Transcript: Financial performance Operational Efficiency & Effectiveness Customer Satisfaction Growth First 90 Days Measures that tell us how the business is trending and performing in an instant EMPLOYEES Comms & Transition plan Morning Tea with the NEW guy Profile LT & Board members Visit Jobs CUSTOMERS Top 5 SYSTEMS SAFETY Enabling systems that increase effectiveness or efficiency and build value in the business PEOPLE "Right People, Right seat on the bus, Going in the Right direction" Operational Systems Performance Management Finance Systems Safety Systems IT Systems STAGE 1 (0-90 Days) - UNDERSTANDING, Where are we now? STAGE 2 (90 -180 Days)- PLANNING & STRATEGY, Where are we going? STAGE 3 (180+ Days) - CONSISTENCY & GROWTH, Preparation meets opportunity! History of safety performance Embedded safety culture Steve Covey "Seek First to Understand before being understood" What are we doing today? What can go wrong? How do we prevent it? PERFORMANCE INDICATORS
Transcript: First 90 days Aliya Kunyazova WHY WE ARE HERE? WHY WE ARE HERE? Sponsor: Maria G Content Owner: Aliya K. Time allocated: 60 min Facilitator: Maria G. PURPOSE Purpose of the session Engage MT in the leadership journey conversation, get advice and support required. For the MT is to get visibility on the newly recruited talent progress and development OUTCOMES OUTCOMES What specific outcomes do we want? MT provided feedback/support needed, got visibility on talent What decisions are required? Support requested AS A RESULT OF THIS SESSION I WOULD LIKE YOU TO: We have a unique opportunity to grow CM expertise on the market for the next 2 years with right mindset, set up and choices! We set up our talents up to success! THINK: RESULT INSPIRED, ENERGIZED & COMMITTED TO SUPPORT! FEEL: Provide feedback and align on support requested DO: Agenda About me My journey so far My priorities for 2020 Challenges and support needed from MT AGENDA ABOUT ME IF IT DOES NOT CHALLENGE YOU IT DOES NOT CHANGE YOU! JOURNEY SO FAR WORK-LIFE BALANCE OPEN DEVELOPMENT FUN ON-BOARDING WOW ADAPTATION SUPPORT MEETINGS FEEDBACKS GLM CHALLENGE 1:1 STRESS GREAT PEOPLE PEOPLE 1. High quality PDP of direct reports 2. Synergize the team: CM weekly, CMTM monthly 3. Work load allocation among team members PEOPLE BUSINESS BUSINESS New approach to customized activities Optimized approach to CAM Structured and effective WOW process with progression Understanding of category and our performance Operational: CM GM Day, in absence of CAM KZ leading Top 2 clients in KZ from CM side, supporting Aidai in Bel. Personal Development opportunities OPPORTUNITIES FROM: New to Mars, not familiar with the policies, practices, org structures, doesn't know how things are done thru formal and informal networks. ORGANIZATIONAL AGILITY TO: 1. Understands and lives Mars culture 2. Knows how to get things done both through formal channels and the informal network 3. Understands the origin and reasoning behind key policies, practices, and procedures FROM: Has LM experience outside of Mars, but 1st year LM at Mars GLM TO: Effectively utilizes all steps of GLM. MY PURPOSE AND PRIORITIES FOR 2020 PRIORITIES 2020 WHY Customer Marketing team, Leverage growth opportunities in the channels and customers by translating category, brand, shopper and customer insights into strategies, plans, tools and capabilities that deliver excellence in activities execution HOW FROM: low functional capabilities & customer centricity TO: To a team consists of subject matter experts with customer centric mindset 1. Recruit, grow Customer Activation Managers with high learning agility, invest on functional & customer expertise 2. Build customer centric CM within Mars 3. Create strong network with Lead Market, Regional Team and Global team WHAT 1. From 2 Customer activation strategies to Customer activation strategies for all SP accounts, combining Mars & Customers strategies 2. Set up CM for long term success: knowledge management, new channels development, talent development 3. Engagement (placement of team, team spirit, wow, network with regional&global team) CHALLENGES & SUPPORT NEEDED
Transcript: POLICIES Currently operate on projects and financial data Transition towards being metrics-driven throughout organization Current status/oversight Critically important Priority is Homebuyer Services DATA Actual worst-likely-scenario projected expenses? Cheaper ways to do it? Funding? BUDGETS Habitat Goals FIRST 90 DAYS SINGLE FAMILY HOMES Leveraging NSP is critical Faster builds, cheaper for buyers Matching with third party loans Serve more people Deliver high-quality programs Questions? CANTERBURY Next fiscal year already approaching Planning is key to making a solid budget
Transcript: Establish key relationships Build personal credibility develop trust, consistency & accountability. Educate community about the Y Live YMCA embody the mission Increase skills & knowledge Identify their needs, wants, & interest... Staff Functions To obtain valid data during assessment I will Identify & begin to understand strengths & weaknesses What steps will be taken? Create consistency Build positive reputation Create positive experiences Safe Environment Reviewing & Evaluating Operations Clarify & uncover challenges & opportunities Advance Mission Daily Procedures HR, Marketing, Finance Saftey Policies Compliance Are expectations being met? All programs and services will be assessed with metrics Changing of the Guard Cleanliness Obvious Welcoming Consistency Order Structure? Accountibility? Needs for staff realignment? Operational Cost Who will be included? Community Leaders Board Members Donors Staff Volunteers Parent Advisory Committee Participants Advice & Counsel Networks 1. Mission, Mission, Mission 2. No Money, No Mission Understand the market. Facility Maintenance Day to Day operation Membership & Programming What outcomes will be measured? Was mission met? Customer Satisfaction Execution & Productivity First 90 Days Course of Action A variety of assessment tools will be used in order to measure and evaluate. From day 1...
Transcript: Day to day / regular Systems Team Gaps / Efficiencies Staffing & Outputs FUTURE UNDERSTANDING Objectives Vision for finance function Annual timetable Company Performance Issues/challenges Set expectations
Transcript: Kaitlynn Riley 03/22/2021 90 Day Plan Training Plan One day at a time Address common issues I experienced Learning from your staff It's a two way street! Ensure coordinators are educated on vet care/animal welfare Reach out to department heads for my own training/development Training Plan Microsoft Programs OneNote or Excel Spreadsheets Easy access to information Response templates for text/email OneNote & Excel Employee Strengths/Weaknesses Employee Strengths/ Weaknesses Use to team's advantage Recognition Regular feedback Call data Daily goals/focuses Be open to new ideas Relationship Building Simply introduce myself and program Regular meetings Common issues encountered Monitor information requested on calls Relationship Building Anticipated Priorities Anticipated Priorities Scheduling Adoptions Animal surrender Food pantry Measuring Success Measuring Success Regular meetings within organization Community feedback Employee feedback Leadership Lead with positivity Be understanding Check-ins Employee growth Acknowledge team success Leadership GOAL 1 Goal 1 Stellar employee retention GOAL 2 GOAL 2 Counsel employees before something becomes problematic Conclusion Great and necessary additon to organization Must be implemented successfully to properly assist clients Conclusion
Transcript: My first 90 days The President of the United States has 100 days to prove, I had 90! Agenda: Who Iam First impressions First steps and decisions Room for improvement Next steps and future Room for improvement Tesco vs Others (Mentoring Tünde and support other KAMs) Develop systems (promo app, cliking tool, SAP Wave 2) The team (team building, family day) Next steps and the future Learn more about the categories (more analysis), company processes, people Visit Bokros Factory, Waltham in the future Extended BBT meeting with other countries/NAMs/KAMs Strategic Revenue Management Change Mindset (more PFP, financial awarness) Organize T2T meetings Keep or reduce current trex level „.com business strategy” Talent development Commercial Policy Collaboration with Wrigley Sustainable, profitable KA business Strengthen the Costumer Centricity Basketball, soccer, squash, box, hunting, fishing Iam dad with 3 kids and beautiful wife 14 years in FMCG. (Zwack Unicum, and First Impression Five principle - not just empty words (Clear and well-defined company principles appear in daily work) Associates vs employees Family owned vs list on the stock exchange Amazing brands Strong market leader brands with well defined brand values and with professional backgrounds Very nice working environment (office, collegaues) Team - colorful, friendly, helpful people. Individual act vs other companies. Fruit day/free chocolate Transparency Common field visit Professional field sales team (2nd placement) Thank you! dog owner Real provincialist (sport, charity) my relatives was founder of Göd. FMCG, Goverment First steps and decisions
Transcript: The Road Ahead You've been offered the position... Job Offer CONGRATULATIONS! Next Steps: Confirm Availability Negotiate Pay Accept Position Title How to Negotiate Salary: Let's Talk Pay... - Many workers in WA earn Paid Sick & Safe Leave - Wage Theft is illegal - don't work off the clock, you are owed what pay you agreed to - All workers have a fair chance to apply for a job without being asked about their crimial history right away "A famous study done by Linda Babcock for her book Women Don’t Ask revealed that only about 7% of women attempted to negotiate their first salary, while 57% of men did. Of those people who negotiated, they were able to increase their salary by over 7%." Title Seattle's minium wage increases every January 501+ Employees = $16.00 500 or fewer Employees = $15.00 or $12.00 + $3.00 in tips/medical benefits Title Title Title Title Welcome to the HR Office Meet HR New Hire Paperwork I9 W2 Company Policies Other Forms New Hire Paperwork What you need: 2 forms of ID VOIDED Check/Letter from your bank Permits Pay Checks Let's talk PAY How do will I receive my paycheck? When will I get paid? ADVOCATE: Can you help me understand the deductions? BENEFITS Additional / Not all Employers: - Dental insurance - Vision insurance - Retirement benefits or accounts (401K) - Healthcare spending or reimbursement accounts, such as HSAs, FSAs, and HRAs. - Long term disability insurance Basic Full-Time Benefits: - Paid time off (PTO, sick days, and vacation days) - Health insurance - Staff Meal On-boarding "let's get situated..." On-boarding New employee on-boarding is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly. Work Place Culture: Company culture refers to the personality of a company. Company Culture It defines the environment in which employees work. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals. Training New Staff Training It is the process through which new hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization. Writer, Producer, Director & Star The first 90 days of a new job is an evaluation period Month 1 The employer is looking for you to deliver on the promises and claims you made in your interview Month 2 How quickly can you get up and running and start contributing? Can you maintain the work ethic you showed at the start? Month 3 Entering a new job, position or career can be challenging... Learning Systems Who will help you get acclimated? How are you going rise to your greatest potential? Staying Hired or Ask For Feedback Timeline Be Prepared HIRED Be On-Time Maintain Stamina Getting Fired Sleep. Eat. Take Care of Yourself. "Early is on-time, On-time is late" Ask how you can improve What pieces do you need to be successful? 90 Day Goal! 90 Days on the Job completed! so, whats next? Next Steps: Next Steps Benefits - speak to HR or managment to sign up Feedback - speak to your manager for strengths & challenges Career Development - what opportunities are available to me? what am I interested in pursuing? Reflect on your success Personal Development Challenge yourself Set healthy boundaries Speak with your mentor or Career Specialist
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