A breakdown of the video can be found here: vimeo.com/59511074
Since 1846 Vlisco has been designing and producing colourful fashion fabrics that form an essential part of the lively West and Central African culture.
Create a corporate film for the Vlisco group which gives a taste of the magic of Vlisco and provides enough information for people to understand their vision:
‘Connect and inspire the world through the design of African print’.
FOCUS ON INSPIRATION
We believe the target audience is more interested in the inspirational heritage than the exact dates and facts of when and where the ships landed. They want to be inspired. They want to feel the richness and breath of Vlisco. They want to know what Vlisco can mean for them, for their products, for their creativity.
We believe that Vlisco fabrics and fashion light up the surroundings. They give a taste of magic in daily life. Within the corporate movie we wanted to show a glimpse of this magic world Vlisco creates.
This is why we set out to create a location filled with ‘inspirational’ places. A place where the inspiration for all Vlisco fabrics are born and where we show their magical appeal. It’s also a place which shows that Vlisco is a company with a rich history and heritage. This world we call the Magical Mansion.
1 . Inspiration: At the beginning of the film we move towards the mansion, at the centre of a wide countryside filled with objects which have inspired pattern designers at Vlisco. This world symbolizes the inspirational garden for Vlisco.
2 . The history of the Vlisco DNA: The entrance of the magic mansion shows the rich history of Vlisco. In the frames on the wall we can see the historical patterns of the Vlisco family.
3 . Design and tailor: With the stairway we symbolize the design process of patterns and tailoring. The product is elevated to a higher level. Fabrics come to life on the shoulders of women.
4 . Four Brands: On the second floor we find the Vlisco-group brand spaces. Four different models and surroundings represent the different brands and brand values.
-1 The room with the swing represents the Vlisco brand a Premium Dutch design that embodies African pride.
-2 The abstract shopping mall environment represents Woodin, the optimism of the modern African lifestyle.
-3 The space with the old printing-press represents the ivorian style of the Uniwax brand.
-4 The scene with the umbrellas represent GTP brand. Proudly Ghanaian for a joyful life.
5. VG family: In the mirror room the four brands are united, forming the Vlisco family who invites you to create and inspire with Vlisco fabrics.
Agency: Shoq studio
Director: Kevin Megens (Artibite)
Asistant director: Heerko Groefsema
Art Direction: Heerko Groefsema & Kevin Megens (Artibite)
Concept: Menno Fokma, Floris Vos, Wouter Kroese (Wouw),Kevin Megens (Artibite)
Storyboarding: Gustavo Garcia
Producer: Alexander Kosman
Copy writer: Jack Stafford
DOP: Diderik Stijnen
Focus puller: Mack
Gaffer: Gregor vd Kamp
Electrician: Mark Huisman
Grip: Daan Dillo
Stylist: Tjarda Wessels
Assistant stylist: Gerardo Reyna
Hairstylist: Irene Peters
Art Department: Artstikke
Model Agency: Favourite Models
Studio: Studio Nieuw Zuid Het Licht
Model Vlisco: Jessica
Model Uniwax: Annemiek
Model Woodin: Manuel
Model GTP: Rabia Soraya Omanette
Editing: Kevin Megens (Artibite)
3D Modeling: Heerko Groefsema, Ton Mikkers & Kevin Megens (Artibite)
Compositing: Heerko Groefsema & Kevin Megens (Artibite)
Animation & VFX: Heerko Groefsema & Kevin Megens (Artibite)
Rotoscoping: Kars van Geenen
Music, Sounddesign / SFX: Horus audio# vimeo.com/54780613 Uploaded 8,338 Plays 242 Likes 4 Comments
Available September 17, 2013 at all major book retailers.
Can a company be cool… be socially responsible…and still make money?
Welcome to the Looptail. This is the extraordinary story of Bruce Poon Tip’s personal adventure, starting with his first-person account of how he honed his entrepreneurial instincts to start and develop G Adventures, the world’s most successful adventure travel company, which now operates more than 100 countries, on all seven continents, serving more than 100,000 customers every year. Along the way, Poon Tip reveals his unusual management secrets that not only keep his employees fully engaged and energized but also keeps his customers extremely happy.
Poon Tip has worked tirelessly to ensure that his company generates extraordinarily good karma for everyone; that is, that “giving back” in life and in business is all about the cycle of the Looptail. This unique approach has worked in marvelous ways. Poon Tip has created an entirely new and refreshing approach to management. For example, there is no traditional CEO at G Adventures – instead, every employee is a CEO, empowered to make instantaneous decisions to help serve clients on the spot. But while there’s no CEO, there is a company Mayor, who takes the daily pulse of corporate morale. There’s no HR department – but there is a Talent Agency and company Culture Club.
The results have been startling: G Adventures has a 99% customer satisfaction rating – the highest in the industry, phenomenal customer loyalty, and low employee turnover. People love vacationing in exotic spots and facing real adventure, and they love taking those exciting journeys with a fun, conscious, customer-focused company. That’s precisely what G Adventures offers. And the growth of G Adventures has been astounding since Poon Tip started the company in 1990 by maxing out a few of his credit cards to finance the start-up.
It hasn’t always been easy to try to balance Poon Tip’s desire for a socially responsible company along with the desire to generate profits. But thanks to Poon Tip’s vision, G Adventures has flourished and maintained its give-back approach. In short, it’s been an amazing journey, and in many ways, G Adventures is at the vanguard of what modern-day companies aspire to be, a true social enterprise that inspires and elevates its customers and employees to a higher purpose.
This is a stunning story of why community, culture, and karma matter in business, and how one man’s desire to do the right thing and generate profits can be blended into a win-win for all involved.
About Bruce Poon Tip
Bruce Poon Tip is the Founder of G Adventures. Over the years, G Adventures has won numerous awards and distinctive honors for its unique and singular vision, management approach, and company culture.
A global leader in sustainability and social entrepreneurship, Bruce has spoken multiple times at the request of the United Nations and World Bank, has presented at the headquarters of Apple and Google, and delivered keynote speeches at TED events and leading entrepreneurship conferences around the world.
In 2012, Bruce was inducted into the Social Venture Network Hall of Fame, joining celebrated entrepreneurs such as Richard Branson (Virgin Airlines), Anita Roddick (The Body Shop), and Ben Cohen and Jerry Greenfield (Ben and Jerry’s Ice Cream).# vimeo.com/64094115 Uploaded 42.1K Plays 25 Likes 1 Comment
ABOUT THIS TALK
Design research has value when it makes an impact on teams, organizations, products and services, people, society, and the world. Marc Rettig tells stories, covering diverse organizational cultures in different industries and project stages, of research efforts that explicitly reached for engendering the greatest impact they could. The stories show that having impact is not simply a matter of better reports, presentations, or workshops. It requires attention to internal relationships, alignment of research with the larger corporate intention, a “we’re all in this together” point of view, and a long-term (pre- and post-research) commitment to seeing the work through until the impact is made.
ABOUT MARC RETTIG
Marc Rettig is principal of Fit Associates, LLC. Marc’s 29-year career has been guided by an interest in people, systems, communication, anthropology and the power of design. After a first career in software systems, he has spent fifteen years as a designer of projects, interactions, products, services, experiences, and transformations. He has taught at Carnegie Mellon’s Graduate School of Design (where he was the 2003 Nierenberg Distinguished Chair of Design) and the the IIT Institute of Design, in Chicago.
ABOUT THE DESIGN RESEARCH CONFERENCE
The Design Research Conference (DRC), hosted by the IIT Institute of Design, brings together a growing community of design professionals advancing the role of design research in innovation.
The conference strives to spread knowledge through the discussion of compelling experiences and case studies, innovative methods and approaches, and the future and sustainability of design research. DesignResearchConference.com# vimeo.com/8345377 Uploaded
TONY HSIEH, CEO of Zappos, is one of today’s most successful and visionary business leaders.
In 1996, he co-founded a Website development side business from his apartment; two and a half years later, he sold LinkExchange to Microsoft for $265 million. In November 1999, he joined a struggling online shoe store as an adviser and investor. Named CEO in 2000, he helped Zappos grow to over $1 billion in gross merchandise sales annually, while continually strengthening its customer service and culture. In October 2009, Zappos was acquired by Amazon in a deal valued at $1.2 billion. In January 2010, Zappos was ranked number 15 on Fortune magazine’s annual “Best Companies to Work For” list. By the time Zappos was acquired by Amazon, Hsieh and his team had built a unique corporate culture dedicated to employee empowerment and the promise of delivering happiness though satisfied customers and a valued workforce.
Tony Hsieh stresses that investing in happiness not only inspires loyalty and trust in an age of constant uncertainty and cynicism, but also how it can really pay off. He recounts his own personal stories, and uses candid accounts from employees, actual internal e-mails, and hard numbers to strengthen his case.
He reveals: How he made customer service the responsibility of the entire company, not just a department; How he applied research from the science of happiness to running a business; How Zappos helps employees grow both personally and professionally; A critical lesson he learned from a costly failure: Never outsource your core competency; How Zappos claimed its culture as its brand—and why Hsieh and his team believe that Zappos’ Brand, Culture, and Pipeline (“BCP”) are the company’s most enduring competitive advantages; The secrets to Zappos’ effective teamwork and genuine sense of family spirit, and; Why he is a firm believer in the science of happiness and how he is leading Zappos to become part of a bigger movement—a movement to change the way other companies do business and, in the process, help change the world.
LISA NAPOLI is the author of the upcoming book, RADIO SHANGRI-LA: What I Learned in Bhutan, the Happiest Kingdom on Earth (CROWN: Feb. 2011).
It's about how she went to help start a radio station in the mysterious nation during a transition time in its history, and in her own life. Over her 25 year career in media, Napoli has worked for the NY Times, MSNBC, CNN, and the public radio show Marketplace.# vimeo.com/14102882 Uploaded 635 Plays 5 Likes 0 Comments
PRESENTED BY: Tony Hsieh, CEO, Zappos
RECORDED AT: WordofMouth.org's Supergenius Conference in New York City on July 20, 2010
WordofMouth.org is where you’ll learn to be a great word of mouth marketer.
To see more great case studies like this one, check out our upcoming Word of Mouth Crash Course conference at wordofmouth.org/crashcourse.
Zappos has earned fantastic word of mouth by delivering incredible customer service. They’ve got an amazing 365-day return policy, they send customers flowers, and in one legendary example, they actually sent a customer a pizza who called to order one.
And Zappos isn’t just making customers happy – they’re making money. A ton of it. In just 10 years, they’ve gone from zero to $1 billion in sales.
But all this great service isn’t the result of some corporate mandate. It’s because Zappos inspires every employee to earn the respect and recommendation of their customers. At our last word of mouth event, Zappos CEO Tony Hsieh shared how they’re doing it. His big ideas:
— Andy Sernovitz introduces author and Zappos CEO, Tony Hsieh.
-– Andy Sernovitz talks about Tony and Zappos. If you’ve opened any magazine in America in the last few weeks you’ve seen Tony’s book.
— You should tour Zappos’ office in Vegas if you can. You can see how passionate everyone is. Tony will be at the Charity: Water table at 3:20 to sign books – a donation will help.
-– Tony: Survey of how many people have heard of us, and how many have bought – Lots of people. Usually people will say they’ve hear of us.
— “We do offer tours – Mon-Thur in Vegas.” He had a tour with a record label executive and Tony asked if the guy knew Zappos. He saw his wife get boxes but didn’t know what were in them. His wife had spent over $62,000 with Zappos!
— In college he created a pizza business. Alfred would order a large pepperoni pizza. Sometimes he would order a second one. Tony found out that he was taking them and selling them by a slice – that’s why he’s the CFO now.
— Started Link Exchange in 1996. Sold to Microsoft in 1998 for 265 million dollars. He did this because the company culture had gone bad. “We kept hiring people who were our friends, then we started hiring people with good skills but they weren’t part of the culture.” Eventually he didn’t want to go to work. That’s why he sold.
— He and Alfred invested in companies, and Zappos was one of them. He joined Zappos in 1999.
— Amazon acquired Zappos in November 2009 but they remained independent. They just swapped out their board of directors for a new one.
— Power of WOM. They went from no sales in 1999 to 1 billion in sales in 2009. Their sales are up over 50% year to year – they’d invest most of the marketing dollars spent and invest back into the customer service process. “A customer service company that sells shoes, beauty products, etc.”
— “Our belief is that if we get the culture right, building a long term enduring brand will take care of itself.” Clothing, Customer Service, Culture. The customer finds out Zappos sells clothing. They encounter the customer service and realize that’s what it is all about – then they learn about the culture and core values. Zappos is about delivering happiness.
— In the company – in the lobby – Zappos has a library. They teach classes on Good to Great and Tribal Leadership. The authors look at what separates the great companies from the good ones long term.
— Two Ingredients of great companies:
Culture- Committable Core Values. Don’t just make your values a plaque on the wall. This means we’re committed to hire or fire based on core values. When you use that criteria it’s a hard list to come up with. Do a google search to find their core values. (about.zappos.com/our-unique-culture/zappos-core-values)
Be adventurous, creative and open minded – we ask people in their interview about how lucky they are.
People who consider themselves lucky did better on a test to be open to opportunity than those that keep them unlucky.
Be humble – tough one to fill. If you hire non-humble people, eventually they will permeate the culture and bring you down.
We didn’t do this from the start – we started about 5 years in, but I wish we had done it from the beginning. Not a day goes by that we don’t use the core values somewhere during the day.
It doesn’t matter what the values are – it matters that you have alignment and that you commit to them. We have exercises of figuring out who you hang out with – it is usually someone you share values with.
— Think about Atlanta Refrigeration Company – Zappos helped them with ZapposInsights.com to build their own strong culture. They focused on company culture and service – their customers are happier and their revenues are up.
— Second ingredient of a great company – Having a vision that has a higher purpose. Whatever you’re thinking, think Bigger. Chase the vision not the money. If money is your prime motivator, you won’t be as successful as if you have something you’re more passionate about.
— If you’re an entrepreneur – what are you be passionate enough about that you’d be happy doing for 10 years even if you didn’t make money?
-- Motivation vs Inspiration – you can motivate via recognition, fear, and compensation. But if you can inspire employees with a greater purpose, using vision and culture, than you can accomplish so much more and you don’t need to worry about motivation.
— 1999 – Selection – 2003 – Customer service – 2005 – Culture and core value platform.
— In 2003, once we communicated about customer service, employees were more motivated and as customers and vendors interacted they felt the difference.
— In 2007 Zappos utilized “Personal Emotional Connection.” How do we want to deliver great service? We decided to take a high touch human approach. They didn’t minimize time spent talking with customers. Their longest call time has been 7.5 hours.
-– In 2009 the focus was “Deliver Happiness.” The way it all connects is about delivering happiness. This lead us to launch the Zappos Insights program. They are trying to spread these ideas to other companies.
— What are stories customers tell each other? What business are we in? Our primary goal is to deliver happiness – we need profits to make that happen, but it is the MEANS not the End. It makes you more profitable in the long run.
— “Take a step back – What is your goal in life? Ask why, then ask why again. And keep asking – eventually everyone gets to the same conclusion – they want to be happy”
— “A few years ago I started learning about positive psychology, the science of happiness.” Prior to 1998, almost none of this existed. Psych was about taking abnormal people and make them normal, but none of it was about taking normal people and make them happy. Most people are not very good at predicting what makes them happy.
— There is science behind conversion, buying, direct marketing, etc.
— What if you spent time learning about happiness? What if you could skip some of the steps and go straight to happiness.
Perceived progress – Zappos used to hire people, they would get a promotion in 18 months, then in 36 months they’d become a buyer. They changed this to ever 6 month promotions in smaller increments. People were happier and things happened in the same time.
Vision/Meaning – being part of something larger than yourself.
— Maslow’s Hierarchy – Peak by Chip Connolly’s book. In terms of employees, Job – Career – Calling as a hierarchy. We want employees to move up the hierarchy.
— Three types of happiness:
Rockstar: Pleasure; chasing the next high; once the source goes away, you lose happiness quickly.
Flow: Engagement; time flies, notice when you experience it and then change to have the situation more often; being in “the zone.”
Meaning/Higher Purpose: being part of something bigger than yourself; example – volunteering for your favorite charity, etc.
— Based on the research, you should figure out the last item first.
— Happiness is about being able to combine pleasure, passion and purpose (Not just profits). What percentage of time do you want to spend learning about happiness? Companies that have a higher purpose perform better in the longer term.# vimeo.com/38855869 Uploaded 7,288 Plays 11 Likes 0 Comments
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