World Cup History Will Be Made with BBC Tapestry

BBC Tapestry for FIFA World Cup 2018 - Messi and Ronaldo

The BBC is running “History Will Be made”, a marketing campaign for the 2018 FIFA World Cup to be held in Russia. Every World Cup has a host of iconic moments and everyone has their own individual favourite that immediately takes you back to that time and place. The campaign trailer, “The Tapestry”, takes a journey through World Cup history via the skill of Diego Maradona, the flair of Zinedine Zidane and the emotion of Paul Gascoigne, with a preview of the most exciting talents of this year’s finals including Cristiano Ronaldo, Lionel Messi and Harry Kane. The BBC Tapestry film is only the beginning of a campaign which will continue through to the end of the 2018 FIFA World Cup series in Russia.

Every single frame in the BBC Tapestry film was individually embroidered. More than 227,000 metres of thread were used to create over 600 unique frames of tapestry, that if laid end-to-end would measure over 1,200 metres in length. This visual style will then become the look and feel for the BBC’s coverage, extending into programming graphics, website design, social media, BBC One’s look, and more. The idea will be fully realised in a real 7-metre long tapestry that will be put on public display. Moments from this year’s competition will be added to the tapestry after the tournament’s completion, creating a historical record of the 2018 World Cup.

The launch film’s accompanying music is Ochi Cheryne – a traditional Russian folk song in keeping with the historical theme of the campaign. The song was recorded at Abbey Road Studios, arranged by Alex Baranowski, and features distinguished bass-baritone Sir John Tomlinson alongside a 40-piece orchestra. The lyrics speak of unification and friendship – the ambition of the World Cup itself.

BBC Tapestry World Cup Credits

The BBC World Cup Tapestry campaign was developed at BBC Sport Marketing and BBC Creative by portfolio head of marketing James Parry, marketing manager John Spratt, marketing executive Helen Worsey, campaign planner David Wheadon, media portfolio lead Marc Jones, executive creative directors Aidan McClure and Laurent Simon, creative directors Tim Jones and James Cross, creatives Edward Usher and Xander Hart, producer Liz Dolan, project manager Loretta Ramkissoon, production coordinator Emma Hamilton, head of planning Mike Lean.

Filming was shot by director Nicos Livesey via Blinkink with producer Alex Halley, executive producer Bart Yates, designer Luke Carpenter, and BBC Creative head of design Laurence Honderick.

Sound was designed and mixed by Mark Hills and Anthony Moore at Factory with producer Lucy Spong.

Music, “Ochi Cheryne”, was arranged by composer Alex Baranowski, performed by Sir John Tomlinson and the London Metropolitan Orchestra, recorded at Abbey Road Studios.

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It’s the Magical Time for Network Marketing

The thing that most people don’t understand about Network Marketing right now is how early it still is. Yes, we’re doing almost $200 billion in combined revenue around the world. And yes, there’s a hundred million people involved around the world either part-time or full-time. But it’s still so early.

Here’s what is happening right now…

#1 The products are growing up

Lazy products are not working in the marketplace. So, the products and services are getting better and better.

#2 The companies are improving

Companies are going to another level in terms of branding, service, support, and technology.

#3 The distributors of Network Marketing are deciding to become professionals

There are more people today that consider themselves Network Marketing professionals than any other time.

And I personally believe that this generation, the people who are getting involved right now, are going to create the most wealth per distributor. They are going to make more than the people who got involved years ago because the profession wasn’t really ready yet. And they are going to make more than distributors in the future because the profession is going to be more popular, widely accepted, and more understood.

But today, Network Marketing has the perfect blend of professionalism and improved practices, standards, and training while still being virgin territory.

It’s like there is all of this unclaimed beach front property that a person can just come in, put their flag down, and say “I’m going to be a Network Marketing professional.” But there is going to be a time when that beach front property is going to run out, and people are going to have to move back one row. Those people are not going to get as much return as they are going to get right this moment.

This is a magical time for Network Marketing. I predict that in the next 5 or 10 years, more wealth will be created inside of the Network Marketing profession than any 10-year period in its entire existence.

Hundreds of years from now, people will look back at this moment as the perfect moment to get involved in Network Marketing. But you have to see it, and you have to take action.

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One of My Worst Days in Network Marketing

Learn more about the Inviting: Mastering the Gateway Skill LIVE Online Coaching Event on April 7th at Noon (PT) at

This is a recording of a Facebook Live I did recently where I discussed a lesson I gained from one of my worst days in Network Marketing.

When I first got involved in Network Marketing, I expected that people would at least be willing to hear and learn about my product. I found out that wasn’t true. People weren’t willing to even look at it. And this lead to one of my most embarrassing and worst days in my Network Marketing career.

That day made me decide to master the art of inviting. I wanted to be able to walk into any situation and at least get people to take a look at my product and opportunity.

And now, I want to coach you for 3 hours on what I learned and the strategies I mastered to get more prospects than ever to take a look.

Inviting is the gateway skill of Network Marketing. If you can’t figure this skill out, your business is DEAD.

Get the Scripts, Skill, and Strategies to Confidently Invite 300% More Prospects to Hear About Your Opportunity!

Register for the Inviting: Mastering the Gateway Skill LIVE Online Coaching Event on April 7th at Noon (PT) and get my Inviting: The Gateway Skill Master Class for free!

Click here to register for the Inviting: Mastering the Gateway Skill LIVE Online Coaching Event

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Can Everyone on Your Team Do It?

I have an old Network Marketing adage for you… “It doesn’t matter what works. It only matters what duplicates.”

What do I mean by that?

Well, there are a few of you out there who are very skilled and talented at making fancy things work. You have contacts in government and huge corporations, and you have all of these networking abilities. And you can get trapped by this skill because even if it works for you, it certainly won’t duplicate for you.

And when it doesn’t duplicate, you don’t get all of the benefits of Network Marketing.

You see, the beauty of Network Marketing is that by getting a large group of people to do a few simple things over a sustained period of time, you can start with your income coming from 100% of your effort and end with 1% coming from your effort and 99% from a large group of people around the world.

You want freedom, leverage, and sustainability. But you can’t get that by doing something fancy. You have to think about what duplicates.

So, ask yourself, “Is what I’m doing every day something that every single person in my organization can do every day?”

If they can’t do what you’re doing, then you’ve got to change it to something that can be done by everyone in your organization every day. That’s why third-party tools and stories are so important. They level the playing field so that you can have duplication. Simple systems like that allow you to create a way for duplication to have a chance at survival.

You can kill duplication by getting fancy. Or you can foster duplication by keeping it simple, third-party, around stories, and around simple systems.

It doesn’t matter what works. It only matters what duplicates.

Free Foundations of Duplication Mindmap

Without duplication, you will keep losing more people than you can bring into your team. This free Foundations of Duplication downloadable mindmap will help you get started creating duplication in your Network Marketing business!

Click here to get your Free Foundations of Duplication Downloadable Mindmap

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Larry King Grills Eric Worre About Network Marketing

By Eric Worre

The truth behind Network Marketing is finally revealed. I recently sat down with Larry King to answer the same tough questions you hear every day.

  • Is Network Marketing a pyramid scheme?
  • Can anyone really make money in Network Marketing?
  • Isn’t Network Marketing just recruit driven?

The answers to these questions will not only shock you, but the video itself could become the most powerful recruiting tool you have ever possessed.

Watch the entire interview below.

Click here to Learn Communication Secrets from Master Communicator Larry King

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Million Dollar Interview with Calvin Becerra

Earning more than $2 million in Network Marketing commissions a year, and more than $15 million in total over the past 13 years, Calvin Becerra started his Network Marketing career at the age of 24. Since then, he has built a massive organization of hundreds of thousands of people that is represented in more than 90 countries worldwide and includes 10 people earning more than $1 million in commissions a year.

Want more interviews like this? Subscribe to the Go Pro Podcast:

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The new issue of Work&Place, the most influential workplace journal in the world, is now available for free download

We have published the latest Work&Place issue for Spring 2019. As always, it offers a diverse compilation of timely and provocative perspectives focused on the intersections between and among work, the workplace, technology, culture, and business strategy. You might start with Rob Harris’s call for shooting the messengers in his (highly responsible) rant on the dearth of meaningful research about the business value of open offices and the all-too-frequent unfounded claims about how wonderful open plan is.

If you find Rob’s insights compelling, you might want to turn next to Anthony Brown’s “Brief history of workplace disruption”, which provides a marvellous review of how the workplace has evolved over the past several centuries, introducing one powerful disruption after another into the way we now work.

Then, for a glimpse at a very plausible workplace future, dig into David Karpook’s article about how AI and sensing tech will change the way we experience our workplaces (and the way they experience us).  Follow that up with Jan Johnson’s call for a people-powered approach to workplace design. Jan shares her own experiences as a long-time workplace designer who believes in actively engaging the people who will use the workplace.

That kind of engagement in workplace design is critical, because as Peter Ankerstjerne points out, the most important source of wealth in the information economy is the experience of the people who do the work. While much attention is paid these days to Big Data, Peter makes a convincing case that data only has meaning when it is used, processed, and interpreted – and it is their own experience that influences that interpretation.

Then, for a wholly different perspective, think outside your workplace (and your entire facility) for a moment to learn about how large urban areas are beginning to design economies and physical facilities for “life after carbon.” Peter Plastrik and John Cleveland have just published an incredibly  important book called Life After Carbon: The next global transformation of cities. We are proud to bring you both an excerpt and a thoughtful review of the book by Nancy Johnson Sanquist.

And there is one more article, on bringing the outside in – Kelly Taylor’s overview of the latest thinking about biophilia – the introduction of living things and their images into the workplace, to restore workers’ connections with nature and enhance their productivity and satisfaction.

We are also debuting a new theme, Conference Reports, in which we provide you with summaries of major events from participants. Work&Place is now an active media partner for many conferences around the world, and we use that role to provide you with insider looks at the major themes, presenters, and conversations that make them so important.You need to engage with these ideas and spend some time sorting through their implications for your own work. But don’t stop there.

Engage with us and the authors too; use the website to extend the conversation, raise new questions, and tell us what you want to read about, and hear about, going forward. We view Work&Place not as a dusty library, but as a continuing and lively global conversation.


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Organisations are overwhelmed by innovation, claims report

Companies are being overwhelmed by innovation projects, fewer than half of which even make it to market. That is according to a new report from Oracle, based on a poll of more than 5,000 decision makers from 24 countries. Despite what the report claims is a clear link between growth and innovation, organisations are being held back by poor processes and a lack of focus. The report suggests that innovation barriers are particularly pronounced amongst big companies, as well as companies experiencing higher growth rates.

The report, “Having a successful innovation agenda” is based on a survey of 5,000+ decision makers in cloud solutions and software. The respondents represented companies across 24 markets, generating revenues between under £1 million to more than £500 million and workforces of 100 to 50,000 employees.

Key findings:

  • One third of companies are overwhelmed by too many innovation projects
  • 85 percent of companies experiencing strong to significant growth are investing in innovation
  • 21 percent say lack of commitment from business is a major barrier to innovation
  • 22 percent say lack of process is hampering their innovation efforts, while 22 percent blame a lack of vision
  • 22 percent say that an underinvestment in technology is holding back their innovation program
  • Not enough focus and structure

Over-commitment is preventing companies from bringing their innovation initiatives to life, with one third admitting to being overwhelmed by too many projects. The issue was particularly evident in high-growth companies, with 38 percent reporting an excess of parallel initiatives.

Despite ambitions to embed processes that encourage innovation, 22 percent of organizations said that the ideal workflows had not yet been properly implemented. Meanwhile, 19 percent of companies said they were being held back by a lack of suitable technology.

Lack of leadership

Insufficient commitment from the business, coupled with a lack of clear ownership, were shown to be key barriers to a company’s success in innovation. Executives (48 percent) and IT (46 percent) were identified as common owners of the innovation topic, but other functions were identified as owners in near-equal proportions (35-41 percent).

Customer engagement as an indicator of success

Organisations are moving away from traditional KPIs of employee productivity (53 percent) and revenue (53 percent), and increasingly looking towards customer experience (57 percent) as a measurement of ROI. However, this shift is drawing attention away from employee engagement, with only 44 percent looking at organisation pipeline as an innovation lever, and only 41 percent considering company culture.

“Employees will always be a critical factor in any innovation program – both coming up with new ideas that address real problems and seeing them through to fruition,” says Neil Sholay, Vice president of Innovation, Oracle. “But they need an effective and supporting culture of innovation to be successful. This starts with a clear vision from leaders and the prioritisation and funding of chosen projects. Being innovative isn’t just about ideas, it’s about execution.”

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Boost in adult learning essential when preparing for the future of work

Many OECD countries need to urgently scale-up and upgrade their adult learning systems to help people adapt to the future world of work, according to a new OECD report. Getting Skills Right: Future-Ready Adult Learning Systems says that new technologies, globalisation and population ageing are changing the quantity and quality of jobs as well as the skills they require. Providing better skilling and re-skilling opportunities to workers affected by these changes is essential to make sure the future works for all.

Today only two in five adults participate in education and training in any given year. The most disadvantaged are least likely to train, with low-skilled adults three times less likely to undertake training than the high-skilled (20% vs 58%). Other groups falling behind include older people, low-wage and temporary workers, and the unemployed

The most recent OECD analysis suggests that while only about one in seven jobs is at risk of full automation, another 30% will likely be overhauled. However, people in jobs most at risk also do less training (40%) than workers with jobs at low risk (59%). Part of the problem is the lack of motivation to participate in training: across the OECD, around half of adults do not want to train. A further 11% would like to but do not due to barriers such as lack of time, money or support by their employer.

The report underlines the importance of good quality training that leads to skills that respond to labour market needs. Compulsory training, such as on occupational health and safety, absorbs 20% of training hours on average in European countries. This training is necessary but should be complemented with learning opportunities that allow adults to develop skills that enable them to keep their job or seek new opportunities for career progressions.

A new dashboard in the report compares the situation across countries and highlights, for each country, the critical areas for reform. In particular, it summarises the future-readiness of each country’s adult learning systems to respond to the challenges of a rapidly changing world of work along six dimensions of: coverage, inclusiveness, flexibility and guidance, alignment with skill needs, impact, and financing.

Greece, Japan and the Slovak Republic perform poorly across most dimensions of future readiness. But there is room for improvement even in well-performing countries. In Norway, relatively few adults see a direct impact of the training they undertake on their job or career and Denmark lags behind the top performing countries in terms of coverage. Slovenia performs well in terms of inclusiveness and yet there is still a 10 percentage point gap in training participation between disadvantaged and more advantaged groups on average.

To tackle the issue, the report makes a series of recommendations, including that countries:

  • Improve coverage and inclusiveness by promoting the benefits of adult learning and providing targeted support for the low skilled, the unemployed, migrants and older people.
  • Align training more closely with labour market needs and design programmes targeting adults whose skills are likely to become obsolete in the future.
  • Improve the quality and effectiveness of training. This could include, for example, putting in place quality labels to help workers and firms make informed choices about training investments.
  • Ensure adequate public financing and incentivising employers to contribute through training levies and tax incentives, as well as encouraging individuals through subsidies and paid training leave.

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Employers need to become active listeners to improve mental health at work

Time to Talk Day takes place every February and encourages people to open-up about their emotional wellbeing, but in a workplace setting this can be challenging. Despite 80 percent of employers believing employees would feel comfortable talking about their mental health, only 5 percent of employees would do so. Clearly there’s a disconnect between talkers and listeners which needs to be addressed if we’re to improve mental health at work.

Here’s how employers can share the burden of responsibility when it comes to creating an open dialogue…


 ‘Active listening’

Fear of discrimination, a lack of shared language and a sense they will not be listened to all contribute to employees keeping quiet about their mental health. To address this, it’s important employers demonstrate ‘active listening’, a conscious effort to hear not only the words a person is saying, but also the message they’re trying to convey and what it means to them.

Using techniques such as paraphrasing and reflecting on what the speaker has said, shows you are actively engaged in the conversation and listening to understand rather than just waiting for your turn to talk. You should see yourself as a ‘sounding board’ for discussion and try not to derail the conversation with your own thoughts or judgements.


The power of words

According to The Journal of Positive Psychology, we should rethink the way we use language when talking about mental health. It’s suggested that by avoiding purely diagnostic terms for conditions such as anxiety and depression, we can help lift the stigma. Instead, we should embrace more generalised discussions that reflect the spectrum of human emotion; ‘labels’ can be unhelpful if a person doesn’t feel they fit the definition. A wider vocabulary makes discussions feel less judgemental and allows for a more meaningful exploration of an individual’s distress.

Employers should also be mindful of the everyday language used by employees and how it can reflect their mental state. Those with symptoms of mental ill health often use negative descriptions and absolutist words to talk about their state of mind. As well as verbal cues, it’s important to be aware of facial expressions and tone of voice can be insightful indicators about how your employee is feeling.


Don’t just wait your turn

If an employee has summoned the courage to disclose to you their mental health status, it’s important you understand the courage this has taken and are sensitive in your response. Don’t second-guess them or interrupt to talk about your own or someone else’s experience or diagnosis. Remember, this is not your story to tell, so allow the conversation to flow naturally at a pace.

As it’s not your position to diagnose or treat, it’s important to encourage employees who are clearly experiencing emotional distress to speak to their doctor, CBT expert or psychiatrist as a next step, as well as recommending any workplace benefits or programmes which could support their recovery and build emotional resilience in the long term.


Take action

Listening to individuals is paramount and can play a major role in destigmatising mental ill health but encouraging an open dialogue across the whole workforce is important too. It’s widely reported 1 in 4 of us will experience a mental health problem at some point in our lives, but employers need to take a ‘4 in 4’ approach to emotional wellbeing. That’s because every employee has mental health to protect and enhance.

One way to broaden the conversation is to appoint Mental Health Champions across all levels of the workforce, who can oversee the development and implementation of a mental health strategy and be key figures for employees to speak to.

Investing in measures such as emotional literacy training can also help to empower all staff to have meaningful conversations about mental health and spot the signs someone may be struggling. At Nuffield Health, we recently introduced our own emotional literacy training programme. We found that following completion of the training, 94 percent of participants reported feeling more confident in supporting a colleague with signs of emotional distress, while 98 percent would recommend the training to a colleague.

By incorporating mental health support into your company policies, you can effectively demonstrate your commitment to emotional wellbeing, as well as help to show that when it comes to your employees’ mental health, you’re listening.


Brendan Street is Professional Head, Emotional Wellbeing at Nuffield Health

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