Lootok, a leading crisis management and business continuity consulting and technology company, and Andersen Steinberg, an executive search and recruitment firm specializing in risk and resilience, announced a new strategic partnership today. The new alliance will give Lootok an even deeper level of expertise and global resources.
Creating a fully outsourced crisis and business continuity program often requires a global team of highly specialized professionals, and Lootok’s hiring process has always adhered to the most rigorous standards. That thoughtful process can sometimes be time-consuming, a necessity that must be balanced with a need for rapid scalability. The new partnership allows Lootok to achieve that scalability while maintaining the highest level of quality.
“To meet the demand for fully outsourced crisis and business continuity programs, Lootok needed a model that allowed us to deploy the right resources in record time,” said Sean Murphy, CEO of Lootok. “Recruiting the best minds in the risk and resiliency industry, supporting local languages and bringing in specialized skillsets is all a part of our business model. With a global network and a reputation for attracting the finest risk talent, our alliance with Andersen Steinberg gives us the ability to achieve that rapid scalability while accessing the finest talent, while bringing world-class service to our clients.”
Both firms have kindred corporate philosophies and a deep understanding of the value that quality talent brings to clients, culture, and profits. “What matters to Lootok, also matters to Andersen Steinberg,” said Murphy. “When companies call on Lootok to manage their crisis and business continuity programs, Lootok becomes their global team, and the right resources are critical to the success of the program.
In managing a program, Lootok brings together management of technology, training, awareness, messaging, reporting, rollout, and support. A diverse group of specialists is essential, and team members may need to be fluent in multiple languages, understand a niche area of supply chain risk, or have deep knowledge of a specific technology. Andersen Steinberg specializes in finding talent that meets those unique criteria.
Together, the partnership gives Andersen Steinberg the opportunity to place the next generation of leaders in global risk, while giving Lootok the ability to scale their innovative services that have transformed the industry over the last ten years.
See press release on PRWeb.com.
Businesses are living in the era of global culture, communication and commerce, greatly increasing the need for multilingual capacity. Little wonder that language learning has become a crucial component of corporate learning programs in the past decade.
Research from Technavio indicates that the corporate language learning market is on the cusp of major expansion. The market research firm released its findings in a press release, showing that corporate online language learning in the U.S. is expected to grow at a compound annual growth rate of 16% between 2017 and 2021.
Is the corporate language learning industry headed for big changes in the next couple of years? Experts seem to think so.
For starters, businesses no longer operate with geographic limits anymore. The internet has made every industry a global one. Because of this, nearly every working adult will at some point encounter language and cultural barriers that can make things challenging. Emerging technologies will have an impact as well.
“Artificial intelligence is now pushing up against human learning of languages,” said Jeremy Stynes, President of Lootok said, “and with it being so much more accurate now, it’s easy to see how this could become scalable.”
Ignore these trends at your own risk. Stynes shared the story of a former employer that spent a great deal of time and money on localizing the language of corporate training content, only to discover that there were tools (like Google translator) that provided a far better solution.
Read the full article with commentary from Jeremy Stynes on HR Dive.
Sean Murphy, CEO of the crisis management and business continuity consulting and technology company Lootok, will share his expertise and insights at two high-profile events this year. On August 7, he will present at the American Public Transportation Association’s (APTA) Risk Management Seminar in San Diego. Immediately following the APTA Seminar, Murphy will be a featured speaker at the U.S. Department of State’s Overseas Security Advisory Council (OSAC)’s Crisis Management Forum in Minneapolis on August 8 and 9.
The APTA Risk Management Seminar is the only risk management seminar dedicated to risk management professionals involved in transit risk management. This year’s agenda features new and creative thinking for risk managers—presenting cutting-edge concepts and challenges. With transportation and public entity risk managers at all levels of experience, the seminar includes several sessions on issues that transit risk managers face on a daily basis. Sean Murphy’s session will explore a modern approach to crisis and business continuity management that allows companies to maneuver in today’s complex world of threats.
The threats impacting businesses today are complex, insidious, and almost always have an up or downstream impact on technology. Cyber attacks are also borderless and can impact core operations as easily as business partner and supply chain operations. Therefore, when companies look to increase their resiliency they must weigh equally their operational and technological vulnerabilities.
One challenge that many organizations face is that there is no single entity governing cybersecurity and crisis management. With different reporting structures, separate budgets, and uncoordinated planning, they struggle to stay in sync. This partnership takes aim at breaking down those silos and helping organizations to get an honest and holistic view of their risk landscape.
Despite the occasional stuffed-shirt boss looking over my shoulder and saying “This isn’t playtime!” some of the best jobs I’ve ever had incorporate a level of playfulness, and the results have always proven to be effective.
A favorite exhortation among fast-food bosses is, “If you’ve got time to lean, you’ve got time to clean!” But a little leaning now and then, and even a little guided playfulness, can go a lot further towards getting employees actively engaged in a corporate goal than will any angry mandate.
Where employers and employees alike go wrong is falling into the trap of believing that work isn’t supposed to be fun. Sean Murphy, CEO and founder of Lootok, a crisis management and business continuity consulting and technology company, went into this business – which is normally as dry as a Prohibition-era liquor cabinet – with the idea of actually transforming it into something people actually want to do.
Read the full article with commentary from Sean Murphy on HUFFPOST.
Changing a culture – whether it’s a country, a company, or a small group of friends – can’t be done by mandate alone, it has to be done with subtle nudging. King Mongkut, leader of Siam in the mid-19th century, also knew a thing or two about how to nudge people towards change, avoiding British colonialization not with battle, but by embracing modernization and the adoption of some Western customs. That’s why Thai people now eat with forks and spoons. Mongkut’s son, King Chulalongkorn, followed in his father’s footsteps, and adopted a spiffy style of dress that included stylish English suits and an Homburg.
Effecting change in peoples’ behavior, and changing long-held customs and practices isn’t an easy thing to do, whether you’re a world leader, the head of a Fortune 500 company, an entrepreneur with a small business, a schoolteacher, or anyone who is tasked with the difficult task of changing the way people think. Strong-arm tactics, mandates, and threats may work in the short-term, but seldom end well. According to Sean Murphy, CEO of Lootok, the “push” model is far less effective – a better approach is to change the conversation so that the people you seek to influence begin to demand the desired behavior. It becomes a “pull” model.
Read the full article with commentary from Sean Murphy on The Good Men Project.