Sydney’s popularity as a global tourist destination is being mirrored online, with the city’s Facebook and Google+ pages both having reached one million followers, Minister for Tourism and Major Events George Souris said today. “People love to share photos of their favourite Sydney locations and activities, and we are in awe every week at how stunning the images are,” Ms Chipchase said. “Sydney.com and Visitnsw.com were also ranked sixth on the list of top 20 websites in the travel and accommodation categories for Australia,” she said. Source = Destination NSW “The pages showcase tips for visitors on where to stay, what to see and things to do in Sydney. They also include information about the best deals on accommodation, attractions, tours and restaurants, as well as useful tips that can help visitors plan the perfect trip. The achievement makes Sydney the first Australian city to reach one million Facebook fans, and the first to reach the milestone for both Facebook and Google+ simultaneously. Destination NSW analytics show the two websites recorded more than 10.1 million visits and delivered over 2.6 million leads to the NSW tourism industry this financial year to date, from July 2013 to January 2014. “We hope by experiencing a taste of Sydney online, people will plan an actual visit, and share their own experiences with the Facebook and Google+ communities.” “Destination NSW’s websites Sydney.com and Visitnsw.com are now ranked first among Australia’s State Tourism Organisation websites and the Tourism Australia website, attracting 51 per cent of all website traffic in this sector as at December 2013. “More than 80 million international and domestic overnight and domestic day trip tourists visited NSW in the year ending September 2013, and this was worth more than $27 billion to the state’s economy. Over 37 per cent of these visitors came to Sydney,” he said. Destination NSW CEO, Sandra Chipchase, said it was easy to see the enthusiasm for Sydney in the comments and posts on the pages. “Sydney’s social media channels, which are managed and promoted by the NSW Government’s tourism and major events agency, Destination NSW, are central to engagement strategies with domestic and international visitors, our stakeholders and industry, and help position Sydney and NSW as Australia’s premier tourist and events destination,” Mr Souris said.
June 8, 2015The workshop that started on May 24. 2015 is in its third week and here are some of the work activities.Lindsey and Jennifer are working in the weldingshop, here cutting and sanding angle iron under the tutalage of construction crew and main welder Paolo Van Erp.[photos by Sue Kirsch]Eliot is working with Isaac in the Redroom, preparing one of the walls for installation of pegboard.Zoe is working with Dr. Sparks, installing lighting fixtures in Unit 9-1, learning about electicity.Cecilia and Conor are building and spackeling a form for a set of planters for the East Housing steps.Sophie and Go are working with David dismantling some of the Easthousing kitchen.More to come
17Jan Rep. VanderWall attends State of the State Categories: VanderWall News,VanderWall Photos State Rep. Curt VanderWall, R-Ludington, is joined by his wife, Diane, to listen to the governor’s State of the State address on the House floor on Tuesday evening.###
Scripps Networks Interactive has secured carriage for its Food Networks and Travel Channel services on Virgin Media’s network. The rebranded Travel Channel will bring content including Jonathan Phang’s Caribbean Cookbook, Bizarre Foods America with Andrew Zimmern, International House Hunters, Hotel Impossible, Dangerous Grounds and World’s Greatest Motorcycle Rides to Virgin Media viewers.The addition of Food Network to Virgin Media’s line-up brings shows including Barefoot Contessa, Man V. Food Nation, Amazing Eats, Diners, Drive-ins & Dives and Guy’s Big Bite to the platform.Both channels were added to Virgin Media’s TV service yesterday, with a variety of programming also set to be made available via the operator’s video-on-demand and catch-up TV services from July.“Scripps Networks Interactive is a leading developer of lifestyle content globally” said Jon Sichel, managing director of Scripps Networks UK/EMEA, “Our strategy is to make our award-winning content accessible to UK audiences via a variety of platforms and devices and we believe Virgin Media’s pioneering TV platform will be the perfect combination to bring Virgin customers the best in lifestyle and entertainment programming.”
Adam SawickiDeutsche Telekom-owned T-Mobile Polska has appointed Netia CEO Adam Sawicki as its next chief executive, effective June 1. Sawicki is currently chief exec and president of the management board at Netia, Poland’s second largest fixed line operator. In his new role he will report directly to Claudia Nemat, board member for Europe and technology at Deutsche Telekom.The appointment will see Sawicki take over from Zacharias Piperidis, who has held the T-Mobile Polska top job on an interim basis since November in addition to his role as chief operating officer at Greek telco OTE Group – in which Deutsche Telekom is the largest shareholder.Piperidis stepped in to replace Miroslav Rakowski, who left T-Mobile Polska on October 31 “upon his own request to pursue new challenges outside the Deutsche Telekom Group.”“With Adam Sawicki at the helm of T-Mobile Polska, it is clear that we have the right man to tackle the Polish telecommunications market and industry,” said Nemat.“As a former CEO of GTS Central Europe and with his extensive international experience in the business and residential markets, he is a perfect strategic fit to help us ‘lead in business’ – a key element in our company’s strategy – and integrate the GTS operations we recently acquired.”Sawicki was president of the management board and chief executive officer of Ruch Internet between 2011 and 2012 and was CEO of GTS Central Europe from 2008 to 2011.
Portuguese pay TV operator Nos is to add to its catalogue of Ultra HD content by airing 4K UHD coverage of a tribute concert to ‘30s and ‘40s movie star Carmen Miranda featuring the Real Combo Lisbonsense today at 22:00 local time.Saudade de Você – às voltas com Carmen Miranda em Várzea de Ovelha, a concert from her home town of Várzea de Ovelha to mark the 60th anniversary of the death of the star of movies including Down Argentine Way and The Gang’s All Here, will be broadcast in 4K to Nos cable and fibre customers and via the Hispasat satellite position.
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This article is included in Entrepreneur Voices on Company Culture, a new book containing insights from more than 20 contributors, entrepreneurs, and thought leaders.During a Tuesday meeting to discuss an overhaul of Uber’s company culture, former board member David Bonderman proved exactly why the conversations needed to happen in the first place.At the start of the all-hands meeting, Arianna Huffington, who was the first woman to join the company’s board last year, announced the addition of Nestlé executive Wan Ling Martello to the board, increasing the representation of women on the board from 14 to 25 percent.“There’s a lot of data that shows when there’s one woman on the board, it’s much more likely that there will be a second woman on the board,” Huffington noted.That’s when Bonderman interrupted.“Actually what it shows is it’s much likely to be more talking.”In the recording obtained by Yahoo Finance, you can hear Huffington respond at first with awkward laughter. And then her reply: “Oh. Come on, David. Don’t worry, David will have a lot more talking to do as well.”That is not to be the case, as Bonderman resigned shortly after the meeting, which, it bears repeating, was convened to talk about recommendations to change Uber’s culture after allegations of systemic discrimination and sexual harassment.Related: 3 Lessons Every CEO Can Learn From Travis Kalanick’s Emotional Meeting With Uber’s Female EngineersBonderman, the 74-year-old founding partner of investment firm TPG Capital, apologized for the “disrespectful” comment via an internal memo to Uber employees and issued this statement about his departure:”I do not want my comments to create distraction as Uber works to build a culture of which we can be proud. I need to hold myself to the same standards that we’re asking Uber to adopt. Therefore, I have decided to resign from Uber’s board of directors, effective tomorrow morning.”Earlier on Tuesday, CEO Travis Kalanick also announced that he would be taking a leave of absence in order to, as he shared in an email to the company, “take some time off of the day-to-day to grieve my mother, whom I buried on Friday, to reflect, to work on myself, and to focus on building out a world-class leadership team. The ultimate responsibility, for where we’ve gotten and how we’ve gotten here rests on my shoulders,” Kalanick wrote. “There is of course much to be proud of but there is much to improve. For Uber 2.0 to succeed there is nothing more important than dedicating my time to building out the leadership team. But if we are going to work on Uber 2.0, I also need to work on Travis 2.0 to become the leader that this company needs and that you deserve.”Related: Travis Kalanick to Take a Leave of Absence. Here Are 9 CEOs Who Were Fired or Decided to Step Down.So what exactly is Uber 2.0 going to look like?Over the past few months, former attorney general Eric Holder and Tammy Albarrán, partners at law firm Covington & Burling, were tasked with investigating the allegations made by former engineer Susan Fowler and others.They interviewed more than 200 Uber employees and provided a set of recommendations pertaining to how the company should address discrimination, harassment and retaliation and how it could “ensure that its commitment to a diverse and inclusive workplace was reflected not only in the company’s policies but made real in the experiences of each of Uber’s employees.”The recommendations include:Providing more support for the human resources department and establishing clear protocols to track complaints.Mandatory training for senior executives, HR staffers, managers and people in the position to interview prospective employees, particularly around the topics of promoting inclusion and combatting unconscious bias.In terms of recruiting and developing talent, implementing a blind resume review, and increased transparency when it comes to performance reviews and promotions.The prohibition of romantic or intimate relationships between supervisor/subordinates and the consumption of alcohol during work hours, at after work events and at company-sponsored events.An update of discrimination and harassment policies including instituting a zero-tolerance policy for violators of those rules — no matter what position they hold in the company — and explicit protection against harassment from not only other employees, but third-parties the company deals with such as clients to vendors.Related: A 2013 Letter From Uber’s Travis Kalanick Lays Out Sex Rules for Employees at Company PartyA lot of these seem quite standard. But when you look at former engineer Susan Fowler’s blog post and Kalanick’s 2013 Miami letter side by side, the necessity for Holder and Albarrán to explicitly state things such as the importance of “de-emphasizing alcohol as a component of work events,” or that policies should be applied consistently across the company with no special treatment afforded to any one employee is pretty glaring.One passage in particular about Uber’s 14 cultural values speaks volumes about where Uber ran aground. Holder and Albarrán recommended that the company communicate with its employees to reassess and develop a core list of values that are accessible and easy to understand. “Eliminate those values which have been identified as redundant or as having been used to justify poor behavior, including Let Builders Build, Always Be Hustlin’, Meritocracy and Toe-Stepping, and Principled Confrontation; and encourage senior leaders to exhibit the values on a daily basis and to model a more collaborative and inclusive Uber culture,” the recommendation reads. “Leaders who embody these values should be part of the process of redefining Uber’s values and should be role models for other leaders within the company.”Related: Uber CEO Travis Kalanick Says He Needs to ‘Grow Up’ After Video of Argument With a Driver ReleasedUber has long had a reputation for aggressive tactics in its dealings with regulators and competitors. It was seen, for better or worse, as one of the key drivers of its rapid growth. But clearly, as Uber’s experience shows us, growth and success are not one in the same.In an interview with Vanity Fair in 2014, Kara Swisher asked Kalanick about the nature of the interactions with the leaders of the cities (some of whom he described as “really awesome, but most are uninspired”) his business was disrupting.“If you don’t agree with the core principles, which are the premise of that compromise, then you have to have what I call principled confrontation. And so that is the thing that we do that I think can rub some people the wrong way.”If you’re beginning with the premise that compromise doesn’t work for you, and every interaction is a war of attrition, you can let people build all they want, but what exactly are you working toward?If you’re always hustlin’ — though if they do keep that one, I would urge them to restore the “g” to its rightful place — you don’t stop to think about where the pitfalls may be or whether you might be in the wrong. Uber’s experience shows us that is kind of approach is a recipe for collapsing under the weight of your own hubris.Related: If Elon Musk Can Admit His Mistakes, Then So Can YouIn Uber’s San Francisco headquarters, up until this week, the office’s main conference room was called aptly, the War Room. Bloomberg reported that along with the multitude of changes recommended by Covington & Burling, the room is now going to be called the Peace Room. It’s a bit on nose, but you can appreciate the thought, as long as it’s not just lip service.Uber’s culture is not going to change overnight, but now the company seems to have the self-awareness and tools in place to build an environment where values aren’t used, as per Holder and Albarrán’s description, to “justify poor behavior.”So what can we learn from Uber’s newfound emphasis on internal, rather than external growth? Company culture isn’t about perks or empty aphorisms that look good on a T-shirt. Simply, people want to be heard, they want their work to be valued and they want to be treated with respect. When you build your company culture, start there. Entrepreneur Staff 82shares Nina Zipkin Image credit: Spencer Platt | Getty Images 2019 Entrepreneur 360 List Apply Now » Uber June 15, 2017 Uber Needs to Recreate its Company Culture. Here’s What You Can Learn From Its Mistakes. Add to Queue Start by treating people with respect. It’s as simple as that. 8 min read Next Article
Your reaction to particularly awful days can make or break future success. The better action to take is to remain as calm as possible. Take quiet time to analyze how far you have come. Think about the twists and turns, and what currently has you stopped in your tracks.Numerous conversations revealed that many almost quit their current endeavors. But one common factor as to why they did not quit helped them to prevail: They enjoy what they do too much! Ironically, it has become their way of life.As uncertainty hits, follow these two suggestions:Take the time needed to uncover the better route.Convert a negative frame of mind into a positive.Reframe the situationOne sales technique referred to as “Reframing” applies very well to difficult situations. Whether personal or trying to work with a client, the first step is to figure out where the discontent originates. Upon recognizing the misstep, it becomes easier to work together to find the better solution. By asking a series of questions such as, “What if…” the improved path begins to reveal itself.On the personal side, moving from negative to positive thought is the beginning step for improvement. The change in attitude makes an enormous difference in providing increased opportunity to save the day.The day that you find you are doubting yourself, take private time to consider “the why” that is. Most likely, one of your peers will have had a similar experience. Have a conversation about how they dealt with it and ask for recommendations on how to handle. Their insights won’t necessarily apply or even matter. It’s more about the conversation itself. Just by unleashing the dilemma is all it takes to get back to full steam ahead. As others see you meeting negativity and obstacles head on, they come to admire your steadfast personal brand.Tips:When negativity hits, stop to examine the origin.Decide whether changes need to be made.Should changes be in order, decide whether they are minor or major.Begin the process by eliminating the no longer needed.Create a list of what needs to be fixed.Prioritize the list in order of immediate need.Re-energize yourself and/or business by communicating. –shares Image credit: Shutterstock Fireside Chat | July 25: Three Surprising Ways to Build Your Brand Learn from renowned serial entrepreneur David Meltzer how to find your frequency in order to stand out from your competitors and build a brand that is authentic, lasting and impactful. The day that you find you are doubting yourself, take private time to consider why that is. Elinor Stutz Opportunity CEO of Smooth Sale, Author & Inspirational Speaker September 17, 2016 Next Article Add to Queue 2 min read This story originally appeared on Personal Branding Blog Transform Dark Days into Opportunity Enroll Now for $5