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    fined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - t
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    The new Blackberry 8100 Pearl cell phone is one of the smallest, sleekest cell phones ever made. It is a small phone with clean, slick look and being one of the smallest smartphones every ma
    I was reading an article on Seeds of Growth on how individuals impact the branding and goodwill of an organisation. I found it quite easy to parallel to what they were saying about Corporate Branding and what I call Company Culture.

    See I'm a consultant that helps companies with divestments, carve-outs, post mergers, or post acquisitions. After the deal is done, I'm usually appointed to guide the organisations through all that is involved in the merger, and make sure they derive the value from the deal. Sometimes this gets lost in transition - people tend to focus on what's easy or important to them.

    The Seeds of Growth article was saying that there are two kinds of brands, an employer brand that "defines clearly defined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - th

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    porate Branding and what I call Company Culture.

    See I'm a consultant that helps companies with divestments, carve-outs, post mergers, or post acquisitions. After the deal is done, I'm usually appointed to guide the organisations through all that is involved in the merger, and make sure they derive the value from the deal. Sometimes this gets lost in transition - people tend to focus on what's easy or important to them.

    The Seeds of Growth article was saying that there are two kinds of brands, an employer brand that "defines clearly defined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - t

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    e, I'm usually appointed to guide the organisations through all that is involved in the merger, and make sure they derive the value from the deal. Sometimes this gets lost in transition - people tend to focus on what's easy or important to them.

    The Seeds of Growth article was saying that there are two kinds of brands, an employer brand that "defines clearly defined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - t

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    - people tend to focus on what's easy or important to them.

    The Seeds of Growth article was saying that there are two kinds of brands, an employer brand that "defines clearly defined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - t

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    fined it will enable us to attract and retain the talent we need in today?s increasingly competitive market place to deliver our strategy and goals." The second is a personal brand - this is what makes us different, the way we think and the way we act.

    See in a merger or acquisition, you want to appoint people that will carry the corporate culture, corporate value, and corporate culture forward. The people you need to look for or appoint to authority position are people that have a personal brand that match the new corporate cultural value. They mat not have the academic qualification, but they understand and have desire to project the values that CEO's want.

    Tim Stuchbery http://woodstock.50webs.org/

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