By Anam Zahra, EO’s Affinity Partnerships & Alliances Coordinator
Gone are the days when splashing logos throughout convention centers was enough. Today’s event sponsors want a return on investment through direct interaction with event attendees. As competition for sponsorship increases—and sponsorship dollars decrease—event hosts need to tailor sponsorship packages to the needs of the sponsor, rather than the other way around. The ability to personalize creative and unique packages for sponsors will be the determining factor of where the sponsorship money goes. Here are five creative ways to engage sponsors with your event attendees:
By Cindy Koebele, EO Minnesota member and President of TitleSmart, Inc., a full-service title insurance company.
The title insurance industry, like many others, has faced incredible change over the past few years. I started TitleSmart, Inc. in 2007 during the collapse of the housing market, precisely because I believe change and chaos breed opportunity. Remaining focused on the core of our business, while others are distracted by temporary circumstances, is at the heart of our business plan.
During the recession, while most companies were pulling back and investing less in their clients, we jumped in with enhancements to the closing process that impressed our customers at a time when they were feeling let down by others in the marketplace. An unwavering focus on creating a superior customer experience saw our company through one of the toughest times in our industry and left us with a loyal base of customers and a clear direction for the future.
By Maureen “Moe” McBride Russakoff
I’ve always had problems with responsibility. I’m not irresponsible, mine is the opposite problem; I’m hyper-responsible. Hyper-responsible people take 200% responsibility. This approach to life and the world around me has many benefits. My to-do list gets ‘ta done! People trust me to deliver. My ego gets both stoked and stroked by conquering challenges as my list of accomplishments grows. Picturing myself as a superhero is merely an unintended consequence.
By Karen Summerson, Writer/Editor at the Entrepreneurs’ Organization
I was fortunate enough to attend The Aspen Institute Forum on Women and Girls: Conversations Across Generations last week with EO DC member leader Marsha Ralls. On the heels of EO’s successful #WOMENtrepreneurs campaign and a published conversation with Associations Now, this opportunity seemed to be a timely continuation of the larger conversation surrounding women’s role in contemporary economics.
Multi-generational office environments are now the norm, and although many entrepreneurs have written favorable articles about integrating the millennial workforce, Generation Y is still associated with entitlement, laziness and an overdependence on technology.
Guardian reporter Aisha Gani released a trending article yesterday titled “Millennials at work: five stereotypes – and why they are (mostly) wrong,” as part of the series The Trials of Generation Y. Gani addresses “playbour” (work that feels like leisure or play), a lack of security and why this generation’s biggest critics might be themselves:
Look at you— you’re an entrepreneur! I know you think you’ve got it all under control and that you know better than me, but I’ve got 20 years of experience on you, so listen up. Listening, in fact, is one of the most useful things you can do when you’re starting out— not just to me, your older and wiser self, but to everyone who is willing to give you advice. Here are a few more nuggets you’ll need to know to get the most out of your entrepreneurial journey.
If you think you aren’t being judged by the caliber of your executive assistant, think again. Your executive assistant is your face to the world, your brand ambassador and your ultimate PR person. That being the case, executives must be mindful about whom they are choosing to represent them because your choice of assistant tells the world what you wish to convey about yourself.
Hiring the right team in place can make all the difference and take your business to the next level.
Thomas Michael, an Entrepreneurs’ Organization (EO) member from New York, is the CEO of the Michael Management Corporation – an online SAP certification training company offering SAP eLearning. We asked him how to approach hiring the right kind of people for his team. Here’s what he had to say.
One of the biggest challenges running and growing a business is to attract and retain top employees. I’ve been an entrepreneur for almost 20 years and have had my fair share of experiences with this. I’ve joined business organizations, hired coaches and HR consultants, attended seminars and read countless books on how to hire well. And while there are many different “best” ways to find and keep top talent in your industry, I’ve found there are three rules that have worked well for me.
As the owner of a commercial art gallery for more than 24 years, I never imagined that people would buy art online, or that I would be selling to them without any prior relationship or connection. I had seen the importance of developing mutual trust and respect with clients, and per tradition, I would nurture these working relationships over a period of years. However, I was proven wrong; while I have continued to spark and build new connections around the world as an art consultant, I’ve done so remotely with the ability to work anywhere. I’ve heard companies refer to someone like me as a “nomad,” and I know many entrepreneurs who fit this class of professionals.