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Similaire à Big Space Ship (HBR Case study)
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Big Space Ship (HBR Case study)
- 1. Tea Tree Systems Michael Chamberlin Bill Wenrich Daniel Zhao Drew Kessler Intro to Management 1 by Michael Chamberlin April 15th, 2010
- 2. Agenda Our Strategy Client selection Unique solutions Dynamic teams Our Culture Adaptations Partnerships Brand Recognition Future Expansion Conclusion Questions Intro to Management 2
- 4. Do not offer bids
- 7. Our Culture Intro to Management 5 Small teams encourage collaboration No middle management Flexible and adaptable Encouraged to push limits Mix work and fun Get things done, but don’t get burned out
- 8. NEXT What we should change? Intro to Management 6
- 9. Adaptations Intro to Management 7 End partnerships with traditional advertising firms Don’t need larger firms to provide clients Third parties distance our brand from the customers Loss of creative ownership via outside firms Exit this market segment gradually Accept increasingly fewer new contracts Complete existing contracts
- 10. Adaptations Intro to Management 8 Increase brand recognition through minor corporate advertising Focus on unobtrusive methods Differentiate services Associate the company with its digital productions Consider adding a hidden computer Easter egg to Internet media Include taglines on other media
- 12. Questions? Intro to Management 11
- 13. References Intro to Management 12 http://www.dmconfidential.com/blogs/column/Trends/606/ http://hbr.org/2004/09/perfecting-cross-pollination/ar/1 http://www.mindtools.com/pages/article/newTMM_90.htm http://queue.acm.org/detail.cfm?id=1180188 http://www.entrepreneur.com/humanresources/employeemanagementcolumnistdavidjavitch/article204890.html http://farm3.static.flickr.com/2175/3853897605_73f394e115.jpg
Notes de l'éditeur
- there is the risk that online advertising may be viewed increasingly by advertisers as a “performance” medium opposed to a brand-building medium.Digital Marketing Industry:<http://www.dmconfidential.com/blogs/column/Trends/606/>Cross functional management<http://hbr.org/2004/09/perfecting-cross-pollination/ar/1>Next, the case examines the firm's internal dynamics. Here, in addition to describing the culture of Big Spaceship, the case puts special emphasis on the firm's recent shift from a functional structure to a team-based structure. Finally, the case provides an overview of key issues that Lebowitz and his team must consider as they plan for the firm's growth--how to raise capital, how to gauge the optimal size for the company, how to manage an expanding staff. A major highlight of the case is the inclusion of more than a dozen graphically compelling exhibits, which help to illustrate the firm's value proposition, its innovation-oriented culture, and its evolving organizational design.
- Think about how to adapt. Plan to adapt and ask good questions. The internet is a platform for some amazing entertainment so find the best way to break through thatFocus on culture. Acknowledge that everyone has a role. That will allow ways to creatively adapt to the newest ideas. Its okay to have fun in the workplace. Fun can lead to passion which begets quality. People should feel comfortable in their space so drawing on the fact that each person is creative is importantBuild things, don’t outsource craft. It can be to slow and take too much time Stay flat, embrace chaos. Everyone contributesExperiment constantly not just for clientsDon’t hire jerks no matter how talented they are. Work happens better when people trust eachotherNever waste a good crisis Now is the time, get excited and make things
- the firm's value proposition, which focused on providing start-to-finish, strategy-driven digital marketing solutions; its interaction with clients; and its relationship with established players in the advertising industry. Low entry barrierphp, flash (not very hard to learn)Freelancers
- Promotion is crucial for any agency. ML: I think the approach we take to “promoting” ourselves goes hand-in-hand with the direction marketing is going. Because digital communication is both constant and, by nature, interactive, there’s no distinct line between performance and communications – or actions and words. The way we position ourselves grows out of our behaviour. Our efforts to self-brand and develop as a digital agency are evolving. We’ve become more active with our two blogs this year: Think (our strategy blog) and Labs (our design and dev blog). We use them as platforms to share some of our thinking and experimenting. We pride ourselves on starting conversations and telling stories.
- http://farm3.static.flickr.com/2175/3853897605_73f394e115.jpg