Andre Dua’s Post

**Be Careful who you invite to dinner** Did you know that Flamingos are not naturally pink! According to expert Zoologists, flamingos are born white or dull grey. So how do they get their pink skin? Well, it’s primarily caused by their diet. The food that they eat – algae, brine shrimp, – These are the pigments in plants and certain sea creatures that give them their pink colors. Once the flamingos consume these plants, the pigment is metabolized inside of the digestive system – turning their body and feathers pink. Not so dissimilar to Flamingos, and organization can be changed by what it consumes by ways of culture. Many companies start out with a zeal for innovation, but all too often they fall victim to "subtraction by addition" (yes you read the correctly), what looked good on paper often transitions into a stale clone of the preceding organization and not the vibrate culture of progressive fearless out of the box thinkers that once flourished. In the pursuit of fostering a culture of innovation within our organizations, the process of inviting new talent to the table demands a critical lens. It is essential to tread cautiously, especially when considering executive-level personnel, as the very essence of innovation lies in the fabric of their business DNA. While individuals from diverse backgrounds bring unique perspectives and expertise to the table, it's imperative to discern whether they align with the ethos that the organization strive to embody or will they negatively affect the organizational dynamics, where their entrenched habits and fixed mindsets can inadvertently impede progress. When navigating the terrain of talent acquisition, it’s best to approach it with due diligence and vigilance. Merely being hardworking or talented may not suffice if the underlying paradigm is rooted in traditional modes of thinking. The convergence of different organizational cultures necessitates a discerning eye to identify individuals who can seamlessly integrate and contribute to a culture of innovation. Remember that the pursuit of excellence requires not just competence but a malleable mindset that embraces change and propels us towards new horizons. By vetting incoming personnel thoughtfully, we can shape a future where our organization stands as a beacon of innovation, distinct from the status quo. Steve Jobs, Learned the hard way: Steve Jobs: "John Sculley ruined Apple and he ruined it by bringing a set of values to the top of Apple which were corrupt and corrupted some of the top people who were there, drove out some of the ones who were not corruptible, and brought in more corrupt ones....who cared more about their own glory and wealth than they did about what built Apple in the first place "

"A strong culture is the glue that enables a brands strategy to be achieved." I read this recently and whilst so true it reminded me of the most important aspect of building a successful people centric brand. Culture! The most successful brands cultivate an authentic culture from the outset. Carefully  considered, never manufactured and when done well serves as a perfect foundation upon which the most admired brands build. Creating a culture or a shared set of values and behaviours allows those that own it to share their unwavering passion for their people brand and product in a way that captures the hearts and minds of their team, customers, suppliers and admirers! If they have inspiring stories to shout about such as sales, internal recognition or industry accolades they should be proud and share their success on socials such as LinkedIn, Instagram & Facebook. I find it encourages others to improve and challenge themselves to be even better. The more success a brand has, regardless of the industry is better for the industry and better for those lucky enough to work there. I never grow tired of reading about well-run businesses with great cultures and happy teams. Everyone should enjoy such an environment. I’ve been fortunate enough to work with brands with phenomenal cultures. Great brands with great cultures are recognised for their commitment to their team’s experience and rewarded with being voted in The Times Top 100 Companies to work for or Caterers Top 30. How do they make everything look so easy? Pizza Pilgrims, Dishoom, Burger & Lobster Restaurant Group Limited, Genuine Dining Co. and more? Their leadership teams not only recognise the most important values and behaviours necessary for success in hospitality leadership those values and behaviours are evident in their day to day at every level of leadership. They recognize the importance of their people with career progression and provide training and development. They prioritise inclusivity and wellbeing and care about their community and the planet. A place where everyone is valued regardless of their job role, where everyone receives regular feedback and coaching and are continually challenged to be even better for the sake of the guest, the team and their future. They don’t just talk to their teams, they listen – a place where everyone feels they have a voice. Which naturally creates trust and when you have that the results can be spectacular. They don't just talk the talk they walk the walk.    To discuss culture, hospitality and inspiration to take your business and team to the ‘next level’, get in touch. www.10hospitality.com  

Tuesday Talks on Branding 🌟 There is one winning phenomenon practiced by ‘successful’ brands and that’s the subtle connection with consumers' emotions: thus making consumers substitute their wants for their needs! 🎯 This mastery lies not in promoting a mere product, but in selling an experience, a feeling—an emotion. 💼 Every day, we witness the artistry of these brands as they skillfully appeal to our sense of self-worth, and our desires for status, respect, beauty, and happiness. 🎨 When we choose a particular brand, it's not just about the product—it's about affirming our identity, fulfilling our aspirations, and satisfying our ego. 💡 This principle is applicable not just in marketing but in other spheres Why? Because we’re first humans before we are CEOs, CTOs, CDOs, Executives, Directors, Managers, Supervisors, etc ✍🏾 Would like to hear your thoughts - Put one or two of yours in the comments section… VC - All rights reserved to the respective owners. ✅ If you liked this, kindly follow me and hit the notification button 🔔for more. #brand #brands #branding #fmcg #succcess #workspace #corporateworld #worklife #tuesdaytalk #buisness #retail

𝐓𝐡𝐞 𝐛𝐫𝐚𝐧𝐝 𝐟𝐨𝐫𝐦𝐮𝐥𝐚 𝐟𝐨𝐫 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐫𝐞𝐯𝐞𝐧𝐮𝐞: 𝐁𝐫𝐚𝐧𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐱 𝐋𝐢𝐤𝐞𝐦𝐢𝐧𝐝𝐞𝐝 𝐏𝐞𝐨𝐩𝐥𝐞 + 𝐀𝐝𝐨𝐩𝐭𝐢𝐨𝐧 = 𝐋𝐨𝐲𝐚𝐥𝐭𝐲 As a business executive, you know that 𝑖𝑛𝑡𝑟𝑖𝑛𝑠𝑖𝑐 company culture permeates 𝑒𝑥𝑡𝑟𝑖𝑛𝑠𝑖𝑐𝑎𝑙𝑙𝑦 throughout the brand’s culture, which affects the customers' experience either positively or negatively. When culture is diluted and not clearly defined, there is no clear path to obtaining a shared mindset, setting expectations and standards, or providing definitive guidance.   Staff and consumers are greatly impacted and empowered by brand culture. It allows team members to work together more harmoniously. It enables them to embody the culture throughout the organization and beyond, resonating throughout the customer experience. A brand culture that attracts high-caliber employees can lead to a revenue increase of more than 30%.   When brands give people the ability to belong to something greater than themselves—to share a culture in which they all feel connected—passionate, loyal followings are born. Don't allow your brand's reputation and culture to be reactive; be PROACTIVE and engineer it for brand loyalty and affinity.   Strong company culture can cultivate solidarity, generate productivity, increase retention and revenue. Brand to Human® #brandawareness #brandpositioning #brandstrategy #brandloyalty #brandexperience

Is company culture causing a drain on innovation? A few ways I learned to assess a team's culture around innovation... If the employee with the new ideas also receives the most eyerolls 🙄 you may have a problem. If the employee who is willing to challenge the norm is often the one who gets pruned✂️ , you may have a problem. If the employee who has the nontraditional background is the outcast 🥸, you may have a problem. Those that continue to innovate are winning customers, including well established corporations despite what losing corps are claiming as a tough market. A few notable winners of the consumer sector: Abercrombie & Fitch Co. adidas Williams-Sonoma, Inc. New Balance DICK'S Sporting Goods Play it safe, don't focus on innovation, and the customer will notice.

In the world of corporate brand building, perhaps the biggest, most meaningful trend in the last 10 years is the emergence of culture as THE driving force in creating a strong reputation. The smartest brands know that reinforcing the right behaviors inside their company is the single best investment they can make to attract great talent, deliver an exceptional customer experience and drive differentiation. Maybe most interesting is that companies ‘walking the talk’ with their employees represent a range of industries, including some arguably un-flashy businesses. In an Axios Harris poll, companies like John Deere and Costco, for example, came out on top because they’re taking clear actions to unite employees around their company's mission and values. At Costco, "Seventy cents of every dollar spent by Costco goes to employee wages and the company has a 7 percent turnover rate, compared to 60 to 70 percent at other retailers." John Deere has prioritized community engagement and implemented an active employee resource group (ERG) strategy to help reinforce their company values. There’s evidence that other companies from un-flashy sectors are also creating thriving cultures that drive reputation and competitive advantage, such as Microsoft, Trader Joe’s and USAA. But once you get past these leaders, I suspect many companies are missing a massive opportunity. Right now, according to Gallup, only 2 in 10 employees feel connected to their culture. Companies that focus on driving their mission and values through the organization could find themselves in a position to attract great talent at scale that has lost a connection with their employer. 

🔝Next level of purpose evolution!   ❗The purpose discussion has entered a new phase. While most companies have developed a purpose concept, new challenges arise. In some cases there is unclarity where and how the purpose should be communicated, others struggle finding a way to powerfully activate and implement the purpose. The two attached articles address these topics (German-only).   My partner colleague Simon Aschermann takes up the recent discussion following the Unilever's CEO remark that purpose can be an "unwelcome distraction". Is this heralding the end of corporate purpose? Surely it requires a broder understanding of purpose than just being a marketing slogan.   💡His recommendations: 1.) Aim for "deep purpose", a purpose that gives orientation and is at the same time deeply anchored in the organization's operating system 2.) Beware of "purpose washing", better do without a purpose instead of using it only for marketing 3.) Understand purpose as key performance driver and not as an 'either-or' 4.) Think purpose in connection to stategy and culture   My latest contribution deals with the steps to implement a purpose-driven culture and to create synergies with further organizational actions fields like leadership development & employer branding.   💡My takeaways: 1.) Leveraging purpose as an anchor of meaning in transformation processes 2.) Integrate purpose firmly into the business model 3.) Living purpose every day in top management 4.) Creating a strong, purpose-driven corporate culture 5.) Using purpose as a differentiator in employer branding   Read the full articles here: https://lnkd.in/ejg4gHed https://lnkd.in/e-nHtvqK   #Purpose #PurposeActivation #DeepPurpose #ConfidentOrganizations https://lnkd.in/egi5PH_y

𝐁𝐫𝐚𝐧𝐝 𝐂𝐔𝐋𝐓𝐮𝐫𝐞: 𝐓𝐡𝐞 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 𝐩𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞 𝐟𝐨𝐫 𝐞𝐯𝐞𝐫𝐲 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧'𝐬 𝐛𝐫𝐚𝐧𝐝 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 94% of entrepreneurs and 88% of job seekers say that a healthy work culture is vital for success.  Poor brand culture will influence and anchor into market and consumer perception.  Failure to understand the resulting negative impacts from this can be dire - and it all stems from 𝑤𝑖𝑡ℎ𝑖𝑛 the organization.   Good leaders can recognize and feel when their company's culture begins to take a negative turn. If steps are not taken to mitigate and resolve the root issues, then high employee turnover, employee dissatisfaction, and a toxic work environment are imminent.  All of which, in turn, negatively influence the customer experience.    A positive brand culture intrinsically and 𝑒𝑥𝑡𝑟𝑖𝑛𝑠𝑖𝑐𝑎𝑙𝑙𝑦 attracts like-minded employees and consumers who share the same values and beliefs. This crucial perspective should be part of every organization's brand strategy.   Culture gives companies a purpose. Like a ripple effect, this purpose influences everyone from the company leaders and employees all the way out to the customers.   Defining your organization's beliefs and value structure—and ensuring all team members live by those tenets as they are the ‘Face’ of the company—helps build an unbreakable brand culture.   I understand how essential it is to develop a strong company culture to benefit your company and its consumers.   It is critical to develop your organization's core beliefs and value structures: by infusing those elements into the organization, you create a meaningful foundation that your staff and ideal customers can support and rally behind. Brand to Human® #brandawareness #brandpositioning #brandstrategy #brandloyalty #brandexperience

An extraordinary labour of love from the team at Brandpie. The fifth annual Brandpie CEO Purpose Report has just launched. 5 years of insights. 4000+ CEOs. 1 report. And an exciting discovery around the role of employees... Find out what CEOs truly think about the evolving role of business purpose: https://lnkd.in/eevWK-dh #CEOPurposeReport #CEOsurvey #purposedrivenbusiness #purposefulbusiness

The global stage is not for everyone. Becoming a global brand is a significant milestone for any business, offering substantial opportunities for growth and influence. By establishing a presence on the global stage, companies can tap into new markets, diversify their customer base, and enhance their brand recognition. This international reach allows businesses to leverage economies of scale, optimize production and distribution, and benefit from global talent pools. Additionally, a global brand can drive innovation by exposing a company to diverse perspectives and trends. However, this expansion requires careful navigation of cultural differences, regulatory environments, and competitive landscapes. Successfully managing these challenges can result in substantial rewards, positioning a company as a leader in its industry and ensuring long-term success. One way to start is by getting your brand in front of millions of readers through the GLOBAL TIMES MAGAZINE I am so proud of the editorial staff and entire Global Chamber of Business Leaders. Here is the latest issue: https://lnkd.in/eeMqVm9T Dejan Štancer Nicole S.J. Farrell Chuck Adams Mitja Laharnar