Savage Brands was honored recently with three awards from the Houston Chapter of the International Association of Business Communicators (IABC) in its 2016 Bronze Quill Awards competition—one of the premier awards program for Houston area communicators. Winning entries reflect the best communications strategies, branding and design.
HOUSTON – (February 15, 2016) Two client projects by Savage Brands are featured in “The Book of CSR & Green PR Strategies & Tactics” published by PR News Press. The book is a collection of corporate social responsibility (CSR) and sustainability programs that demonstrate how companies are focusing on these important strategies as a means to communicate its values and brand to stakeholders.
At a recent American Advertising Federation – Houston chapter luncheon, two Savages were honored. Ashley Rundall, Art Director, was named to the AAF-Houston board. Jackie Dryden, Purpose Architect, was presented the Living Legend award for her lifetime contributions to the organization.
HOUSTON (June 12, 2015) – Savage Brands received the prestigious “Best of Show” along with three other significant honors for outstanding client work at the 2015 International Association of Business Communicators (IABC) Bronze Quill Awards.
Impact A Hero honored Savage Brands as Partner of the Year at its 2015 Hall of Fame Gala. The honor recognizes the extensive contribution made by Savage Brands, a leading Houston branding, communications and design firm, in developing a new communications strategy that reflected the organization’s purpose – to help severely wounded heroes returning home from post-9/11 combat.
Successful corporate change – whether it is cultural, functional or growth oriented – is contingent upon employee buy-in. More than ever before, employees are asking questions, demanding transparency and sharing their opinions through social media channels. And more than ever, corporations want these employees to be engaged in the organization and to be ambassadors for the company’s vision.
Did you know that a small percentage of employees has a large influence on the success or failure of any change initiative, regardless of the size of the organization or complexity of the change?