An Organization Who Deal With Human Beings Who Become...

Focus Ireland is an organisation who deal with human beings who become homeless or/and who is possible at risk to lose their house. It has been founded in 1985 by Irish visionary and social innovator Sr. Stanislaus Kennedy where they responses of homeless women ‘s needs in Dublin. Focus Ireland is a nationwide service, it is operating through the country and they have office in each county. Over 70 services across Ireland expanding to meet demand. In Connacht three services, Leinster 36 services, Ulster two services and Munster 32 services (Focus Ireland, 2016). Their operation to address the causes of homelessness. Their services dictated by the needs of their customers, they offer individuals and families lots of supports in terms of advice, information and help. This paper will cover the vison, mission, aim and values pf Focus Ireland, then I will elaborate about the role of social care worker in this organization. Focus Ireland’s vision that â€Å"Each individual entitled to live in a safe place which called home† (2014). They worked with single individuals, families and young individuals too who become homeless or at the risk to become one. Their mission to provide lots of support, advice, education and helping individuals and families to have a house or to keep their house by advocating on their behalf to the landlords (Focus Ireland, 2016). Focus Ireland believes that the quality of service delivery is as important as the kind of service they provide. There are eightShow MoreRelatedPoverty in Third World Countries1654 Words   |  7 Pagesdoes not solve poverty. People always say they feel sorry for poor people and the rich love them, but they never do their part. People do not prevent themselves from buying things that are not necessary to them. That money could be donated to people who are in need of it. There are many people in rich countries living a luxurious life, while others in poor countries are starving but cannot find anything to eat. People in rich countries are buying more than their needs. For example, many teenagers inRead MoreIs Cleaning A Beach A Good Thing? Essay1619 Words   |  7 Pagesit is hard to figure it out what is being good. Every good act in mind comes with excuses. The danger of two words, â€Å"what if†, spoils the compassion to help people who are in need. What if I get bite from saving wild animals? What if I do this, but come up with a bad result? Is cleaning a beach a good thing? Is making a donation to a charity enough to prove that I did good act? Is giving money to homeless people a good thing? Without special skills, is it possible to carry out goodness? Even thoughRead MoreThe Social Issues Of Homelessness1133 Words   |  5 PagesStates are homeless, the largest part of that group belonging to the famed and familiar city: Los Angeles. But why is it that the majority of Americans seem so unaffected by the penniless, impoverished souls harboring the areas they often visit? It was once delivered by the famed businessman and religious leader, Joseph B. Wirthlin, in an address named Live in Thanksgiving Daily that The more often we the see things around us -- even the beautiful and wonderful -- the more they become invisibleRead MoreInterview with a Human Service Professional Essay1405 Words   |  6 Pagesexplore human service professional in thei r work environment, and observe human service professional in their particular settings, what type of education is required for their position of choice. The human services profession has a variety of populations that they serve; this is a wide array of people. Human service professionals serve populations such as, high-risk mothers who may have shortfalls in education, psychosocial, nutritional, and little or no transportation. Another is the homeless populationRead MoreClient paper865 Words   |  4 Pageswith whatever needs they may have at that time. The ultimate and main goal is to help the client become self-sufficient. Help them learn new skills as well as provide referrals to resources when needed. The job is to help provide the clients with alternatives to what they are going thru at that time. Nothing is easy but the result is for the client to be better off from before they enter the door. Human service workers support such a diverse population of clients no matter the age group. The elderlyRead MoreHomelessness As Positively Affected by the McKinney Act1436 Words   |  6 Pagesplight faced by one of the largest, most vulnerable populations in America today: the homeless, and how the McKinney Act has affected it. This out-group faces many hardships and many different policies have been put into place both helping and harming their overall wellbeing.â€Æ' Policies Implemented For Homeless Many social welfare policies have been put into place throughout the course of history to attempt to deal with the ever present problem of homelessness. Starting at the first widespread attemptRead MoreServant Leadership and the Board of Directors1146 Words   |  5 Pagesis the proper relationship between a servant leader within an organization and the board of directors that provides organizational oversight and direction for the organization? What does the literature reflect about this particular dynamic, and how do power and politics of an organization function vis-à  -vis servant leadership? These issues will be discussed in this paper. Servant Leader and the Board of Directors The purpose of human life is to serve and to show compassion and the will to helpRead MoreHomelessness Is An Ongoing Global Tragedy2992 Words   |  12 Pagesperson could be homeless for days, weeks, months, or years. Homelessness has increased in the past two decades reaching a historically high level that affects people from all walks of life. There are anywhere from 700,000 to 3 million people who are homeless on any given night in America. It is one of the most persistent problems that American citizens have faced in recent times. It includes not only those who are living on the streets or in shelters and hostels but also those who are living in temporaryRead MoreThe Extinction Of Homelessness Essay1856 Words   |  8 PagesCommunities worldwide are relentlessly attempting to deal with overwhelming amount of homeless citizen and trying to decipher the possible causes, so that an effective long term remedy can be achieved. Possibly it is the perfect moment to embrace a new-fangled innovative way that will contribute to the radicalization of t his rapidly developing crisis. By taking a proactive approach it is possible to terminate this deplorable situation. Defining Homeless ness Homelessness is defined in many ways. MostRead MoreHomelessness : A Social Problem2408 Words   |  10 PagesHumans are known to be social creatures. It does not matter whether an individual falls on the introverted side of a personality spectrum because some form of human interaction is needed in order to function in life. However, when individuals are shunned by society due to issues such as homelessness or mental illness, the social contact that they need in order to thrive often stops. Many individuals are condemned if they suffer with homelessness or mental illness, however the integration of individuals

Epilepsy And Autistic Spectrum Disorders - 794 Words

Epilepsy and Autistic spectrum disorders (ASDs) are both genetic disorders stemming from multiple possible origins. Both disorders share multiple similarities, including cell growth, synapse development and function, and regulation of gene transcription. An incorrect or non-functioning synaptic protein causes many mutations within genetics that predispose one to both ASD and epilepsy. In addition, a recent study found that epilepsy was diagnosed in some form in 44% of children with ASD. Conversely, 54% of adolescents with epilepsy are later diagnosed with a form of ASD. The University of Montrà ©al conducted a study to further findings in the very under-researched field of neuroscience and to encourage proper diagnosis within their field. Scientists there postulated that the deregulation of the function of the synapse due to a severe genetic mutation of the SYN1 gene was the causal element of disorder in both ASD and epilepsy. This synapse gene focused on is known to be necessary in the formation and development of the synaptic vesicles, which carry out communication between the neurons. . A large Montrà ©al family was used as a sample and microsatellite markers were evenly distributed throughout. To carry out their study, many elements were included to ensure proper level of statistical significance. This included genotyping, linkage analysis, screening of DNA for possible irregularities, and additional research conducted on lab-affected mice through hippocampal cultures andShow MoreRelatedAutism Spectrum1147 Words   |  5 Pagesbroad and inclu des more than just autism itself. A child with an autistic disorder is hard to identify because autism is not easily seen. Autism is more of a mental and social disorder; it doesn’t really have anything to do with a physical outlook. The autism disorder doesn’t only deal with autism; there are five other primary disorders involved with autism. When screening a child for autism, they will find out if any other disorders should be diagnosed. Screening children for autism at a young ageRead MoreNVQ 3 Essay1585 Words   |  7 Pagesï » ¿Understand how to support individuals with autistic spectrum conditions. Understand the main characteristics of autistic spectrum conditions. 1.1 It is important to recognise that each person on the autistic spectrum has their own individual abilities, needs, strengths, gifts and interests because no two individuals are the same. People on the autistic spectrum have their own set of unique characteristics and vary from one to another in terms of their abilities. Some clients may have similarRead MoreChildren With Autism Struggle With Sleep Essay799 Words   |  4 Pages Wide awake: Why children with autism struggle with sleep? Sleep-related difficulties are one of the major concerns among parents with autistic children. About 43-84% of parents have reported that their children face problems with either sleep initiation, maintenance or early awakenings in a study in 1990s1,2.This distressful condition affects not only the child but also the well-being of the entire family. Sleep is essential for restoration and rejuvenation of bodily functions;Read MoreWhy Do Children With Autism Struggle With Sleep? Essay823 Words   |  4 Pages Wide awake: Why do children with autism struggle with sleep? Sleep-related difficulties are one of the major concerns among parents with autistic children. About 43-84% of parents have reported that their children face problems with either sleep initiation, maintenance or early awakenings in a study in 1990s1,2. This distressing condition affects not only the child but also the well-being of the entire family. Sleep is essential for restoration and rejuvenation of bodily functions;Read MoreEssay on Autism Spectrum Disorder and its Comorbidities 985 Words   |  4 PagesAutism spectrum disorder is complex in and of itself but that complexity is only compounded by the comorbid conditions that can come with it. Some of these include sensory processing disorder, obsessive compulsive disorder, and seizures. Understanding the disorder and its comorbid conditions is challenging yet important for parents, medical professionals, and educators. A common comorbidity of autism spectrum disorder is sensory processing disorder. Sensory processing disorder is the breakdownRead MoreTreating Autism Spectrum Disorders1025 Words   |  5 PagesAutism spectrum disorders are a class of developmental brain disorders with symptoms that range widely with each affected individual. Autism is a disorder that varies in severity of social interaction and communication that can benefit from the help of different types of treatment. Asperger syndrome, Rett syndrome, autism, pervasive development disorder, and non pervasive developmental disorder are disorders on the autism spectrum with differing levels of intensity. Treatments for autism includeRead MoreInside Autism Spectrum Disorder Essay1715 Words   |  7 PagesAutism Spectrum Disorder is a neurodevelopmental disorder that is characterized by a number of deficits in verbal and non-verbal communication, social interaction with others, and other behaviors. Usually diagnosed in early inf ancy, this disorder is the most impairing and severe of the neurodevelopmental disorders. Before the publishing and release of the Diagnostic Statistical Manual of Mental Disorders (DSM-5) (American Psychiatric Association, 2013), Autism Spectrum disorder could be diagnosedRead MoreAutism Spectrum Disorder1493 Words   |  6 PagesAutistic spectrum disorder is caused not only by environmental factors but also by genetic inheritability. This disorder can range from mild to severe and is shown in many different forms. Symptoms include speech impairment, disorganized language; sensory processing disorder which causes absent responses, sleep disorders, depression and anxiety, obsessive compulsive disorder and many more. Diagnosing autism does not include medical test but instead a team of physiologists and physicians observe theRead Moreautistic spectrum conditions Essay2224 Words   |  9 Pagesmain characteristics of autistic spectrum conditions 1.1 - Explain why it is important to recognise that each person on the autistic spectrum has their own individual abilities needs strengths gifts and interests. If we know individuals abilities, need, strengths, gifts and interests then we can focus on them, we can create environment, situations, we can pick activities to support and develop individuals. 1.2 - Analyse the main diagnostic features of autistic spectrum conditions commonlyRead MoreHow Autism Affects Regular Brain Functions as Well as Socialization Skills1679 Words   |  7 PagesWhat is the topic about? Introduction Autism is a complex neurological disorder that is the result of the brain abnormality, affecting a persons regular brain function and also the development of a persons communication and social interaction skills. This neurological disorder is also known as Autism Spectrum Disorder (ASD) which include autistic disorder, Asperger Syndrome and Pervasive developmental disorder (PDD). [2] People with ASD share some similar characteristics and symptoms, such

Accounting for Management Decision Making

Question: Discuss about the Accounting for Management Decision Making. Answer: What is the share market? How the buying and selling process of the share market work and what is the role of the broker? The share market is 46.9% (5540.5) of the ASX. The buying and selling process of the share market work well in the market. The brokers exits in the market to facilitate the process of buying and selling shares. They perform a critical role in ensuring that buyers and sellers have adequate information about the shares available, their prices and declines and gains on shares. They also provide information on the listed companies and those whose shares are trending. What are the current top 20 shares by value ($ value traded) The current top 20 shares by values as displayed under the Top 5 SP/ASX200 can be shown. At the top mots is the CCP (Creditcorp) with the last price being $15.15 and going up by 13. 06% which is $1.75 rise. The second share by values is GWA Group with the last price being $2.20 and going up by 3.29% or $0.07 which shows an increase in the share price. The third share by value is the OFX which has a value of $2.51 as the last prices and going up by 2.45% or $0.06 showing a rise in price. The next share by value is BAL with the last price being $12.21 and going up by 1.50% or $0.18 indicating a general increase. The last in the list is AAC with last price being $2.05 and going up by 1.49% or $0.03. As shown above, the current top 20 shares by value indicates a rise in the value from the previous prices. What is the current number of listed entities on the ASX and what is the percentage increase since 2008? From the information provided in the ASX website, the current number of the lusted companies can easily be determined. Based on the information, the current number of listed entities on the ASX are 200. These companies are drawn from different industry sectors. Also from the information availed in this website, the percentage of the listed companies since 2008 to 2016 can be determined. The percentage increase since 2008 is 0.8%. Roles of Financial Accounting (FA) and of Management Accounting (MA) FA and MA provide the Board of Directors (BOD) with valuable accounting information for to make proper management decisions. FA discloses the end results relating to the business as well as the financial position of the firm on a given date which is useful for the Board of Directors. Management Accounting provides critical information that help the Board of Directors to plan, set goals as well as evaluate these goals (Bloomfield, Rennekamp and Kadous 2010). FA provides information that is focused on history and reports on the prior quarter or year is used by Board of Directors to eliminate the weaknesses of the firm. Managerial accounting information are focused on the present and forecast for the future which helps the Board of Directors to make decisions on the future of the business (McKnight and Hobbs 2013). The FA gives information which is reflective of the entities past information and current position anchored on a set of standards and guidelines. Such information are helpful in decision making processes to improve the performance of the firm (Boulus and Dowding 2014). The MA benefits the business management by producing information that is detailed to control the organization as well as useful in the fulfilment of the strategic aims as well as objectives of the business. MA also undertakes cost accounting to provide information that help monitor and control cost. Benefits of Incorporation for a Business Incorporating your business helps protect the personal assets. A corporation has the capacity to own property, incur liabilities, run a business as well as be sued or sue. A corporation exist as a distinct legal entity and hence responsible for its own debts which makes the personal assets of shareholders, officers and directors excluded from claim by creditors. Incorporation presents easier access to capital since raising capital is easier for a corporation by issuing shares of stock (Abbasian et al. 2015). A business will thus grow and develop since corporation has increased accessibility to a range of alternatives for sources of capital via which corporation are able to meet the liabilities. Incorporating will also enhance ones business credibility since its benefits stretch passed finances (Knauer 2013). Business associates, suppliers and customers view incorporated businesses as being effectively stable compared to stand-alone firm (Martinez and Martinez 2011). A business with Inc. or corp. attached to its name displays stability, credibility, and performance hence demonstrates the owners determination to the continuing achievement of the business venture. Incorporation also makes your business to have a perpetual existence since corporations remain the most enduring legal business structure. An incorporated business can continue indefinably irrespective of what happens to its individual directors, managers, shareholders and officers. Thus incorporating a business makes the owner to avoid legal entanglements that are common in unincorporated business structure (Dacian, Nicolae and Nadia 2012). Ethical Issues, Principles and the Consequences In the first instance of declaring my interest and stepping of the decision-making process for the tender, some ethical issues exist. For instance, it will enable the firm to know that I am connected to on one of the firm which is ethical. I should not hoard such information to the management (Unegbu 2014). On the second part of stepping of the decision-making process for this particular tender, it would be appropriate to do so since it will remove the conflict of interest making the tender not to be impartial. When I stay of the decision-making process, I will not be viewed as someone with preferred firm and hence I will get the trust and the confidence of the firm. I should not make the decision yet I will be seen as partisan and having a conflict of interest. In the second option of pronouncing my interest and participating in the process of making decision to complete my endorsement for our business, it would be unethical. By remaining in the decision-making process and subsequently recommending my company, I would have been impartial and biased since I will have a conflict of interest in the tendering process (Parker, Guthrie Linacre 2011). I would not be seen as impartial when I make preferences to my company since I may award the tender even if my company is not the one that has won the bid. In the third option of not declaring my interest and continuing to do my job by making a recommendation, it would be a great violation of ethical standards. I would be seen as biased and not impartial by failing to give information on my connection with one of the company. Moreover, advancing my job and subsequently making my decision would not be appropriate ethically since I would be biased and I would be a stumbling block in this processes. Best course ofaction and Justification The best course of action is option (a) that calls for a pronouncement of my interest and moving further to relieve myself off the process of making a decision for this specific tender. It would be ethical to pronounce my interest and keep off the process of making the decision so as to be impartial (Aisbitt 2002). It would be ridiculous to sit in the decision-making process since it will be obvious that there will be a conflict of interest. For this firm to get the best bidder, I must immediately give the information about my interest and subsequently let the decision to be made without my participation. References Abbasian, M.M., Royaee, R., Yeganeh, Y.H. and Yaghoob-Nezhad, A., 2015. The Influence of Accounting Standard Precision on Auditors Decisions. European Online Journal of Natural and Social Sciences, 4(1 (s)), p.191. Aisbitt, S., 2002. Tax and accounting rules: some recent developments. European Business Review, 14(2), pp.92-97. Bloomfield, R., Rennekamp, K. And Kadous, K., 2010. Experimental Research in Financial Reporting: From the Laboratory to the Virtual World. The Accounting Review, 85(4), pp.1473-1474. Boulus, P. and Dowding, K., 2014. The press and issue framing in the Australian mining tax debate. Australian Journal of Political Science, 49(4), pp.694-710. Dacian, C.D., Nicolae, A.C. and Nadia, A., 2012. The relationship between accounting and taxationthe Romanian accounting environment. Annals of Faculty of Economics, 1(1), pp.894-900. Knauer, N.J., 2013. Critical Tax Policy: A Pathway to Reform?. Northwestern Journal of Law and Social Policy, 9. Martinez, L.P. and Martinez, J.M., 2011. Internal Revenue Code and Latino Realities: A Critical Perspective, The. U. Fla. JL Pub. Pol'y, 22, p.377. McKnight, D. and Hobbs, M., 2013. Public contest through the popular media: The mining industry's advertising war against the Australian Labor government. Australian Journal of Political Science, 48(3), pp.307-319. Parker, L, Guthrie, J Linacre, S 2011, 'The relationship between academic accounting research and professional practice', Accounting, Auditing Accountability Journal, vol. 24, no. 1, pp. 5-14. Unegbu, A.O., 2014. Theories of Accounting: Evolution Developments, Income-Determination and Diversities in Use. arXiv preprint arXiv:1411.4633.

Job analysis of an elementary teacher Essay Example

Job analysis of an elementary teacher Essay In this paper we will examine how a Job analysis which helps describe Jobs and/or human attributes necessary to perform the tasks and Job Component Inventory OIC) method are used for an elementary teacher; by shows what tools, responsibilities, communication and demands are required for this position(Specter, 2014). This will allow an Individual to see how the reliability and validity of ICC works and how It describes the use of objects that will relate to the workers in this setting. Next, we ill see how a performance appraisal in this Job is based on professional learning and growth (Teacher Performance Appraisal System, 2014). Finally, we will look at the benefits and vulnerabilities that are associated with ICC and how it may affect this work setting. The hope is that in the end we can see how ICC can be used as a guide line for teachers. Job Summary With direction from the school principal the teacher is responsible for the education of selected students and will generate a flexible curriculum and classroom environment encouraging for learning and personal growth. The teacher needs to create a strong relationship with the student to help motivate students to develop skills, attitudes, and the know how to provide a strong foundation for future education, while taking the students valuables Into account. There will also be professional relationships developed and maintained between parents and other teachers. The physical demands for this field is considered a LIGHT physical demand characteristic of work position in accordance with the Dictionary of Occupational Title (DOT). Educating the Students Vital Functions The teacher must teach subject matter such as reading, language arts, mathematics, social studies, art science, physical education, and music while utilizing the curriculum proposed by the Board of Education. Then there must be a course plan developed that assists each students needs, and utilize the different teaching techniques to express the lesson In a way that Is productive to student learning and utilizes the allotted time available for the Instruction. We will write a custom essay sample on Job analysis of an elementary teacher specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Job analysis of an elementary teacher specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The use of computers, chalk boards, overhead projectors and other visual aids will be used for student instruction. Physical demands for this position require the teacher to be able to stand and walk around the classroom the majority of the time. While also being able to bend, kneel, lean at the waist to communicate with a student at their desk. The ability to hold light weight objects for demonstrations at waist level and slightly above the head may be frequently required. The use of the black board is frequently required while also grasping chalk and an eraser while reaching below, at waist, and above the head occasionally with the frequent need to twist at the waist and neck to observe the class. On a rotating basis there Is a need for assistance with physical education which Involves lifting, using the upper body to assist students with their pull-ups and other actively. While on playground duty It Is required to be able to walk on even and uneven surfaces such as grass, gravel and maneuvering around curbs. The ability to lift up to 25 pounds around the room and halls maybe required The need for communication with parents is necessary through conferences over the phone or in person to discuss academic and personal progress and talk about there school programs. As a teacher the communications with other academic advisors will be needed for professional and personal growth. The participation in faculty meetings and committee sponsorship student activities is required on occasions. The need to address a stressful situation created by an upset or hostile student may arise but the ability to remain calm and listen non-critically but must also remain consistent with Judgments. Remain sensitive to a student who is non- compliant by try to meet the students needs by showing increased personal interest and involvement. Upholding Professional Standards Demonstrate professional ethics while conforming to district policies including attendance, evaluations and absences. The attendance must be sufficient to successfully perform the listed Job functions. Also the need to maintain professional proficiency is done through in-service activities offered by the district and self- selected growth activities. The times that are required for attendance are as followed teachers arrive at AAA. M. And may leave between 4:30-5:00 p. M. And there is also a 30 min lunch offered as long as weather permits. Working in the classroom 84-90% of the day but when needed outside activities such as recess, fire drills and any other special activity may occur. Reliability and Validity of ICC In this type of setting ICC can prove to be validated and reliable because it has helped to evaluate if a person meets requirements or needs more training in certain areas. Even though situations may vary the overall assessment is positive. This method shows what tools and physical demands will be placed on a teacher and how certain requirements can affect performance appraisals. As for the benefits and limitlessness for ICC it has its share of both due to personal interpretation and exaggerations people use to get Jobs. In closing this paper has shown what a Job analysis may look like using Job Components Inventory as a method and what some of the requirements are of an elementary teacher are. There are not only physical but mental demands required to hold this position. Planning and meeting ones own professional goals as well as those of the students helps to make for a proper teacher and good performance appraisals. The validity and reliability for ICC has been shown to be high in regards to eloping professionals pick Jobs that meet their abilities and skill set. The benefits and vulnerability aspect has not been conclusive due to human nature to exaggerate ones own abilities in a Job interview. However, it has sill shown beneficial with regards to pointing out key functions required for the position as a teacher.

Early Christianity in North Africa

Early Christianity in North Africa Given the slow progress of Romanization of North Africa, it is perhaps surprising how quickly Christianity spread across the top of the continent. From the fall of Carthage in 146 BCE to the rule of Emperor Augustus (from 27 BCE), Africa (or, more strictly speaking, Africa Vetus, Old Africa), as the Roman province was known, was under the command of a minor Roman official. But, like Egypt, Africa and its neighbors Numidia and Mauritania (which were under the rule of client kings), were recognized as potential bread baskets. The impetus for expansion and exploitation came with the transformation of the Roman Republic to a Roman Empire in 27 B.C.E. Romans were enticed by the availability of land for building estates and wealth, and during the first century C.E., north Africa was heavily colonized by Rome. Emperor Augustus (63B C.E.14 C.E.) remarked that he added Egypt (Aegyptus) to the empire. Octavian (as he was then known, had defeated Mark Anthony and deposed Queen Cleopatra VII in 30 B.C.E. to annex what had been the Ptolemaic Kingdom. By the time of Emperor Claudius (10 B.C.E.45 C.E.) canals had been refreshed and agriculture was booming from improved irrigation. The Nile Valley was feeding Rome. Under Augustus, the two provinces of Africa, Africa Vetus (Old Africa) and Africa Nova (New Africa), were merged to form Africa Proconsularis (named for it being governed by a Roman proconsul). Over the next three and a half centuries, Rome extended its control over the coastal regions of North Africa (including the coastal regions of modern day Egypt, Libya, Tunisia, Algeria, and Morocco) and imposed a rigid administrative structure on Roman colonists and indigenous peoples (the Berber, Numidians, Libyans, and Egyptians). By 212 C.E., the Edict of Caracalla (aka Constitutio Antoniniana, Constitution of Antoninus) issued, as one might expect, by the Emperor Caracalla, declared that all free men in the Roman Empire were to be acknowledged as Roman Citizens (up till then, provincials, as they were known, did not have citizenship rights). Factors Which Influenced the Spread Of Christianity Roman life in North Africa was heavily concentrated around urban centers- by the end of the second century, there was upwards of six million people living in Roman North African provinces, a third of those living in the 500 or so cities and towns which had developed. Cities like Carthage (now a suburb of Tunis, Tunisia), Utica, Hadrumetum (now Sousse, Tunisia), Hippo Regius (now Annaba, Algeria) had as many as 50,000 inhabitants. Alexandria considered the second city after Rome, had 150,000 inhabitants by the third century. Urbanization would prove to be a key factor in the development of North African Christianity. Outside of the cities, life was less influenced by Roman culture. Traditional Gods were still worshipped, such as the Phonecian Baal Hammon (equivalent to Saturn) and Baal Tanit (a goddess of fertility) in Africa Proconsuaris and Ancient Egyptian beliefs of Isis, Osiris, and Horus. There were echoes of traditional religions to be found in Christianity which also proved key in the spread of the new religion. The third key factor in the spread of Christianity through North Africa was the resentment of the population to Roman administration, particularly the imposition of taxes, and the demand that the Roman Emperor be worshiped akin to a God. Christianity Reaches North Africa After the crucifixion, the disciples spread out across the known world to take the word of God and the story of Jesus to the people. Mark arrived in Egypt around 42 C.E., Philip traveled all the way to Carthage before heading east into Asia Minor, Matthew visited Ethiopia (by way of Persia), as did Bartholomew. Christianity appealed to a disaffected Egyptian populous through its representations of resurrection, an afterlife, virgin birth, and the possibility that a god could be killed and brought back, all of which resonated with more ancient Egyptian religious practice. In Africa Proconsularis and its neighbors, there was a resonance to traditional Gods through the concept of a supreme being. Even the idea of holy trinity could be related to various godly triads which were taken to be three aspects of a single deity. North Africa would, over the first few centuries C.E., become a region for Christian innovation, looking at the nature of Christ, interpreting the gospels, and sneaking in elements from so-called pagan religions. Amongst people subdued by Roman authority in North Africa (Aegyptus, Cyrenaica, Africa, Numidia, and Mauritania) Christianity quickly became a religion of protest- it was a reason for them to ignore the requirement to honor the Roman Emperor through sacrificial ceremonies. It was a direct statement against Roman rule. This meant, of course, that the otherwise open-minded Roman Empire could no longer take a nonchalant attitude to Christianity- persecution, and repression of the religion soon followed, which in turn hardened the Christian converts to their cult. Christianity was well established in Alexandria by the end of the first century C.E. By the end of the second century, Carthage had produced a pope (Victor I). Alexandria as an Early Center of Christianity In the early years of the church, especially after the Siege of Jerusalem (70 C.E.), the  Egyptian  city of Alexandria became a significant (if not the most significant) center for the development of Christianity. A bishopric was established by the disciple and gospel writer Mark when he established the Church of Alexandria around 49 C.E., and Mark is honored today as the person who brought Christianity to Africa. Alexandria was also home to the  Septuagint, a Greek translation of the Old Testament which traditional has it was created on the orders of Ptolemy II for the use of the large population of Alexandrian Jews. Origen, head of the  School of Alexandria  in the early third century, is also noted for compiling a comparison of six translations of the old testament- the  Hexapla. The Catechetical School of Alexandria was founded in the late second century by Clement of Alexandria as a center for the study of the allegorical interpretation of the Bible. It had a mostly friendly rivalry with the School of Antioch which was based around a literal interpretation of the Bible. Early Martyrs It is recorded that in 180 C.E. Twelve Christians of African origin were martyred in Sicilli (Sicily) for refusing to perform a sacrifice to the Roman Emperor Commodus (aka Marcus Aurelius Commodus Antoninus Augustus). The most significant record of Christian martyrdom, however, is that of March 203, during the reign of the Roman Emperor Septimus Severus (145211 C.E., ruled 193211), when Perpetua, a 22 year old noble, and Felicity, her slave, were martyred in Carthage (now a suburb of Tunis, Tunisia). Historical records, which come partially from a narrative believed to have been written by Perpetua herself, describe in detail the ordeal leading up to their death in the arena- wounded by beasts and put to the sword. Saints Felicity and Perpetua are celebrated by a feast day on March 7th.   Latin as the Language of Western Christianity Because North Africa was heavily under Roman rule, Christianity was spread through the region by the use of Latin rather than Greek. It was partially due to this that the Roman Empire eventually split into two, east and west. (There was also the problem of increasing ethnic and social tensions which helped fractured the empire into what would become the Byzantium and Holy Roman Empire of medieval times.) It was during the reign of Emperor Commodus (161192 C.E., ruled from 180 to 192) that the first of three African Popes was invested.  Victor I, born in the Roman province of  Africa  (now  Tunisia), was pope from 189 to 198 C.E. Amongst the achievements of Victor I are his endorsement for the change of Easter to the Sunday following the 14th of Nisan (the first month of the Hebrew calendar) and the introduction of Latin as the official language of the Christian church (centered in Rome). Church Fathers Titus Flavius Clemens (150211/215 C.E.), aka  Clement of Alexandria, was a Hellenistic theologian and the first president of the Catechetical School of Alexandria. In his early years, he traveled extensively around the Mediterranean and studied the Greek philosophers. He was an intellectual Christian who debated with those suspicious of scholarship and taught several notable ecclesiastical and theological leaders (such as Origen, and Alexander the Bishop of Jerusalem). His most important surviving work is the trilogy  Protreptikos  (Exhortation),  Paidagogos  (The Instructor), and the  Stromateis  (Miscellanies) which considered and compared the role of myth and allegory in ancient Greece and contemporary Christianity. Clement attempted to mediate between the heretical Gnostics and the orthodox Christian church and set the stage for the development of monasticism in Egypt later in the third century. One of the most important Christian theologians and biblical scholars was Oregenes Adamantius, aka  Origen  (c.185254 C.E.). Born in Alexandria, Origen is most widely known for his synopsis of six different versions of the old testament, the  Hexapla. Some of his beliefs about the transmigration of souls and universal reconciliation (or  apokatastasis, a belief that all men and women, and even Lucifer, would ultimately be saved), were declared heretical in 553 C.E., and he was posthumously excommunicated by the Council of Constantinople in 453 C.E. Origen was a prolific writer, had the ear of Roman royalty, and succeeded Clement of Alexandria as head of the School of Alexandria. Tertullian (c.160c.220 C.E.) was another prolific Christian. Born in Carthage, a cultural center much influenced by Roman authority, Tertullian is the first Christian author to write extensively in Latin, for which he was known as the Father of Western Theology. He is said to have laid down the foundation on which Western Christian theology and expression is based. Curiously, Tertullian extolled martyrdom, but is recorded of dying naturally (often quoted as his three score and ten); espoused celibacy, but was married; and wrote copiously, but criticized classical scholarship. Tertullian converted to Christianity in Rome during his twenties, but it was not until his return to Carthage that his strengths as a teacher and defender of Christian beliefs were recognized. The Biblical Scholar Jerome (347420 C.E.) records that Tertullian was ordained as a priest, but this has been challenged by Catholic scholars. Tertullian became a member of the heretical and charismatic Montanistic order around 210 CE, given to fasting and the resultant experience of spiritual bliss and prophetic visitations. The Montanists were harsh moralists, but even they proved to lax for Tertullian in the end, and he founded his own sect a few years before 220 C.E. The date of his death is unknown, but his last writings date to 220 C.E. Sources The Christian period in Mediterranean Africa by WHC Frend, in Cambridge History of Africa, Ed. JD Fage, Volume 2, Cambridge University Press, 1979. Chapter 1: Geographical and Historical Background Chapter 5: Cyprian, the Pope of Carthage, in Early Christianity in North Africa by Franà §ois Decret, trans. by Edward Smither, James Clarke, and Co., 2011. General History of Africa Volume 2: Ancient Civilizations of Africa (Unesco General History of Africa) ed. G. Mokhtar, James Currey, 1990.

Marketing Change Management How to Influence It [Backed By Science]

Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it. Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it.

People and organization management- leadership Essay

People and organization management- leadership - Essay Example The transactional leadership approach â€Å"works through creating clear structures whereby it is clear what is required of their subordinates, and the rewards that they get for following orders† ("Changing Minds"). This theory focuses on the interaction between the leaders and Subordinates.   It is rely on the concept that a leader’s role is to let his followers to know clearly what he expect from them, this theory uses the rewards and punishments approaches for getting these prospects.   8 The servant leadership model is one of the less mainstream leadership models. This theory believes that leaders have to put the interest of followers, customers, and the society ahead of their own benefit to get the success (Stevens 2003). The principle of this theory has a huge amount of recognition within leadership circles and it is described as a set of beliefs and morals that leaders are willing to embrace them. 8 There are many benefits of democratic leadership. By adopting this style of leadership better ideas and more creative solutions for the problems can take place. Group members also feel more touched by the higher management, involved and devoted to projects, all these making them more likely to care about the end outcome. Researches show that democratic style has a result to elevated productivity among group members. Empirical studies have even indicated that individuals with high self-esteem prefer democratic leadership models (Schoel, Bluemke, et al. 2011) Still, there are also downsides of democratic leadership. Even if this style has been described as the most successful and effective leadership style, it has a few downsides. In cases where roles are undefined and unclear or time is essential democratic leadership can lead to communication failures and incomplete tasks. In some situation, group members may not have the appropriate knowledge or skill to make quality contributions to the decision-making process. 14 In the modern world one often hears about

Those the year 1968 has benefits us Essay Example | Topics and Well Written Essays - 750 words

Those the year 1968 has benefits us - Essay Example Martin Luther King and presidential candidate Robert Kennedy had their lives extinguished through the barrel of a gun. For many Americans then, the year 1968 came to signify the end of innocence and the dawn of a new era of dashed hopes and unfulfilled promises (Sibley 2009; Hobsbawm 244-270). Events on the international stage further added to this perspective as the Cold War started to heat up and the ramifications of the capitalist-communist split were coming to the fore. It is important to remember that this was the height of the Cold War and as Czechoslovakia sought increased liberalization as a member of the Soviet block, the USSR and Warsaw Pact’s military might crushed any appearances of dissent emanating from Prague and its environs. On August 20, 1968, Warsaw Pact forces invaded Czechoslovakia culminating in the largest internal Eastern offensive since the dawn of the Iron Curtain leading to the forced occupation of this fraternal communist country. Troops from Bulgaria, East Germany, Poland, Hungary and the USSR were coordinated in the effort to crush the spring liberation emanating from Czechoslovakia. Accordingly, more than 500,000 troops effectively occupied this country in what became known as a devastating moment in world history. For Americans and o ther Westerners, the occupation of Czechoslovakia during the height of the Cold War confirmed fears of the authoritarian nature of communism and brought home the importance of maintain a staunch anti-communist foreign policy during this period. The war in Vietnam was another reminder of the precarious situation which existed between the capitalist and communist world and the Vietcong launched the Tet Offensive during this period. With the successful Vietcong attack on the US Embassy in Vietnam, the Tet Offensive effectively ratcheted up the battle for supremacy in Vietnam between North and South Vietnamese forces as well