| | | | | First Things First | | January 08, 2020 | By Kathryn Lundstrom |
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| If Westworld Season 3 Is Anything Like This Teaser Dinner, We’re in for a Ride | |
| | At CES 2020 in Las Vegas this week, Giant Spoon and HBO again pulled out all the stops for a themed experience, just like they did for the buzzworthy SXSW events promoting Game of Thrones and Westworld's second season. This time, it was by plunging dinner party attendees into a dystopian world of completely open data to promote WestWorld's third season. And they did so by, well, mining everyone's data and creating a scripted experience from it to thoroughly creep out every non-actor who attended the event. There were personalized meals, people you'd never seen before who knew you (and too much about you) by sight, and in the end, a proposition that the fictional host company, Incite, just go ahead and take over every decision for you from now on. Don't worry. The algorithm will save you. Read more: Adweek's Sara Jerde and Nick Gardner were there, and they each left the dinner with a personalized prediction for how the rest of their lives will pan out. | | | |
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| | Adweek Promos and Events | Complimentary Classes, On Your Time | |
| | Join the Institute for Brand Marketing™, a first-of-its-kind professional development program designed for brand marketers, in collaboration with IBM Watson Advertising. Get started today. | |
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| Marketers Share How—and When—They Give Feedback to New Talent | |
"In the first few weeks, the most helpful feedback for new employees is task based—very specific and actionable pointers on how to physically do the job. Any feedback relating to attitude or behavior should be approached with extreme caution and only given if absolutely necessary in the first few weeks. This sort of feedback should be kept light-hearted and with positive intent assumed." —Caroline Dilloway, client service director, StormBrands "It's important to proactively look for ways to give new employees credit for 'getting it'—a lot of times new people can feel threatening, as though their positive contributions might overshadow the folks who came before. We like to avoid the idea that it's a zero sum situation; new people mean new opportunities, ideas, perspectives that elevate everyone, and we want to recognize early and often when they demonstrate that." —Josh Kelly, managing partner, Fine "You have to be constructively candid with people about their work early on but this doesn’t have to mean stifling their creativity or micromanaging their process. We like to celebrate the early wins and milestones of a new employee while recognizing some of the unique, creative ways that person went about achieving them. Ideally, this feedback should be a two-way street. We hire great people for their perspective and creativity, so it’s important to actively seek out their feedback in the first few weeks so we’re aware of how we can improve as an organization." —Mike Donoghue, CEO and founder, The Alpha Group | | | |
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