Ciao a tutti!!!
Mi chiamo Maria Teresa e sono una neolaureata a Torino in Rappresentazione Audiovisiva e Multimediale.
Per adesso sto facendo la Stagista nel campo della comunicazione sul web: mi occupo di comunicazione interna, del sito della società, dei minisiti collegati, grafica e varie ed eventuali.
Nel frattempo sto finendo il progetto della tesi di animazione 3d..
A presto!!!
Oggi ho un’indipendenza economica che mi dà tranquillità, non devo più vivere nell’ansia per arrivare a fine mese. Posso permettermi quasi tutto quello che desidero, anche se i soldi non fanno la felicità. In generale mi sento più potente, anche agli occhi della gente, e posso fare progetti, investendo al meglio anche per il futuro dei miei figli. Questo mi dà una sicurezza che prima non avevo.
Sono diventata, infatti, Brand Manager Italy di 1 Multinazionale, che vanta, tra i suoi values added, un grande spirito creativo e anticonformista. Per questo il team che lavora con me è costituito da persone brillanti e motivate. L’ambiente è giovane, “passionale” e dinamico.
Credo che il segreto del mio successo (e di tanti successi) sia soprattutto un mix tra grinta, costanza e determinazione, perché in alcuni momenti avrei voluto davvero mollare tutto, ma ho tenuto duro. Avrei voluto lasciare Milano e tornare a casa per condurre una vita più semplice e meno stressante, ma sicuramente caratterizzata anche da meno soddisfazioni professionali. Sicuramente mi sono stati di aiuto il mio impegno, il duro lavoro e anche il mio continuo aggiornamento nel mio settore, per restare al passo coi tempi. Non è facile farcela in Italia, che è un paese poco meritocratico. Caratterialmente un mio punto di forza è stato anche lo spirito di autocritica e la mia solarità, che mi hanno aiutata nel relazionarmi con i clienti e tutte le persone “importanti”.
I momenti difficili, tuttavia, ci sono stati. Sono stati superati pensando a tutte le persone che conoscevo che ce l’avevano fatta, poco per volta. E pensavo alla mia famiglia e a mio marito, che mi hanno supportato e sopportato per anni. Volevo che prima o poi fossero orgogliosi di me, almeno sul piano professionale! Volevo ricompensarli per l’aiuto economico e morale che mi hanno dato per tanto tempo.
[1:06] Deva Bade: Are we ready to get started?
[1:06] MoniKa Fullstop: Mind the gap!
[1:06] MoniKa Fullstop: Yes we are
[1:06] Fabri Aichi: ok we start
[1:06] Kerol Schism is Offline
[1:07] Kerol Schism is Online
[1:07] Deva Bade: Will you do the intro MOnika?
[1:07] MoniKa Fullstop: yes, of course
[1:07] MoniKa Fullstop: Good morning everybody! I think all the Argonauts should be here now, but If someone is still missing Neo will help them to find us. Just few words to say thank you to Carola and Fabrizio to play host today and for their time!
[1:07] Dafne Frog is Online
[1:07] MoniKa Fullstop: As Argonauts, you should know that after the presentation there will be a questions time and a visit to the land. So Let’s them finish before asking questions.
[1:07] Goozmer Boucher: kerol is having problems with the connection
[1:07] Goozmer Boucher: but she will be back
[1:07] MoniKa Fullstop: Ok, well; now I hand it over to you. Thank you very much indeed again
[1:08] MoniKa Fullstop: Let’s start
[1:08] Deva Bade: Yes
[1:08] Kerol Schism is Offline
[1:08] Kerol Schism is Online
[1:08] Fabri Aichi: please monika could you introduce ?
[1:09] MoniKa Fullstop: Just few words to say thank you to Carola and Fabrizio to play host today and for their time!
[1:09] MoniKa Fullstop: there will be two presentation today
[1:09] Fabri Aichi: Benvenuti to all of you to this conference on Electrolux at second life.
[1:09] MoniKa Fullstop: after the presentation there will be a questions time and a visit to the land. So Let’s them finish before asking questions.
[1:10] Fabri Aichi: I am Talent Management Director for Electrolux Major Appliances and today I will give you an overview on a key HR area in all company: Talent Management.
[1:10] Fabri Aichi: as monica said If you have any question, please wait until the end where we will have a specific session on it.
[1:10] Kerol Schism is Offline
[1:10] Fabri Aichi: Today in the world there are raising needs for every company to focus on talent management that means to recruit, retain, develop and leverage their talented people. This is crucial for the business success of a company.
[1:11] Fabri Aichi: Why talent management needs to be linked to the business ?
[1:11] Fabri Aichi: 1 Change in structure / ballooning intangible assets Intangible assets (skilled workforce, patents, know how, brand) are the new class of assets that cannot be registered/ valued in the normal way although part of it can be registered in the form of intellectual property rights e.g. patents. According to some research, more than 60% of the market value of a firm is nowadays tied to intangible assets.
[1:11] Fabri Aichi: 2 Change in demography / aging population All countries “developed” will increase their old population Example: Finland has one of the most rapidly aging populations in Europe; by 2030, Finland is projected to have 26% of its population over 65. By 2025, the number of people aged 15-64 is projected to fall by 7% in Germany, 9% in Italy, and 14% in Japan.
[1:12] Fabri Aichi: 3 Collapse of loyalty Today there is a clear changing of power relationship between talents and employer. The loyalty has lost its fondamental value as in the past. People are more likely to move to the higher bidder and some research are showing that 40% of employees expressed interest in working somewhere else.
[1:12] Fabri Aichi: As you can see Talent is one the main pillar of Electrolux strategy.
[1:12] Fabri Aichi: We will satisfy consumer’s needs throught continuos innovative products based on a strong focus on consumer insight that guides our product development.
[1:13] Fabri Aichi: We will continue to concentrate our marketing resources on developing Electrolux as a strong and global brand.
[1:13] Fabri Aichi: We will identify any kind of growing opportunity in certain market segmentation (induction hobs, tailored washing machines programs …) with a low costs and efficient production processes.
[1:14] Fabri Aichi: Talent Management system is unique to each organization and is designed to take account of a unique blend of strategy, people, culture and systems.
[1:14] Fabri Aichi: Our view is that ALL OUR PEOPLE have a Talent.
[1:14] Fabri Aichi: The manager has the responsabilities of a continuous development of all employees. We would like to have the right person in the right place at the right time in order to meet both business goals and individual’s goals.
[1:14] Dafne Frog: ciao
[1:15] Fabri Aichi: This page is showing in practise how the annual process of managing and developing talent is working in Electrolux.
[1:15] Fabri Aichi: Step 1: Appraisal Talk is the annual discussion of each manager with all employees.
[1:15] Fabri Aichi: The contents of Appraisal Talk are the following: Follow up on previous year’s achievements and performance Evaluate and discuss strengths and development needs Agree on objectives for coming year, development plan, career interests Get qualitative upward feedback
[1:15] Fabri Aichi: Step 2: The preparation for the review meeting is important for linking the appraisal talk and performance feedback
[1:16] Fabri Aichi: Step 3: The review meeting offers an opportunity to share insights and experiences regarding the people together with peers and senior colleagues.
[1:16] Fabri Aichi: The meeting strives to achieve transparency and provide managers with input on how to improve the developmental activities for their evaluated direct reports.
[1:16] Fabri Aichi: Step 4: The Mid-Term Appraisal Talk is to be done by the manager and employee to follow up on objectives and evaluate progress made, and identify further actions for the rest of the year.
[1:17] Fabri Aichi: Let’s move on career development at Electrolux is a dual responsibility and shared between the Manager and the employee.
[1:17] Fabri Aichi: Managers have the responsibility to:
[1:17] Fabri Aichi: Create the right environment for employees to perform and develop Provide coaching and feedback Have an open dialogue with their employees regarding future career opportunities (also as part of a regular appraisal discussion)
[1:18] Fabri Aichi: Employees have the responsibility for shaping their own career by:
[1:18] Fabri Aichi: Taking responsibility for their own development Seeking out new challenges Actively searching for opportunities
[1:18] Fabri Aichi: Electrolux has an internal’s job posting and recruiting tool called “Open Labor Market” where all vacant positions should be posted.
[1:18] Fabri Aichi: Open Labor Market increases career opportunities and mobility, thereby strengthens the internationalization, diversity and professionalism of people.
[1:19] Fabri Aichi: Besides for internal recruitment, Open Labor Market also aims to attract external talents through our Electrolux website: www.electrolux.com/careers
[1:19] Fabri Aichi: Thank you for your attention and please feel free to address your questions now
[1:19] MoniKa Fullstop: Thank you Fabrizio
[1:20] MoniKa Fullstop: Who has a question?
[1:20] MoniKa Fullstop: I have one
[1:20] MoniKa Fullstop: What kind of tools do you use to assess people during the year? I mean if they are on the right way to achieve their target or not?
[1:21] Fabri Aichi: we have the individaul discussion based on KPI
[1:21] Fabri Aichi: Key Performance Indicators
[1:21] MoniKa Fullstop: Do have KPI for any functions or
[1:21] MoniKa Fullstop: I mean also for the function
[1:21] Fabri Aichi: yes fo each of them
[1:22] MoniKa Fullstop: Ok thank you!
[1:22] Kerol Schism is Online
[1:22] Fabri Aichi: other questions??
[1:22] MoniKa Fullstop: Any other questions? If you want I can translate fo ryou?
[1:22] You: Could you make some examples of KPI please?
[1:23] Shanta Aeon: I do have a question
[1:23] Fabri Aichi: i.e. cost to serve
[1:23] Marta Lanzius: no, fabrizio è stato chiarissmo
[1:24] Kerol Schism is Offline
[1:24] Fabri Aichi: we have also so financail one like Value Creation
[1:24] Kerol Schism is Online
[1:24] Fabri Aichi: that are valid for all managers in te comapny
[1:24] MoniKa Fullstop: Ok, Shanta, please
[1:25] Goozmer Boucher: what happens to a new-graduate who enters Electrolux? Doyou have any trainee program?
[1:25] Fabri Aichi: yes we have an agreement with AIESEC
[1:25] Fabri Aichi: for moving international students
[1:26] Shanta Aeon: Talking about motivation, what are the tools used in Electrolux to motivate their employees? Are they tightly linked to performance?
[1:26] Kerol Schism is Offline
[1:26] Fabri Aichi: no we have also a questionnaire that all managers make every year
[1:26] Kerol Schism is Online
[1:27] Fabri Aichi: to measure the satisfaction of all employess
[1:27] MoniKa Fullstop: Do you arrange a meeting to present CSI results?
[1:27] Fabri Aichi: sometimes it is used as KPIs
[1:28] Fabri Aichi: CSI ???
[1:28] You: what are the main parameters for evaluating CSI?
[1:28] MoniKa Fullstop: I mean about people satisfaction, sorry?
[1:28] Fabri Aichi: there are 6 factors (like comunication, ….)
[1:29] Fabri Aichi: simple and quick tools of 35 questions…
[1:29] Kerol Schism is Offline
[1:29] Shanta Aeon: What do You think are the skills and values most needed for a manager who wants to work at a multinational such Electrolux? I’ m talking about personal skills, not technical
[1:30] Fabri Aichi: depends of the level…
[1:30] Fabri Aichi: thinking beyond the boundaries
[1:30] Fabri Aichi: eagerness to learn
[1:30] Kenigma Papp: (ciao a tutti)
[1:30] Fabri Aichi: empathy
[1:30] Fabri Aichi: emotial balance
[1:31] Marta Lanzius: are courses of updating anticipated? of which type?
[1:31] Fabri Aichi: some example for recruit High potentatil
[1:31] Goozmer Boucher: I got them all!
[1:31] Fabri Aichi: yes ..related to change mgmt
[1:31] You have offered friendship to Kenigma Papp
[1:32] Kenigma Papp is Online
[1:32] Fabri Aichi: we are looking for people with international mindset
[1:32] Fabri Aichi: to workin a matix org
[1:32] Fabri Aichi: matrix organizaton
[1:33] Shanta Aeon: Do You have specific internal training for new employees at Electrolux?
[1:33] Fabri Aichi: yes ..for managers we have a global program
[1:34] Fabri Aichi: or the other there is a local induction programme in each unit or country
[1:34] Fabri Aichi: in Itlay we have a training called CAMPUS
[1:35] Fabri Aichi: ok let’ s move to Dave presentation
[1:35] MoniKa Fullstop: Ok, thank you Fabrizio
[1:35] Deva Bade: Hi everyone, I am Carola Lundell and I work at the corp communications & branding department as Senior Project Manager for online communications
[1:35] Kerol Schism is Online
[1:35] Fabri Aichi: i need to go out and i thanks you very much for this esperience
[1:35] Deva Bade: Electrolux is putting alot of effort on marekting in general and on digital marketing specific
[1:36] Fabri Aichi is Offline
[1:36] Kenigma Papp: (goodbye Fabri)
[1:36] Deva Bade: Internet is offering a great opportunity fo us to interact directly with end consumers
[1:37] Deva Bade: Virtual world are a growing phenonomen so we decided to have a closer look at what Electrolux can do in these environments
[1:37] Deva Bade: Our biggets challenge is quite obivous - how to have a relevant presence in a world where tere is no dust…
[1:37] Deva Bade: and food does not need cooking or cooling…
[1:38] Kerol Schism is Offline
[1:38] Shanta Aeon is Offline
[1:38] Deva Bade: In REal Life, every product development is based on insights baout the consumer
[1:38] Deva Bade: IE we observe and watch consumers in their homes
[1:38] Deva Bade: to wee how they work with kithcen applinces, what theri problmes are….
[1:38] Deva Bade: and where there is room for improvement
[1:39] Deva Bade: We decided to take the same approach in Second Life
[1:39] Deva Bade: In spring last year we arranged a couple of focus groups with avatars in Seocnd Life
[1:39] Deva Bade: In htese groups we discussed the use of food related items, gadgets and innovations in SL
[1:40] Deva Bade: In addition we created surveys that we passed on to several avatars
[1:40] Deva Bade: The fidings were quite interesting…
[1:40] Deva Bade: The questions about ease-of-use and design are as relevant in the virtual world as in real life
[1:41] Deva Bade: Many users were also in need of a solution to the problem with using gadgets
[1:41] Deva Bade: where often you can only yse one at a time and have to choose
[1:42] Deva Bade: There is also a need for animationas that involve several avatars to increase the interacrtiona
[1:42] Deva Bade: And since SL is such an event driven culture there is a need for a better event calendare…
[1:42] Deva Bade: Based on these finnidngs we arranged two competitions
[1:43] Deva Bade: One - Invent a word - where we encouraged the SL community to come with a word for virtual appliance
[1:43] Deva Bade: And the winning word was Metapparatus…
[1:43] Deva Bade: All submissions were entered on the interactive wall downstairs offering the possibility for everyone to see the suggestions…
[1:44] Deva Bade: We then engaged the SL community in a competition to come up with innovations
[1:44] Deva Bade: Innovations that can make the Second Life easier and more enjoybale
[1:45] Deva Bade: We selected three participants out of the submissions and these are now participating in the Electrolux Innovation Grant Program
[1:45] Deva Bade: where we are helping them to realise these innovations in SL
[1:46] Deva Bade: The respnse has been great - both from the SL community and also from blogs etc covering virtual worlds
[1:46] Deva Bade: And we have decided to launch a second roud of the Innovation Grant PRogram now in Feb
[1:46] Deva Bade: And that is where you can come into the picutre - if you lkie… 
[1:46] Kenigma Papp is Offline
[1:46] Deva Bade: I will send out an invitation to join the Electrolux group in SL
[1:47] MoniKa Fullstop: Thank you very much Deva! It’s great!
[1:47] Shanta Aeon is Online
[1:47] Deva Bade: And then you can all participate in the next round of the comp and more in speciific a cetain sub competiiotion
[1:47] Deva Bade: where you do not actually have todevelop the innovation
[1:47] Deva Bade: but the best idea will be awarded
[1:48] Deva Bade: So if you are interested, just accept the invitation
[1:48] Deva Bade: Thanks for listenning! any quesitons?
[1:48] DaveGahan Homewood: I got one
[1:48] Deva Bade: yes
[1:48] DaveGahan Homewood: How can we submit ideas?
[1:48] Kenigma Papp is Online
[1:49] Deva Bade: All that info will besent out when you have joined the Elux group
[1:49] Marta Lanzius: which are your points of strength to comparison to the conmpetitors?
[1:49] Deva Bade: Well, it depends in what area…
[1:50] Deva Bade: As for innovative product development we have come a very long way with our Consumer Insight program
[1:50] DaveGahan Homewood: Will you accept developed projects too?
[1:50] Deva Bade: It is quite unique that we visit over hundreds of people every year
[1:50] Deva Bade: in thier homes to discover new needs
[1:50] Deva Bade: and base development on this rather than technical progress…
[1:51] Deva Bade: Only new ideas
[1:51] Deva Bade: But it could be something that is being developed
[1:51] Deva Bade: but not yet finished
[1:51] Deva Bade: so ongoing projects are ok
[1:51] DaveGahan Homewood: well in ICT nothing is never finished :))))
[1:52] Deva Bade:
[1:52] MoniKa Fullstop: Ok, any other questions?
[1:52] MoniKa Fullstop: I have one
[1:52] MoniKa Fullstop: Have you ever organize a new product launch in SL or do you intend to?
[1:52] Deva Bade: So far we have not put any RL prodicts in SL
[1:53] Shanta Aeon: Whats Electrolux position in the Asian market? what are Your strategies to cath a larger and larger share over there?
[1:53] MoniKa Fullstop: Just a second Shanta..
[1:53] Shanta Aeon: sorry
[1:53] Deva Bade: We are quite small in Asia but growing
[1:53] Deva Bade: It is a very important market for us, especially China
[1:54] Marta Lanzius: which are the products of great success, now?
[1:54] Deva Bade: depends on the region, but floorcare prouducts are doing very well - especially the Ergorapido
[1:55] Buni Zabelin: Do you plan to use “web customer community” to do customer insight?
[1:55] Deva Bade: We are lloking into that, but currently we do not use the web for it
[1:55] Deva Bade: There are a lot of legal issues…
[1:56] Buni Zabelin: legal issues???
[1:56] Deva Bade: Yes, we get sued all the time by people claiming to have come with ideas
[1:56] Deva Bade: that becomes products…
[1:56] Deva Bade: when they have already ben in the process for years
[1:57] Deva Bade: we do however spend a lot of time researching how consumers shop for white goods online
[1:57] Deva Bade: in order to map their path to purchase
[1:57] Deva Bade: and see where we can make the most impact…
[1:58] MoniKa Fullstop: Do you have different marketing strategies in any Country?
[1:58] Deva Bade: Overall it is the same but there is always local adaptations
[1:59] Kenigma Papp: especially in islamic countries, for example.. i think
[2:00] You: does any country have a different Mkt division?
[2:00] Deva Bade: Every sector has a marketing head
[2:00] Deva Bade: but all marketing is coordinated by region and secotr
[2:00] Deva Bade: and under the influence of the global division
[2:01] Kenigma Papp: Hello.. my name’s Claudio, and my English is not so good, but.. I try at the same. Well..I would like to know how your society work with the “communication”? Do you have a special office for it
[2:01] Kenigma Papp: ?
[2:01] Deva Bade: Yes, we have a corp comm and branding in Stockholm where I workd
[2:01] Ehyo Kanto is Offline
[2:02] Deva Bade: Then Europe secotr has a marketing office in Brussels
[2:02] Deva Bade: US sector has one in Augusta etcetera
[2:02] Kenigma Papp: well..
[2:02] Kenigma Papp: in these offices, you do all.. Marketing, communication..
[2:02] Kenigma Papp: spots..
[2:02] Deva Bade: yes
[2:03] Kenigma Papp: or you have relations with other offices?
[2:03] Ehyo Kanto is Online
[2:03] MoniKa Fullstop: consultancy
[2:03] Kenigma Papp: as specialists.. saatchi & saatchi for example..
[2:03] Deva Bade: of course we work with external agencies
[2:03] Deva Bade: PR agency , web agency media agency
[2:03] Deva Bade: marekting agency
[2:04] Deva Bade: everything
[2:04] Kenigma Papp: ok, thank you.. =)
[2:04] Deva Bade: I need to pop out now, any other question before I go?
[2:04] Kenigma Papp: and..which kind of people work there?
[2:04] Kenigma Papp: which formation do you ask?
[2:04] Shanta Aeon: Going back to the Asian market, what do You think will be the crucial challenges Electrolux will have to face in order to gain a larger share in the asian market and beat domestic competition?
[2:04] Deva Bade: In terms of educatin it is people with business/marketing
[2:05] Deva Bade: production cost is one, building a strong differentiated brand is another!
[2:05] MoniKa Fullstop: Ok, I think Deva has to go
[2:05] Kenigma Papp: ok..
[2:05] Ehyo Kanto: have you got a team for internal communication?
[2:05] MoniKa Fullstop: This is the last one question, If you have time Deva
[2:05] Deva Bade: Yes, it is on corp level as well
[2:06] Deva Bade:
[2:06] DaveGahan Homewood: When will you invite us to the group?
[2:06] Deva Bade: As soon as I get the list of names - so later this week it will be done
[2:06] MoniKa Fullstop: Thank you about that Deva
[2:06] MoniKa Fullstop: So thank you very much for your time
[2:06] Deva Bade: Thank you for listening!
[2:06] Kenigma Papp: thanks Deva
[2:07] Goozmer Boucher: thanxs
[2:07] Marta Lanzius: thanks deva
[2:07] MoniKa Fullstop: Can we go downstairs to visit the hub?
[2:07] DaveGahan Homewood: tnks Deva
[2:07] Deva Bade: Hope to see you soon in the Eluxgroup!
[2:07] Shanta Aeon: thanks deva
[2:07] Dafne Frog: thanks
[2:07] Goozmer Boucher: of course
[2:07] Deva Bade: Ciao a tutti!
[9:58] Deva Bade: Fabrizio is starting now
[9:58] Fabri Aichi: Benvenuti
[9:59] MoniKa Fullstop: Grazie!
[9:59] Sun Mikoyan: Thank you Fabri
[9:59] MoniKa Fullstop: Thank you!
[9:59] Giuliana Criss: thank you
[9:59] Deva Bade: We will start talking about talent management
[10:00] MoniKa Fullstop: So If you’re ready as a member of Argon Project I’ll be glad to introduce the meeting…
[10:00] MoniKa Fullstop: Good evening everybody! I think all the Argonauts should be here now, but If someone is still missing Neo will help them to find us
[10:00] Sun Mikoyan: ok, I think we are all ready
[10:00] Norbert Mornington: hi, dafne
[10:00] MoniKa Fullstop: Just few words to say thank you to Carola and Fabrizio to play host today and for their time!
[10:01] MoniKa Fullstop: As Argonauts, you should know that after the presentation there will be a questions time and a visit to the land.
[10:01] Deva Bade: Great to be here
[10:01] MoniKa Fullstop: Ok and now I hand it over to you. Thank you very much indeed again
[10:01] Fabri Aichi: Today I will give you an overview on a key HR area in all company: Talent Management. If you have any question, please wait until the end where we will have a specific session on it.
[10:02] Fabri Aichi: Today in the world there are raising needs for every company to focus on talent management that means to recruit, retain, develop and leverage their talented people. This is crucial for the business success of a company.
[10:02] Fabri Aichi: Why talent management needs to be linked to the business ?
[10:02] Fabri Aichi: 1 Change in structure / ballooning intangible assets Intangible assets (skilled workforce, patents, know how, brand) are the new class of assets that cannot be registered/ valued in the normal way although part of it can be registered in the form of intellectual property rights e.g. patents. According to some research, more than 60% of the market value of a firm is nowadays tied to intangible assets.
[10:03] Fabri Aichi: 2 Change in demography / aging population All countries “developed” will increase their old population Example: Finland has one of the most rapidly aging populations in Europe; by 2030, Finland is projected to have 26% of its population over 65. By 2025, the number of people aged 15-64 is projected to fall by 7% in Germany, 9% in Italy, and 14% in Japan.
[10:03] Fabri Aichi: 3 Collapse of loyalty Today there is a clear changing of power relationship between talents and employer. The loyalty has lost its fondamental value as in the past. People are more likely to move to the higher bidder and some research are showing that 40% of employees expressed interest in working somewhere else.
[10:03] Fabri Aichi: As you can see Talent is one the main pillar of Electrolux strategy.
[10:04] Fabri Aichi: We will satisfy consumer’s needs throught continuos innovative products based on a strong focus on consumer insight that guides our product development.
[10:04] Fabri Aichi: We will continue to concentrate our marketing resources on developing Electrolux as a strong and global brand.
[10:04] Fabri Aichi: We will identify any kind of growing opportunity in certain market segmentation (induction hobs, tailored washing machines programs …) with a low costs and efficient production processes.
[10:05] Davide Forcella: saluti a tutti…hi guys!
[10:05] Fabri Aichi: Talent Management system is unique to each organization and is designed to take account of a unique blend of strategy, people, culture and systems.
[10:06] Fabri Aichi: Our view is that ALL OUR PEOPLE have a Talent.
[10:06] Fabri Aichi: The manager has the responsabilities of a continuous development of all employees. We would like to have the right person in the right place at the right time in order to meet both business goals and individual’s goals.
[10:07] Fabri Aichi: This page is showing in practise how the annual process of managing and developing talent is working in Electrolux.
[10:07] Fabri Aichi: Step 1: Appraisal Talk is the annual discussion of each manager with all employees.
[10:07] Fabri Aichi: The contents of Appraisal Talk are the following: Follow up on previous year’s achievements and performance Evaluate and discuss strengths and development needs Agree on objectives for coming year, development plan, career interests Get qualitative upward feedback
[10:07] graziavaleria Folland is Online
[10:07] Fabri Aichi: Step 2: The preparation for the review meeting is important for linking the appraisal talk and performance feedback.
[10:08] graziavaleria Folland: sorry…i crashed
[10:08] Fabri Aichi: Step 3: The review meeting offers an opportunity to share insights and experiences regarding the people together with peers and senior colleagues. The meeting strives to achieve transparency and provide managers with input on how to improve the developmental activities for their evaluated direct reports.
[10:08] graziavaleria Folland: i missed some info..
[10:08] Fabri Aichi: Step 4: The Mid-Term Appraisal Talk is to be done by the manager and employee to follow up on objectives and evaluate progress made, and identify further actions for the rest of the year.
[10:09] Fabri Aichi: Career development at Electrolux is a dual responsibility and shared between the Manager and the employee.
[10:10] Fabri Aichi: Managers have the responsibility to: Create the right environment for employees to perform and develop Provide coaching and feedback Have an open dialogue with their employees regarding future career opportunities (also as part of a regular appraisal discussion)
[10:10] Fabri Aichi: Employees have the responsibility for shaping their own career by: Taking responsibility for their own development Seeking out new challenges Actively searching for opportunities
[10:10] Fabri Aichi: Electrolux has an internal’s job posting and recruiting tool called “Open Labor Market” where all vacant positions should be posted.
[10:10] Cesco Alekseev is Online
[10:10] Fabri Aichi: Open Labor Market increases career opportunities and mobility, thereby strengthens the internationalization, diversity and professionalism of people.
[10:11] Fabri Aichi: Besides for internal recruitment, Open Labor Market also aims to attract external talents through our Electrolux website: www.electrolux.com/careers
[10:11] Cesco Alekseev: ciao! scusate il ritardo
[10:11] Fabri Aichi: Thank you for your attention and please feel free to address your questions now
[10:12] Cesco Alekseev: ok i think i lost part of the lecture but it’s ok
[10:12] MoniKa Fullstop: Than you very much!
[10:12] MoniKa Fullstop: Who’s the first one?
[10:12] Sun Mikoyan: I have a question
[10:12] Fabri Aichi: please
[10:13] Sun Mikoyan: You spoke about IP, do you have a IP developer and inside your factory?
[10:13] Sun Mikoyan: I mean
[10:14] Sun Mikoyan: DO you have people and lawyer that take care of your brand you use external layer and developer?
[10:15] Sun Mikoyan: I forgot to write the or in the middle of my sentence!
[10:15] Cesco Alekseev: i think he got it
[10:15] Fabri Aichi: we use internal laywer
[10:16] Riky Soderstrom: can I make a question?
[10:16] Fabri Aichi: yes
[10:17] Riky Soderstrom: I think you teach to your people some courses
[10:17] Norbert Mornington: yes but first iscesco…
[10:17] Riky Soderstrom: to explane everything is new and stuff like that
[10:17] Norbert Mornington: or riky
[10:18] Fabri Aichi: yes…we have some leadership training
[10:18] Norbert Mornington: don’t accavallamos
[10:18] Riky Soderstrom: I just wanna ask
[10:18] Cesco Alekseev: go ahead dont worry i can be the lastone
[10:18] Riky Soderstrom: In that course you use e-learning or may be you will use it?
[10:18] Fabri Aichi: but the coacing of the manager is fondamental
[10:18] Riky Soderstrom: may be you can use second life in some year?
[10:19] Riky Soderstrom: what do you think?
[10:19] Fabri Aichi: no for training our manager and employess
[10:19] Fabri Aichi: we have some for techical training
[10:19] Fabri Aichi: on products
[10:19] Deva Bade: with regards to training in SL the first thing we are looking at is using it as an inntro to new employees
[10:20] Deva Bade: and maybe to host meetings
[10:20] Cesco Alekseev: nice
[10:20] Cesco Alekseev: maybe we can be your next employees
[10:20] Cesco Alekseev:
[10:20] Deva Bade:
[10:20] MoniKa Fullstop: Ok, Norbert
[10:21] Norbert Mornington: yees
[10:21] Norbert Mornington: i would ask
[10:21] Riky Soderstrom: oki thank u
[10:21] Fabri Aichi: ok
[10:22] Deva Bade: Shall I start my presentation now?
[10:22] Norbert Mornington: what do you expect from the innovative argon project, what do you think about future work worl and distance work
[10:22] Norbert Mornington: what people are adapt to future work way
[10:22] Fabri Aichi: let’s see Deva presentation…
[10:23] Norbert Mornington: sorry for bad english
[10:23] Fabri Aichi: i think we are looking for people ready to make change
[10:23] Norbert Mornington: but i try
[10:23] Cesco Alekseev: we are your future
[10:23] Cesco Alekseev:
[10:23] Fabri Aichi: thinking beyond the boundaries
[10:23] MoniKa Fullstop: ths sky is the limit
[10:24] Cesco Bailey: may I ask a question or after Deva presntation ?
[10:24] Fabri Aichi: YES
[10:24] Cesco Bailey: yes I can ask?
[10:24] Cesco Bailey:
[10:24] Fabri Aichi: quickly
[10:24] Cesco Bailey: ok
[10:24] Fabri Aichi: :)))
[10:24] Cesco Bailey: you said you are hirin at electrolux
[10:25] Fabri Aichi: yes…
[10:25] Fabri Aichi: dpends on the position
[10:25] Cesco Bailey: I’m ending my career,
[10:25] Cesco Bailey: I’m studyng marketing management
[10:25] Cesco Bailey: why should I consider to work for you?
[10:26] Cesco Bailey: I mean what can you offer me?
[10:26] Fabri Aichi: becuase we have a nice product and envorment to wrk
[10:26] Cesco Alekseev: well i think it’s up on what you can offer to them
[10:26] Fabri Aichi: work
[10:26] Fabri Aichi: international….
[10:27] Cesco Bailey: ok
[10:27] Cesco Bailey: that is the magic word
[10:27] Cesco Bailey:
[10:27] Fabri Aichi: no
[10:27] Cesco Alekseev: no
[10:27] Cesco Bailey: the second one I mean
[10:27] Cesco Bailey: the first I guess is for sure
[10:27] Fabri Aichi: i am in the company from 1993
[10:27] Nocturna Miles: really? O_O
[10:27] Fabri Aichi: i like and i recomend
[10:27] Cesco Bailey: can I ask where do you work?
[10:28] Fabri Aichi: yes…milan, pordenone, brussle
[10:28] Fabri Aichi: brussels
[10:28] Cesco Bailey: I see
[10:28] Cesco Bailey: well thanks
[10:28] Cesco Bailey: I will consider it.-)
[10:29] Fabri Aichi: good …let’s see Deva
[10:29] Deva Bade: My name is Carola lundell and I work as Senior Project Manager at the corp communications & branding department in Stockholm.
[10:29] Norbert Mornington: great
[10:29] Deva Bade: Electrolux is putting a lot of effort on mrketing and on online marketing in pecific
[10:30] Deva Bade: The Internet is a great opportunity for us to interact with our end consumers
[10:30] Norbert Mornington: is i have a question about marketing in electr
[10:30] MoniKa Fullstop: Just a second Norbert
[10:30] Deva Bade: Questions have to wait till the end…:)
[10:30] MoniKa Fullstop: ok, sorry please Deva
[10:30] Cesco Alekseev: right
[10:31] Deva Bade: As visrtual worlds are a growing phenonema we decided to have a look at second life early last year
[10:31] Deva Bade: The obvious challenge for Electrolux is to establish a relevant presence in a world where dust does not exist
[10:31] Deva Bade: and cooking does not need cooking or cooling…
[10:32] Deva Bade: Every product innovation that we make in real life is based on consumer insights
[10:32] Deva Bade: IE we watch and talk to consumers beofre we develop
[10:32] Deva Bade: We decided to take the same approach in Second Life as we do in Real life…
[10:33] graziavaleria Folland is Offline
[10:33] Deva Bade: So we started out making focus groups with avatars
[10:33] graziavaleria Folland is Online
[10:33] Deva Bade: Based on these focus groups where we discussed the use of food related items and gadgets and innovation
[10:33] Deva Bade: we created a surevy that we passed on to several avatars
[10:34] Deva Bade: During these sessions it became very clear that SL is a very innovaitve community
[10:34] Deva Bade: so we wanted the in-world take on innovation as well
[10:35] Deva Bade: These slides present the key findings
[10:35] Deva Bade: and where there is room for improvement in SL
[10:35] Deva Bade: Interestingly, a large part is about design and user experience
[10:36] Deva Bade: But also concrete needs like an event calendar or animations that engage several avatars at the same time
[10:36] Deva Bade: Based on these findings we engaged the community in two competitions
[10:36] Deva Bade: Invent a word was the first one
[10:37] Deva Bade: In this comp we asked for the word that would be equivalent to “appliance” in SL
[10:37] Deva Bade: All submissions were left downstairs on the interactive wall
[10:37] Deva Bade: so everyone could see the contributions
[10:37] Deva Bade: The winner was “Metapparatus”
[10:38] Norbert Mornington: wow
[10:38] Deva Bade: The second competition was encouraging innviations with the purpose to make Second Life easier and more enjoyubale
[10:38] Deva Bade: We selected a couple of participants to the Innnovation Grant PRogram
[10:39] Deva Bade: where we supported the innovators to help them realize the ideas
[10:39] Deva Bade: however they were and still are responsible for their innovations
[10:39] Deva Bade: I am overwhelmed with theoutcome
[10:40] Deva Bade: A lot of great attention and a great response from the community
[10:40] Deva Bade: And we have decided to soon launch the second round of the Innovation Grant Program in SL
[10:41] Deva Bade: And that is where you come in to the picture - if you like
[10:41] Norbert Mornington: good
[10:41] You decline Torino Vera: Piazza Castello (163, 203, 396) from A group member named Evelina Bonetto.
[10:41] gianluca Melson is Online
[10:41] Deva Bade: I will send out an inivtation to join the Electrolux group in SL to all of you
[10:41] Deva Bade: accept only if you like…
[10:41] graziavaleria Folland: ok
[10:42] Norbert Mornington: thanks
[10:42] Nocturna Miles: thank you!
[10:42] Deva Bade: and we will run a specific competition that will awad the best idea ammognst you
[10:42] Deva Bade: without you needing to actulally develop it
[10:42] MoniKa Fullstop: this is a great news, isnt’t?
[10:42] Nocturna Miles: an idea only for SL, not for the first life?
[10:42] Cesco Alekseev: sound good to me
[10:42] Riky Soderstrom: it is!
[10:42] Deva Bade: cos that has been trouble some even for the ones in the current program
[10:43] Deva Bade: It is for SL yese
[10:43] Giuliana Criss: thjank you
[10:43] Nocturna Miles: ok thx
[10:43] Deva Bade: Thanks for listening andy questions?
[10:43] Cesco Bailey: i have one question
[10:43] MoniKa Fullstop: ok
[10:43] Deva Bade: ok good
[10:44] Cesco Bailey: what kind of incentives do you use to motivate people to partecipate at oyur innovation programs?
[10:44] Deva Bade: Well, one part is the fame but the other part is the money …
[10:45] Cesco Alekseev: fair enough
[10:45] Deva Bade: The grant participants got an inital amount Lindel dollars and then more ifthey actually finalised
[10:45] You decline Torino Vera: Piazza Castello (163, 203, 396) from A group member named Evelina Bonetto.
[10:45] Deva Bade: But you can also see the awards table to the left of the screen
[10:46] Lapo Loon is Offline
[10:46] Deva Bade: And I was surprised how much that actually meant to pelple
[10:46] Cesco Bailey: so the competition pay
[10:46] Cesco Bailey: ?
[10:46] Deva Bade: The comp gives an amount to help you get started with realising the innovation
[10:46] Deva Bade: but its really pocket money…
[10:47] Cesco Bailey: well in here there’s a lot of people able to do anything for few lindens
[10:47] Deva Bade: there you go!
[10:47] Cesco Bailey: but if you want the real innovators you have to give them somehting more
[10:47] Deva Bade: Oh yes
[10:47] Cesco Bailey: and it doesn’t mean money
[10:47] Cesco Bailey: it can be something else
[10:48] Deva Bade: I know, but that is more inline with our Innovation Program in real life
[10:48] MoniKa Fullstop: let’s answer Deva
[10:48] Deva Bade: and the design lab
[10:48] MoniKa Fullstop: Ok, any others questions to Deva or Fabrizio Ghisenti as well?
[10:48] You: norbert were you asking smtg before?
[10:49] Norbert Mornington: yes
[10:49] Cesco Bailey: thanks
[10:49] MoniKa Fullstop: norbert
[10:49] Norbert Mornington: sorry deva
[10:49] Norbert Mornington: i see on your website
[10:49] Norbert Mornington: that you have a very strong corporate image
[10:49] Norbert Mornington: and an corporate press too
[10:49] Norbert Mornington: but i ask…..
[10:50] Norbert Mornington: why do you don’t use traditional advertising such…
[10:50] Norbert Mornington: tv, billboards
[10:50] Norbert Mornington: etc.?
[10:50] Norbert Mornington: and
[10:50] Deva Bade: we do
[10:50] Norbert Mornington: not in italy, almost
[10:50] Deva Bade: We still spend a majority on tv, pring, outdoor etc
[10:51] Deva Bade: Oh you will see later this year…
[10:51] Norbert Mornington: in italy too?
[10:51] Deva Bade: In Italy, yes
[10:51] Norbert Mornington: ahah
[10:51] Sun Mikoyan: I found everythink very interesting but I’ve to leave SL now. I’m soorry. bye bye
[10:51] Norbert Mornington: i have a secod question
[10:51] Norbert Mornington: quicly
[10:51] MoniKa Fullstop: By sun
[10:51] Norbert Mornington: have you an ergonomics lab?
[10:51] Deva Bade: It is for both AEG and Rex Electrolux
[10:51] Deva Bade: and Zoppas
[10:51] Sun Mikoyan is Offline
[10:51] Deva Bade: Ergonomics is part of our design centers
[10:52] Norbert Mornington: thanks
[10:52] MoniKa Fullstop: Ok any other questions?
[10:52] MoniKa Fullstop: I have one for Fabrizio Ghisenti
[10:52] Fabri Aichi: yes
[10:52] MoniKa Fullstop: What are the key skills to be consider a talent in Electrolux?
[10:53] Fabri Aichi: you mean the criteria….
[10:53] MoniKa Fullstop: yes
[10:54] Fabri Aichi: operational performance, strategic leadership, people leadership team player
[10:55] MoniKa Fullstop: innovation and change management as well?
[10:55] Fabri Aichi: everybody has a talent and we need to put the rightr people in the right job at the right time
[10:55] Fabri Aichi: yes
[10:55] MoniKa Fullstop: Ok, thank you!
[10:55] Buni Zabelin: may i ask a question too?
[10:56] Fabri Aichi: yes
[10:56] Fabri Aichi: to me or carola
[10:56] Buni Zabelin: you fabrizio are in a good position to comment about differences between italian
[10:56] Buni Zabelin: and young propole from other countries
[10:57] Buni Zabelin: what you think are areas of improvement for italians? in approaching a large company as electrolux?
[10:57] Fabri Aichi: yes…i believe that I am impressed by eastern people becuase they have a lot energy
[10:58] Fabri Aichi: and they would like to recover the time
[10:58] Cesco Bailey: yes they are really prepared
[10:58] Cesco Bailey: I was impressed too
[10:58] Fabri Aichi: i believe that Italian should go out of italy
[10:59] Cesco Bailey: could I do that with electrolux?
[10:59] Fabri Aichi: yes…
[10:59] Fabri Aichi: more position are outside italy
[11:00] Fabri Aichi: and we arelooking for people who like it
[11:00] Riky Soderstrom: I’m ready to go
[11:00] graziavaleria Folland: can we send the application for another country? i think it’s better to live there..
[11:01] Fabri Aichi: you need to apply for position..have a look in website
[11:01] Cesco Alekseev: your website?
[11:01] Fabri Aichi: if you find some match your profile
[11:01] Deva Bade: electrolux.com/careers
[11:01] Cesco Alekseev: ok
[11:01] MoniKa Fullstop: there is an interesting section in their website. Go and take a look
[11:02] MoniKa Fullstop: Any others questions ?
[11:02] Norbert Mornington: yes
[11:02] graziavaleria Folland is Offline
[11:02] MoniKa Fullstop: Ok Norbert
[11:02] Fabri Aichi: ok
[11:02] Norbert Mornington: where take place new ideas in Electrolux?
[11:03] Deva Bade: depends on what kind of ideas and in which are
[11:03] Norbert Mornington: i mean new products, new application etc.
[11:04] Deva Bade: We have a very througouh prod dev processwhere new ideas are nurtured
[11:05] Norbert Mornington: but anyone in electrolux can propose a new idea?
[11:05] Deva Bade: sure
[11:05] Norbert Mornington: or you have a specifical function for that
[11:05] Deva Bade: everysector has ways to capture new ideas
[11:06] Norbert Mornington: ok thanks, very interesting
[11:06] Deva Bade: I have left plenyt to the floorcare section myself…
[11:06] Deva Bade: Shall we wrap the meeting now?
[11:06] MoniKa Fullstop: Can we visit your innovation lub?
[11:07] Deva Bade: Sure, lets just go downstairs
[11:07] Deva Bade: there is the innvoation hall with innovators that we celebrate
[11:07] MoniKa Fullstop: Ok thank you, so we’re going to follow you
[11:07] Deva Bade: and also room for the new SL innovators
[11:07] Deva Bade: I suggest flying down but everyone do as the please
[11:08] MoniKa Fullstop: ok fine
[11:09] Dafne Regina: ops…maybe it’s better to fly down…
[11:09] Deva Bade: So this elevator has been called the elevator of death…
[11:09] Nocturna Miles: hmm hungry! 
[11:10] MoniKa Fullstop: dovremmo essere in chiusura
[11:10] Nocturna Miles: si
[11:10] graziavaleria Folland is Online
[11:10] Nocturna Miles: ooh these can’t be found in italy 
[11:11] Nocturna Miles: after 100 years
[11:11] graziavaleria Folland is Offline
[11:11] Cesco Bailey: questa è la più assurda di tutte
[11:11] Giuliana Criss: già
[11:11] Giuliana Criss: che ne pensi?
[11:11] Cesco Bailey: dell’innovazione?
[11:11] MoniKa Fullstop is Offline
[11:12] Giuliana Criss: si in generale di quello che hanno detto
[11:12] Deva Bade: So you can have a look around here
[11:12] Cesco Bailey: interessante
[11:12] Cesco Bailey: anche perchè è quello che sto studiando
[11:12] Deva Bade: And as I said I will send you an inviation to the Electrolux group in SL
[11:12] MoniKa Fullstop is Online
[11:12] Giuliana Criss: allora sei nel posto giusto al momento giusto!!!!
[11:12] Giuliana Criss: eheheh
[11:12] Cesco Bailey: sto scrivendo una tesi su SL
[11:12] Silvia Asp is Online
[11:12] Deva Bade: Thanks a lot for listening in to our presentation!
[11:12] Deva Bade: Glad you like it!
[11:13] Giuliana Criss: si lo so….
[11:13] Kenigma Papp: yes, very cool
[11:13] MoniKa Fullstop: THaks to you for your time
[11:13] Cesco Bailey: diciamo che è un po tardi sarebbe stata utilissima un po di mesi fa
[11:13] Riky Soderstrom: was a plasure deva
[11:13] Giuliana Criss: quando ti laurei?
[11:13] Cesco Bailey: ma è cmq molto interessante
[11:13] Deva Bade: The smae to you!
[11:13] Cesco Bailey: tra 1 mese
[11:13] Deva Bade: I leaving now, lol
[11:13] Cesco Bailey: ormai ci siamo:_)
[11:13] Fabri Aichi: bye
[11:13] Giuliana Criss: beh uno spunto per la discussione….
[11:13] MoniKa Fullstop: Ok thank you Deva, see you tomorrow!
Davvero stimolante provare a tracciare la propria figura fra qualche anno, ci ho provato anche se forse e’ rimasta ancora un po’ indefinita.
Sono soddisfatto, sicuramente. Mi rendo conto che aver raggiunto questa posizione e’ il frutto di anni di esperienze importanti ed eterogenee. Sono consapevole che raggiungendo questo livello ho dimostrato in un qualche modo che la maturazione professionale e’ andata parallelamente a quella individuale, e questo l’ho sempre ritenuto di fondamentale importanza quando anni fa pensavo a cosa sarei voluto diventare e come. E’ forse banale, ma credo fermamente nell’importanza di considerare tutto il presente come punto di partenza e non di arrivo. E’ fondamentale affinché uno possa sempre pensare di potersi migliorare e quindi stare bene.
Da ragazzo ho sempre avuto la fortuna e il “coraggio” di viaggiare, di entrare in contatto con culture e mondi diversi. Confrontarsi con la diversità l’ho sempre ritenuto fondamentale per migliorare e migliorarsi. Una volta terminati gli studi d’economia, ho intrapreso un percorso professionale che mi ha portato a conoscere tutte le difficoltà che un’azienda multinazionale e’ costretta ad affrontare ogni qualvolta decide di espandere il proprio business a mercati nuovi, diversi, dove l’originale forma di business che aveva avuto successo prima necessita un cambiamento al fine di adattarsi alle richieste specifiche del nuovo mercato.
Il meccanismo che rende un prodotto (o servizio) di successo in più mercati tra loro molto differenti, e’ un qualcosa a volte complicato a volte molto più semplice, importante e’ la strategia tramite la quale s’intende “conquistare” il nuovo mercato in questione.
Poter avere una partecipazione importante nello stabilire questa strategia, qualsiasi cosa essa comporti in termini pratici, e’ per me un qualcosa molto gratificante e avvincente, perché mi è richiesto di utilizzare tutte le conoscenze acquisite dopo tanti anni di studio e di vita.
Per riuscire a fare questo non penso che ci sia un segreto particolare, ritengo però fondamentali, oltre alle conoscenze tecniche, una mentalità aperta, che ti renda capace di eliminare tutti quei preconcetti e pregiudizi che spesso risultano essere fatali quando si ha a che fare con persone e situazioni assai diverse da quelle “domestiche”.
Durante tutti questi anni non è scontato dire che i miei genitori hanno sempre avuto una grande importanza, dal momento che sono sempre stati supporto e incentivo in tutto quello che ho fatto.
Credo molto in quello che faccio, penso che dalla collaborazione tra persone culturalmente diverse possano nascere grandi benefici per entrambi le parti, le potenzialità di ciascuno se coordinate nella maniera giusta possono portare a risultati concretamente migliori per tutti. In ogni caso, e’ stato per me fondamentale acquisire la consapevolezza che ogni momento di crisi e’ sì sinonimo di difficoltà, ma allo stesso tempo e’ un’occasione per imparare dai propri errori e migliorare.
Questo e’ quello che e’ venuto fuori cercando di pensare a cosa vorrei essere fra qualche anno, evidentemente la figura professionale a cui aspiro e’ molto astratta ancora, in realtà tutto e’ ancora molto astratto… Commenti assolutamente benvenuti!
Ecco il mio sogno concretizzato:
la realizzazione del mio sogno è stata una passeggiata…nel deserto!
Alla fine, dopo tanti salti mortali, sono riuscito ad affermarmi…
Ovunque io metta le mani, creo valore per tutti. Tutti mi stimano. Sono soddisfatto di me stesso; mi sento appagato ma soprattutto ripagato per tutti gli sforzi e i sacrifici fatti, per tutti i neuroni bruciati, i capelli caduti e lo stress accumulato.
Ho raggiunto i miei obiettivi, anche se nel corso del tempo sono mutati.
Il mio sogno era quello di diventare responsabile dei progetti d’investimento di diversi fondi di investimento. Ho anche costituito una merchant bank in Sicilia (Sicily investment). Ho cominciato come analista finanziario in un fondo di venture capital e adesso faccio consulenza a molte aziende, soprattutto Piccole e Medie Imprese nelle operazioni di M&A…compro e vendo aziende, sostanzialmente. Per un mio consiglio la gente è disposta a pagare più di 1000 euro l’ora. Tengo anche dei seminari nelle università italiane.
Viaggio tantissimo…ho già visto mezzo mondo.
Ma la cosa di cui vado più fiero… e che, nonostante i numerosi impegni, riesco a stare con la mia famiglia e con i miei figli,
continuo a suonare la chitarra e mi tengo in forma.
Per raggiungere il successo “basta” solo elasticità mentale, motivazione, essere dinamici e flessibili, crearsi le occasioni, adattarsi alle mutevoli situazioni.
Penso che crearsi la propria rete di conoscenze sia fondamentale; è necessario interagire con tutti i tipi di persone possibili
(dal barbone al presidente della repubblica, dal neonato al vecchietto saggio) perchè si impara (conseguentemente si migliora) da tutti e da tutto. Credo che ormai ci sia rimasto ben poco da inventare, da scoprire…soprattutto se, come me, non si ha (almeno credo) un talento naturale. Imitare e innovare aiuta molto ad affermarsi.
Inoltre, bisogna conoscere la gente giusta al momento giusto…non nascondo che un pizzico di fortuna non guasta!
Lungo la strada che porta al successo, le difficoltà sono tante ed è normale sbagliare. Il vantaggio competitivo sta nel valutare bene i rischi, nell’imparare dai propri sbagli, cercando di minimizzare i costi dell’errore.
C’è bisogno che la gente (ma soprattutto noi stessi!) creda in te e ti rispetti per quello che sei e quello che fai.
Molto spesso avere persone che si fidano di te e che ti incoraggiano è utilissimo per superare le difficoltà. Così come è ugualmente utile essere circondati da persone di cui ti puoi fidare.
In bocca al lupo a tutti…e svegliamoci per implementare i nostri sogni!
Ci vediamo nella fase rem (scherzo!)
A presto
Claudio
Hello everybody!
Io sono Claudio La Torre, Claux Kronfeld in Second Life. Ho 24 anni. Mi sono laureato in Economia bancaria, finanziaria ed assicurativa all’università degli studi di Messina, e sto concludendo la laurea magistrale in Finanza aziendale e mercati finanziari presso l’università degli studi di Torino. Sto elaborando la tesi sulle metodologie di valutazione di start-up tecnologiche.
Ho tanti interessi (forse troppi!) e sono attratto dalle “cose” strane…
Sono qui per scoprire le potenzialità di Second Life. Credo (e spero) che la partecipazione a questo progetto sia molto utile per il mio futuro professionale.
Per il momento è tutto.
Saluti
Claudio
Ciao a tutti!!!
Il mio nome è Marta, ho 29 anni e sono laureata in Scienze Statistiche ed Economiche con una tesi in geomarketing statistico.
Terminati gli studi, ho fatto uno stage di sei mesi al Monte dei Paschi di Siena dopo il quale sono stata assunta nell’Ufficio Marketing di Banca Etruria dove ho lavorato per un anno e mezzo.
Terminata l’avventura bancaria adesso sto frequentando un master in comunicazione di impresa e insieme al professore a cui faccio da assistente sto portando avanti un progetto sugli investimenti in arte.
Ed ecco svelato da dove nasce la passione per l’ambiente artistico.
Adesso aspetto vostre notizie.
A presto
Partiamo dal presupposto che secondo me solo le grandi passioni animano i grandi progetti. Allora comincerei con il raccontarvi le mie passioni: la prima riguarda il mondo del turismo e delle vacanze, frutto della mia esperienza di studi, e la seconda il mondo dei bambini, frutto della consapevolezza che sono la parte migliore del mondo. Sostanzialmente questo si traduce in organizzare vacanze e predisporre luoghi in modo tale che le persone, per me i bambini, si godano il tempo libero divertendosi.
Ecco allora che il mio sogno prende forma: creare una vacanza a misura di bambino in cui loro siano i veri protagonisti. Partendo da un concetto di organizzatore di viaggi, quale è un tour operator, l’idea è quella di creare un “mondo” (simile ad un villaggio turistico o ad una realtà circoscritta come una crociera) organizzato e gestito intorno ai bambini. In concreto un luogo dove personale qualificato si occupi attraverso giochi, attività di gruppo e di socializzazione, di esaudire i loro desideri e far fronte alle loro esigenze, che diventano il fulcro del progetto. In questa nuova realtà tutto sarebbe studiato a “misura di bimbo” e i genitori assumerebbero così un’importanza secondaria in quanto nessuna attività sarebbe rivolta a loro. A questo punto infatti il vero protagonista è il bambino e l’adulto ha il solo ruolo di accompagnatore.
Il mio progetto turistico è inizialmente applicabile a strutture turistiche già esistenti e riadattate allo scopo e in seguito, una volta trovati i finanziatori e instaurate le collaborazioni giuste (specie con i circoli ricreativi aziendali, organizzando vacanze per i figli dei dipendenti) sarebbe estendibile a nuove strutture turistiche ricettive create proprio in questa nuova ottica.
Bene, il sogno è molto ben definito… qualche suggerimento per farlo diventare la realtà? Forse la fata madrina e la bacchetta magica aiuterebbero..
Ciao a tutti mi chiamo Stefania e sono una giornalista praticante. Su Sl mi chiamo Giuliana Criss.
Vi racconto il mio sogno…..e premetto che ho puntato davvero in alto!!! Forse troppo…..:)
Mi sento al sicuro, fiera di me. Sento che sono arrivata al punto nel quale ogni cosa nella mia vita ha preso il posto giusto. Mi sento serena. Ho voglia di urlare al mondo che è cosi che doveva andare e che tutto il sudore e l’impegno profusi alla fine mi hanno restituito quello per cui ho lottato tanto.
Sono riuscita a realizzare il mio sogno di sempre, quello che scrivevo nei temi di scuola fin da quando ero bambina. Cosa vorresti fare da grande? Diventare una brava giornalista. Durante la mia carriera sono stata apprezzata per la correttezza e la puntualità con le quali informo la gente. Scrivo su uno dei più importanti quotidiani italiani e sono ospite fissa, come opinionista, di una nota trasmissione televisiva di approfondimento serale sui principali fatti di cronaca. Sono andata a caccia di verità, a volte anche scomode, ma sono riuscita a mettere in discussione le mie convinzioni quando ho scoperto che la realtà dei fatti aveva smentito le mie ipotesi di partenza. Ho ammirato il mondo e l’ho raccontato agli altri, incuriosita dalla sua complessità e dal suo splendore. Ho una casa tutta mia, arredata a mio gusto. Da anni ormai non dipendo più dalla mia famiglia. Non avrei potuto desiderare di meglio.
Giorno dopo giorno senza perdermi d’animo ho combattuto le invidie e i tranelli posti sulla mia strada. Sono andata dritta all’obiettivo cercando di valorizzare le mie capacità e di conoscere a fondo la professione. Ho collaborato per anni con molte emittenti televisive locali ma ho lavorato anche alla radio, ho scritto sui quotidiani e mi sono occupata degli uffici stampa di molte aziende. Ma soprattutto ho conservato intatta la passione per il mio lavoro.
Nel percorso fino al successo sicuramente mi ha sostenuto l’affetto delle persone che amo. Mia madre, il mio fidanzato, le mie amiche da una vita. Probabilmente direbbero che la forza di superare quei momenti l’avevo già dentro, che sono una fonte inesauribile di risorse. Un po’ è anche vero ma senza il loro sostegno non avrei avuto la capacità di superare i momenti bui della mia vita.
