U.S. stock indexes were mixed in a listless morning of trading Wednesday, while bond yields and the dollar moved higher again.
Customer-centric marketing is a CMO requirement. Facebook and SAP share how partnering enabled them to deliver a 360-degree view of the customer.
VideoArtificial intelligence has become a hot topic for markers as technology advancements make it easier to use smart data to dynamically create tailored customer experiences. But is AI still science fiction for most marketers or is it an eminent reality? To get some answers to this question, I had a [...]
I am luckier than most. After 20 years of having multiple sclerosis I am still relatively healthy. I have a spot on my foot which is mildly numb most of the time and markedly numb when I have an exacerbation. This is damage I got from not treating an exacerbation with steroid therapy. Sometimes when I am dancing I can feel weakness in my legs, but I still dance. I will always dance. Heat and I have a love/hate relationship. I love a sauna in January. That first sweat is such a cleansing feeling. But a prolonged heat wave in summer will sap me like an iPhone battery. I have extreme vertigo whenever I ride a canoe, an amusement ride, or a swing at the playground with my son. These are things I no longer do. They do not effect my quality of life. Life has so much more to offer than amusement rides. I can go through long periods of remission. Sometimes years. There are times when I am strong. I can haul 50 lb. bales of hay, show a cow who is boss. But when life is stressful, like say after a divorce or economic insecurity, the stress can be too much and I get sick. It is my pre-existing condition. There have been times when I have not had health insurance. When the divorce papers were signed by the judge I lost the health insurance I had with my husband. I was only working a part time job. My state, Maine, had not expanded medicaid under the Affordable Care Act. I fell into this bubble. One that with just a small bump in income of a couple thousand dollars would qualify me for the ACA. Sometimes when I feel an exacerbation start I have this feeling in my head that someone else is driving this body. Simple tasks such as shoveling a car out in winter will feel like epic adventures requiring more effort than this body is capable of. Thinking becomes clouded. The only upside I can see is the extreme cleaning my house will have after five days of IV cortico-steroid therapy. Lemonade. So it was in a March, after a long winter of extreme weather, car troubles, and a steady eye on my bottom line that I could feel the disjointed arrival of an exacerbation. I had no health insurance. A call to my neurologist set up the IV therapy. I arranged to have the medication before I went to work every day. I have a job that does not pay sick time. When I showed up at the registration desk at the hospital they helped me sign up for uncompensated care. The debt from the steroids would have been unmanageable on a 15,000 a year income. So, yes, your tax dollars paid for my medicine. Thank you. It would be another six months of working multiple jobs before I finally got a raise in pay and enough hours of work to qualify for the ACA. For my family of two that magic number is 18,000 a year. I just squeak by. If I make just a little less than this I can lose my health insurance again because Maine still has a governor who will not expand medicaid. I signed up for a silver plan with a 250.00 deductible. I received a subsidy which means that my monthly payment was 10.00 a month. I have re-enrolled for 2017 and that monthly payment has gone up to 45.00 a month. Still affordable. But all this may just be moot. I want to trust that we have leaders that are going to make sure that I can get the care I need without the worry of crushing debt. I want to trust that when, not if, I get sick again I can treat the illness and forestall any damage it may do to my nervous system, so I can keep walking, so I can see. I know for insurance companies, members of congress, think tanks, and governors my story is just a number. It probably does not make a blip on their radar. When people become numbers to the policy makers the real life consequences must seem abstract. My life is so far removed from the desk that pens these laws. But a repeal without a reasonable replacement seems like poor political decision making to me. I follow the news everyday. I watch a Congress dismantle the very thing that has insured an element of economic security to a life I have worked hard to rebuild after divorce. The glee with which this has happened does not promote much confidence or trust. I want to trust we have leaders. I want to trust. I'm just not sure I can. -- 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.
One New Year's Resolution Worth Keeping: Empower America's Youth - Our Future Workforce Partnerships Supporting Youth are Critical for Advancing Workplace Readiness by Alexis Glick ### This week at New York's Javits Convention Center, one of the most important industry conferences will convene - the National Retail Federation's "Big Show 2017." We're talking 33,000 attendees, 500 exhibitors, and over 300 world-class speakers. For anyone who makes their career in retail commerce, the NRF's annual pow-wow is a big deal. As CEO of the student-wellness and youth-empowerment nonprofit GENYOUth, I view the folks at the National Retail Federation as comrades-in-arms. We are partners because we share a common concern about -- and a focus on - the workplace readiness of our upcoming generation of youth. Now more than ever, we must empower youth with the skills and experience to build rewarding careers and successful lives in our global economy. According to the National Center for Education Statistics, in the United States, approximately three million high school graduates, and more than a million college graduates, will make up a massive "youth workforce" entering the job market in 2017 - this is particularly relevant as America's workforce potential is certain to be highlighted this Friday at the inauguration of America's 45th President, and as a new Congress and administration make a renewed commitment to prioritizing job creation across the country. At GENYOUth, we address workplace readiness by enabling better nutrition and more opportunities for physical activity in the school environment -- which fuel academic excellence and, by extension, success in life. And we do it through a signature initiative known as AdVenture Capital -- a program through which we fund student-originated, student-led school wellness solutions and nurture the next generation of entrepreneurs. AdCap, as the program is known for short, turns students into problem-solving entrepreneurs by providing grants, mentors, and experiences for youth who conceive and manage projects that improve health and wellness in schools. The program cultivates students' business and life skills, and prepares them for careers and for the problem-solving and competitive nature of business today. So what does this have to do with retail? Simply that there's no bigger workplace on earth than the retail industry. Retail is the largest private-sector employer in the U.S., accounting for nearly one in every four jobs in America. Since 2012, retail employment has grown by half a million jobs and is expected to grow by nearly another million by 2022. Retail supports an astonishing 42 million working Americans, contributing an amazing $2.6 trillion to annual GDP. In the same way that my organization, GENYOUth, is dedicated to readying kids for the workplace through programs like AdVenture Capital, the National Retail Federation is similarly focused on advocacy, communication, and education around retail careers - in other words, not just advancing the interests of retail, but turning those interests into jobs that young people want and can build lives around. But here's a challenge. Although 32 percent of people's first jobs are in the retail industry, the number of hires these days is not keeping pace with the sector's growth - due to a skills shortage fed by gaps in education and training. In other words, a lag in workplace readiness. This weighs heavily on an industry that is becoming more sophisticated every day. And that's why a key focus of this week's "Big Show" will be discussing companies' workforce planning priorities, and how retailers can better attract, develop, and retain young talent, to both jobs and all-important internships. As part of this focus, the NRF Foundation kicked off the Big Show yesterday by unveiling RISE Up, a groundbreaking new training and credentialing initiative designed by the retail industry to help people - regardless of educational background, economic means or age - acquire the skills they need to secure jobs in retail and advance into promising careers. RISE Up is unique in that it was created by leaders in the retail industry, in collaboration with nonprofit, public education and workforce development partners who will deliver the training. Learners will not only earn a credential for their resumes, but also the confidence to take that important first step toward a lifelong career. As Matthew Shay, president and CEO of NRF says, "good jobs change lives," and the retail industry is coming together to create that change. GENYOUth is equally committed to advancing this movement by collaborating with the NRF Foundation. As it happens, two of AdVenture Capital's biggest commercial supporters - SAP and Workforce Software - are exhibitors at "Big Show 2017." These global companies share National Retail Federation's commitment to advancing workforce readiness with America's youth. In fact, GENYOUth and the AdVenture Capital program have partnered in 16 U.S. cities to date with SAP and WorkForce Software in presenting 16 social innovation days to help students develop the skills and disposition to think and act like entrepreneurs and young business leaders. These events have engaged over 800 students, ages 13-17, and impacted well over 100,000 students nationwide, and have resulted in 160 student-led health and wellness projects and solutions. To those who work in the retail sector, and especially to my friends at the National Retail Federation, I commend and thank you for your focus on the importance of jobs for young people coming out of school and college. Retail has always powered our national economy, driven innovation, and provided value to individuals, communities, and our nation. For our part, GENYOUth will continue its dedication to programs and initiatives like AdVenture Capital and RISE Up that ensure young people have the confidence, financial literacy, ingenuity, and communication skills needed to enter those jobs -- and to build families, careers, and lives around them. In a healthy, retail-driven economy, we really are all in this together. ### Alexis Glick is the CEO of GENYOUth, a national youth-empowerment and school-wellness nonprofit. -- 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.
Liverpool’s narrow system allowed space down the flanks which José Mourinho’s team exploited with regular switches of play, sapping the energy of the visitorsFor the first time in the 25 seasons of the Premier League, the two league meetings between Manchester United and Liverpool both ended in a draw. This, however, was a much more exciting contest than the dreadful 0-0 in October. Jürgen Klopp sprung a tactical surprise from the outset by deploying a diamond midfield, a considerably different shape to Liverpool’s regular 4-3-3. This involved Adam Lallana playing as a No10, allowing Roberto Firmino and Divock Origi to make dangerous runs across the opposition defence from out to in.The main outcome was Liverpool making life very difficult for Michael Carrick, who has been excellent in recent weeks. Lallana marked him excellently in the opening stages, meaning Carrick was unable to put his foot on the ball and put United in charge. It was not entirely surprising when José Mourinho substituted Carrick at half-time, introducing Wayne Rooney and switching to a 4-2-3-1 shape. Lallana’s discipline meant a holding midfielder was always unlikely to find time on the ball. Continue reading...
Weekend Reading: J. William Ward: "The Hunters of Kentucky": The Kentucky Strain of American Nationalism Has Always Been Fake News...
**J. William Ward** (1962): _[Andrew Jackson: Symbol for an Age]_ 0195006992 : "IN the spring of 1822, Noah M. Ludlow, prominent in the beginnings of the theater in the western United States... >...was in New Orleans. One day early in May he received, as was the custom in the early...
German software behemoth, SAP SE (SAP) recently launched SAP S/4HANA Retail, a special version of the SAP S/4HANA platform for merchandise management.
by Richard Howells, SAP Over the holiday, I spent a great afternoon at the Boston Museum of Science, which is currently running an exhibition called “Da Vinci – The Genius.” The exhibition brings to life the genius of Leonardo da Vinci as an inventor, scientist, engineer, architect, sculptor, and artist. On display [...]
Некоторые большие компании боятся не выжить в гонке технологий и стараются вкладываться во внутренние R&D. Другие выбирают путь поглощения перспективных проектов. Нужно ли корпорациям взаимодействовать с перспективными командами, чтобы расширить собственные горизонты?
We have all had to work with annoying team members in business. If you are not their manager, it's tempting to just walk away, tune them out, or react sharply, but these reactions are not appropriate for managers, and are equally ineffective for peers and team mates. Remember that annoying doesn't mean non-productive - these may be top performers, with critical business skills. Just as importantly, remember that annoying doesn't usually work both ways. You may be annoying other people without even recognizing it. In either case, you need to understand the dynamics to maximize team performance, and for your own sanity and satisfaction. For any relationship to be maximally productive, both parties must actively manage the relationship. The good news is that you can learn to deal with well-meaning peers and people you manage, by employing a set of proven tactics, as outlined in a new book, "Managing Annoying People," from veteran business leader and workplace consultant Ilene Marcus. As a long-time business advisor, I fully support her key pragmatic relationship strategies, which I paraphrase here as follows: Prevent others from sapping your energy. Limit your meetings with annoyers to small doses, optimally timed to allow a natural exit, perhaps just before a required meeting or event. Be proactive in this approach, rather than practicing avoidance or trying to tune out. Practice smiling and keep your vibes positive to prevent frustration. Tune your relationship dynamic to be more effective. Some people are "high-maintenance," and annoyingly take excessive time to provide details and ask questions. For these, you need keep your message direct, unemotional, and to the point. Use calming and neutral settings, and forcefully turn the focus back to the issue at hand. Set clear relationship boundaries and honor them. Manager versus employee relationships can be annoying when boundaries are not respected. Team members may forget you are now the boss, or anyone can make inappropriate comments or demands. Draw the lines of intent and expectations clearly, and never allow yourself to be the prey. Overtly manage your time, and declare constraints. Share the timetable at the start of a discussion and stick to it. For example, declare you have another meeting in fifteen minutes, or must leave in ten minutes. Use all the known methods for orchestrating a meeting effectively, or sandwich interactions between known limiting events. Monitor your own nonverbal body language. Don't assume that others won't see your frustration and stress. You can't change others directly to eliminate their annoying behavior, but you can change your own to improve the effectiveness of each interaction. Send a message of being open and engaged, and smile like you have a secret. Show consistency in all interactions. The art of productive relationships and leadership are tied to your ability to size up a situation and apply the right tactic consistently. That builds trust, reliability, and responsiveness all around. Be brutally honest with yourself about what is triggering your actions which increase annoyance. Separate keeping busy from producing results. We all know annoying people who are always too busy, but generate minimal output. Give clear direction and challenge people to product results, rather than tolerate or listen to how busy they are. Incent your peers and team members with meaningful requests, and reward productive efforts. How you handle annoying team members and keep their behavior from sabotaging you and the rest of the team is the test of your productivity and career potential. If you are annoyed, remember not to respond with one of the three wrong reactions - fight, flight, or freeze. The right reaction is to focus - gather the basket of tactics outlined here, and manage full speed ahead. -- 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.
by Bob Caswell, SAP A massive open online course (MOOC, pronounced “mook”) can be a great way for just about anyone to learn the fundamentals of just about anything. But even the fundamentals of some subjects can be difficult to teach online, as my team recently learned when building a MOOC [...]
Whether you're CEO of a mega-brand or owner of a doggy daycare start-up, investing in your personal brand is always a sound investment in your company. When the individual at the helm has the right image and reputation, they impact everything from boosting the company brand to forging emotional connections with employees, investors, customers, and media. When done right, personal branding builds mind and market share alike and influences the bottom line. Done wrong, it can sap a company's image and financials. This is especially important to remember today, when a CEO's every value, opinion, comment, and characteristic is up for public review. So, how do you get it right? Look to an exemplar: Southwest Airlines CEO Gary Kelly. Gary has been indispensable in propelling Southwest as the world's largest low-cost carrier. He's also helped secure it as a mainstay on Fortune magazine's list of the most admired companies in the world. (It ranked seventh in 2016.) A 30-year Southwest veteran, Gary began his career as Controller, moving up the ranks as Chief Financial Officer, V.P. Finance, Executive V.P. and CFO, and finally CEO and Vice Chairman in July 2004. In 2008, he added "Chairman" and "President" to his resume. This is his story -- and brand. Setting the Tone Not too long ago, CEOs were sequestered in their ivory towers, far from the spotlight. But today, the CEO is the face of the company. They must be visible internally, externally, and virtually. "The CEO is in a high-profile role and sets an example," Gary told me during a recent interview. "I try to aspire to set a good one, and model the behaviors that we value and expect at Southwest Airlines." Gary sees part of his duty as rallying employees around an inclusive culture. There has never been a single layoff or furlough at Southwest, and employees are well-compensated -- two traits Gary takes special pride in. "We still believe that we are in the people business, and it's our people that make the culture so strong," he explained. "Southwest has done a great job taking care of people over a long period of time." Gary's leadership style can best be described as collaborative. "I really enjoy the team aspect of what we do here at Southwest," he said. "No one person can know or do it all. And the more we can collaborate and work together as a team, the better product we will have." Gary and Southwest also place a premium on fun, even if that's simply bringing people together to celebrate birthdays, share stories, or reward good work. "We always encourage employees to be themselves -- sharing a song, a joke," he said. "It's the little things that make the culture very rich and make the experience of Southwest very different." One of those "little things"? Halloween, when employees get decked out in costume. Gary has gone as George Washington and Gene Simmons in years past. Gary rocks it as Gene Simmons of Kiss at annual Halloween event. Photo courtesy Southwest Airlines The Power of 'We' Gary knows he alone cannot be Southwest's brand ambassador. At the airline, all employees (more than 53,000) are encouraged to embrace the company's mission: taking care of customers. This philosophy is built into everything from internal emails to advertising and social media. Recruiting the right people is also paramount. Gary believes in "hiring for attitude and training for skill" to perpetuate an already-strong culture. It's not easy. There's a tremendous amount of competition in the airline industry. That's why outstanding services -- and not just attractive pricing -- is key. "More today than ever, [our] service aspect or our people really set us apart," he said. "When I describe service, I'm not talking about first class or frills and amenities. Our people serve our customers as if they were guests in their own home." Many studies reveal employees with high job satisfaction are generally more productive, engaged, and loyal to their companies. There's proof of this at Southwest, where several employees are 40-plus year veterans. Gary notes many of these workers started in entry-level positions and worked their way up to leadership. On the workplace review website Glassdoor, Southwest is rated one of the top places to work in the U.S. Excerpts from employees include: "Every leader I've met has always made me feel like my work was appreciated and made a difference." "This is my first airline job and I feel I hit the jackpot by choosing Southwest as my last place of employment. I'm 28 and plan to stay until I retire!" "I've never had a CEO of a company walk down the hall and know my name." Broadcasting That Personal Brand Modern CEOs are expected to have an active social media presence. They understand that social media increases transparency and accessibility and instills confidence. They're also expected to project a personal brand that aligns with the company brand. Gary and Southwest excel at this, maintaining a fun, cohesive voice across all communication channels. It works. The Southwest fan page has more fans than any other airline: 5.3 million. The experts agree with Gary's approach. According to Allison Kluger, a management professor at Stanford and former producer for The View, "These days, the CEO wants to be visible, serve as the embodiment of the brand and understands that the culture reflects his or her values in a very outward facing manner. Today's CEOs want their values to permeate the company brand." Southwest welcomes Customers at the José Martí International Airport in Havana, Cuba. Photography by Ashlee Duncan/Southwest Airlines Transformation and Growth As with any major company, there have been challenges. Still, Southwest has managed to grow spectacularly regardless of spiking energy prices, fierce competition, and recessions. The company is always innovating. Consider its new, just-launched reservation system. And late last month, the airline added Havana as its 100th destination. Gary is confident that there is potential to add 50 more North American destinations. He believes there's even more ahead: "We have huge opportunities to grow the airline over the next five years. I think Southwest airlines is one of the top companies in the world, not just the top airline." He adds: "The focus on the reliability and hospitality will be very important to sustain that." My takeaway from chatting with Gary: CEO reputation is the new currency, and will no doubt increase in value in the years to come. In an increasingly connected and transparent world, keeping a low profile is no longer an option. There is a huge opportunity in which CEOs can share their company story and join the conversation. Here's to defying gravity. -- 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.
'Damnably false' accusations of racismVeering from his prepared remarks, Sessions directly addressed allegations of racism that have dogged him for three decades — defiantly declaring those accusations "damnably false charges.”Those allegations — which sank his bid for the federal judiciary in 1986 — ran the gamut from making racially improper comments to not protecting voting accessibility for black voters in a high profile voter fraud case. He was also accused of being sympathetic to the Ku Klux Klan. “These are damnably false charges,” Sessions told the Judiciary Committee on Tuesday. “The voter fraud case my office prosecuted as in response to pleas from African-American, incumbent elected officials.”"The caricature of me in 1986 was not correct," Sessions said, his voice rising. "I do not harbor the kind of animosity and race-based discrimination ideas that I was accused of. I did not."Protests mar the early goingDemonstrators, particularly those from the antiwar group Code Pink, flooded the confirmation hearing and immediately began loud interruptions — starting with two protesters dressed as Ku Klux Klan members, who bellowed: “Jefferson Beauregard, here we are. We're here for you.”And the demonstrations didn’t let up from there. As Sessions began delivering his opening remarks, another protester started screaming: “Sessions is a racist, he’s illegitimate!” Even before Sessions finished his comments, at least a half-dozen protesters had been escorted out by Capitol Police.Clinton probe recusalAttorney General nominee Jeff Sessions said at his confirmation hearing Tuesday that if confirmed he plans to recuse himself from all issues related to any investigation into Hillary Clinton. He said his rhetoric on the issue during the campaign could lead people to doubt he’d be fair in considering the matter. “I do believe that that could place my objectivity in question… I believe the proper thing for me to do would be for me to recuse myself from any questions regarding those kinds of investigations,” Sessions declared.The attorney general also appeared to offer an implicit rebuke to President-elect Donald Trump, who declared during a debate that he would instruct his attorney general to appoint a special prosecutor who would put Clinton “in jail” over her handling of the email matter. Sessions said, in essence, that he would not accept such an instruction and would instead formally recuse himself.“I believe that would be the best approach for the country because we can never have a political dispute turn into a criminal dispute,” Sessions said. “This country does not punish its political enemies. What this country ensures is that no one is above the law.”
CenturyLink Inc. (CTL), a leading regional telecom service provider, acquired Seal Consulting, a US-based SAP products provider for enterprise-wide business and technology needs.
SAP (SAP) is banking on its IoT and cloud business to drive growth in the times to come.