaffen wir es, alte weiße Männer von Diversity zu überzeugen?

Join us for part three of a three-part series featuring interviews with people who have somewhat unconventional jobs, exploring the question “are dream jobs real”? This episode features Heide, who worked for the multinational company Procter & Gamble for over thirty years and who is now a team member of Enneagramm for Life, a German organization that promotes personal development through the Enneagram personality typology system. Special thanks to Ordovich of ordovich.com for the song “Punch In, Punch Out” and to the (Young) Pioneers for the intro and outro music. For more information, check out the homepage of the Immersive English podcast immersoexperiences.com. Listening Comprehension Questions: 1. The Enneagram personality types are survival strategies that develop in response to childhood _________. 2. Heide explained that her transition to working with the Enneagram came somewhat naturally because in addition to her financial responsibilities at Procter & Gamble (P&G), she put a lot of time and energy into supporting the ____________ of her employees. 3. The biggest difference between her current job and her previous job is that now ______________ is not the goal. 4. What is the “luxury situation” that she describes herself being in? 5. After only two days on the job as a ____________, her son decided that this wasn't the right career for him. 1. wounds / wounding 2. personal development 3. money 4. She still gets paid by P&G, even though she no longer works there. 5. judge

Just recently, Procter & Gamble (P&G) a leading fast-moving consumer goods company, announced their collaboration with Shopee with the launch of ‘Show Me My Home’. Kim Dong Hyun, Regional Director, eCommerce, APAC Middle East Africa, Procter & Gamble shares more about this partnership and how it will improve customers' shopping experience.

Dr. Andrea is a former Procter & Gamble (P&G) Research & Development Section Head. She has managed multi–discipline teams of scientists and engineers to drive technology, formulation, and process development for top personal care brands such as Secret, Old Spice, and Gillette. A polymer chemist by training, Dr. Andrea cares deeply about STEM (Science, Technology, Engineering, and Math) education and inspiring the next generation of technical leaders. In 2004, she developed the Resident Scholar Program (RSP) while at P&G. RSP is a unique job shadowing program for minority youth interested in careers in STEM. Dr. Andrea continues to impact diversity in STEM as a consultant working with organizations such as Women In Technology (Atlanta, GA) and the National Center for Women & Information technology (Boulder, CO).After over 15 years, Dr. Andrea left her corporate job to pursue her passion. As President/CEO of IDG Vision, LLC and Certified John Maxwell Coach, Speaker, and Trainer, Dr. Andrea leverages her experiences to inspire, develop, and grow the vision inside of all her clients. She has worked with a mix of organizations both non- and for- profits companies, such as Piedmont Hospital (Rockdale), Evans Tools & Die, Valspar Corporation, Gwinnett Health Department, March of Dimes, Women of Life, Inc., Internal Revenue Service, Rockdale Community Resource Network, and Conyers-Rockdale Chamber of Commerce, just to name a few. Facebook:/DrAndrea.IDG LinkedIn:/in/abowensjones Instagram:/drandrea_idg Twitter:/DrAndrea_IDG To join The Coffee Break Club w/ Dr. Andrea (FREE virtual coaching club) - www.idgvision.com/coffeebreak--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/appSupport this podcast: https://anchor.fm/stemminginstilettos/supportSupport the show (https://cash.app/$drtoshia)

Welcome to today's guest Chris Colaco! You can connect with Chris on LinkedIn and reach out for his brilliant work for you and your organization at www.initiate.ch Chris claims that he was really fortunate to start his career working at Procter & Gamble (P&G). Thanks to P&G’s strong emphasis on performance and people development, he discovered his passion for training and helping others’ learn, grow and develop their skills; also fortunate to learn that he wanted to be an entrepreneur. After leaving P&G, Chris decided to fulfill one of his dreams by spending time traveling through many countries such as India, Nepal, Cambodia, Laos, Indonesia, Australia, New Zealand, the Netherlands, Ireland, and Switzerland. This opportunity of a life time helped him learn more about himself and the world. During his travels, I met and learnt from a diverse group of people including farmers, diving instructors, monks, elephant keepers, trekking guides, and doctors. These individuals combined with Chris' diverse travel experiences helped him to discover new ideas and perspectives to help himself and others develop new skills and capabilities. ...in his own words... In search of international work experience, I relocated to Geneva, Switzerland where I worked in training and development for a large multinational company. It was in this position that I developed and delivered training programs in regions including Eastern and Western Europe, Asia, and Africa. As a result of my international training experience, my passion for people development, and my interest in meeting and working with diverse people, I created Initiate (www.initiate.ch) in 2005. Since then I have been developing leadership and management training to help people discover how they can help engage and develop teams beyond telling them what to do and how to do it. One of the modules that I always deliver in leadership and management programs is focused on feedback. I would always get comments from participants at the end of the program stating that they wished their Manager was in the program. I would always seek to learn more from the participant. It was then that I started to realize more and more that most Managers don’t give feedback and if they do, it is delivered in a pretty demotivating manner. Further, most people have a negative perception of the word “feedback”. After looking into research, I saw that there was a huge demand for more feedback and a gap in the supply of quality feedback. So I decided to take the plunge and create a cloud based platform called 1 Minute Feedback. 1 Minute Feedback helps employees request feedback and helps Managers provide feedback in simple, motivating manner. My aim is to help people around the world understand that getting feedback can be easy, helpful and a worthwhile endeavor. In my free time, I love traveling with my family and living in different locations for a month or more. I also love learning. I am always learning something either to get better as a person or just for fun. When I was in Kenya, our cook taught me how to make the perfect chapati. Now for the majority of our learning experience, he would laugh at me and tell me that my chapatis were not round enough to sell in the market. The greatest teacher I ever had was my Spanish teacher. He just made learning so much fun that I felt like I was in a class “learning”. Interestingly it was the only time in my life where I had 100% as the final mark and never ever felt like learning was a chore. This is what I am doing when I work with my clients!

Here's an excellent case study that features a simulation Designing Digitally created for Susan Manos and Procter & Gamble (P&G). P&G conduct self-assessments of the Quality Programs at all of their production, research, distribution, and warehousing facilities to ensure all are meeting the organization's performance standards. These assessments are called QPHA's and they provide a framework for evaluation and understanding of the quality level output by the teams that participate. There is a related elearning module that is shared to employees, but Susan Manos and P&G decided to add a life-like assessment to accelerate the transfer and adoption of this program. Cue Designing Digitally and Andrew Hughes, with a solution requiring building a simulation. Designing Digitally worked with SMEs from P&D to write a fictional story about a plant that is releasing a new product. DDINC then worked with SMEs to create a 3D model of the plant for the learners to explore as if they were conducting an assessment at the site. Learners visit different sections of the plant, such as the research labs, production lines, and loading docks, to discover how the site is handling the new product release. Andrew and Susan have an excellent discussion about the process from beginning to end, and you can clearly see why the results were so positive. The project wasn't without its challenges, but the overall success was worth the hurdles they overcame. Sponsored by Designing Digitally

This week on “Marketing Today,” host Alan Hart shares a two-part interview with Marc Pritchard, Chief Brand Officer, and Virginie Helias, Chief Sustainability Officer at Procter & Gamble (P&G). Pritchard, who has worked at P&G for an impressive 37 years in multiple capacities, talks about the business justification for sustainability on the heels of the Sustainable Brands Summit in Detroit. Helias also has an amazing 31-year career thus far at P&G, and she discusses programs that deal with sustainability being spread across the company worldwide. Pritchard talks about a new initiative called Brands for Good, the importance of using the voice of companies and brands as a force for good, particularly with the Brands For Good initiative, and even a personal story of how he came to understand how businesses carry a huge responsibility to the world. Helias talks about the Ambition 2030 program at P&G, the company’s work with the World Wildlife Fund’s new resource plastic initiative, how P&G has started the Loop pilot program to replace disposable packaging with waste-free packaging, and working towards having no P&G waste winding up in the ocean. Pritchard talks about the power of brands and companies become socially and environmentally responsible by saying, “What I found is that when companies and brands come together and focus on a common mission, what it allows them to do is hold each other accountable, share best practices, find ways to challenge each other to innovate and it drives much more collective action.” Pritchard shared some interesting statistics about consumers and the brands they choose, “9 out of 10 consumers say they have a more positive image of a company or a brand when it supports a social or an environmental cause. More than half say they make purchase decisions based on shares beliefs with brands.” Helias gives us an immediate way of washing we can all help the environment, “The biggest environmental impact based on life cycle assessment is really the temperature washing machine. It is 80% of the carbon footprint.” Virginie tells us about the goal of Ambition 2030 as being, “Really, what we want to do by 2030 is reinvent the model of consumption.”  Highlights from this week’s “Marketing Today”: How does Marc Pritchard think about the Sustainable Brands Summit compared to other conferences he has attended? (01:27) What is the Brands For Good coalition about? (02:34) What did Marc learn from the research that drove why they are getting involved in sustainability? (04:35) Who are the other companies that are joined P&G in Brands For Good? (07:45) What makes Brands For Good different from what other brands and companies are doing? (10:27) Are there any experiences in Marc’s past that have helped define who he is today? (16:02) What advice would Marc Pritchard give to his younger self? (18:42) What does Marc Pritchard feel is the future of marketing? (20:24) Virginie Helias introduces herself. (22:53) Virginie Helias talks about her role in sustainability at P&G. (23:20:) What is the World Wildlife Fund’s new resource plastic initiative? (28:11) What is involved in the Loop pilot program to replace disposable packaging with waste-free packaging? (31:16) What is the end goal of Ambition 2030? (35:52) What are the top priorities of a brand leader to make an impact in sustainability? (37:47) Are there any experiences in Virginie’s past that have helped define who she is today? (39:22) What advice would Virginie Helias give to her younger self? (41:44) What does Virginie Helias feel is the future of marketing? (42:20) Resources Mentioned: Sustainable Brands Worldwide Force for Good – work by P&G #BrandsForGood initiative  Ambition 2030 – P&G’s goals for sustainability announced in 2018 Ariel Case Study on Sustainability World Wildlife Fund (WWF)’s new platform ReSource: Plastic Loop– new pilot service in NY Metro area and Paris that P&G is participating Support the show.

Another area where compliance can play a key role is in succession planning. A.G. Lafley and Noel M. Tichy, writing in the Harvard Business Review, in an article entitled “The Art and Science of Finding the Right CEO”, discussed the issue of succession planning during his tenure as the Chief Executive Officer of Procter & Gamble (P&G). Many of the concepts and issues that Lafley discusses within the context of succession planning in general are applicable to the concern of compliance within this area. Lafley makes clear that succession planning is just as important as governance, enterprise risk and strategic oversight. In other words, it is just as important. Sadly, many companies fail to give it the attention it requires. Indeed, in a PricewaterhouseCoopers survey, cited in the foreword, nearly one-half of the more than 1,000 directors gauged reported dissatisfaction with their companies’ succession plans. Imagine what that number would be if they took into account the compliance aspect of succession planning.  Borrowing from Lafley, I have adapted his box for an analysis of some of the characteristics that should be considered in succession planning from the compliance perspective.    Personal Judgment Team Judgment Organizational Judgment Stakeholder Judgment People Personal judgments about overall compliance goals Judgments regarding your team members regarding compliance Judgments on organizational systems for assessing compliance with the organization Judgments about how to engage stakeholders regarding compliance Strategy Personal judgments regarding compliance in your career Judgments about how your team evolves in its compliance approaches as new compliance challenges arise Judgments about how to engage and align all organization levels in compliance Judgments in leading stakeholders to execute compliance strategies Crisis Personal judgments regarding compliance in times of crisis Judgments in how your team operates regarding compliance in times of crisis Judgments about how to work with your overall organization in compliance in times of crisis Judgments about dealing with key stakeholders regarding compliance in times of crisis  Lafley makes clear that succession planning does not begin at the time a CEO decides to retire. It should being at the time that a CEO is hired. This is to prevent a decision at the last minute or, worse yet, “to be left with effectively no decision.” As well as the process being started at the time of the hiring of a new CEO it must also fully engage the Board of Directors. Lafley provides several key points, all of which are applicable to the compliance component of succession. Lafley defines the criteria that the evaluation process is an ongoing, not episodic process. In addition to a “broad and deep pipeline of qualified leaders” the candidates should be put through a variety of roles. In the compliance context, this would provide an opportunity to review the initiatives and responses in several different areas. In addition to running large and small business units, such candidates should oversee several different functions, as broadly as the Chief Financial Officer  to HR.  In many ways, evaluating a compliance criterion is as much an art as it is science. However, Lafley states that a specific list of “must-haves” is appropriate. It is not as simple as whether there was a violation or not. It is broader than that calculus. Paul McNulty’s three Maxims for evaluating a corporate compliance program are: (1) what did you do to prevent it; (2) what did you do to detect it; and (3) what did you do when you found out about it? Compliance for the CEO candidate is more than the third prong. How did you inculcate compliance into the business unit that you are managing? What controls did you put in place? And then what did you do when you found out about it? Indeed Department of Justice Compliance Counsel Hui Chen, recently remarked about the importance of ‘facetime’ by a Chief Compliance Officer with a President or Chief Executive. Moreover the 2015, BNY Mellon’s FCPA enforcement action points towards the need to follow establish protocols, even in HR. If you have a process in HR for evaluation around succession planning, that process should be followed. If any exception is made, it is encumbent the exception be documented, justified, then reviewed and approved by an appropriate level of management.  Lafley defines this as “how the future might look”. You might explore a new geographic market with a candidate or a new product line, either of which might bring new compliance challenges. Being a part of a team to perform a risk assessment might indicate that new or different compliance safeguards need to be considered. Should monitoring, through continuous controls monitoring or other more sophisticated tools, be utilized as the compliance program evolves be considered?  Lafley points out that the choice of “a successor isn’t a done deal until the votes are cast and the announcement is made.” He advocates continuing to provide challenging projects, which would include those in the compliance arena, which can continue to provide feedback and guidance from the compliance perspective. As one division President told me “You are always being evaluated.” And so it should be. The selection of a new CEO is a substantial investment by a large company. Having the right person in the position from the compliance perspective is an important element in an overall evaluation. Remember - it all starts with the “Tone from the Top”.  Every time I perform a risk assessment and speak the company’s HR lead, they immediately understand the role than can play in moving forward a company’s compliance program. Even if the HR role is limited in the hiring process, they can ask potential candidates their views to determine underlying business ethics. HR can also begin the compliance inculcation process, even pre-hiring, by talking about the company’s values in the interview process. This sets an expectation that can be built upon if a candidate is selected and in every HR touch point going forward, including looking at employees in the succession planning process.  Three Key Takeaways Succession planning is just as important as governance, enterprise risk and strategic oversight Do not begin your succession planning when a senior manager announces their retirement. You are always being evaluated (or you should be).  This month’s series is sponsored by Advanced Compliance Solutions and its new service offering the “Compliance Alliance” which is a three-step program that will provide you and your team a background into compliance and the FCPA so you can consider how your product or service fits into the needs of a compliance officer. It includes a FCPA and compliance boot camp, sponsorship of a one-month podcast series, and in-person training. Each section builds on the other and provides your customer service and sales teams with the knowledge they need to have intelligent conversations with compliance officers and decision makers. When the program is complete, your teams will be armed with the knowledge they need to sell and service every new client. Interested parties should contact Tom Fox. Learn more about your ad choices. Visit megaphone.fm/adchoices

Wieger Droogh, algemeen directeur van Suez, vertelt over wat hem in het nieuws van deze week is opgevallen. Zo kondigt Suez aan samen te werken met Procter & Gamble (P&G) aan duurzame shampooflesjes. Suez gaat hiervoor de plasticsoep, plasticafval uit de oceaan, gebruiken als een grondstof voor de duurzame shampooflesjes van P&G.

Click here for Show Notes as a Downloadable pdf When the content of your marketing messages is focused on the needs and problems of your target audience with information and keywords important to these prospects, your buiness message is far more likely to be found during online searches. It is also more likely to be remembered, whether it was seen online or offline, because you are speaking to your prospective customer rather than pushing your business at them. No one likes to be “sold,” but most everyone likes to buy things they want. Customer-focused messages transform your marketing into customer magnets! A Step-by-Step ‘Base’ Recipe to YOUR “Secret Sauce” for Customer-Focused Messages Write all your marketing messages content from the perspective of your target audience—online and offline. Talk to your prospects, not at them. Carefully review all marketing messages to make certain they contain words and phrases that your target audience would use when searching for what they want. Caution: be certain you are talking to your prospects rather than search engines. Avoid becoming obsessed and over-packing your messages with keyword after keyword, such that your messages no longer sound like people talking to each other. Search engines are targeting-“tools,” not your target audience. Be the solution to the problems your target audience is likely to have, by providing relevant content on your Website Be the source of answers to the questions your target audience is likely to have, by providing relevant content on your Website. Be the source of answers to the curiosities your target audience is likely to have, by providing relevant content on your Website. Decide upon a plan for how often you will add new content to your Website—remember these are new reasons for prospects to visit your marketing messages, and new opportunities to strengthen your ‘expert’ position as well as develop the trust of your target audience. And all of this is without paying for AdWords and expensive SEO (Search Engine Optimization) strategies! When your marketing messages and Website content are focused on serving your customers, including thoughtful consideration of which keywords your customers and target audience would most likely be using, your Website content IS your SEO strategy. Who’s Doing It Right? While representing only a very small percentage of the businesses involved in marketing both online and offline, there are businesses are out there that do already create their marketing messages from the perspective of their target audience. Would it surprise you to discover that those businesses that develop their messages in this manner are also particularly successful? A few examples: at the Enterprise level include Coca Cola, Proctor & Gamble, and Red Bull; on the small business level, there are “River Pools & Spas” in the U.S. state of Virginia and Dinesen Flooring in Denmark. I know what you’re thinking. Well, yeah! Coca Cola, Proctor & Gamble (P&G), Red Bull—they have MASSIVE UBER-budgets. They can pursue any marketing idea they want. What can that possibly have to do with my small business? Yes, Enterprise-level businesses have budgets which, if we say them out-loud, could make us break out in a zero-envy rash. We can’t play in their ‘financial’ ballpark. However, we can emulate their strategies by acting on what these businesses, collectively, are doing right. We can also realize not all Enterprise-level businesses are doing it right; actually, most of them are not. So, money is not the difference. Insight, choice and execution, through resourceful and creative emulation, is the difference. And small business owners can capitalize on that difference. The Enterprise business examples above are not each utilizing all of the powerful pieces of effective customer-focused marketing. Only Red Bull is doing it all! I’ve spent a few years reviewing and studying thousands of Websites and several hundred businesses,