1 year anniversary

It is surprising 1 year. Now comes to the day, we celebrate the 1 year anniversary. Let's sit down together, to pray, for bright future, for golden days to be covered in the remained of our life. Surely, the remained days belong to each of us two, and only belong to each of us two.

finally made the decision

and fully ready to take all the results that leads. It is the nature of life and destiny of the choice.
As long as you choose, you will need to take the result.
Fine, let's make it.

horrible last week

it is really disaster like lst week. So chaos situation, follows with so many argue and meetings and then solutions and action plans. I am fatigued for such kind of life.
Always betting.
Seems no hints of recovery.

Let's stop a while and admit, sorry, failed

tried best, but not way out.
So sorry to so many people.
In avoiding bigger sorry, let's cut here.
Provent bigger lose.

biz thougts and logic

BaoBao has a very interesting thoughts, thant is, we may find a suitable biz model that could charge to individuals in HR market. This is quite a sharp idea. At first thought, it is ridiculous crazy idea since consumers have already been used to free lunch for long since the 1st and 2nd tide of internet. Also, consumer may need to think where is the value come from. Actually, it may be good point. It depends on from which stand we take. I will still trust, with good value, or, as long as we provide real value, we could really charge.
The only thing is that: what value we provide.
We could figure out the background we are now in. Although it is blur at this moment, but truly there may lie chances.
1. there are huge gap between the providing and demanding in HR market. One aspect is that company continiously hunger for and hunting for talents to fill in the HR gap. Another aspect is that so many persons are as well eagerly hunting for positions and offers. What does that mean? Chances
2. company level usage. We heard so much complains that company HRs are just mad and blind. They never knows how to find the right persons. Why? for being lack of the right methods to tell the right persons? for the standard is just too complex and unreasonable? for the bosses are just too mad and silly? All are right and all are wrong. Actually, selection work is a subjective work, most of cases. So we need balance between subjective and objective matches. What does that mean? Chances
3. individuals. The company's hard situation, from another aspect, is the hard situation of individuals. But life should be in that way. How to help them? If we could find a way, we will have chances.
Above are all potentials, we still don't know exactly what we expect and could provide at this moment. But if we could find a way, it will be a big chance, and thus business.

How to evaluate TVC

Today we discussed about TVC storyboards, Questions are:
1. how to evaluate good Storyboard;
2. what is the balance between the Brand team's preference and real response from consumer;
3. how to judge the research findings.
For a good story board, it should be:
1. on strategy, the story board need to be consist with the communication objective and goals. A good story board is to strengthen the communication.. Say, for Shark, it need to talk about "surprising tasty experience". For Lays it need to be "unstoppable". For "ice", "gathering",big "airdrop" and "big fish", none of them could express the this point fully.
2. good story. All in all, TVC is a LinkTest work. Basically, we need a good score of the test, to tell a story to the management, to convince them, most important of all. So, from AI wise and PI wise, we need the story convincable enough. From AI wise, we need to be unique, creative and extraordinary, most of the cases. From PI wise, we need the story much much natural.

一山还有一山高

周三,和亲爱的老婆去见她的旧雨我的新交.两个twnese.所谓人比人,气死人.其中一个只比我大4岁,但是俨然已经是一个企业的掌门之人.见识,素养,我之不如也.
本来觉得自己在达能,做个小喽啰,先积累一两年,练好内功,然后伺机而动,倒不觉得一定要如何如何.被这两个人一刺激,搞到我内心颇不宁静.
倒不是说一定要如何如何,但是昏昏噩噩显然不是应有之义.
工作累不是理由,压力大不是原因,如果未来要承担更大社会责任,这点小门小槛都过不去,岂非太不成器.