Audience(s):

• HR professionals who want to play a more prominent role in their organizations
• Business leaders (especially CEOs, marketing professionals and HR specialists) who want their HR teams to “step up to the plate” and help build their organizations’ brands.

Why audiences should care about the topic

Your company can have a great website, clever marketing campaigns, impactful social media content and packaging that makes your products jump off the shelves and into customers’ shopping carts – but if your company is full of disengaged employees delivering mediocre or poor services, your organization can still end up with a weak brand. Modern companies understand that brands are built from the inside – not the outside, and that if brands are built from the inside, then HR professionals (the individuals most likely to be responsible for company culture, employee engagement & the overall employee experience) should be treated and recognized as co-defenders of their companies’ brands, right alongside their marketing colleagues. This session is ideal for audiences who work in companies where their HR teams are being undervalued, sidelined or excluded from conversations about their organizations’ brands.

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• Why branding and HR are two sides of the same coin
• How the work done by your HR team contributes to your organization’s brand
• How the six keys of “The Bhranding Equation” framework (Branding + HR = “Bhranding”) can help your branding and HR teams unlock a stronger brand and a stronger business
• The top three initiatives that your HR teams should be working on right now to support their marketing colleagues’ branding efforts

Audience(s):

• Business leaders (especially CEOs, marketing professionals and HR specialists) who want to build powerful organizational synergies by de-siloing their organizations and facilitating a collaborative work culture.

Why audiences should care about the topic

Branding and HR are two teams in organizations with shared interests, goals and aspirations. Tearing down the silos between your branding and HR professionals will make it easier for these two teams to share information and resources, work collaboratively to achieve the organization’s business and branding goals, and to replace those silos with powerful synergies that help the organization to achieve its branding and business goals.

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• Why branding and HR are two sides of the same coin
• How branding and HR can benefit from working collaboratively – instead of in silos
• How to begin the process of tearing down the silos between your branding and HR teams
• How the six keys of “The Bhranding Equation” framework (Branding + HR = “Bhranding”) can help your branding and HR teams unlock a stronger brand and a stronger business
• The top three initiatives that your branding and HR teams should be collaborating on right now

Audience

• HR professionals who want to play a more prominent role in their organizations

Why audiences should care about the topic

Companies stand a better chance of building a stronger brand and a stronger business when their branding and HR teams work together, instead of in silos. If neither the CEO nor the marketing department of their organization shows any interest in branding/HR collaborations, HR professionals should position themselves as co-defenders of their organizations’ brands and take the initiative to offer support to their marketing colleagues. This session is ideal for HR professionals and teams  who feel they are being undervalued, sidelined or excluded from their organizations’ branding initiatives.

Learning Outcomes

The learning objectives and outcomes of this session include an understanding of:

• Why branding and HR are two sides of the same coin
• How HR professionals can position themselves as co-defenders of their companies’ brands
• How HR can begin the process of tearing down the silos between their organizations’ branding and HR teams
• How the six keys of “The Bhranding Equation” framework (Branding + HR = “Bhranding”) can help your branding and HR teams unlock a stronger brand and a stronger business
• The top three initiatives that your branding and HR teams should be collaborating on right now

Audience:

• Marketing professionals who want their initiatives to be supported by by a team of highly engaged employees who they can “pass the baton” onto to close the sale.
• Business leaders (especially CEOs, marketing professionals and HR specialists) who want to de-silo their organizations and facilitate a more collaborative work culture.

Why audiences should care about the topic

No matter how clever or creative your marketing team may be, they simply cannot build a strong brand on their own. Even the most creative marketing, advertising or social media campaigns can be completely derailed by disengaged employees delivering mediocre or poor customer service. When marketers embrace HR as co-defenders of their organizations’ brands, those organizations benefit from branding/HR synergies that simply could not occur when these two groups of professionals work independently of each other. This session is ideal for audiences who work in organizations whose marketing initiatives are being hampered by a poor company culture and disengaged employees.

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• Why branding and HR are two sides of the same coin
• Why HR professionals are actually co-defenders of their companies’ brands
• How marketing can begin the process of tearing down the silos between your branding and HR teams
• How the six keys of “The Bhranding Equation” framework (Branding + HR = “Bhranding”) can help your branding and HR teams unlock a stronger brand and a stronger business
• The top three initiatives that your branding and HR teams should be collaborating on right now

Audience:

• Business leaders (especially CEOs, marketing professionals and/or HR specialists) who want to develop a culture where fun, productivity and profitability can co-exist

Why audiences should care about the topic

Your industry’s “best and brightest” are increasingly choosing their next employer based not only on factors like remuneration packages and career advancement, but also on the organization’s overall company culture. Organizations with highly engaged cultures tend to have an easier time attracting high-performance employees because of their strong employer brands.  On the other hand, organizations with poor cultures often have to choose from a remaining pool of less-qualified candidates and are more likely to pay a “culture tax” of higher salaries to entice potential employees. These organizations are also more likely to have to contend with low productivity, high employee turnover, absenteeism and “presenteeism”. This session is ideal for companies that want to introduce and encourage fun into the workplace as part of a broader initiative to develop a highly engaged culture.

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• How fun can have a positive impact on employee engagement
• How to introduce fun in the workplace without forcing it down employees’ throats
• How to use fun in the workplace as a management tool to benefit your bottom line

Audience:

• Business leaders (especially CEOs, marketing professionals and/or HR specialists) whose organizations are struggling to deliver consistently high levels of customer experience as a result of low employee engagement

Why audiences should care about the topic

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• Why your organization needs to put employees (not customers) first
• The relationship between employee engagement and customer engagement
• Why branding and HR are two sides of the same coin
• What “putting employees first” really means and how does “putting employees first” impact your customers

Audience:

• Business leaders (especially of CEOs and HR specialists) who want to develop and maintain a highly engaged culture where employees are excited and committed to helping their organizations to achieve its branding and business goals

Why audiences should care about the topic

The larger an organization grows, the more difficult it can be for the leadership team to keep its culture intact. This session introduces the concept of “brand anchors” (such as an inspired purpose, crystal-clear visions, compelling core values, powerful mantras, transparent employee feedback channels and engaging rewards and recognition programs) and discusses how business leaders can use these brand anchors to keep their organization marching to the beat of the same drum as it grows. This session is designed specifically for business leaders of small to medium-sized companies who are experiencing rapid growth, and are seeking ways to ensure that their company culture stays intact as the organization expands.

Learning Objectives and Outcomes

The learning objectives and outcomes of this session include an understanding of:

• What exactly “Brand Anchors” are
• How an organization can benefit by having “Brand Anchors”
• How to discover, articulate and document your “Brand Anchors”
• How to use “Brand Anchors” as a leadership tool