Events: Speaker Guidelines
Here are some guidelines to help you craft your blurb and bio. We will also provide editing support to ensure the marketing of your event is leveraged to its fullest.
Broadcast e-mail is the primary means of marketing our events and therefore needs to deliver a compelling reason for members to attend and possibly bring peers and business colleagues
Guidelines for the Blurb:
- 2-3 high impact paragraphs (keep it short and punchy)
- Provide a brief background about the strategic importance of the topic (e.g., companies are facing a severe talent shortage in light of demographic forecasts....)
- Provide a brief overview of the session content (e.g., in this session, we will present our findings from our recent global research on....)
- Provide 2-3 ‘teasers’ or interesting ideas that will be discussed
- Name drop: especially if you are a consultant. Mention the names of companies that you can talk about to support your message, and previous work/results that you/your firm has done for recognizable companies
- Describe the value of the session to senior C-suite (CIOs, CFOs, CAOs, etc.), and senior line managers (VPs, Ops, etc.) and HR (VPs, Directors). Our programming is increasingly targeted to a broader audience beyond our traditional senior HR market.
- Describe 2-3 key findings or implementation ideas that participants will walk away with
Guidelines for your Bio:
- 1-2 high impact paragraphs (again, keep it short and punchy)
- your current title, and mandate
- your previous work experience
- most important accomplishments
- key publications (books, articles in journals)
- media profile
- impressive extra-curricular activities, e.g. Boards
Blurb and Bio Example:
The current economic context is undoubtedly creating havoc in the market place but it also presents unprecedented opportunities for mergers and acquisitions. More than just ‘bucking the trend’, M&A’s can open up new strategic possibilities. But the harsh reality is that most deals fail. Why? Because the companies didn’t plan, didn’t prepare, and didn’t perform up to expectations. They didn’t think beyond the deal: there’s more to mergers and acquisitions than “the art of the deal.”
In this presentation, Hubert Saint-Onge will draw from his new book “Beyond the Deal” to show how some organizations have been able to successfully target, acquire and integrate. Some of the questions covered will include:
- Why do some many acquisitions fail?
- What is the business rationale for successful acquisitions?
- What are the pre-conditions for success?
- How do you identify strategic targets that will add value?
- How do you ensure the readiness of your company either as a target or an acquirer?
Hubert will refer to many examples of famous successes and notorious failures to demonstrate the key principles he will share with us to ensure the next acquisition you are part of will serve to realize your aspirations.
Dr. Scot McFadden is a well known
industrial/organizational and performance psychologist. He was also a
professional hockey player in the Swiss Elite ‘A’ Division for Kloten.
Since 1982, Scot has worked with thousands of executives, managers, and professionals in the world of business and hundreds of professional athletes in the sports area.
Since 1998, he has been retained exclusively by the Dallas Stars as their organizational/ performance psychologist where he plays a key role in the drafting and/or development of established players. During this period, the Stars have been Division champions, League regular season champions, championship finalists and winner of the Stanley Cup. Scot’s contribution to the Stars’ success was acknowledged with a Stanley Cup ring.
NHL Coach of the Year finalist, Ken Hitchcock, has described him as “a professional with uncanny insight into people and winning team dynamics who understands competition”.
On the corporate side, Scot has extensive experience in executive coaching, career planning and talent development. He is in high demand for professional speaking engagements, has authored numerous articles and has conducted innovative research on 'personality characteristics which contribute to job termination'.