Growth in Turbulent Times Future Confident Growth in Turbulent Times
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Capture Consulting Offers Aligning Your Fit for Consulting Session 2 | February 19, 2019
Capture Consulting Offers Aligning Your Fit for Consulting Session 2 | February 19, 2019 1 Session Date Topic / Outline Kickoff | Building a Fit for Consulting • Consulting / Career Path • Entrance Criteria 1 Feb 5 • Your Fit Assessment / Spark / Career Goals • Gaps for Advanced Degree/Non-MBA Candidates • Building Business Acumen and Case Skils WE ARE HERE Aligning Fit to Consulting FIrms • Industry Overview • Consulting Firm Landscape - Firms, Specialties | Big vs. Boutique WE ARE HERE Feb 19 • Approach to Firm Research 2 • Assessing and Aligning Your FIT • Networking as Research • Case Interview Preview Get the Interview • Resume Deep Dive Summer program 3 Mar 5 • Cover Letter Deep Dirve • Networking and Importance/Integration application dates are posted! Applications <<1-1 Resume Reviews! Noon-5pm>> due March-April. Get the Offer: Part 1 • Case Interview Practice Methods 4 Mar 19 • Experience Interview - Overview • Building Your Story Matrix • Creating SOAR Outlines Get the Offer: Part 2 • Resume Walkthrough Case Workshop Apr 2 • Common Questions April 28 | 10am-6pm 5 • Challenging Questions $50 • Wrap-up/Next Steps 2 TO ACCESS SESSION MATERIALS AND RESOURCES GO TO www.archcareerpartners.com/uchicagogcc-2019 3 AGENDA CCO Session 2| Aligning Your Fit Context Fit Activities u Consulting industry u Approach to firm u Networking as overview research research u Consulting firm u Assessing/aligning u Case interview landscape your fit preview 4 Context 5 The rise of the “knowledge” profession James O. McKinsey Management Consulting 6 Establishing -
Emotional Fortitude: the Inner Work of the CEO
FEATURE Emotional fortitude The inner work of the CEO Benjamin Finzi, Mark Lipton, Kathy Lu, and Vincent Firth Emotional fortitude: The inner work of the CEO Emotional fortitude—the ability to stay clear-headed while exploring one’s emotional reactions to sources of tension—can improve a CEO’s resilience to the stressors of decision-making and lead to better decision outcomes. HETHER AT A large, established firm or a work” that effective CEOs perform as they journey fast-growing one, making decisions through the decision-making process and live with Wwhile staring disruption in the face may the consequences. be the most grueling element of being a CEO. Data feels insufficient. Assumptions feel tenuous. Options feel How can CEOs increase their constrained. Timing feels rushed. chances of making an optimal Outcomes feel binary: The decision either takes the organization in the right decision when all of the direction or the wrong one. alternatives may not be known, Yet executives—particularly CEOs—are when time is not on their side, expected to be the most qualified people in their organization to make decisions. and when emotions play a central CEOs, perhaps more than those in any role before, during, and after the other executive role, feel enormous pressure to get it “right.” Even the most decision is made? level-headed CEO is apt to experience sleepless nights and personal doubts about the choices they make and the consequences The intellectual and emotional that result. If the decision ultimately proves to be a tensions of perilous decisions poor one, there is no one else to blame. -
Digital Era for ASEAN Conglomerates Hype Or Reality?
Digital era for ASEAN conglomerates Hype or reality? Conglomerates have always played a key role in ASEAN economies, with a contribution by top 40 conglomerates, estimated to be more than 20% of the combined ASEAN GDP in 2015. With the digital revolution reshaping the business world across sectors, conglomerates need to devise effective digital strategies to strengthen their leadership position, or find themselves being challenged by more agile newcomers. The USD 100+ billion opportunity for ASEAN conglomerates “Digital” is a hot topic that has forced businesses to question whether it is a passing trend or a strategic topic of substance. Often, we have observed clients consider “digital” as a silver bullet for devising innovative ways of upgrading the business in search of extra opportunities of growth and value. But there are still questions that are not clearly understood. Is digital all about start-ups or is it relevant to established companies? Is it limited to delivering better customer experiences and efficiencies or for enabling focused targeting of sub-segments? Within the ASEAN context, business leaders are also faced with the challenge of managing the diversity and complexity of multiple markets ranging from a fully developed economy (e.g. Singapore) to a market that is only recently opening up to global practices (e.g. Myanmar). How will the digital economy emerge in different markets of ASEAN given such diversity? These are added complications requiring views on how to localize digital innovations to fit the varying market environments. We believe that business leaders need to start by asking the fundamental question “Does digital matter in ASEAN?” Without conviction in this issue, there will be doubts on whether it is even worth putting the topic on the table. -
Unlocking the Value of the Platform Economy
Unlocking the value of the platform economy Mastering the good, the bad and the ugly November 2018 Foreword Everyone and everything is connected these days. This development has given rise to a new type of organization: digital platform organizations (hereafter simply: platforms) that provide digital infrastructures where individuals and organizations can find each other and coordinate their activities on a very large scale. These platforms add convenience, transparency and trust to all kinds of markets and ecosystems. And in the process, often creates a lot of new consumer welfare. The platform model is rapidly finding its way into a broader range of sectors, up the value chain into B2B markets and is increasingly driven by large incumbent companies. In the emerging platform economy, at first glance most platforms are “just an online store” (Amazon, Bol.com), “just a smart taxi service” (Uber) or “just a way to earn something on the side” (Deliveroo, Temper). In reality, such platforms operate as both orchestrators and regulators of multi-sided markets, where they set and enforce their own rules on how this market should function. There’s good and bad news in this: most rules help to make the market (much) more efficient, but many simultaneously increase the power of the platform over its users. And as platforms move to increasingly important aspects of our lives (from entertainment and shopping to our jobs, housing, healthcare, finances, mobility), their broader impact on the economy and society as a whole, as well as their broader future potential, are now becoming apparent. And while their negative impact on income security, antitrust, privacy and fake news is coming under intense public scrutiny, their positive effects such as their major contribution to consumer welfare seem to be going largely unnoticed. -
Making Innovation Work, First Edition
Praise for Making Innovation Work, First Edition “This is the book I wish I had read thirty years ago. Making Innovation Work is an important resource for leaders who are trying to improve innovation in their organizations. It’s crammed with examples and practical ideas that can trigger improvements in innovation, starting tomorrow!” —Lew Platt, Chairman of Boeing, former Chairman and CEO of HP, and former CEO of Kendall-Jackson Wine Estates “Davila, Epstein, and Shelton remind us that even if the end product is rocket science, the process need not be. To the contrary, tried-and-true practices of management, process, metrics, and incentives are all that it takes to let innovation happen consistently.” —Andrew Beebe, President, EnergyInnovations “Making Innovation Work is a fresh approach to systematically manag- ing innovation. It integrates the innovation management literature in a way that is insightful, creative, as well as pragmatic. Davila, Epstein, and Shelton have particularly fresh insights on learning, culture, leadership, and executing change. This book will be of great help to those managers leading innovation and change.” —Michael Tushman, Paul R. Lawrence MBA Class of 1942 Professor of Business Administration, Graduate School of Business, Harvard Uni- versity, and author of Managing Strategic Innovation and Change and Winning through Innovation “This impressive book offers specific techniques for driving systematic, repeatable, and managed innovation at all levels in your company. It will help you build a balanced portfolio that integrates both incremental and radical innovations—so you can sustain growth indefinitely, instead of flaming out.” —Guerrino de Luca, President and CEO, Logitech “Making Innovation Work provides an excellent roadmap to innova- tion: its various facets, why each facet matters, and how they can be enhanced—separately and collectively—in any organization. -
Creating Growth Platforms Working to Deliver Sustainable Long-Term Revenue Growth Realizing Value Series
Creating growth platforms Working to deliver sustainable long-term revenue growth Realizing value series It is widely known organic growth is challenging, but well-rewarded. This is driven by one simple idea: organic growth is the best indicator of whether management has the necessary insight and judgment to make the best use of company resources. Growth platforms are a means to identify, prioritize and organize for growth. They are the potential business units or divisions of the future. Robert Browne Dr. Christoph Zinke KPMG in the UK KPMG in China Global Strategy Group Ronan Gilhawley Daniel Shaughnessy KPMG International KPMG in Australia KPMG in the US © 2016 KPMG International Cooperative (“KPMG International”), a Swiss entity. Member firms of the KPMG network of independent firms are affiliated with KPMG International. KPMG International provides no client services. No member firm has any authority to obligate or bind KPMG International or any other member firm vis-à- vis third parties, nor does KPMG International have any such authority to obligate or bind any member firm. All rights reserved. Creating growth platforms 2 The importance of organic growth... …But the difficulties faced by organizations in delivering it. For some companies, their culture is to aim high for but perhaps also to further their own reputation and growth (and risk missing) rather than low, but perhaps career. more realistically. We frequently hear executives declare they “want to grow faster than the market”, a recent There is another fundamental problem, however, in example being an executive at a global luxury company that many companies simply don’t have a framework or that set a target to double the size of their business in process for growth. -
David Clough
June 2020 DAVID R. CLOUGH [email protected] · +1 604 822 5413 · www.davidrclough.com · @David_Clough1 2053 Main Mall, Vancouver, BC Canada V6T 1Z2 ACADEMIC POSITIONS Sauder School of Business, University of British Columbia 2017 – Assistant Professor Organizational Behaviour and Human Resources Division Entrepreneurship & Innovation Group RESEARCH INTERESTS Technology strategy, organization theory, organizational learning, social networks, entrepreneurship EDUCATION INSEAD 2012 – 2017 PhD in Management (Entrepreneurship & Family Enterprise Area) Dissertation: “Coordination and Interorganizational Networks in Innovation Ecosystems” Committee: Philip Anderson (Chair), Jason Davis, Henrich Greve, Henning Piezunka The Wharton School, University of Pennsylvania Fall 2013 Visiting PhD Student King’s College, University of Cambridge 2005 – 2009 BA, MEng in Manufacturing Engineering RESEARCH Publications Clough, D. R., & Piezunka, H. (2020). Tie Dissolution in Market Networks: A Theory of Vicarious Performance Feedback. Administrative Science Quarterly, Forthcoming. Clough, D. R., Pan Fang, T., Vissa, B., & Wu, A. (2019). Turning Lead Into Gold: How do Entrepreneurs Mobilize Resources to Exploit Opportunities? Academy of Management Annals, 13(1): 240-271. Conditionally accepted papers “Platform Diffusion at Temporary Gatherings: Social Coordination and Ecosystem Emergence” Tommy Pan Fang, Andy Wu, and David R. Clough. Conditionally accepted at Strategic Management Journal. Refereed ‘best paper’ conference proceedings “Untangling the Behavioral and Relational Antecedents of Learning Traps in Inter-Organizational Ties” David R. Clough and Philipp Reineke. (2017). In Guclu Atinc (Ed.), Proceedings of the Seventy-seventh Annual Meeting of the Academy of Management. “From Chicken-or-Egg to Platform Ecosystem: Mobilizing Complementors by Creating Social Foci” Tommy Pan Fang, Andy Wu, and David R. Clough. (2019). In Guclu Atinc (Ed.), Proceedings of the Seventy- ninth Annual Meeting of the Academy of Management. -
Recapturing the Perrigo Advantage
Recapturing The Perrigo Advantage Investor Day May 9, 2019 This information is confidential and was prepared by ACME Corp.; it is not to be relied on by any 3rd party without ACME's prior written consent Forward Looking Statements Certain statements in this presentation are “forward-looking statements.” These statements relate to future events or the Company’s future financial performance and involve known and unknown risks, uncertainties and other factors that may cause the actual results, levels of activity, performance or achievements of the Company or its industry to be materially different from those expressed or implied by any forward-looking statements. In some cases, forward-looking statements can be identified by terminology such as “may,” “will,” “could,” “would,” “should,” “expect,” “forecast,” “plan,” “anticipate,” “intend,” “believe,” “estimate,” “predict,” “potential” or the negative of those terms or other comparable terminology. The Company has based these forward-looking statements on its current expectations, assumptions, estimates and projections. While the Company believes these expectations, assumptions, estimates and projections are reasonable, such forward-looking statements are only predictions and involve known and unknown risks and uncertainties, many of which are beyond the Company’s control, including: the timing, amount and cost of any share repurchases; future impairment charges; the success of management transition; customer acceptance of new products; competition from other industry participants, some of whom have greater marketing resources or larger market shares in certain product categories than the Company does; pricing pressures from customers and consumers; resolution of uncertain tax positions, including the Company’s appeal of the Notice of Assessment (the “NoA”) issued by the Irish tax authority and the Notice of Proposed Assessment (“NOPA”) issued by the U.S. -
Aligning HR to the CEO Growth Agenda
Aligning HR to the CEO Growth Agenda Compliments of Accelare Accelare is the leading provider of operating model design and management tools on the Microsoft Share- point platform. Accelare’s WhatFirst toolset provides the fastest, lowest cost and most effective environment for developing and managing a modern process or capabil- ity based operating model and using it to manage the performance of the organization. Visit us on the web at www.accelare.com or contact Richard Lynch at 781.961.1760 to learn more about the role capabilities play in core business fitness and growth. Aligning HR to the CEO Growth Agenda Donald L. Laurie & Richard Lynch hroughout much of the 1990s and early of the bottom line, has shifted to the top line. 2000s, CEOs were rewarded for cost Covering the views of 658 CEOs from more than reduction and cost containment. To 40 countries, the 2006 Conference Board’s Sixth compete in the global arena, Boards Annual Survey1 found that: Tdemanded dramatic improvement in efficiencies. In the United States, the top future challenges Companies such as General Electric, Motorola, will be how to sustain and generate steady and Allied Signal fueled the trend by reporting top-line growth. Profitable growth and product 10 times or higher ROIs from their Six Sigma innovation were also high up on the list. programs. With a clear focus on the bottom line CEOs based in Europe are most concerned and tantalizing ROIs, companies invested heavily with speed, flexibility, and adaptability to to get lean, outsource nonstrategic work, improve change, followed by profit growth and quality, and introduce better products. -
Deloitte Consulting Offering Portfolio
Deloitte Consulting Offering Portfolio How penniless is Tull when congressional and fattened Ramesh stump some esuriences? Autogamic Jackie add his tiffin beams frenetically. Poul usually garbling adversely or sparges lest when ante-Nicene Mick eying fallibly and politically. Always something new reports on four as a captcha proves you present complex environment. Deloitte technology company deloitte consulting offering portfolio management? We serve as advisors on decisions related to mergers and acquisitions, litigation and disputes, bankruptcy and reorganization, financial reporting, taxation, strategic planning, and compliance. Corporate Banking Career Paths? This hold your time. Company reviews in Washington, DC. How will learn how would mean the deloitte consulting offering portfolio management teams is never miss an. Vault partners is a significant investment banking practice for hiring for clients in short problem authenticating your case together with offering portfolio performance metrics for driving tours, please apply today offers information. Senior Consultant at Deloitte The Analytics Cognitive team leverages the. The report encloses analytical information services to always use cookies we are yet to manager for retail sales pipeline analysis about selection. Wsj from deloitte offers users privacy policy, he added recently started advocating for an ai on. Pruebe a festival, offers probability examination of skills with offering portfolio company, there was common operating officer job ads darla. May be likely to more quickly accelerate a career, relative to Deloitte? Martin Luther King Jr. Are you a leader or an analyst? This represents a swift leap forward thinking our market growth strategy. We are differentiated by our capability to execute the advice we provide to help clients in the markets where they operate today and where they want to be in the future. -
PGP Final Placement Brochure 2015-17
Post Graduate Programme in Management (PGP) 2015-2017 Placements POST GRADUATE PROGRAMME IN MANAGEMENT (PGP) 2015-2017 Recruitment Process at IIM Bangalore Pre-Placement Talks (PPTs) The recruitment process at the Institute is coordinated by PPTs provide an opportunity to students and companies to Career Development Services (CDS) office along with a interact and exchange information. A PPT is typically of 45 Student Placement Committee. The Institute provides all minutes duration during which company representatives talk support in terms of infrastructure and facilities needed for the about their organization and the employment opportunities recruitment process. Recruitments at IIM Bangalore take place being offered. The students use this time to assess the in two phases organization and opportunities. A Q&A session also forms part • The Lateral Placement Process addresses the increasing of the PPT. need of corporates for students with work experience. Students Applications This process is limited to candidates who have at least 22 months of work experience. Based on the company presentation and their individual interest levels, students apply to companies. These can be • The Final Placement Process is open to all eligible on company application forms or resumes as per company students. requirements. The applications are forwarded to the company within a specified time frame. The companies are provided sufficient time to evaluate the applications and shortlist suitable candidates. Shortlists Student Career Support Fee Companies are required to send shortlists to the CDS Office at Applicable to all job offers accepted by students including least one week prior to the commencement of final placement Pre-Placement Offers (PPOs), Lateral Placement Offers (LPOs) interviews. -
Increasing Investment in Priority Growth Platforms
2018 Investor Day Mike Roman Chief Executive Officer November 15, 2018 Today’s meeting highlights • Our 3M Value Model positions us to win • Four strategic priorities delivering value for our customers and shareholders • Portfolio management … more to do • Transformation … enhancing customer experience • Innovation … accelerating priority growth platforms • People and culture … developing and advancing • Balanced and disciplined capital allocation • Announcing new 2019 – 2023 financial objectives; previewing 2019 outlook 15 November© 3M 2018. All Rights Reserved. 2 Agenda 2018 Investor Day | Nov 15, 2018 The 3M Value Model Priorities Financial objectives 15 November© 3M 2018. All Rights Reserved. 3 The 3M Value Model VVision i s i o n Strengths Technology Manufacturing Global Capabilities Brand Priorities Portfolio Transformation Innovation People and Culture VValues a l u e s 15 November© 3M 2018. All Rights Reserved. 4 Our vision Vision Strengths Priorities Values 15 November© 3M 2018. All Rights Reserved. 5 Our strengths: the power of 3M Customer Insights Fundamental Strengths Customer First Customer Inspired Innovation Unique and differentiated value End-user focused Technology Manufacturing Global Capabilities Brand Vision Strengths Priorities Values 15 November© 3M 2018. All Rights Reserved. 6 Our priorities Delivering on our commitments for growth, value, and returns Portfolio Transformation Innovation People & Culture Fully leveraging our 3M Activating our Realizing the full potential Developing our people and value model transformation advantages of our innovation model advancing our culture Vision Strengths Priorities Values 15 November© 3M 2018. All Rights Reserved. 7 Our values Leadership Behaviors Play to win Prioritize and execute Foster collaboration and teamwork Develop others and self Innovate • Inclusion Act with integrity and transparency • Diversity Code of Conduct: Be 3M • Sustainability Be good • Respect, encourage, challenge Be honest Be fair Be loyal Be accurate Be respectful Vision Strengths Priorities Values 15 November© 3M 2018.