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Up To The Minute: The Latest Thought Leadership On Branding, Cryptocurrency, Data Strategy, And More

This week’s featured topics include startup branding; innovation strategy; the need for a shift in employee departure policy; and more.

Dan Almasi

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What Is: Up To The Minute? A thought leadership showcase. A wealth of knowledge. Your new weekly go-to source of insight from voices big and small across a wide range of industries.

This week’s featured topics include startup branding; innovation strategy; the need for a shift in employee departure policy; and more.

1. Emily Heyward, co-founder of Red Antler, a leading branding agency for startups: “A brand-led company is a company with clarity of purpose; a deep understanding of why it exists and why people should care.”

In this mini-branding manifesto, Heyward urges startups to focus on branding—even at an early stage; even when aiming to operate nimbly. She says it’s more important than ever for brands big and small to standout in today’s marketing-saturated landscape. And she reminds brands of their primary objective: to resonate with customers and keep them coming back.

Check out: Brand is more than meets the eye

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2. Thomas Power, cryptocurrency influencer, author, and speaker: “Careers are built by connecting others, and in my view, karma eventually takes hold once you have connected enough hearts and minds.”

In a cryptocurrency industry dominated by young hotshots, Thomas Power is an experienced powerhouse. Asked to explain the complicated concept of blockchain to someone who’d never heard of it, he does so here in just nine words.

He also talks entrepreneurship, market research, and the future of blockchain in Crypto influencer Thomas Power: Understand your market above anything else

3. Tony Libardi, CEO of Marco’s Pizza, a restaurant chain with over 800 locations: “When I’m first introduced to leaders, I try to start by giving and granting them permission to push back. I’m a passionate person who has strong opinions, but it doesn’t mean that I’m right.”

I’ve always wondered what goes on at the corporate offices of my favorite pizza chains. As it turns out, the answer is a healthy dose of constructive conflict, at least at Marco’s Franchising, LLC. I’d like to imagine their entire C-suite has a raspy, argumentative Italian accent. What a scene.

On a serious note, this is an insightful interview featuring the unique philosophy of an accomplished corporate leader: Want to Improve Your Leadership Skills Overnight? Open the Door to More Conflict and Arguments, Says This Top Executive

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4. Justin Bell, president of Credera, a management and technology consulting firm: “Leaders of companies seeking to compete in this digital-centric environment who fight to pave clear paths to innovation can open up tremendous growth opportunities.”

“Gather as much data as you can and consult it when you decide to exit your company and when choosing between oatmeal and scrambled eggs for breakfast.”

“The dynamic nature of business isn’t entirely quantifiable and data can’t be relied upon in every situation.”

These are the two main contrasting arguments for and against the push toward data-driven business strategy. Bell’s standpoint is somewhere in between the two, as he supports using data to better understand customers—but warns against “paralysis by analysis” (of data). Also, he touches on creating a company culture conducive to innovation.

Check it out: Three Innovation Mistakes To Avoid

5. Robert Glazer, founder at Acceleration Partners, a performance marketing agency: “The job-hopping mindset, combined with the inefficient standard of giving two weeks’ notice, can be an incredibly contentious and expensive problem for companies.”

There’s a certain infamous demographic killing something again. Millennials, of course. This takedown, it’s sticking with jobs. According to research from staffing agency Robert Half, more people are job-hopping— especially millennials. Ultimately, this is bad for both parties, says Half. And in retaliation to the trend, he suggests more companies should do away with two weeks’ notice policies.

He discusses an alternative and more here: The “Two Weeks’ Notice” Approach to Changing Jobs Is Bad for Companies and Employees

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