This past Sunday (October 28), the NFL played its first regular season game outside of North America in London, England at Wembley Stadium. The game sold out in just a few hours to fill the 90,000 seats, and in the span of only three days, they had a half million ticket requests. Props go out to the NFL for this wildly successful move and one that’s sure to build a stronger global brand. And they did it the right way, by actually going global to do so.
Many of our clients are moving toward, or have already embraced, globalization. But it takes more than declaring yourself a global company or having a smattering of international customers. It takes the level of effort shown by the NFL in actually going global, immersing your company or brand in other cultures and letting global customers learn about you and embrace you on their own turf.
Wednesday, October 31, 2007
Thursday, October 18, 2007
What Does It Really Mean to Be ‘Family Friendly’?
As a career mom, I always ask one thing when I interview for a new position: “Do you consider yourself a family-friendly company, and if so, why?”
I nearly always hear the same response: “Yes, we do. We have an excellent family medical package.” Or, “Of course. Many of our employees have children.”
However, once I’m in company, family friendliness is M.I.A.
Companies must understand that, more than ever, their recruits are looking for a family-friendly employer. And these days, that definition means much more than a good benefits package, as a recent Wall Street Journal column points out. Professionals are demanding the flexibility to balance work and family life. As competition increases for talented job candidates, family-friendly options are no longer a choice but a necessity for your business to succeed.
Scheibel Halaska, which was recently named a Family-Friendly Employer by Metroparent Magazine, has understood this reality from the firm’s inception. Mary Scheibel, the firm’s principal, started the company because she needed balance between work and her family.
Over a decade later, one reason SH has achieved success is because of its commitment to employees and their families. Just as a family works as a team, so do the employees at Scheibel Halaska. The firm’s team approach allows employees to achieve that balance between work and family.
Promoting your company as a family-friendly employer can help you recruit top talent. But you can’t just say you’re family-friendly; any employer can do that. As SH understands, you have to practice family friendliness consistently, and you have to do it as a team.
I nearly always hear the same response: “Yes, we do. We have an excellent family medical package.” Or, “Of course. Many of our employees have children.”
However, once I’m in company, family friendliness is M.I.A.
Companies must understand that, more than ever, their recruits are looking for a family-friendly employer. And these days, that definition means much more than a good benefits package, as a recent Wall Street Journal column points out. Professionals are demanding the flexibility to balance work and family life. As competition increases for talented job candidates, family-friendly options are no longer a choice but a necessity for your business to succeed.
Scheibel Halaska, which was recently named a Family-Friendly Employer by Metroparent Magazine, has understood this reality from the firm’s inception. Mary Scheibel, the firm’s principal, started the company because she needed balance between work and her family.
Over a decade later, one reason SH has achieved success is because of its commitment to employees and their families. Just as a family works as a team, so do the employees at Scheibel Halaska. The firm’s team approach allows employees to achieve that balance between work and family.
Promoting your company as a family-friendly employer can help you recruit top talent. But you can’t just say you’re family-friendly; any employer can do that. As SH understands, you have to practice family friendliness consistently, and you have to do it as a team.
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