N2Growth Blog

OCTOBER 24, 2023

By partnering closely with clients, executive search firms gain valuable insights into the culture, values, and business objectives of the organizations they are working with. To achieve this, it is crucial for organizations to establish a strong employer brand and showcase their unique value proposition.

Finance 409

Finance Execution Leadership Long-term 409

HR Digest

MAY 6, 2021

In these challenging times, Melissa Strait , Chief People Officer at Inspire Brands, is making a herculean effort to build on the advantages of a values-driven corporate culture. The HR Digest: What is Inspire Brands’ secret sauce for being recognized as a “Great Place to Work?”

Brand 52

Brand Franchising Career Resources 52

In the CEO Afterlife

APRIL 23, 2012

The late French author Andre Maurois once said, “Business is a combination of sport and war.” In business, your competitor is the enemy. For most of my career, I operated within intensely competitive arenas where fractions of market share points were worth millions of dollars. Live a culture of innovation.

Power 208

Power Sports Competitive Advantage Advertising 208

Harvard Business Review

OCTOBER 11, 2016

Companies spend a lot of time and money building strong brands to win over customers—but they often fall short when it comes to strengthening their employer reputation to win talent. If companies can’t attract, engage, and retain the right talent, they’re unlikely to achieve their business objectives.

Globalization 8

Globalization Brand Survey Engineering 8

Harvard Business Review

AUGUST 19, 2015

In a competitive marketplace, developing a reputation as an expert is one of the best forms of career insurance. Having a blue-chip personal brand is powerful for international thought leaders, who can leverage it to command exorbitant speaking fees. “Sometimes your brand is more happenstance than thoughtful,” says Leckie.

Company 8

Company Brand Reputation Conference 8

Harvard Business Review

SEPTEMBER 25, 2014

As people work longer and delay retirement, internal career paths have changed. Organizational careers don’t look the way they did before,” says Peter Cappelli, professor of management at the Wharton School and coauthor of Managing the Older Worker. It’s a low cost way to get a pulse on generational career issues,” says Meister.

Management 9

Management Mentor Human Resources Incentives 9