By David Slocum This past Summer, the advertising world wasroiled by the publication of a troubling and insensitive July 29 interview by Business Insider with the senior industry creative figure, Kevin Roberts, then the Executive Chairman of Saatchi & Saatchi and member of the Management Board of the Publicis Groupe. In an [...]
«Клиенты ждут единомышленников»: советы по разработке презентации от представителей российских агентств
Партнёр американского коммуникационного агентства Ovid Хизер Томас пишет, что специалисты часто совершают ошибку, начиная подготовку к презентации со слайдов. По её мнению, следует обращать внимание на особенности компании, для которой готовится презентация. Писатель и спикер TED Саймон Синк утверждает, что многие проблемы возникают из-за волнения.Редакция vc.ru узнала у представителей российских агентств Little Big Agency, Publicis Group, Grape и компании InspiRational , каких ошибок стоит избегать во время презентации, а на что нужно обратить внимание. По их мнению, нужно предусмотреть возможные вопросы от клиента заранее и добавить в презентацию интерактивные элементы.
A couple of decades has brought about massive transformation for both brand marketers and their media agencies. One linguistic but telling example offered by Publicis Media's Richard Hartell is that when Zenith was created and before it became part of Publicis, it was called Zenith Media Buying Services. "They never really back then had any aspirations to do anything differently" than buying media, Hartell recalls in an interview with Beet.TV. "It's the importance of media for clients that has made that change happen" for both marketers and agencies. The Global President of Business Transformation at Publicis Media notes that understanding the customer journey had traditionally been viewed through a paid-media lens, but now media agencies need to be transformation partners with clients. "Now it's much broader end to end," Hartell says. With this in mind, Publicis Media earlier this year "unfolded" its global operations by executing broad changes in structure and leadership roles "in order to be able to make it much easier for clients to navigate our organization," Hartell says. "They can come into Publicis Groupe from wherever they need to but can access the best talent and the best skills and capabilities. We've made ourselves much simpler for clients." He points to the acquisition of Sapient Corp. for its technology and consulting credentials as augmenting Publicis' brand, creativity and media skillsets. "We stand alone as agencies but can snap together around client problems or solutions whenever we need to," says Hartell. Looking ahead to DEMEXCO 2016 in Cologne, Germany, the global business and innovation gathering, Hartell expects to hear more discussion of topics that were front and center at Cannes: data and "the ability to get the right AdTech and MarTech in place for clients." Additionally, Hartell believes there is "a big conversation still to be had about trust," as the Association of National Advertisers and American Association of Advertising Agencies continue to parry with each other over issues of transparency in media agency compensation. This video is part of "The Road to DMEXCO '16," a lead-up series with key influencers on the topics and trends to be addressed at DMEXCO. This series is presented by YuMe. Please visit this page for additional segments. You can find this post on Beet.TV. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
Global design and consultancy firm NELSON recently announced their intent to launch a design practice dedicated to TAMI companies (Technology, Advertising, Media, and Information Businesses). You may be thinking, "What a strange convergence?" but the grouping is actually quite smart. For the past two years, TAMI companies have been the fastest rising star in real estate markets across the country. Responding to the leaps and bounds in technological advances, these companies are converging in not only workstyle and space requirements, but disruptive innovation in their respective industries. Laura Johnson, Director of Marketing says, "Together with the local broker community, our New York office noticed that technology, advertising, media, and information businesses were really looking for same type of spaces and they were all citing the same type of reasons. They wanted unique places that would draw best and brightest unique talent. This included loft spaces outside of traditional areas within the city that could inspire creativity, and high performance spaces with a much more flexible floorplate. Building upon a solid foundation of working with many well-known tech clients - including Google, Amazon, Oracle, Verizon, and Cisco - and multiple companies in advertising giant Publicis Groupe - including Starcom, Mediavest, Digitas LBi, Leo Burnett, Razorfish, and MSLGroup - NELSON created their new design practice to group and leverage internal expertise around the common desires of these seemingly disparate types of companies. Johnson explains, "One of the things we are seeing in all of these industries is large companies that still manage to keep that young, creative startup mentality. Tech firms are becoming more creative, and creative firms are having to become more focused on technology." Johnson continues, "On the technology side, history has shown us companies like Hewlett Packard, Dell, and IBM. Now the leading technology companies are much more creative by nature and larger, including the likes of Facebook, Google, and Dropbox. Today's tech companies think, look, and work differently. Conversely, if you look at what's happening in advertising, everything is moving out of the print world and into the technology realm. From print ads to web banner, and even billboards as LED screens, these creative firms are forced to become technology driven." Over the past five years NELSON has had a natural emergence of leaders for this type of work, including Theresa Williams, LEED AP ID+C, Principal and Design Director in Chicago, and Stacy Chambers, Managing Director in Boston. They, with others, have built the NELSON portfolio allowing dedication of national resources specifically to this kind of project. Mitchell Cohen, Managing Principal says, "Most large competitive firms are regional experts, but not necessarily this granular on these specific types of projects. Anywhere in the country, on a TAMI project, NELSON will have these experts involved to help drive all of the things that make this kind of client unique and come up with the approach and the methodology and philosophy." NELSON has found that the common denominators for Technology, Advertising, Media, and Information Businesses work spaces are the need for creativity and the desire for smart recruitment and retention, but they also all highly value flexibility and technology integration. While some types of TAMI companies typically grow faster than others, NELSON has recognized that all of these companies are looking for similar resources. However, just because these commonalities drive similar needs does not mean that each company or each type of company solves these challenges the same way. Williams describes their process by saying, "A lot of it is based in ability to come to table, listen to what's different. We can apply what we have learned from other similar clients but in new ways. Our solutions are not off-the-shelf or out of a catalog, and we are not forcing anything that they aren't willing to accept." One example of the biggest differences is that Advertising and Media companies always have client facing spaces, where tech companies don't necessarily need that. Like many other non-TAMI spaces, activity-based planning is becoming a big part of planning. Williams says, "It's about crafting a menu of spaces that people can choose from all within one workplace. Our job is to use data-driven design to create space where workers know they have all the tools, people, and space needed to do what they need to do during the day. There are zones for noise and activity. Scrumming to individual work. In many of these workplaces it is fast paced, team-based work and the space must accommodate that." Amenity spaces are also a big part of the design for the TAMI practice. Chambers says, "It's all about developing the unique amenity space and not being repetitive. We must create spaces that allow workers to come together, scrum an idea quickly, then move along to the next personal space or collaborative zone. TAMI spaces must have both amenity rich and unique types of spaces that help their workers be more effective." Each of these workplaces must be a place that people WANT to come, that makes them more effective at work. That is where the recruitment and retention piece comes in. Today, there's also the coworking space factor. Chambers says, "Sometimes we will encounter a startup that is trying to weigh the options of coworking and creating their own office. Often, for companies below a certain size, financially they will see that going into coworking is the best choice for them right now. Bigger companies breaking into new geographies are also looking at coworking spaces while they establish themselves in new markets. We don't shy away from either of those conversations. When they get to the point they need their own space they come back and engage us." When asked about the unique furniture planning needs for TAMI companies, the NELSON team cited that aesthetics tend to be slightly different from standard, basic contract furniture selections. Chambers says, "You want quality, there's a budget, and a lot of the larger manufacturers don't offer the fit and finish of these unique furniture pieces and selections that would help to enliven the brand. We end up turning to retail brands on occasion, but there are a lot of challenges with that. So, we tend to go a little more custom; finding local fabricators to make that furniture piece for the right look." Also, although many TAMI companies are not specifically going for LEED certification, for many of them being environmentally responsible is a personal obligation. It's both health and wellness and goodwill toward environment. With a finger on the pulse of major metropolitan areas across the country, NELSON's launch of a dedicated TAMI practice continues to track the changing needs of this emerging sector. John "Ozzie" Nelson Jr, Chairman and CEO of NELSON, says, "NELSON has been serving the Technology and Advertising & Media sectors individually for close to 40 years. For our tech clients, creativity has become an ingrained part of their cultural DNA. For our advertising and media clients, technology is playing a greater part in their service offering. Combining our design and planning leadership from both worlds means we now have a team of creative powerhouses forging a new path to meet the needs of these companies." This post originally published in the Bellow Press Business of Furniture on August 24th and can be found at this link. It is republished here with permission. About the author: Amanda Schneider, LEED AP is a trends researcher, blogger for the Huffington Post, and the founder of Contract Consulting Group, a consulting practice serving the Contract Interiors Industry focused on business strategy, market research and marketing content development. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
Last week’s gender equality debacle with Kevin Roberts, Chairman of Saatchi & Saatchi and “head coach” of parent Publicis Groupe, is illustrative of the continuing gender challenge. (Roberts’ full interview can be viewed on Business Insider.) It was gratifying to see the client community speak out on the subject, led by [...]
В России — демонстрация власти, на Западе — крест на репутации: как наказывают предпринимателей за резкие высказывания
Рекламную индустрию охватил гендерный скандал, в центре которого оказался холдинг Publicis Groupe. Совет директоров отправил в отставку руководителя рекламной сети Saatchi & Saatchi Кевина Робертсона, который в конце июля высказал в интервью ресурсу Business Insider свои радикальные соображения по поводу ограниченной карьеры женщин в области рекламы и маркетинга. Около 65% персонала в Saatchi & Saatchi — женщины. Так сеть пытается следовать за женской целевой аудиторией своих клиентов. Эту стратегию придумал сам Робертсон, который почти 20 лет проработал на посту генерального директора. Однако сейчас 67-летний глава Saatchi & Saatchi считает, что проблема неравенства решена.Обозреватель vc.ru разобрала ситуацию и вспомнила другие примеры — российские и зарубежные, — когда руководители компании резко высказывались о других людях, и узнала, к каким последствиям это привело.
http://www.weforum.org/ The Global Agenda Council (GAC) on the Future of Media’s Digital Media Readiness (DMR) Framework is a tool to assess a community's ability to embrace digital media, entertainment, and information (MEI), content, services, and applications. The Framework also provides guidance in leveraging digital MEI for the good of the community. The Framework will be launched during the meeting. - Alejandro Cardoso, Chief Executive Officer and President, Publicis Communications, Publicis Groupe, France - Daniel Gomez, Head of Competitiveness Research, World Economic Forum, Switzerland - Ivan Sanchez, Director, Regional Strategy, Dentsu Aegis Network, Colombia
I sat down with Roberts recently to talk about the book and how leadership today is different from in the past.
The critical need for men to demonstrate daily advocacy for women Women's leadership advancement is stuck. We can talk about the business case, strategies and talent initiatives, yet when you really examine internal corporate numbers, women's advancement is still moving too slowly. We need a sense of urgency and the will to commit to change. And neither of these will take place without men joining in the discussion to solve the problem. Simply stated men never make a connection between advocating for women in the workplace and the impact this will have when their daughter enters the job market. I believe up to 30% of men in the workplace do want to help but don't know what to do on a daily basis. To help other fathers take meaningful action, I created the Father of a Daughter initiative. It's a simple opt-in program. Men commit to do a minimum of one of ten things (hopefully more) to advance women. What is the Father of Daughter Initiative? The Father of a Daughter Initiative is a roadmap for men to make the connection between women at work and their daughters -- and to take action to bring about change for the women in their lives. And yes the initiative is driving change. To date, dozens of companies from a variety of sectors and sizes, such as Novartis, Bacardi and major divisions of GE and Amdocs as well as a host of other Fortune 500 companies have posted and taken the challenge. Chief Diversity Officer, Sandra Sims-Williams of Publicis Groupe - a corporation with global digital and media affiliates including Digitas, Razorfish, Leo Burnett, and Saatchi & Saatchi said, "Jeffery Halter's Father of a Daughter initiative is both timely and effective since it offers men actionable ideas to support the advancement of women in the workplace. I've sent the Father of Daughter information to our entire organization to encourage them to take the pledge. I urge other organizations to embrace the initiative and share the pledge." Why are companies sharing the Father of a Daughter initiative? Because it demonstrates tangible actions men can take to bring about change in the workplace for their daughters, working spouses and female colleagues. For more details on how the program has inspired action, I reached out to Natalie Runyon, Director, Operations & Strategy, in the Legal business at Thomson Reuters serving as a volunteer leader on the global steering committee for [email protected], the women's business/employee resource group at the company. Thomson Reuters sees the opportunity to invest in women as a larger part of its business strategy, adding that a more inclusive leadership team benefits the business and bottom line. One initiative was the spotlight on Financial Services Market Opportunity on Women's Growing Economic Power (via The Wall Street Women's Alliance). In October 2015, [email protected], started to intentionally focus on engaging men by co-hosting a program on behalf of the Wall Street Women's Alliance, which is a center of excellence for women's business resource groups (BRG) within Financial Services. Runyon said, "We intentionally targeted our panelists, who mostly were senior men and executive sponsors of their company's women's BRGs, to discuss the market and business opportunity, of women's growing purchasing power in banking and financial services. The event was packed with over 200+ attendees from more than 40 financial services companies in attendance." A second initiative focused on the We4She campaign for International Women's Day. In March of 2016, [email protected] launched the We4She campaign as a global initiative around International Women's Day and Women's History month in the US. It was generated in the spirit of the UN Women's HeforShe movement. Included in this campaign was an engagement initiative with a We4She pledge and photos open to all 50,000+ colleagues and spotlights on male and female We4She champions. It was one of the most successful global, internal campaigns, with over 36,000 views of campaign content, 49,000 views, likes, rates, and comments on content and 25 We4She champions sharing stories that had over 7500 views. What's Next? As companies grapple with strategies to attract and retain talent, it's time for business leaders - namely men, within organizations to step-up to help bring about the much-needed change for their daughters and working spouses To find out more about the Father of a Daughter Initiative and see how you can advocate for your daughter in the workplace visit my website and take the pledge -- today. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
Omnicom Group Inc. (OMC) hiked its quarterly dividend payout by 10% year over year to 55 cents per share or $2.20 on an annualized basis.
Украинские радиослушатели в большинстве являются активными интернет-пользователями и автомобилистами
Украинские слушатели радио преимущественно являются активными пользователями интернета (77%) и автомобилистами (53%).
Omnicom Group Inc. (OMC), the world's leading advertising, marketing and corporate communications company, recently announced that its Public Relations segment Omnicom Public Relations Group has acquired Rabin Martin.
Omnicom (OMC) announces its plans to acquire leading communications agency BioPharm Communications.
We keep expecting #women to #LeanIn, what we need is #men to #standup. Women's Pay Equity Day came and went without a lot of hoopla. April 12th symbolizes how far into the year women must work to earn what men earned in the previous year. Obama made a speech and Pinterest and Twitter exploded, for a day or two but it has already died down. If this were truly a pressing holiday I am certain that Hallmark would have introduced a line of cards to commemorate the day. Let's make Mother's Day a day of real action for all women. Go ahead make reservations to take Mom to brunch, give her a card and flowers -- but before you leave the house think about the following: Women Earn Less. Women make on average $.79 cents to men for the same work. This has a compounding effect on families and the economy of $430,000's over the lifetime of a woman's career. One of the current solutions being offered is for women to just work harder and take ownership for their careers. The #LeanIn movement has created a thriving industry of workshops, seminars, conferences and books dedicated to creating a more robust pipeline of talented women. Yet the wage gap still exists, as does a lack of a robust pipeline of women into management positions. Men (By-in-Large) Run the Companies. Senior leadership in most companies (still 85% men) are not engaged. Every CEO has the information on pay equity and pipeline demographics. And as long as women are the only one's talking about these issues there is no reason to change. Men need to stand-up regarding pay equity and advancing women--they owe it to their working spouses and their daughters to demand equitable opportunity. Men need to stand-up regarding pay equity and advancing women--they owe it to their working spouses and their daughters to demand equitable opportunity. Connecting Men to the Women in their Life. Unfortunately, most men never make the connection between advocating for women and the impact this will have on their daughters when they enter the workforce. My generation of men wanted to raise strong daughters. Whether it was sports or the arts, we supported our daughters. We ensured they went to great schools. But when they graduate and are only offered $.79 for the same job my son is making $1.00 we choose to do nothing. This is why men need to stand up today. We owe it to our daughters. It's time for men to stand up. We don't need another workshop for women. We need fathers of daughters to be outraged that society only values our daughters at $.79 to our sons and we need to take action. We need husbands and sons to consider the long-term economic impact of lower wages on our working wives and mothers. It's time to call a halt to these inequities. Take Action --Today. I've created the Father of a Daughter Initiative to offer 10 simple steps men can take in the workplace to stand up for the women in their lives. Download it today. Select an action or two to do by the end of the month. Hang it in your office and give a signed copy to your mother and show her you are standing up for her grand-daughters. Tweet me at @YWomen #FOD #MothersDay encourage others to participate. Jeffery Tobias Halter is a corporate gender strategist. The country's leading expert on engaging men to advance women, Jeffery is the President of YWomen, a strategic consulting company. The former Director of Diversity Strategy of The Coca-Cola Company, Jeffery has consulted with leading brands including McDonald's, Deloitte, Publicis Groupe, GE and more. Jeffery's latest book WHY WOMEN, The Leadership Imperative to Advancing Women and Engaging Men, is the first business book written by a man on how companies can advance women to enhance the company. A highly sought-after speaker, Jeffery is a TEDx speaker and talks frequently speaks at industry and corporate events. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
The Interpublic Group of Companies, Inc (IPG) reported healthy first-quarter 2016 results.
Omnicom Group Inc. (OMC) recently hiked its quarterly dividend payout by 10% year over year to 55 cents per share or $2.20 on an annualized basis.
Omnicom's (OMC) public offering of 10-year senior notes, worth $1.4 billion, was rated Baa1 by Moody's.