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No BS! The Reality Versus Hype of Working Social

No BS! The Reality Versus Hype of Working Social

Often enterprise social networking platforms are touted as the solution to every communication and collaboration problem that organizations experience. While it's true "working social" has many benefits, it's naive to think it does not have its own set of challenges. Don't worry though, there are solutions to these challenges. 

This presentation cuts through the "fluffy" industry hype and provides a realistic look at social networking. The slides may be hard to follow with the words though, so feel free to contact me for more details and stay tuned for a written report on this topic.




Future of Work Marketing Transformation New C-Suite Next-Generation Customer Experience Innovation & Product-led Growth Sales Marketing Digital Safety, Privacy & Cybersecurity Revenue & Growth Effectiveness Chief Customer Officer Chief Executive Officer Chief People Officer Chief Marketing Officer Chief Human Resources Officer Chief Revenue Officer

Request For Case Studies – High Level Marketing Optimization Capabilities

Request For Case Studies – High Level Marketing Optimization Capabilities

As the application for the Constellation Research Super Nova Awards are coming up soon (and winners revealed at the Constellation Research Conference, The Connected Enterprise, I am listening very closely for companies that are actually implementing their marketing automation capabilities fully. What I mean by that is that often software can offer quite a lot but are companies really taking advantage of all the capabilities? How well have they integrated the application to deliver on business results.

And the other part of that is does the staff have the skills to use the software? So take a look at the marketing optimization report – the 5 levels and see where you think your company is. If you are at level 3, 4, or 5 – I’d love to hear from you! How are you using your marketing automation software to drive innovation, revenue, new markets, etc…? Here’s the link to a snapshot of the report! And below is the diagram that shows the progression of Marketing-Decision Making vs Innovation Capabilities:

Progression of Marketing Decision Making to Innovation and Revenue Creation

Progression of Marketing Decision Making to Innovation and Revenue Creation

 

Twitter: @drnatalie 

SAVE THE DATE!
Constellation’s 4th Annual Connected Enterprise 
The Executive Innovation Conference | October 29th-31st 
Half Moon Bay, CA | Ritz Carlton

 

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Marketing Transformation Sales Marketing Tech Optimization Innovation & Product-led Growth Marketing B2B B2C CX Customer Experience EX Employee Experience AI ML Generative AI Analytics Automation Cloud Digital Transformation Disruptive Technology Growth eCommerce Enterprise Software Next Gen Apps Social Customer Service Content Management Collaboration AR Executive Events Chief Marketing Officer

Infor, The Teenager

Infor, The Teenager

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I attended the Infor Innovation Summit in NYC last week.

It was a good event, headlined by Infor CEO’s Charles Phillips and most of his senior staff.  There were lots of presentations – but also oodles of conversations and questions with the ~60 analysts in attendance (from all walks of like, independent to large research house).  Anyone who has a say in the world of Enterprise Software was there (and, yes – the agenda was a cute attempt at civility, we were behind schedule just 10 minutes into it).

My attention was piqued in the last couple of years as I saw Infor progress from a collection of acquisitions to putting a credible story together.  I wanted to see what was the glue holding all this together, how it fared as built, and how it compares to the rest of the market.  I was not disappointed, Infor delivered all the information needed to make this assessment.

What? The title you say?

I thought you’d never ask…

I am in the middle of my oldest daughter’s awakening into a teenager.  Thanks, I appreciate the sentiment – as I hear, it passes in another 15-20 years.

I may be biased coming into this, but I am seeing similar behaviors and issues with Infor as I see in my daughter: all the elements that would make them a great vendor are there – just not all in the final form or matured enough.  Let me explain.

Infor has in my opinion the most advanced architecture for cloud I’ve seen among large #EnSw vendors.  It can support any “model” of cloud their customers throw at them – but this is mostly because they had the good fortune / foresight of re-architecting in the past few years from a non-existent platform that held it all together to a great three-tier, metadata-based (and this is the key, btw), public cloud that can also bastardize itself to be private or hybrid if their customers are not yet that advanced in the cloud world (something that will be solved in the next 2-3 years more or less).

Further, their ION EAI layer is one of the best answers I’ve seen from vendors to bring legacy solutions into the new world of cloud; it does the job well and the clients I chatted with like it and see it as a great interim step to move forward into the world of cloud.

They really thought about it, and the platform is well built and being adopted at a good pace by existing customers migrating from the old products into the new platform; we shall continue to see this if all my conversations are any indication.

They also distinguish themselves from other vendors by their UX (uber friend Paul Greenberg discussed this in detail in his post last year about this, read more there as I won’t be as detailed).

Using their Hook-and-Loop (I am a brand-killer, I am sure they don’t use the name that way, but works better for me – sorry) agency they have some of the most amazing UI I have seen for Enterprise Software in many years if not ever.  Mobile, desktop, tablet – all well covered and retaining the main attributes of the interfaces.  The ability to build and modify interfaces easily also supports the move to adopt mobile as the leading platform by most organizations.  All in all, definitely a key differentiator for them if not the best.

This to me is the equivalent of a teenager that takes care of their appearance (starts working out, stops eating junk food, buys more fashionable clothes, spends 2 hours every morning doing their hair – I mean, seriously? at 11? — sorry, I digress), begins to understand their likes and dislikes, their preferences, and puts a good amount of time into deciding what their looks are and how the world should see them.

And this is who I see Infor today: a teenager.  All the elements are there, they are lean, buff, and decided.  They have all the components that make up who they are – but are not yet ready to use them all together in critical situations.  They are learning (And having great successes in areas like Public Sector and Healthcare) what they have and how to use it, how to learn from the early mistakes and how to get better.

Infor, the teenager, has a great future as an adult if they continue on this path.  Will continue to watch them over the next few years to see where it goes.

I just hope they don’t spent 2 hours each day doing their hair…

Next-Generation Customer Experience Tech Optimization Data to Decisions Future of Work Innovation & Product-led Growth New C-Suite Sales Marketing Digital Safety, Privacy & Cybersecurity infor Chief Customer Officer Chief Information Officer

Report: State of Community Management

Report: State of Community Management

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The Community Roundtable, founded in 2009 by Jim Storer and Rachel Happe, has deep expertise in advancing the business of community. This week The Community Roundtable has released the 2014 State of Community Management report, with three key findings:

  1. Community maturity delivers business value.
  2. Advocacy programs increase engagement.
  3. Executive participation impacts success.

The Community Roundtable State of Community Management 2014

To download the full report, click here.

 

Next-Generation Customer Experience Chief Customer Officer

Startup Hacks: 10 Ways to Increase Your Startup's Valuation When Pitching VCs

Startup Hacks: 10 Ways to Increase Your Startup's Valuation When Pitching VCs

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2014-04-18-valuation.jpg

Being on either the pitching or receiving end of over 200 venture capital presentations has left me examples of a long list of things that do not work. Unfortunately however, rarely do I get asked what does not work, more frequently I get asked what works.

And precisely, I get asked, what works in supporting valuations. Thank you to all those who have pitched me, or listened to me pitch enabling the 10 items below.

 

  1. Have a killer brand and image before you pitch -- investors know that commerce happens because of influence, influence is the currency of customers making a decision to buy. A good brand and a killer visual identity help investors "see the cognitive leap" customers will take to drive sales. I learned this from Chris Walsh in 2001.
     
  2. Do not overstate your total addressable market (TAM) -- overstating TAM is the easiest way to say to an investor, "I barely know anything about how businesses work, and will not spend your capital wisely." Pick a TAM that you can nail, and show an evolution to an increasing TAM, this way your valuation is solid and difficult to negotiate down, instead of inflated and a target for negotiation.
     
  3. Have a well-documented sales process in your pitch -- most investors ran businesses before and know that no matter what you build customers will not come rushing to your doors. You must demonstrate a well thought out sales process, one that shows you already understand customer's objections, resistance to your value proposition, and a commitment to making customers satisfied.
     
  4. Know where you are on the hype cycles -- nothing says to an investor "invest in me the founder" like a founder demonstrating deep and immersive understanding of their invention on the Gartner Hype Cycle, and an appreciation for how adoption of their invention will perform under the lenses of the theory of diffusion of innovation.
     
  5. Show that you prioritize with a focus -- while cash is king, focus is queen (thank you for teaching me this). Investors want to know that you will prioritize a client meeting over an investor meeting, or you will prioritize a partner/reseller meeting over a press opportunity. Don't chase the shiny objects, show focus and investors will believe in your value.
     
  6. Leave the CEO role open -- investors value companies that will grow to be successful over companies that have great ideas but may never get out of the gates. When an investor sees the CEO role open and vacant, they know that the founders will be willing to bring in talent to "grow the business" and hence they respect the valuation. If the CEO seat is filled, investors see a "battle ahead" of replacing the CEO, which says "RISK" and the default reaction is to negotiate the value of the company down to reflect the risk of the "battle ahead". This lesson came from Atul Chowdhry recently.
     
  7. Have a list of "BTDT" advisers -- I learned the phrase BTDT from the Irish Angels, a VC group in South Bend Indiana associated with Notre Dame in 2002. Been There, Done That; investors want to see advisers that have built successful companies before on your advisory board. Pick them wisely.
     
  8. Get more than press relations -- Companies succeed because influential people want them to. Show investors that influencers and analysts (this is your influencer relations and analyst relations) believe in our concept enough to write about it, and hence you have "IR and AR" credibility. PR, is not the same as IR and AR.
     
  9. Plan for pivots -- the best businesses in the word learn to pivot as a part of the plan. Investors want to invest in companies that will "pivot into the opportunity" instead of staying the course on ego. You pitch should show to investors that you have thought through alternative pivots, and... you are willing to spend their money wisely on opportunistic pivots over staying the course of your ego. This lesson came from Ray Wang, one of the best in advising pivots.
     
  10. React like a pro -- the last thing that helps your valuation is the way you react when an investor says "I think your valuation is too high." Don't defend your valuation, and for heaven's sake don't ask them why they think so; just keep a poker face and wait in silence. You will know the numbers better than any investor being pitched, let them voluntarily go down the dangerous road of trying to poke holes into your valuation. You have the upper hand in this debate because if your immersion in the numbers; don't give that away by speaking first.

Go raise money, and don't sabotage your valuation by not thinking through the 10 items above.

-- Richie

 

New C-Suite Data to Decisions Future of Work Innovation & Product-led Growth Tech Optimization Chief Executive Officer

Musings - What is the future of recruiting?

Musings - What is the future of recruiting?

With one of the leading recruiting conferences starting this week, it was time to spend some thought cycles on the future of recruiting. And the purpose of this blog post is purposefully slanted in the direction of provoking some new thoughts on the subject – more than nailing what will happen in 2015 or even easier what is today’s state of the industry.


 


If you step away for a moment from the rush of multiple releases per year and look over the last decades on what has happened in enterprise applications overall, a major trend becomes pretty clear: 


Enterprise automation is all about giving control in the hands of the business (end) users. 
Starting from the reporting punch cards ceremoniously handed by (then) IT gods half a century ago (remember they wore white lab coats then) to obtain their weekly report – it’s been all about getting the business user into a position where they can get the information needed and execute the processes required to do their jobs. The area where this is most evident in the HCM arena is the functionality around HR Core processes – almost all driven by the end user. Rarely a member of the HR department will anymore do data entry around a single employee – something that was a staple of HR department activity maybe even 20 years ago.

And while many end users complain about the additional work loaded on them by self-service functions, at the end of the day they empower end users to enter and process information when they want and please to. Instead of walking over to the HR department, getting and filling out a form and then hoping for the real world to accurately reflect the status change – users can now fire up their devices and - apart from the occasional system downtime - execute their core HR transaction when it works for them. And it’s not a one way street – users can go back and see that this address change has really gone through in the system.

Equally managers have seen self-service trends, too. First of all they are employees, too – and do all related activities under employee self-service. And then they have managerial duties, mostly approvals, but also budgeting and planning functions.

When it comes to recruiting – for now – it pretty stays in this realm, too. Only that for current common practice - recruiting is probably the area where a manager does the most data entry for an HR related process. Creating and filling out requisition forms – no matter how much they get defaulted – is probably the most tedious data entry job for managers… and with that not popular.

On the recruiter side there is an arms race raging, with new vendors coming in the market and using new technologies like social media, analytics, BigData and video to give recruiters the leg up over their competition. And let’s not forget that recruiting is the most measured job in HR, many recruiters understand themselves more as sales professionals than HR practitioners. .Recruiting is the one HR job where a practitioner can be fired for nonperformance as a matter of a few months… and as such recruiters always look for the best tool to give them an advantage to recruit talent better than their peers in house and in the competition.

So what will happen when self-service transforms recruiting practices?

Here are some of the functional building blocks next generation recruiting need to have – powered by self-service:
  • Continuous talent monitoring - Imagine if a manager could continuously monitor the talent of their teams. No longer the “that’s it moment” looking for outside talent - often delayed by the work to get a requisition into the relevant systems. No longer opening a requisition because the headcount was approved, but because talent should be monitored continuously.
     
  • One big talent pool - Systems will consider inside and outside talent to the enterprise. Including advanced and accelerated training of employees, considering campus recruiting, skill shifts and cost change in external talent pools, acknowledging succession management considerations etc.
     
  • Requisitions no longer exist - Managers should always see – for each position in their team – which talent is available inside and outside their enterprise for each team position. Include internal global talent in the search.
     
  • (Real) analytics tell when to hire (or not) - Have software help with picking the best candidates, start the whole candidate relationship management (the other ‘CRM’) process, checking which candidates said no last time, but may be say yes this time around etc.
     
  • Continuous talent management - Given the cost of hiring an employee the manager should see what training and learning opportunities are available to bring an employee and the overall team in better shape.
     
  • Automated onboarding - If the hire is made – trigger all onboarding processes including background checks etc. – and allow the new hire to self-onboard, including benefits enrollment etc.
     
  • Complete Automation - A resignation will start a talent search. A termination will have had a precursor of a talent search. A transfer-in will trigger a transfer-out or termination. And so on.
     
  • A talent depth chart - Similar like professional sports teams and some military units have a depth chart, managers will have a talent depth chart, telling them what to do when the number one talent is no longer available or when it is time to re-prioritize the depth chart etc.
     
  • Full consideration of the P - New hires or transfers into teams need to fit – and for that personality and psychological factors need to become part of the recruiting decision. But not just individual candidate characteristics, but also team dynamics on how a candidate fits into the new team, is compatible to work with peers, customers and superiors.
     
  • Full cost considerations - Managers will be able to see the full cost aspect of recruiting scenarios – including cost to onboard, train and come up to speed. Knowing these costs should enable managers to make smarter hiring (or internal transfer and training) decisions. 

Where does it all leave the recruiter?

When above happens, it will be the end of the recruiters as we know them today. Does it mean the end of recruiting – certainly not – but recruiters will have to move away from the transactional aspect of recruiting – as the software will handle all of that and the managers will trigger these transactions – and become talent coaches, recruitment advisors, system specialists, algorithmic specialists – and maybe even software vendor employees.


MyPOV

As I mentioned in the onset – this post was more about being thought provoking than stating where the industry is today and / or will be soon in 2015. But self-service is a force to be reckoned with, and humans generally like to be empowers. If a manager can run talent for his team better and faster than dealing with the traditional recruiting setup of recruiters, sourcing, job sites etc. – we will see it – sooner than later. And ‘real’ predictive analytics become more powerful, science can be used to find the best candidates and they can be served to the decision maker, the hiring manager right away. Chime in on the comments.

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More on Recruiting by me:

  • HRTech 2014 takeaways - Read here.
  • Why all the attention to recruiting? Read here.
 

And  more on Payroll:
 
  • Could the paycheck re-invent HCM – yes it can – read here.
  • And suddenly, payroll matters again! Read here.

 

Future of Work Tech Optimization Innovation & Product-led Growth New C-Suite Data to Decisions Next-Generation Customer Experience Digital Safety, Privacy & Cybersecurity Sales Marketing SuccessFactors workday SAP Oracle AI Analytics Automation CX EX Employee Experience HCM Machine Learning ML SaaS PaaS Cloud Digital Transformation Enterprise Software Enterprise IT Leadership HR Chief People Officer Chief Customer Officer Chief Human Resources Officer Chief Technology Officer Chief Information Officer Chief Information Security Officer Chief Data Officer

Transitioning Your Marketing and Customer Experience Strategies to Digital Webinar Recording

Transitioning Your Marketing and Customer Experience Strategies to Digital Webinar Recording

"Marketing is the first line of customer engagement." What does that even mean? Watch this webinar to find out.

It's no secret that the proliferation of digital consumer and enterprise technology is driving dramatic disruption of traditional business models. Roles are changing, responsibilities are changing, and expectations are changing. Position yourself and your organization to take advantage of these technology-driven paradigm shifts.  

Speakers:

  • R "Ray" Wang
  • Paul Greenberg
  • Natalie Petouhoff
  • Peter Kim

Transitioning Your Marketing and Customer Experience Strategies to Digital

Discussed in this webinar:

  • digital is disrupting traditional customer experience and marketing
  • customer departments and marketing are becoming more interconnected--we discuss the changes your organization needs to make now
  • how revelations at Adobe Summit 2014 impact customer experience, digital marketing, and matrix commerce
  • lightning round: how Adobe's positioning will affect CX and marketing

Digital Transformation advice from our speakers:

R Ray Wang

R "Ray" Wang

The digital journey will require you to break down the silos of marketing, sales, service, and commerce to deliver from creative to commerce.

Peter Kim

Peter Kim

Marketers: get your organization and processes aligned and optimized in order to maximize technology investments.

Natalie Petouhoff

Digital transformation is a leadership issue. Not only must the CEO must make the decision to go digital, the CEO must lead the transformation. 

 

Marketing Transformation Next-Generation Customer Experience Sales Marketing Innovation & Product-led Growth Tech Optimization Future of Work Webinar AR AI ML Machine Learning LLMs Agentic AI Generative AI Analytics Automation B2B B2C CX EX Employee Experience HR HCM business Marketing SaaS PaaS IaaS Supply Chain Growth Cloud Digital Transformation Disruptive Technology eCommerce Enterprise IT Enterprise Acceleration Enterprise Software Next Gen Apps IoT Blockchain CRM ERP Leadership finance Customer Service Content Management Collaboration M&A Enterprise Service Chief Customer Officer Chief Executive Officer Chief Marketing Officer Chief Digital Officer Chief Information Officer Chief Technology Officer Chief Data Officer Chief Analytics Officer Chief Information Security Officer Chief Operating Officer

Transitioning Your Marketing and Customer Experience Strategies to Digital - Webinar

Transitioning Your Marketing and Customer Experience Strategies to Digital - Webinar

The Constellation team and guest, Paul Greenberg discuss how new technologies disrupt traditional marketing and CX models. Session closes with advice for transitioning your marketing and CX strategy to digital.

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