Focusing on a group of corporate employees, whether it is a small company, a department within a company or a large enterprise, I would like to argue that a reputable culture of Lifelong Learning can be established and maintained.
Nearly half of all Fortune 500 corporate websites are still not optimized for mobile. Here's how marketers can come together to actively pursue a mobile-first mindset.
We're all increasingly inundated with information about mobile-first design, and one only has to review global subscriber statistics or marvel at the natural dexterity children have with devices to understand "mobile-first" will soon be obsolete, as all communications and digital interactions are becoming inherently mobilized.
What's surprising is that the IAB discovered that nearly half of all Fortune 500 corporate websites are still not optimized for mobile. While it may appear obvious that mobile is the first screen we need to design for, there are always those organizations that are slower on the uptake. Before we think about mobile-first design, we must pursue a mobile-first culture.
Our first instinct for mobile-first design tells us to understand the business challenge we're trying to solve -- how a particular program will add value to our customers, and why a particular solution should be oriented for mobile versus PC. One can view mobile across the consumer lifecycle and reasonably port mobile solutions to drive awareness, close a purchase, drive effective usage, and even activate the fan base.
While focusing on your business strategy and customer needs is a good place to start from, there are other ways to develop a mobile-first culture that socializes these capabilities throughout the broader organization.
These products present three leadership challenges, all stemming from the apps' problematic foundation: How do you create a thriving organization when the product itself runs counter to creating a positive and healthy workplace environment?...
The business world is abuzz with terms like collaboration, teamwork, engagement and sharing. The goal of course is more innovation, productivity and agility in a rapidly changing business environment....
New York's inaugural Age Smart Employer award honors companies with multigenerational workforces that help lift revenue (How a multigenerational workplace boosts the bottom line: http://t.co/iyMytt5NSu)...
As the discussion around social media evolves to social business, the social employee is becoming more and more important to the future of marketing... ... The current challenge facing businesses today is this: you can’t communicate externally unless you communicate internally. Sounds simple, right? But, unfortunately, business culture over the last 30 years (or even longer) has tended to prize cutthroat competitiveness and information hoarding as workers attempted to climb over each other in order to get to the top. So how do we change this? How do we build cultures where transparent internal communication and information sharing is prized above all else? Real culture change must come from all levels of the organization, but it must be driven and modeled by the executives in the C-Suite. Successful organizations in the new business climate have dynamic, engaging social executives who know exactly how to fuel and empower their employees and show them what it means to be social. Executives must understand that “do as I say, not as I do” won’t cut it among today’s workers. If they expect their employees to adopt new social habits, they must lead the way and model those habits first....
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