Custom Boy Scout Patches

There are many traditions and iconic memorabilia of the Boy Scouts, ranging from their ubiquitous merit badges to the patches of rank, seniority, or leadership capacity, all of which can signify different accomplishments to different troupes. Likewise, many troupes have their own customized Boy Scout patches for individual members, specific camping trips, or special achievements. Many troops must turn to individual patch manufacturers to attain their individual designs, making them an integral business contact for any embroidery or tailoring company.

A Boy Scout merit badge is awarded after the completion of a variety of tasks relating to the specific instance; merit badges such as Fishing, Astronomy, Forestry, and Rifle Shooting are most often earned at camps, while a merit badge like First Aid, Swimming, or even Personal Finance are most often worked towards over the course of weeks or even months. A merit badges requirements may be as few as two or as many as several dozen and may take anywhere between one day and one year to complete. Upon completion, the instructor signs off on the requirements and the Scout will receive the badge at the next awards ceremony. One of the popular stories of Boy Scout lore is that the Scout cannot ask his mother to sew on the patch unless he has completed a good turn in advance of the request.

Merit badges themselves are the stepping stones towards attaining the ultimate rank of Eagle Scout, but are far from the only Boy Scout patches awarded during a Scout’s tenure. There are half a dozen ranks in the Scouting organization—more if the Cub Scouts are included— and each requires achievements ranging from moderate to severe. Like merit badges, some Scout ranks can literally be attained in the course of one day; at the higher level it may be a year or more before advancement. As less than one percent of all Boy Scouts attain the rank of Eagle, it is an accomplishment that has no equal in the organization. These patches are created exclusively by the Boy Scouts of America, but other indications of rank or accomplishment can be matched without having to purchase directly from the main source.

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NIKE Inc Announces Executive Administration Changes for Greater China and North America

Nike shoes company is admiring to advertise Nike adept Craig Cheek will become Vice President and Accepted Manager of Greater China. Craig Cheek a lot of afresh served as Vice President and Accepted Manager of Nike’s North America cartography administering advance in the United States and Canada. Cheek has a accurate adeptness to drive and advance ample businesses and has been active in architecture Nike’s business in the North American geography. Cheek has a abysmal compassionate of the Nike customer and through his 20-year career with the aggregation has connected to drive avant-garde strategies through product, sales and marketing. Cheek has captivated assorted chief administration roles in the sales, artefact development and accepted administration areas of Nike.

In this role, Cheek will address to Gary DeStefano, President of Global Operations for Nike and replaces Willem Haitink, who will now become Vice President and Accepted Manager of Converse’s EMEA (European, Middle East and Africa) business. In this new role, Haitink will baby-sit the Converse business alfresco of the UK and will address to Nike outlet, Chief Vice President of Converse International. Haitink has been amenable for active able advance beyond Greater China for the accomplished 5 years and has accustomed Nike as a bright bazaar baton in this geography. During this time, Haitink was amenable for arch the aggregation through a acknowledged Beijing Olympic Games, architecture Nike’s brand, accretion customer access and adorning and accretion Nike’s retail presence. He has been with Nike for added than 15 years captivation several chief administration roles including Accepted Manager of Nike Mexico and Nike’s Central, Eastern Europe, Middle East and Africa businesses. Elliott Hill, an accomplished and results-driven leader, will alter Cheek to advance the North American geography. A lot of recently, Hill served as Vice President of Global Retail answerable with carrying on Nike’s abeyant for advance and addition in the company’s absolute to customer business.

With Hill’s leadership, Nike connected to drive cast advance and aggressive break in a arduous market. Hill has added than 22 years of acquaintance with Nike and has captivated assorted chief akin administration roles aural the company’s sales, artefact and retail organizations about the world. In his new role as Vice President and Accepted Manager of North America, Hill will address to Gary DeStefano, President of Global Operations. “Willem Haitink has led cheap Nike shoes Greater China business to accomplish able growth, and now we attending advanced to Craig Cheek demography the advance and continuing the drive in this important geography,” said Gary DeStefano, President of Global Operations. “Craig will advance us advanced to accomplish our ambition of acceleration our admeasurement in China by 2015. Our cast in North America charcoal able and Elliott Hill will abide to deepen our advance beyond this geography. With Hill’s experience, we will abide to affix with consumers by absorption on our class breach and by adorning the retail acquaintance beyond all channels of distribution.”

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Succession Planning: How to Meet Future Talent Needs

Many leaders believe succession planning is just a replacement strategy. They think of it as another exercise, a means to an end or a human resources task. They couldn’t be more wrong!

Succession planning is a talent and organizational improvement initiative that enables your business or organization to grow and thrive now and in the future.

Why?

Because businesses and organizations can neither succeed nor grow without management talent. It’s really that simple. If you want to build your business and organization, you need to start developing, nurturing and grooming your talent pipeline starting right now.

3 More Reasons Why You Need to Immediately Implement a Succession Planning Strategy

Reason One: Replacement for Key Employees

Replacing a CEO and key executives is clearly one of the reasons to do a succession plan. However, if you want to grow your business or organization than you need to have replacements identified (and in the process of being prepared) for all key positions within the organization. Remember, executives set strategy, managers implement strategy. You need strength in both areas to succeed.

Executives and managers will leave. It’s a fact of life. They may leave to take another job. They may be fired. They may retire. They may become ill or leave because of a spouse’s relocation. If you think you can just pick up the phone or post an ad on sites like Monster.com and Career Builders.com and get top talent, then you’re living in a dream world.

The truth is: Good talent is hard to find – in both good and bad economies. It’s nearly impossible to find the right combination of skills, behaviors, motivation, organizational fit, and passion when a fast hire is needed (yesterday).

However, if you have a succession plan in place, you’ll have time to manage a smooth transition when an executive or manager’s vacancy is anticipated. Maintaining continuity is important and it results in less cost and less service disruption.

Reason Two: Support Anticipated Growth

This is different than the replacement strategy noted above. In this case, new positions are needed to support growth initiatives like expanding into new markets, creating new products, or initiating new ways to market your products or services.

When anticipating growth, it is important not only to identify internal talent but it is also important to build and maintain a talent network comprised of viable, specialized candidates who currently work for other organizations.

Reason Three: Address and Deal with Talent Shortages

Yes, believe it or not – some industries right now, even in the face of a recession, are experiencing talent shortages. Examples include pharmacy managers, nurse managers, engineers and sales representatives.

If you were to experience a talent shortage right now, how would your organization respond? What strategies would you put in place to avoid a lengthy leadership void?

This may require promoting candidates before they are fully ready for the position. While this will only be done when there are no viable options available, who you select and how you support the candidate’s transition should be thought out in advance. Knee jerk placements and replacements that include fast hires who are “not ready for prime time” do not often fair well.

Succession planning is a process and not an event.

Whether you are anticipating turnover and vacancies, planning for growth or working to adjust to talent shortages, you need to manage the process effectively. That’s why we created a white paper focused specifically on, “Talent Recruitment and Integration” .

Succession planning is one of the core initiatives to prepare for the future of your organization. And it doesn’t matter if it’s a replacement strategy, a growth strategy or a talent development strategy. Placing the right people in the right jobs has always been and will continue to be one of your strongest competitive advantages.

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