The event will coincide with the 2020 E3 Expo, that has now been cancelled because of the coronavirus pandemic.

A number of senior players "deliberately under-performed" during Pakistan's 2009 ODI series against New Zealand in the UAE because they were unhappy with Younis Khan's captaincy, former pacer Rana Naved-ul-Hasan has alleged.

In the face of it, The Irishman is Scorsese's final farewell to those immigrant hitmen who ruled suburban America in the 1950s.

There are moments that bristle with discomfort. Particularly a scene in which the wealthy couple discuss how the poor smell.

India announced a strong 20-member men's hockey squad for the tour of Belgium, which starts later this month.

This re-telling of Mahabharata from the perspective of Shakuni delves into how the heir of Gandhara used the Padavas and the Kauravas as pawns in an intricate and clever power play that culminated in an epic battle of 18 days.

Weaving old folklores with modern-day adventures, Ghosh again tries to draw readers attention towards climate change.

As wildlife enthusiasts around the world celebrate World Snake Day, we take a look at 5 times authors turned snakes into memorable literary characters

The book, titled ‘Chandra Shekhar: The Last Icon of Ideological Politics’, has been launched by Prime Minister Narendra Modi, and chronicles the political journey of former PM Chandra Shekhar.

In this deeply passionate, and angry memoir, titled 'Caste Matters', writer and academic activist Suraj Yengde peels the layers of the deep-rooted caste system in India to show you how this impenetrable social divide has for centuries crushed human lives and is very similar to other forms of oppression, such as race, class and gender.

Women Poet Saints of the Bhakti Movement broke free of the draconian Hindu code of life prescribed by Manu to find their religious and spiritual freedom.

Rajneeti: A Biography of Rajnath Singh written by Gautam Chintamani chronicles the fifty-year long political journey of Singh from a Swayamsevak in the RSS to the defence minister of India.

Jordan Henderson praised FC Barcelona star Lionel Messi for his pace and said that the sublime free kick the Argentine scored in the Champions League against Liverpool left him speechless.

Renowned commentator Peter Drury said if Liverpool get the Premier League title without playing more in the current scenario, their rivals will forever laugh at them.

The mayor of Liverpool feels even if Premier League resumed behind closed doors, fans would turn up outside Anfield.

Liverpool defender Dejan Lovren said that even though he has been keeping physically fit, it has been more difficult for him mentally.

Liverpool were on course for their first-ever Premier League title before the season was stopped on March 13.

India and Italy will work together for addressing the challenges of the post-COVID world, including through our consecutive presidencies of the G20, Modi wrote on Twitter.

Vivo is a brand which consumers would largely relate to affordable smartphones. But, the company has a neat portfolio which comprises of smartphones from all categories. The company has launched a couple of devices this year targeting mid-range consumers. Now, a

Earlier,Tendulkar had decided to contribute Rs 25 lakh each to the Prime Minister's Relief Fund and Chief Minister's Relief Fund in an effort to join hands with the government in their fight against the pandemic. 

Everyone in B2B is talking about account-based marketing. And almost everyone is practicing it in some form — around 93% of organizations, according to SiriusDecisions.

“Not many are killing it though,” says Kelvin Gee. “That's the problem. They start pilots ... then they re-launch and learn from the mistakes. That's just a natural maturation.”

This is a fundamental process in digital marketing, of course: test, assess, optimize. But in the Break Free B2B series, our goal is to help you fast-forward it by learning from the mistakes, successes, and revelations of your innovating peers in the field. And as the Senior Director of Modern Marketing Business Transformation at Oracle*, Kelvin draws from a deep well of experience at one of the powerhouse brands in enterprise technology.

Walking the walk is different from talking to talk, but it’s easy to see why companies across the spectrum are seeking to do both.

“Companies do need to be more customer-centric, deliver a better customer experience, personalize the content, align with sales, and measure themselves differently,” he observes. “I call account-based a strategic glue that pulls all that stuff together.”

In his conversation with TopRank Marketing’s Josh Nite, filmed in Arizona during B2B Marketing Exchange in February, Kelvin shares his perspectives on what it takes to actually make ABM work, and how Oracle empowers its people to thrive within this framework.

It comes down to a fairly simple and repeatable model: standardize, evangelize, train, enable.

[bctt tweet="“Standardize, Evangelize, Train, Enable,” @kgee’s model for implementing #ABM at scale in large organizations like @oracle. #BreakFreeB2B. — Kelvin Gee" username="toprank"]

During an expansive 25-minute interview, Kelvin unpacks the inner workings of enterprise ABM, from getting buy-in to rethinking attribution to developing meaningful metrics and beyond.

Break Free B2B Interview with Kelvin Gee

If you’re interested in checking out a particular portion of the discussion, you can find a quick general outline below, as well as a few excerpts that stood out to us.

• 1:00 - Kelvin's definition of modern marketing
• 1:45 - Scaling account-based marketing
• 2:15 - Strategic adaptations in the evolution of ABM
• 3:30 - How does an organization adopt a new marketing philosophy?
• 5:00 - Who should lead the charge for transformation?
• 7:15 - Metrics Oracle looks at to measure ABM success
• 8:45 - Overcoming traditional friction between sales and marketing
• 10:30 - Is there a need to redefine success and "credit" in order to achieve alignment?
• 12:15 - Operational structure: should sales and marketing converge?
• 13:30 - Challenges and opportunities in the industry
• 15:45 - Oracle's tech stack
• 17:45 - How to filter out data that matters and makes a difference
• 18:45 - What will marketing look like in five years?
• 21:15 - Humans versus robots, and their roles in marketing going forward
• 23:00 - What can marketers do to break free?

Josh: What kind of metrics does Oracle look at when measuring ABM?

Kelvin: We actually look at account engagement as an early indicator on whether your program is performing or not, because if you're not seeing an increase in engagement from a snapshot that you might have taken before the campaign started, that probably means it's not working. Either the personalization isn't there, the tactics aren't working, you're not at the right watering holes, or the orchestration might not be right.

[bctt tweet="“If you're not seeing an increase in engagement from a snapshot of before the campaign started, that probably means it's not working.” — @kgee of @oracle on measuring #ABM success. #BreakFreeB2B" username="toprank"]

So that's the early indicator whether it's working or not. Once you're past engagement, what truly matters to sales, of course, is conversations. They want conversations with these target accounts, so that's what we really looked at and that's really measured by a target account pipeline, or "TAP," as we call it. But when you look at growth in that pipeline, regardless of crediting who sources that pipeline, whether it's marketing or sales, we don't care because it's a team sport. And you can see that growth. Again, you compare this with a snapshot you've taken of those target accounts before the campaign begins, you will see success, and that's how you measure some of those programs.

Josh: I know that Oracle is a data corporation, and you live and die by data. Can you give me a little peek into what your tech stack looks like?

Kelvin: Yeah, I'll give you some broad strokes but obviously we drink our own champagne, right? So Eloqua is our marketing automation platform and our analytics engine is all on Oracle analytics, but the important thing to understand is: We believe that data is the future of B2B marketing. Because we're not gonna have less data, we'll probably have more data in the future, so if you believe that and you also believe that most organizations — especially enterprise organizations — have data silos, and if the goal is to deliver a better customer experience, you’ve got to break down those data silos.

[bctt tweet="“We believe that data is the future of B2B marketing. If the goal is to deliver a better customer experience, you’ve got to break down those data silos.” — @kgee of @oracle on #BreakFreeB2B" username="toprank"]

So I always used the Marie Kondo analogy, right? Where she goes into your house and then she tells you to, you know, pile all your clothes from all your different closets onto your bed. And she tells you that for a reason, because only when you see all the piles of clothes on your bed does the light bulb go off and you say, "Oh my God I’ve got a lot of clothes." It's the same thing with your data. Once you consolidate all your data silos onto one bed, so to speak, in this case a customer intelligence platform or customer data platform or whatever you want to use, once you combine all that data, that's when you start to see all the insights of your customers. And for us, we think the future of B2B resides in a data lake of some sort. And that data lake is your single source of truth and when an account surges or rises, it'll rise simultaneously in your marketing automation platform and/or your CRM, and so that's really the important construct that we think is going to be more representative of a better customer experience in the future.

Josh: What can marketers do to break free?

Kelvin: I’ve always believed that all marketers should have empathy. I think empathy is a super important value that we all need to possess, because we all talk about customer-centricity, how we need to be more customer-centric blah, blah, blah. But what drives customer-centricity is empathy so, I always try to train all of my marketers, especially the young ones who are just coming out of college and learning that they have to develop the empathy muscle. And actually, I do this little "E" test in my workshops, and that is, I ask them to draw a capital-E on their forehead and then I watch them, and they struggle for a few seconds, because they realize there are two ways to control that "E" — they could draw it where it's facing the right way for them, but backward to the person facing them, or it's the other way, where it's backward for them but rightward-facing for the partner. And I asked how many people in the room draw one way or the other and it's usually a 50/50 mix, sometimes I'm surprised by 80/20 drawing it the right way, the right way being that it's rightward-facing for your partner. So I call this "E" test for a reason, because the E stands for 'empathy' because you've taken the time to think about the other person and make sure they see it the right way. So that's just a quick little parlor trick to show the importance of empathy in the world of marketing.

Stay tuned to the TopRank Marketing Blog and subscribe to our YouTube channel for more Break Free B2B interviews. Here are a few interviews to whet your appetite:

• Break Free B2B Marketing: Gary Gerber on Scaling ABM without Losing Focus
• Break Free B2B Series: Jon Miller on How ABM Can Help Marketers Keep Their ‘Ship’ Together
• Break Free B2B Series: Adi Bachar-Reske on Taking the Lead in the Evolution of B2B Content Marketing

* Disclosure: Oracle is a TopRank Marketing client.

The post Break Free B2B Marketing: Oracle’s Kelvin Gee on Winning with Enterprise ABM appeared first on Online Marketing Blog - TopRank®.

Mumbai, the financial capital of the country, has become the hotbed of the coronavirus spread in the state where the number of cases has crossed the 12,000-mark and the death toll is over 460.

Cham : Palgrave Macmillan, 2019.

Cham : Springer, 2019.

Berkeley, CA : Apress L. P., 2019.

New York, NY : Oxford University Press, 2019.

Online Resource

Hayden Library - PN6710.G75613 2017

In Tuckman’s Stages of Group Development, the Storming stage happens as a group begins to figure out how to work together. Previously, each person had been doing their own thing as individuals, so necessarily a few things need to be ironed out: how to collaborate, how to hit goals, how to determine priorities. Of course there may be some friction here!

But even if your team doesn’t noticeably demonstrate this kind of internal Storming as they begin to gel, there might be some outside factors at play in your work environment that create friction. During times of team scaling and organizational change—the water we in the web industry are often swimming in—managers are responsible for things like strategy-setting, aligning their team’s work to company objectives, and unblocking the team as they ship their work.

In addition to these business-context responsibilities, managers need to be able to help their teammates navigate this storm by helping them grow in their roles and support the team’s overall progress. If you and your teammates don’t adapt and evolve in your roles, it’s unlikely that your team will move out of the Storming stage and into the Norming stage of team dynamics.

To spur this course-correction and growth in your teammates, you’ll end up wearing four different hats:

• Mentoring: lending advice and helping to problem solve based on your own experience.
• Coaching: asking open questions to help your teammate reflect and introspect, rather than sharing your own opinions or quickly problem solving.
• Sponsoring: finding opportunities for your teammate to level up, take on new leadership roles, and get promoted.
• Delivering feedback: observing behavior that is or isn’t aligned to what the team needs to be doing and sharing those observations, along with praise or suggestions.

Let’s dive in to how to choose, and when to use, each of these skills as you grow your teammates, and then talk about what it looks like when teammates support the overarching direction of the team.

Mentoring

When I talk to managers, I find that the vast majority have their mentor hats on ninety percent of the time when they’re working with their teammates. It’s natural!

In mentoring mode, we’re doling out advice, sharing our perspective, and helping someone else problem solve based on that information. Our personal experiences are often what we can talk most confidently about! For this reason, mentorship mode can feel really good and effective for the mentor. Having that mentor hat on can help the other person overcome a roadblock or know which next steps to take, while avoiding drastic errors that they wouldn’t have seen coming otherwise.

As a mentor, it’s your responsibility to give advice that’s current and sensitive to the changing dialog happening in our industry. Advice that might work for one person (“Be louder in meetings!” or “Ask your boss for a raise!”) may undermine someone else, because members of underrepresented groups are unconsciously assessed and treated differently. For example, research has shown that “when women are collaborative and communal, they are not perceived as competent—but when they emphasize their competence, they’re seen as cold and unlikable, in a classic ‘double bind’”.

If you are not a member of a marginalized group, and you have a mentee who is, please be a responsible mentor! Try to be aware of the way members of underrepresented groups are perceived, and the unconscious bias that might be at play in your mentee’s work environment. When you have your mentor hat on, do lots of gut checking to make sure that your advice is going to be helpful in practice for your mentee.

Mentoring is ideal when the mentee is new to their role or to the organization; they need to learn the ropes from someone who has firsthand experience. It’s also ideal when your teammate is working on a problem and has tried out a few different approaches, but still feels stumped; this is why practices like pair coding can help folks learn new things.

As mentors, we want our mentees to reach beyond us, because our mentees’ success is ultimately our success. Mentorship relationships evolve over time, because each party is growing. Imaginative, innovative ideas often come from people who have never seen a particular challenge before, so if your mentee comes up with a creative solution on their own that you wouldn’t have thought of, be excited for them—don’t just focus on the ways that you’ve done it or seen it done before.

Managers often default to mentoring mode because it feels like the fastest way to solve a problem, but it falls short in helping your teammate connect their own dots. For that, we’ll look to coaching.

Coaching

In mentoring mode, you’re focused on both the problem and the solution. You’ll share what you as the mentor would do or have done in this situation. This means you’re more focused on yourself, and less on the person who is sitting in front of you.

In coaching mode—an extremely powerful but often underutilized mode—you’re doing two primary things:

1. Asking open questions to help the other person explore more of the shape of the topic, rather than staying at the surface level.
2. Reflecting, which is like holding up a mirror for the other person and describing what you see or hear, or asking them to reflect for themselves.

These two tools will help you become your teammate’s fiercest champion.

Open Questions

“Closed” questions can only be answered with yes or no. Open questions often start with who, what, when, where, why, and how. But the best open questions are about the problem, not the solution. Questions that start with why tend to make the other person feel judged, and questions that start with how tend to go into problem solving mode—both of which we want to avoid while in coaching mode.

However, what questions can be authentically curious! When someone comes to you with a challenge, try asking questions like:

• What’s most important to you about it?
• What’s holding you back?
• What does success look like?

Let’s say my teammate comes to me and says they’re ready for a promotion. Open questions could help this teammate explore what this promotion means and demonstrate to me what introspection they’ve already done around it. Rather than telling them what I think is necessary for them to be promoted, I could instead open up this conversation by asking them:

• What would you be able to do in the new level that you can’t do in your current one?
• What skills are required in the new level? What are some ways that you’ve honed those skills?
• Who are the people already at that level that you want to emulate? What about them do you want to emulate?

Their answers would give me a place to start coaching. These questions might push my teammate to think more deeply about what this promotion means, rather than allowing them to stay surface level and believe that a promotion is about checking off a lot of boxes on a list. Their answers might also open my eyes to things that I hadn’t seen before, like a piece of work that my teammate had accomplished that made a huge impact. But most important, going into coaching mode would start a two-way conversation with this teammate, which would help make an otherwise tricky conversation feel more like a shared exploration.

Open questions, asked from a place of genuine curiosity, help people feel seen and heard. However, if the way you ask your questions comes across as judgy or like you’ve already made some assumptions, then your questions aren’t truly open (and your teammate can smell this on you!). Practice your intonation to make sure your open questions are actually curious and open.

By the way, forming lots of open questions (instead of problem solving questions, or giving advice) is tremendously hard for most people. Don’t worry if you don’t get the hang of it at first; it takes a lot of practice and intention over time to default to coaching mode rather than mentoring mode. I promise, it’s worth it.

Reflections

Just like open questions, reflections help the other person feel seen and heard, and to explore the topic more deeply.

It’s almost comical how rarely we get the sense that the person we’re talking to is actively listening to us, or focusing entirely on helping us connect our own dots. Help your teammates reflect by repeating back to them what you hear them say, as in:

• “What I’m hearing you say is that you’re frustrated with how this project is going. Is that right?”
• “What I know to be true about you is how deeply you care about your teammates’ feelings.”

In each of these examples, you are holding up a metaphorical mirror to your teammate, and helping them look into it. You can coach them to reflect, too:

• “How does this new architecture project map to your goals?”
• “Let’s reflect on where you were this time last year and how far you’ve come.”

Occasionally, you might get a reflection wrong; this gives the other person an opportunity to realize something new about their topic, like the words they’re choosing aren’t quite right, or there’s another underlying issue that should be explored. So don’t be worried about giving a bad reflection; reflecting back what you’re hearing will still help your teammate.

The act of reflecting can help the other person do a gut check to make sure they’re approaching their topic holistically. Sometimes the act of reflection forces (encourages?) the other person to do some really hard work: introspection. Introspection creates an opportunity for them to realize new aspects of the problem, options they can choose from, or deeper meanings that hadn’t occurred to them before—which often ends up being a nice shortcut to the right solution. Or, even better, the right problem statement.

When you have your coaching hat on, you don’t need to have all the answers, or even fully understand the problem that your teammate is wrestling with; you’re just there as a mirror and as a question-asker, to help prompt the other person to think deeply and come to some new, interesting conclusions. Frankly, it may not feel all that effective when you’re in coaching mode, but I promise, coaching can generate way more growth for that other person than just giving them advice or sharing your perspective.

Choose coaching when you’re looking to help someone (especially an emerging leader) hone their strategic thinking skills, grow their leadership aptitude, and craft their own path forward. Coaching mode is all about helping your teammate develop their own brain wrinkles, rather than telling them how you would do something. The introspection and creativity it inspires create deeper and longer-lasting growth.

Sponsoring

While you wear the mentoring and coaching hats around your teammates, the sponsor hat is more often worn when they’re not around, like when you’re in a 1:1 with your manager, a sprint planning meeting, or another environment where someone’s work might be recognized. You might hear about an upcoming project to acquire a new audience and recommend that a budding user researcher take it on, or you’ll suggest to an All Hands meeting organizer that a junior designer should give a talk about a new pattern they’ve introduced to the style guide.

Sponsorship is all about feeling on the hook for getting someone to the next level. As someone’s sponsor, you’ll put their name in the ring for opportunities that will get them the experience and visibility necessary to grow in their role and at the organization. You will put your personal reputation on the line on behalf of the person you’re sponsoring, to help get them visible and developmental assignments. It’s a powerful tool, and the one most effective at helping someone get to the next level (way more so than mentoring or coaching!).

The Center for Talent Innovation routinely measures the career benefits of sponsorship (PDF). Their studies have found that when someone has a sponsor, they are way more likely to have access to career-launching work. They’re also more likely to take actions that lead to even more growth and opportunities, like asking their manager for a stretch assignment or a raise.

When you’re in sponsorship mode, think about the different opportunities you have to offer up someone’s name. This might look like:

• giving visible/public recognition (company “shout outs,” having them present a project demo, thanking them in a launch email, giving someone’s manager feedback about their good work);
• assigning stretch tasks and projects that are just beyond their current skill set, to help them grow and have supporting evidence for a future promotion; or
• opening the door for them to write blog posts, give company or conference talks, or contribute open-source work.

Remember that members of underrepresented groups are typically over-mentored, but under-sponsored. These individuals get lots of advice (often unsolicited), coffee outings, and offers to teach them new skills. But it’s much rarer for them to see support that looks like sponsorship.

This isn’t because sponsors intentionally ignore marginalized folks, but because of in-group bias. Because of how our brains (and social networks) work, the people we’re closest to tend to look mostly like us—and we draw from that same pool when we nominate people for projects, for promotions, and for hires. Until I started learning about bias in the workplace, most of the people I sponsored were white, cisgender women, like myself. Since then, I’ve actively worked to sponsor people of color and nonbinary people. It takes effort and intention to combat our default behaviors—but I know you can do it!

Take a look at the daily communications you participate in: your work chat logs, the conversations you have with others, the process for figuring out who should fix a bug or work on a new project, and the processes for making your teams’ work visible (like an architecture review, code review, launch calendar, etc.). You’ll be surprised how many moments there are to sponsor someone throughout an average day. Please put in the time and intention to ensure that you’re sponsoring members of underrepresented groups, too.

Dewey Library - HC79.A9 S26 2020

Dewey Library - HC428.T48 S85 2019

Dewey Library - HC79.I55 L435 2018

Did you fall in love with Alix E. Harrow’s THE TEN THOUSAND DOORS OF JANUARY (US | UK) last year? If so, you don’t want to miss Book Riot’s cover reveal of THE ONCE AND FUTURE WITCHES, Harrow’s …

The post Read an excerpt from THE ONCE AND FUTURE WITCHES by Alix E. Harrow appeared first on Orbit Books.

Brigade Enterprises

Products by Caterpilar

Caterpillar India

Destimoney Enterprises

ERP

Enterprise Resource Planning

Enerparc Energy

South Asia Gas Enterprise

Asta Powerproject

Hayden Library - PN1997.2.H867 2016

In this essay, the author relays his personal experience with ethnicity-based discrimination and discusses the “microaggressions” that medical trainees from underrepresented groups based on race/ethnicity, gender, or sexual orientation experience.

Jamieson, Kathleen Hall