As you probably know, Kinect is the fastest selling consumer electronics device ever (Guiness Book of Wold Records)
In order to sustain growth on Kinect / Xbox and other key Microsoft Consumer Products sold in Retail (Office, Windows PC, Windows Phone, PC Hardware), we are hiring Marketing & Sales talents at Microsoft, in Belgium / Luxembourg.
Take a look, here-below, at 4 open job postings for the Retail Sales & Marketing Division and don’t hesitate to contact me back for any additional info on this. Send me a mail : email@example.com.
Don’t hesitate to spread this info, if you know talent people who want to join a GREAT company.
For people who want to apply, you can directly apply on internet for 2 following open job postings.
For the last job posting here-below, you can directly contact Virginie Vandenabeele, firstname.lastname@example.org
1. Product Marketing Manager Hardware
2. Channel Marketing Manager Xbox/Kinect
3. Partner Account Manager Retail
4. Brand Manager Xbox/Kinect
For this job, take a look at the job description here-below and apply by sending a mail to Virginie Vandenabeele email@example.com
Position Title: Brand Manager Xbox/Kinect
Reports to: Marketing Lead Xbox
Brand Manager has marketing responsibilities to develop and execute marketing programs that increase brand identity and brand awareness for Xbox, Xbox LIVE and the international award winning Kinect products.
This includes working with the Product and Channel Marketing managers, Finance and other Brand/Marcom Managers internationally, taking responsibility for developing plans and executing projects and initiatives that support the broader short and long-term marketing strategy. The Brand Manager ensures the brand remains relevant to consumers and that all initiatives support the brand promise. Additionally, Brand Managers take a lead in managing and communication agencies, and all other aspects of their projects.
- Plan, strategies and execute marketing designs and activities to establish and maintain brand presence in the market
- This includes partnerships, joint promotions and brand events
- 3rd Party contacts in cooperation with product manager
- Develop and sign Business to Business deals with brand partners around Xbox 36 consoles and Kinect products
- Define brand strategies and road maps
- Conduct competitive strategic market analysis, consumer segmentation, and consumer insight development
- Develop effective positioning in the market
- Develop mid-term plan and financial analyses (post mortem)
- Brief and train sales personnel
- Launch and oversee advertising and media planning
- This includes PR brand (leading communication agency) and owned social media
- Align and cooperate with local marketing team and overall EMEA Marcom marketing manager to develop, communicate & implement strategic marketing plans that fit with the EMEA/corp brand and product marketing guidelines and objectives.
- Shape and participate in cross EMEA dialogue between Marcom marketing functions – secure there are well-known forums to share best practices and learn from other regions.
- Manage the central Marcom Marketing budget according to strategic BeLux marketing plans. Ensure all agreed brand communication and sales objectives are met within budget to maximize effect.
Measurement & Analysis of Performance and Programs
- Measure the impact of planned and executed brand and communication programs (Post mortem)
- Manage budget according to strategic plans with no overspend.
- Ensure regular budget reviews with manager.
This position has frequent contact with the Channel / Category marketing groups, Sales Managers, Product Groups, retailers and field account managers and reports to the Marketing or business group lead.
- A Bachelor’s degree and/or 4 years of marketing experience.
· A brand marketing manager must have a good grasp and understanding of consumer insights and needs. Strategic thinking and leadership skills are useful in securing brand manager jobs.
· One of the primary requirements for brand manager jobs is excellent communication skills both in verbal and written forms. People skills are also essential for brand manager jobs.
- Ability to communicate and collaborate effectively and concisely in Dutch, French and English
- Strong attention to detail, excellent organization skills and ability to effectively manage multiple projects required
- Product excitement.
- Excellent cross group collaboration skills.
- Ability to effectively influence others in multiple groups and collaborate to achieve specific objectives
- Ability to work independently and take action to achieve position goals and objectives
- Other competencies; Drive for Results, Decision Making, Creativity, Strategic Thinking, Organizational Agility, and Performance Management
- Eagerness and ability to take on specific additional responsibilities & projects during business peaks periods
About Xbox 360
Xbox 360 is a premier home entertainment and video game system. Thanks to the addition of Kinect, Xbox 360 has also transformed social gaming and entertainment with a whole new way to play — no controller required. Xbox 360 is also home to the best and broadest games as well as the largest on-demand library of music, standard- and high-definition movies, TV shows and digital games, all in one place. The entertainment center of the living room, Xbox 360 blends unbeatable content with a leading social entertainment network of nearly 35 million Xbox LIVE members to create a limitless entertainment experience that can be shared at home or across the globe. More information about Xbox 360 can be found online at http://www.xbox.com.
Kinect brings games and entertainment to life in extraordinary new ways without using a controller. Imagine controlling movies and music with the wave of a hand or the sound of your voice. With Kinect, technology evaporates, letting the natural magic in all of us shine. Kinect is also officially named as the fastest selling consumers electronics device by the Guiness Book of World Records
About Xbox LIVE
Xbox LIVE is the online entertainment service for your Xbox 360, connecting you to an ever-expanding world of games, movies, TV, music, sports and social entertainment. Xbox LIVE lets you play the best games, enjoy the largest on-demand library on any console, listen to millions of songs and share the fun with friends around the world. Xbox LIVE is also the exclusive home of controller-free online entertainment through Kinect, making your Xbox 360 more intuitive and interactive than ever before. With an active community of nearly 35 million people across 35 countries, Xbox LIVE, together with Xbox 360, provides you with instant access to the entertainment you want, shared with the people you care about, wherever you are. More information about Xbox LIVE can be found online at http://www.xbox.com/live.
Founded in 1975, Microsoft (Nasdaq “MSFT”) is the worldwide leader in software, services and solutions that help people and businesses realize their full potential.
For any other open job positions, just go HERE
We’ve implemented the Situational Leadership within my Team at Microsoft.
The principle is that managers must use different leadership styles depending on the situation.
The model allows you to analyze the needs of the situation you’re in, and then use the most appropriate leadership style. Depending on employees’ competences in their task areas and commitment to their tasks, your leadership style should vary from one person to another. You may even lead the same person one way sometimes, and another way at other times
Take a look at the Video of Ken Blanchard (One Minute Manager)
Here-below more details but just read the book of Ken Blanchard
Behavior of the Leader
S1 – Telling / Directing – High task focus, low relationship focus – leaders define the roles and tasks of the ‘follower’, and supervise them closely. Decisions are made by the leader and announced, so communication is largely one-way. For people who lack competence but are enthusiastic and committed. They need direction and supervision to get them started.
S2 – Selling / Coaching</b> – High task focus, high relationship focus – leaders still define roles and tasks, but seeks ideas and suggestions from the follower. Decisions remain the leader’s prerogative, but communication is much more two-way. For people who have some competence but lack commitment. They need direction and supervision because they are still relatively inexperienced. They also need support and praise to build their self-esteem, and involvement in decision-making to restore their commitment.
S3 – Participating / Supporting – Low task focus, high relationship focus – leaders pass day-to-day decisions, such as task allocation and processes, to the follower. The leader facilitates and takes part in decisions, but control is with the follower. For people who have competence, but lack confidence or motivation. They do not need much direction because of their skills, but support is necessary to bolster their confidence and motivation.
S4 – Delegating – Low task focus, low relationship focus – leaders are still involved in decisions and problem-solving, but control is with the follower. The follower decides when and how the leader will be involved. For people who have both competence and commitment. They are able and willing to work on a project by themselves with little supervision or support.
Effective leaders are versatile in being able to move around the matrix according to the situation, so there is no style that is always right. However, we tend to have a preferred style, and in applying Situational Leadership you need to know which one that is for you.
Likewise, the competence and commitment of the follower can also be distinguished in 4 quadrants.
Development Level of the Follower
D4 – High Competence, High Commitment – Experienced at the job, and comfortable with their own ability to do it well. May even be more skilled than the leader.
D3 – High Competence, Variable Commitment – Experienced and capable, but may lack the confidence to go it alone, or the motivation to do it well quickly.
D2 – Some Competence, Low Commitment – May have some relevant skills, but won’t be able to do the job without help. The task or the situation may be new to them.
D1 – Low Competence, High Commitment – Generally lacking the specific skills required for the job in hand, but has the confidence and / or motivation to tackle it.
Similar to the leadership styles, the development levels are also situational.
A person could be skilled, confident and motivated for one part of his/her job, but could be less competent for another part of the job.
Blanchard and Hersey said that the Leadership Style (S1 – S4) of the leader must correspond to the Development level (D1 – D4) of the follower – and it’s the leader who adapts. By adopting the right style to suit the follower’s development level, work gets done, relationships are built up, and most importantly,
the follower’s development level will rise to D4, to everyone’s benefit.
Steps in Situational Leadership. Process
Make an overview per employee of his/her tasks
Assess the employee on each task (D1…D4)
Decide on the leadership (management) style per task (S1…S4)
Discuss the situation with the employee
Make a joint plan.
Follow-up, check and correct.
Strengths of the Situational Leadership model. Benefits
Easy to understand
Easy to use
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david merzel, david merzel, david, merzel