Archive for March, 2014

Welcome to VPI’s “March Mentoring Madness” Blog Series

Written by Sherri Petro on . Posted in VPI Blog

Welcome to “March Mentoring Madness”
VPI Strategies has developed mentoring programs for large multinational organizations as well as non-profit organizations. We value our future leadership and believe  that mentoring is critical for organizational development.

What’s all the buzz about?
This is a hot top topic in a lot of quarters. Delta Airlines and LinkedIn have teamed up to offer an In-Flight Mentoring Program.

VPI’s Mentoring Blog
This blog series is a collection from VPI’s Strategic Consultants and Partners. You will read advice learned from mentors, advice about being a mentor, and advice about how and why to find a mentor. We are the next generation speciality consulting firm. Follow VPI Strategies on Twitter or LinkedIn so you don’t miss an illuminating post.

Access to the Experts – Hosted by San Diego’s Young NonProfit Professional Network

ynpn 1San Diego’s Young NonProfit Professional Network hosted Access to the Experts on February 24 2014. VPI’s President, Sherri Petro, along with other San Diego leaders mentored the next generation in a casual ask-anything evening of story telling and wisdom. YNPN published a collection of Career Tips collected from all of the mentors who participated. YNPN has graciously allowed VPI to share it here on our blog to kick-off “March Mentoring Madness”:

Career Tip Sheet published by San Diego Young Nonprofit Professional Network Access to Experts

Is Your HR and Talent Acquisition Team Thinking Like Coca Cola?

Written by Miki Jo Resto on . Posted in VPI Blog

talent acquisition marketing Have you seen “Coca-Cola Bets the Farm on Content Marketing: Content 2020”? It’s all about the company’s marketing mission statement. As, Jonathan Mildenhall, the VP of Global Advertising Strategy and Creative Excellence stated,

“All advertisers need a lot more content so that they can keep the engagement with consumers fresh and relevant, because of the 24/7 connectivity. If you’re going to be successful around the world, you have to have fat and fertile ideas…”

What? The institution of Beverage has finally understood, in a deep way, that customers may well ignore their 100+ brands if their marketing doesn’t engage customers as people, and not just as consumers. Coca-Cola is concerned about losing market share, losing growth opportunity, and losing customers.

As a Leader, have you ever thought of your employees as your customers? In order for your team to perform their best they must buy into the goal and your leadership. If you can, for a moment, see them as your customer. Then see your department as the market.

Coca-Cola, losing customers to whom?

Competition. Other companies that are already engaging people through thoughtful content, creativity, and delivering messages in a way that matches how people are using media. What’s interesting, though the message itself should be generation specific, is the way media is being used and that’s not necessarily generational – neither is today’s expectation for interesting and relevant content.

You probably know, but it’s worth a reminder, that employer loyalty and retention depend in- large-part on engaging employees in creative and relevant ways where they can see how their work contribution affects the whole.

What does this mean?

All customers (and employees), no matter what age, generation, or demographic are demanding more creatively thoughtful engagement. Let me say that another way – EVERYONE requires engagement, EVERYWHERE, and ALL THE TIME.

The organization of Beverage gets it. Coca-Cola has stepped into a more strategic usage of modern media – i.e. Internet, social media, smart-phones, etc. – in every way they can engage customers. All of these are being used by generations who have always depended on these media and devices, and all are also used by generations who have adapted and now prefer it…

Many organizational surveys today reflect that managers are concerned about how to reach, motivate and engage employees to improve ongoing performance. At the same time, Cultural Surveys show that managers are concerned about how to motivate different generations on the same team.

Ok I’m sure you suspect that no one from Coca-Cola called me to share strategic concerns. So, I’m speculating about their motivations. However, I’m not speculating about my next statement.

Content 2020 & Talent Acquisition

Content 2020 is exactly how all organizations should think when it comes to talent acquisition (finding and attracting candidates, employee value proposition, and hiring) and talent management (engaging, retaining and developing the team). It doesn’t matter whether your organization is a team of 50 or 50,000 – local, national or global. All candidates and employees seek creative engagement, relevant to what they care about, and are loyal only when their values and the product (their employer) align. If the values between company, supervisor and the employee do not align, then – after the employee gets tired of consuming their paycheck from one place – they will seek “the next place” to buy (work at), hoping for more satisfaction. Isn’t this how we all “buy” and keep buying-in these days?

Executives and leaders of Human Resources, Talent Acquisition, Organizational Development – well you get it – need to think more like a strategic (organizational) marketing professional, specializing in Talent Development.

As an Organizational Marketing Professional, these leaders determine creative thoughtful engagement and become highly effective creators of value, masters at developing targeted and persuasive (employee) messages and build longer-term loyalty. This same engagement rewards the company with a team that does more than “just the job” and reaches for more.

So, who will be in your candidate pipeline, and who will stay after they’re hired? Ask your Organizational Marketing Professionals. Human Resources, Talent Acquisition and Organizational Development should be leading the way to creating the new set of rules for engagement.

March 12 Webinar Hosted by Maximizing Millennials – Getting What You Want from Gen Y

Written by Sherri Petro on . Posted in VPI Blog


From JItterbug to TwitterAccess the FREE White Paper Here: From Jitterbug to Twitter: Motivating Each Generation To Buy Into Your Mission

Thank you for joining us on the webinar. Excerpt from this white paper:

“Communicating effectively is a most desired skill and yet we mess it up all the time! Whether we are communicating individually — face-to-face, via landline, cell, e-mail or text — or collectively through numerous marketing channels, we have issues. How can we make a connection to potential board members as well as clients, donors, volunteers, new employees, peers, supervisor, Executive Director or CEO if we don’t understand the psychology of their generation and cannot communicate in a way they can hear?

Let’s complicate the scenario even further. We are using the same language but we are talking in tongues! The same words mean different things to each generation.

Understanding where each generation is coming from is key to making a connection. We have clues from generational research that tell us what is important and what motivates each. As you create messaging to encourage subscription to your mission in many ways, keep this information in mind.”

Access the FREE White Paper Here: From Jitterbug to Twitter: Motivating Each Generation To Buy Into Your Mission