hi assalamualaikumwarahmatullahiwabarahkatuh hi! take care glad to see you can you help my business I selling stationary and do internet business my business open from tuesday to sunday but close by monday if you like to help my income that maybe can help you I'm like talking to you I,m sorry I'm just tell you what I can,this is just my opinion as advice women can comes with idea or business or job they doing,they can become business consultant or business development or for example try to sell something from there they create a job and learning business process,corporate governance,corporate comunication,corporate social responsibiliti(CSR),corporate style from other country,strategy scorecard,financial management,risk management and project management,strategy management,use internet as medium,Organization Questionair.Shaping global businesses required strategie management,organisation skills,comunications as well as information infrastructures.Information and information management were now key issues for management accountant,with tecnology encouraging faster and widely dispersed information flows around the organisation.Try be the first leader in everything you do try to compete in order to be a winner,experiment and analysis every item and follow to time table in order to decide which information,from understanding all article and information report to your manager and team member and take quick action,sometimes company will do some research with systematic arrangement in order to maintain or increase performance and react in response to consumer need and key performance indicator(KPI),learning from mistake and make corection imediately and make a choice a new one,build your momentum,quick learning information or tecnology make and be a repeat reference of latest development tecnology news also artificial intelligence(AI) is a set of technologies that enable computers to perform a variety of advanced functions,including the ability to see,understand and translate spoken and written language,analyse data,make recommendations,and more.
Key trends to shape tech industry
Research firm IDC predicts that information and communications technology spending and growth for the Asia-Pacific (excluding Japan) region this year january 8,2007 will be fuelled largely by continued economic growth and increasing market demand.Here are 10 key trends that the firm believes will shape the regional industry.
1)China and India will continue to lead the pack:Gross domestic product(GDP) growth in China and India are expected to hit 8.3 per cent and 7.7 per cent respectively.
With economic growth rates poised to cool slightly,these countries will be pushed to look at domestic markets as recent years of prosperity drive IT infrastructure build-out and narrow domestic urban/rural gaps.These developments will require vendors to have deep sub-regional knowledge to extract big wins in these markets.
Furthermore,emerging Asia countries like Bangladesh,Pakistan,Sri Lanka and Vietnam will see spending power and IT infrastructure budgets accelerate to approach similar growth rates of Brazil,Russia,India and China.
2) Eastern heroes will emerge to capture regional and global software markets:
The rise of ''Eastern heroes'' the likes of UF Soft,Kingdee,Mincom,Ahnlab and Rising will give more established global vendors a run for their money.These firm have regional and global ambition,particularly in the under-served small and medium-sized business (SMB) market.They are bolstered by their belief that they have more practical experience to integrate into their solutions and are capable of building applications that are easy to manage.
3)Service-oriented architecture(SOA)momentum will gather with new entry points:
Nearly two-thirds of mid-sized and large corporate firms in the Asia-Pacific(excluding Japan) will commit to early-stage SOA adoption this year,with initial projects concluding next year.
But the appeal of SOA has to be tempered with caution regarding internal process assessments and re-engineering.And as many corporations are struggling to manage their business processes,a near-term opportunity may lie with vendors to aid in both re-engineering and rollout.
4)Consulting and systems integration vendors will refine delivery models to improve profitability:
As vendors have been forced to overcommit with extra services to meet tight delivery timelines,profitability has often taken a beating.So,consulting and systems integration firms will likely take a more discreet service approach this year to counter the erosion of their profitability through standardication of their service.
These services will have standard price,fixed service-level agreements and pre-defined deliverables.
5)Business process outsourcing customer to test-drive before making long-term commitments:
New business process outsourcing projects will be won from Asian customers through the provision of short-term pilot projects first,followed by long-term contracts after the vendor proves capable of meeting Asian customers' needs.
This is a diferent model from the typical one that serves Western clients,who are more willing to transit to business process outsourcing based on compelling economics.The vendor- customer relationship is key to Asian clients and business process outsourcing vendors will deliver this through service innovation this year.
6)Vendors will chase the long tail in the SMB market:
This year will be marked by an aggressive focus from all major vendors to broaden and deepen their coverage of the SMB sector in the region.The region's SMB market has seen growth rates in recent years approaching 10 per cent, with the sector expected to hit US$52 bilion (RM 187.2 bilion ) this year.
7) Services will be caught in the wireless mesh:
After much hype, this will finally be the year where wireless mesh services will emerge in Asia.Existing deployments in Taipei will push Malaysia,Singapore and other countries to champion their metropolitan and regional networks,offering wide area coverage and limited mobile voice-over-internet protocol capability.
IDC expects the wide-area metropolitan Wi-Fi market to double to US$250 milion this year.
8)Fixed mobile convergence will enable mass-market consumer mobility:
Telecommunications network operations will begin initial deployments of fixed-mobile convergence service this year.Technologies such as WiMax,mesh networking,peer-to-peer computing, software-defined radio equipment,universal serial bus-based High Speed Downlink Packet Access modems and internet protocol version 6 upgrades to Internet equipment will help push the capability of fixed-mobile convergence services.
9)Evolution of laptops to take over mature and emerging Asian markets:
Notebooks will be the fastest-growing PC form factor in the region with over 25 per cent unit growth this year,driven by low prices and growing awereness that help to create multiple-PC households and increase migration away from desktops.
While notebook growth is aggressive,IDC predicts that the third-generation-enabled notebook segment will disappoint this year,with bottlenecks at network operators causing delayed demand.
10)Content is king as high-definition TV(HDTV) and internet protocol TV(IPTV)emerge:
Both HDTV and IPTV have seen significant growth in recent years.The adoption of HD-capable TV sets is expected to pick up as viewers adopt equipment in preparation for HD broadcasts of the 2008 Beijing Olympic Games.And IPTV will continue its good growth rate at 76 per cent this year and 168 per cent next year.
In both cases,the lack of content,due to regulatory lags with HDTV and geographic exclusivity with IPTV,currently inhibits large-scale uptake.
Positioning as a strategic partner:Knowledge is one of the few compertitive edges available to organisations today.Therefore,how our employees learn will impact our organisation's future.Today's performance is a product of yesterday's learning:tomorrow's performance is a product of today's learning."
As training manager,consultants and facilitator,how can we strategically partner with the stakeholders of our organisations to help create a learning organisation that will give us a competitive edge tomorrow? We must first understanding the terminology behind the trend, define the changing role of the training department in the learning organisation,and embrace strategie planning.
Learning organisation defined.First,what is learning organisation? A learning organisation is one that makes learning a priority.
Learning is a fluid stage running throughout the organisation and is incorporated into the company's strategic plan.
Training programs focus on the future needs of the organisation and are accessible to all employees,not just select groups.Learning is viewed as an ongoing process,not just a one-time event.
Employees are empowered to obtain the training they need and to incorporate it into their everyday work processes.
Many organisations have made the transition to become a learning organisation but there are many still to follow.The training department can play a key role in helping these organisations make the transition and lead them securely into the future.
Role of the training and development.In a learning organisation,the training department takes on more of a coaching role than ever before.
Instead of creating training programs and managing the process of getting employees to the training,the training department's main goal becomes the sharing and management of knowledge within the organisation.Its focus now shifts to getting the training to employees just in time,exactly when they need it.
Trainers must keep abreast of future trends in learning and learning tecnology.Comparing with other training organisations will be an invaluable tool to learn from others as we move through the changing world of tecnology.
Experiencing first-hand how tecnology works and its benefits to future learning will place your organisation at an advantage. Your ability to comunicate this information to your company's stakeholder will help shape the development of your organisation's tecnological applications.
Strategie planning.As e-learning evolves,an organisation's intranet strategy will become the dominant strategy for managing knowledge
The training department must play an active role in its development to ensure that it meets the organisation's need.Working with the company's information systems team,the training department can help create a system that is training focused and user-friendly.
The training department has vital experience and information to help create a strategy and vehicle for future learning.If your training department does not have a Web page and electronic resource guide to information,then that's the place to start.
Create a presence for your training department that clearly establishes that you are on the cutting edge of tecnology.Partnering with information systems group will make the process much simpler and will help build a relationship that is critical to your future success.Investigate alternative learning techniques that your organisation can offer to its employees.
Personal development plans.Our role as trainers to professionals has changed dramatically over the past few year.The future of training is rapidly transforming with the help of tecnology and the creation of e-learning.
To ensure our own future,we need to understand how technology can enhance the learning process.Using the World Wide Web and company intranet,we can design training experiences that help our employees turn information into knowledge and more importantly,turn knowledge into successful on-the-job applications to improve performance and gain a competitive edge.
Keeping pace with ever changing technology and the evolving workplace is a full-time job for training professionals.The key message is clear:keeping up with training technology will help to ensure that you are a key strategic partner in your organisation's future.
Training tools checklist.To ensure you are a key strategic partner in your organisation's future,here is a personal checklist of tools that will help you keep up with training technology.Answer yes or no to the following statements:
Is your organisation a learning?if not,are you playing a key role in its development?
Have you created an online training resource guide for your organisation?
Do you partner with your information systems team to create interactive training resources?
Have you created a PowerPoint presentation?
Have you delivered a PowerPoint presentation?
Do you keep abreast of the latest training and technological trends by reviewing books,articles,and Web sites?
Do you surf the Internet on a regular basis?
Have you participated in a video conference?
Have you participated in computer-based training?
Have you participated in a computer simulated learning experience?
Have you experienced e-learning or distance learning?
Using the checklist,create a personal development plan of areas that you wish to focus on.
The financial markets generally are unpredictable.So that one has to have different scenario...The idea that you can actually predict what's going to happen contradict my way of looking at the market''.
-George Soros
Useful tips for new executives
WHEN entering a new work environment,all of us have some anxiety,if not expectations,of how you would fit into the scheme of things.I have had several years in top management in the corporate sector in a number of companies spread around the world.I know for sure it is often difficult to succeed,but rather than be a dismal failure,you can instead be a managerial hero.Here are some tips on how to avoid the usual pitfalls.
Let's assume you are new to this high-profile,visible position and excited about the challenges ahead.Put aside your natural eagerness to have the perfect start because you need to tread carefully in this unfamiliar territory.If in your enthusiasm you isolate a few people you could miss out on feedback crucial to your success later.
Follow the general practise in both the government and corporate sectors-your first task would be to have a clear understanding of your job,your particular job portfolio.Whether you are new employee,or you have been brought in to troubleshoot and clean up a mess to increase profits or boost morale,these four simple steps will get you to where you want to go.
Listen more than you talk:When Ahmad Murad took over as general manager of Freight Forwarding Co,it had been a bad outfit with an awful reputation for not delivering on time.When he left several years later,it had just won the prize for the best-run outfit in the region.To what does Murad attribute this astonishing turn around?
"Listening to people,his people!"
Murad grew up in DHL.The lessons learnt there helped him.
So he understood to really know what was going on,and to hear the concerns and suggestions of every member of the team he had to move around.Once the word got out that Murad was making his way around to talk to everybody on the ship,behaviour problems ceased and teamwork improved exponentially.He had figured out a way to break the me/they mentality-the paradigm of non-comunicative,one-way management-that existed.
Get out and around:Forget about organising your office-that can follow.There are more important issues to attend to,operations to see,key people to visit.
Visibility and friendliness are crucial,and will be your best friends in the first few months in your new position.You need to see for yourself,experience what's going on,and let the team feel your accessibility.People will be measuring your openness and interaction,the distance between you and them -short is the best choice!
Know something about each member of your team:From your firsthand impressions as well as from several other communications and/or reports,get a grip on the strengths,weaknesses and general style of each member of your team.Understand your team well.Bear in mind that our weaknesses are always the excesses of our strengths.
In other words,most creative folks will pad the details with some regularity,and your linear thinkers will frequently plan themselves into a rut.You ought to therefore make it your business to know your people as quickly as possible so you'll have a keen sense of which players to assign which tasks,and who needs what kind of training.
When you give your people a chance to open up and tell you about themselves,they'll love it and you'll gain invaluable information.
Manage in both directions-up and down:When you're new on the job and feeling pretty tense about proving yourself,what would be your first impulse?Would it be to invest your time in managing up,trying to do what the top brass expects of you?Not a bad idea,but don't be lopsided about it!
Your best results will come from dividing your time evenly between the bosses and the bossed.Many new executives have won the battle of impressing their superiors,but lost the war of fielding a consistently winning team by instinctively looking up rather than both up and down.This is a common strategic failure among most young executives.
Leadership is never easy.It is,as a doctor friend of mine observed, "a little like practising psychiatry without a licence".
When you apply surefire strategies,they will work well for you.Following the abovementioned four steps will go a long way towards getting your new team fighting for you and your goals.Would you not be happy they are there working for you rather than against you?
Competitive intelligence processes
AS competitive intelligence (CI} professionals,we all have our techniques and processes to access information to make better business decisions.Whether it is searching the invisible Web to find that key profile on a competitor's senior manager or conducting an interview with an industry expert,we all have our methods to find information efficiently.
In each issue of a magazine,Competia,invited authors have presented an abundance of processes to assist professionals to gather data that is relevant to their industry.The three article in its archives that Competia believes to be the most valuable to professional in CI are:
1. Picking up weak signals(http://www.competia.com/cgi-bin/login.pl?/archives/cl/04-ci.html}. In his article,Picking Up Weak Signals,Robert Salmon puts forth a four-step process to gather information to identify weak signals.He suggests that professionals should:
- Make surprise a way of life.Individuals should be always ready to take notes when there are unexpected development in the industry.The notes should be reviewed and analysed by key decision makers.
-Learn to screen trends.As part of the data gathering process,individuals need to establish a systematic approach to screen information and identify trends.The article recommends a few Web-based tools to distinguish industry trends.
-Learn from others.Consider studying other companies' information-gathering practises in terms of discovering weak signals.
-Listen carefully. During interviews with experts, individuals should make every attempt to pay attention to every detail regarding their thoughts on future trends in the industry.
The underlying theme behind Salmon's article is the need to have a dependable framework to cull information to arrive at the right conclusions to discover weak signals regarding competitors.
2. Understanding business war-game. In the February 2001 issue of the magazine, Competia had expert Jay Kurtz share his views on the CI process of business war-gaming.
A business war-game is designed to make the development and execution of a plan more effective by helping an organisation to understand a situation much better than it could through other approaches.
The article gives details on the key elements of executing a war-game in any corporation.Kurtz provides:
- Tips on how to run a business war-game.The bare essentials you must know to ensure a successful session.
- A list of suggested deliverables.The outcomes of a business war-game can be classified as hard and soft deliverables depending on your situation.
-Explanations on how and when a business war-game can help reach corporate objectives.
-A list of questions that can be asked in a typical war-gaming session.These questions will help you deal with individuals who are unfamiliar with the concept of a business war-game.
At the end of the article,Kurtz encourages CI professionals to be involved in business war-gaming sessions.Industry professionals can be the driving forces behind sessions by:
-Preparing the market,competitor or issue profiles that are incorporated into the pre-war game briefing:
-Acting as intelligence sources during the war-game;and
-Participating as team member/facilitators during the war-game.
3. Getting CI help from the sales force(http://www.competia.com/cgi-bin/login.pl?/archives/ci/22-ci.html}.Getting CI Help From the Sales Force,by Steve England,is a blunt reminder to professionals that human intelligence still remains the best source to obtain information on competitors.
England suggests the eight step plan to efficiently attain the necessary information from sales people,which include (i}know the sales team-personally,(ii}listen to them-understand their needs,(iii}offer tips-subtly,(iv}produce some quick results,(v}be approachable,(vi}attend sales meetings-show an interest,(vii}give praise where praise is due,and (viii}go back to step one and repeat.
Within each step,readers are furnished with practical tips and hints on how to work closer with the sales team.(Note that each step of the process should not be rushed through to get to the desired pieces of data.}
After going through the steps discussed in this article,CI professionals should be able to cooperate with individuals in sales to access an enormous amount of information that is not available elsewhere!
Tips to increase your business profits
JUST as 30 per cent of all drinkable water gets wasted on the way to the consumer by leaky pipes,your business may be letting potential revenue drip away,to be lost forever.Make sure you are taking best advantage of all the opportunities for earnings by using these tips.
IMPROVE YOUR FOLLOW-UP.
According to the National Sales surveys,only about two per cent of sales occur on the first contact.Eighty per cent of sales require at least five contacts before the transaction occurs,
That means if you put out your sales message just once or twice,you're barely out of the gate.Those who might eventually buy are hardly even beginning to pay attention.You must repeat that message again and again before it wakes up busy people to what you are offering.
PLACE YOUR MARKETING ACTIVITIES ON SCHEDULE WITH A PLAN
We witness a lot of businesses bedevilled by the feast or famine syndrome,where they stop marketing when times are good and therefore,have no pipeline in place bringing them new leads when the economy slows down.They get busy marketing,but there's a time lag before new business comes in,and when it does,they stop marketing once more,keeping the cycle going.
Instead,invest time or money in creating a marketing plan that tells you what to do each week or month to keep business continually flowing in.If it's too much for you to handle,hire assistants or outsource it to hungry but competent colleague.
INCREASE YOUR PERSONAL PRODUCTIVITY BY WORKING AT YOUR MOST CREATIVE TIMES
Once I incited a firestorm of criticism at a business PR forum by revealing that I hardly ever spend more than one hour writing a Press release.Other PR professionals opined that couldn't possibly create decent work that quickly.
Well,I do,and here's my secret:following a process that creativity researchers will tell you is used by top scientists and inventors,I absorb all the facts and define the challenge for myself,then go to sleep,take a walk or step into the shower.
Within a day,my unconscious mind brings me a ''Eureka''experience with a terrific headline.The rest of the Press release pours out right after the headline.
Had I sat down to try...try...try to write that document,it would take triple the time and not reach the same quality.
STOP UNPRODUCTIVE MARKETING ACTIVITIES,BOOSTING YOUR PROFIT
Advertising gurus know that most advertising doen't work,but they continue to spend like crazy because part of it does.If you can identify which marketing efforts of yours are not giving you a return,and stop spending money and energy on those,you'll be earning more from what you spend.
Admittedly,it can be difficult sometimes to pinpoint what actually brings in customers and clients.However,if you begin asking each buyer how they heard about you and keep track of the answers,patterns almost always emerge.
One graphic artist learnt through this kind of research that nearly all her clientele came from word of mouth and none from her ads in the local business journal.
Of course,the opposite discovery could have happened,too.Don't assume,find out!
MARKET MORE OFTEN TO YOUR CUSTOMER BASE-THAT'S WHERE IT MATTERS.
Hardly anyone stays in touch with existing and past customers often enough.They think they might be ''bothering''their clientele by letting them know about new products,opportunities to buy before a price increase,success stories of other customers like them,and so on.But this is not so!
On the contrary,staying in touch ensures that you stay in the awareness of people who have done business with you before,so that when they need you again,they come to you rather than go to your competitors.
HIRE HELP FOR MECHANICAL TASKS OR A VIRTUAL ASSISTANT TO HELP MANAGE COMMUNICATIONS.
Feeling overwhelmed?You need not be! Let's say at RM 100 an hour doing what you do best,you should not be spending too much energy on routine things like stuffing envelopes,doing errands like going to the bank and the copy shop,or putting together slides for your upcoming lecture.
Instead,pay someone RM 25 an hour to get those to-do's accomplished and free you up to get more high-paid work accomplished.An exception to this principle is when you do the repetitive tasks as a break,or rest from money-making activities that tire you out.
Increasing your productivity means increasing the income from your business without spending more hours working.Get started on at least one of the above today!
Cultivate proper working etiquette
IN the global landscape of hi-tech and information,businesses can now be easily established and cultivated online.Yet with the speed of travel and the intrinsic value of face-to-face transactions,one still needs to observe certain etiquette and qualities that make up a cordial,gracious business executive.
Corporate trainers have noticed there is a significant interest in creating a personal distinction as a competitive business strategy in these variable economic times.With the increased global market aspects of business,a greater emphasis on human consideration is essential for expanding market share.Here are some suggested ways to acquire business ways to acquire business etiquette and grooming:
GROOMING.Invest in a quality wardrobe(light tropical weight wools,silk/linen blends and cottons}
Tailor your wardrobe to your body shape and to the event(business attire,smart-casual}.
Practice a firm,full handshake with three-second eye contact and a smile for both men and women.
Update your hair style and hair colour(if desired}
Update your eyewear to match your facial shape.
Re-evaluate your clothing selections for best colour co-ordination based on your hair,skin and eye colour.
RESOURCES.Purchase fine cotton stationery for personal notes,handwritten with a metal lacquered pen(also a good one to have for signing business documents}.
Build a relationship with a florist for delivery of arrangements for openings,and post-event thank you notes.
Be certain that your portfolio,briefcase,shoes and wallet are in good repair,polished and professional.
Develop a contact with internal support staff to assist you in furthering good client service (for instance,copies,deliveries,typing and formatting}.
ETIQUETTE.Always have three to five general open-ended questions in mind so you can engage your client in conversation.
Prepare for meetings in advance and be brief and direct with your ideas.
Use the e-mail in the same way.Be brief,direct and responsive.
Leave very clear,concise voice mail messages with your phone number and name.
Proceed on the more formal side as you lighten up the conversation with positive and affirming front talk as the relationship develops.
Read the current event,and industry events of your client to build further rapport.
Stand tall and with good posture for a truly natural you is the best business tool!
By adding the perception to the marketing equation,organisations will begin to comprehend that the perceived image of the organisation by its customers is one of the most important filters in the communication process.
Since each individual makes up the organisation,the collective power of perception suggests positive implications when each and everyone ensure their business kit is packed and ready to use! invest in quality work attire and tailor your wardrobe to your body shape and event.
Workplace influences
SOMETIMES it's not what you know but who you know that matters in the workplace.The difference between ''getting by'' at work and being successful is not solely dependent on technical skills or knowledge.
We all know colleagues who have strong people skills and not the strongest technical abilities but who nonetheless possess a distinct position of leverage or influence at work.These individuals are focusing on their strengths and use the power of interpersonal skills and networking to their advantage.You can too!
Although the experience of work is saturated with emotion,research has generally neglected the impact of everyday emotions on organisational life.Furthermore,organisational scholars and practitioners frequently appear to assume that emotionality is the antithesis of rationality and,thus,frequently hold a pejorative view of emotion.This has led to four institutionalised mechanisms for regulating the experience and expression of emotion in the workplace: 1}neutralising,2}buffering,3}prescribing,and 4}normalising emotion.
In contrast to this perspective,we argue that emotionality and rationality are interpenetrated,emotions are an integral and inseparable part of organisational life,and emotions are often functional for the organisation.This argument is illustrated by the keywords: emotion/rationality/motivation/leadership/group dynamics.
One should never underestimate the power of influence gained through networking.The expansiveness and quality of one's social and professional networks can significantly enhance career potential.How can one go about building a supportive network?
The first things to do are collect and organise the business cards from the people you meet so that you have their contact information.Obviously collecting cards is just the first step.Find reasons to send contacts an e-mail,call for advice or to give some information related to their interests.Don't do so incessantly,but regularly-once a week or bi-weekly is appropriate.It generally depends on the significance of your reason to contact them and their past receptiveness.Take the time to research their company Web site so you can make relevant connections and based on inside track information of what's important to them.
Keep in mind that just as it is sometimes awkward to reconnect with old friends or acquaintances after a period of not seeing one another,the same is true for building a network.The longer you are out of touch with business associates the more dificult it is to reconnect and get back in the loop.To help you make this a consistent priority, be strategic about your contacts-jot down regular reminders in a planner or electronic organiser so that you don't leave your connection to chance.
Another way to expand and strengthen your network is to invite contacts to an informal gathering or information session that you organise about topics of general or mutual interest. You may facilitate the discussion yourself or bring in a speaker.You could arrange such meetings at a local coffee shop or restaurant-many will set aside a meeting room upon request.On the invitation,whether it be by e-mail,fax or regular mail, outline the proposed agenda and indicate that ''coffee or tea is provided,other menu items are at the cost of participants''unless of course you able and willing to cover the entire bill.This can be a relatively low-cost way of meeting with contacts and sharing ideas.
This intentional way of meeting your contacts on a regular basis strengthens not only the relationship you have with each of them,but also allows for your contacts to meet one another,an opportunity for which they will be grateful.
These two ways of building your network-regularly connecting with contacts and organising meetings or discussion forums are simple yet effective career enhancers.Give them a try and get noticed at work!Once you are successful,you will have job satisfaction,which brings with it commitment and identification with your organisation.
Networking your way to success
NETWORKING is an essential part of network marketing.Every successful network marketer knows this to be true.And although networking is such an intricate part of network marketing,the two terms are not synonymous.
But there are many similarities.
Both rely heavily on people skills.Both require people to confront their fear of taking to other people.Both carry with them the risk of rejection.Both carry with them enomous opportunity.And to some people,both are considered "dirty word".
Of course people who consider networking as something that is "not done"don't understand what networking is really about.The same can be said of people who think networking marketing is something that is beneath them.
Many people think of networking as a way to get connected solely for their advancement in life.In that respect,a person might feel that it is unethical to network.This line of thinking stems from the idea that advancement will always come at the expense of someone else,that success in life is a zero-sum game.
These people often look at network marketing from the same perspective.They think of profiting from other people's efforts as something that is negative and not fair to them.
In reality,successful networkers will tell you that it doesn't work that way at all.Networking doesn't have to be at anybody's expense and the business of network marketing doesn't reward anyone for taking advantage of others.It actually rewards people for helping other people to succeed.In that respect,it may very well be the most ethical business model in the world today.
A lot of the negativity around networking can be explained by the different types of networkers.Some can be considered ''hunters'',moving in for a quick kill,after which they move out again.They often operate without regard of the other person's interest and because of this they will enjoy the fruits of success for only a limited period of time.
Often,it will not take long before people find out what's really driving the hunter.Once they see that he is only looking after his interest,their willingness to interact with this person will quickly evaporate.
By contrast,truly successful networkers are often ''famers''who spend a lot of time sowing and nourishing their relationship,instead of just focusing on reaping.They invest in their network and energise their network.They use their network,but never abuse it.And their network knows this.
A true networker will always keep the interests of others in mind.That's why working with a true networker is so enjoyable.Networkers are often very likeable,so people like to interact with them.
Networking is a skill that is essential to all businesses,not just network marketing.Although network marketing differs in many ways from the more traditional forms of doing business,the importance of networking is just as prevalent,if not more so.A network marketer who doesn't know how to network will be out of business in no time.
Network marketing is first and foremost a people's business,and this implies that the ability to effectively work with people is critical.This is why successful network marketers are extremely adept at networking.
Many have found out over time that developing this skill can pay off in many areas outside their network marketing business as well.Business owners who have started a home based business on the side often apply their enhanced networking and people skills in their traditional business with great success.For some network marketers,this spin-off has earned them more money than from their network marketing business itself.
So,whether you are in network marketing or a more traditional type of business,don't underestimate the importance of becoming an effective networker.And if you really want to master this skill,you may find there is a lot to learn from good network marketers.If you happen to know anybody who fits that description,try and benefit from his knowledge on the topic.It will surely help you network your way to success
Retaining good employees
AS important as attracting good employees is,it is just as important to retain them.As always,benefit packages help to retain employees.But again this is something that most people are already aware of Sure,there will be those that will want to stay for the great benefits.But is that all you,as an employer,can offer?No
Benefits,although a positive force can, at times be a false sense of security to an employer.Not everyone develops his or her retention decision on a benefits package,at least not the smart employee.Below are some pointers on retaining the good employees.
-Let your people explore your company.Don't lock them into one,specific type of work,especially if they express desire to try other things.In today's job market,job-hopping,as it is known,is a regular occurrence.If you provide your employees with the chance to job-hop '''within'' your company,this is one way of keeping them there.
Give them the opportunity to gain new experience,knowledge,and skills.This will only enhance your company anyway by having an employee that can do and handle more.It also increases confidence in the employee and makes their work more satisfying.This can be done successfully through ''cross-training''
-Communicating is very important,not only in day-to-day business,but in retention as well.People need to feel as though they have a grasp on what is going on within the company.Being part of any planning processes,being able to contribute ideas for the company,and essentially,being heard is all part of communication.
Know why your people wanted to join your company in the first place and hone in on that.Keep that priority of the employee in consideration,always acting on it and developing it,and the employee will want to continue that purpose with a strong sense.
Talk to your people.Not only should you get to know them,you should get to know what they continue to want and think.Don't assume that a person's desires and thoughts on particular matters will be the same as they were when they first joined the organisation.Things change,including your employee's thoughts and desires.Keep up with those changes.
To summarise:-
-Let your employee job hop and provide an opportunity to let them do it within your company,instead of having to go outside the company.Most likely if they can't do it in the company,they will venture outside to a place that they can.
Take advantage of the multiple skills your people can learn within the company.This not only helps your company out,it gives the employee a feeling of more purpose and he or she will enjoy not having to go far to expand their skills.
-Keep your people in mind when it comes to information on where the company is headed and what it is doing.If the employee does not feel informed on what is happening,they will not feel as though they are part of the company and,therefore,will not want to stay in the long run.
-Get to know what your people want,when they first enter the organisation and periodically throughout their tenure.People's motives and desires change.A good employer is one that can keep up with those changes.Offer feedback methods and make sure you act on the results
-Remember what it was that secured you that good employee in the first place.The concepts mentioned in this article which enables an employer to attain a good employee to begin with are basically the same principals as retaining them
Anyone who works for a company that considers their needs,is just and can remain flexible,as well as provides other good employees to work alongside will want to continue working in that company.Hiring and retaining good employees goes hand to hand
Applying influence in career growth
WHEN you have a clear understanding of what you bring to an organisation,you become an empowered individual who uses today's projects to build tomorrow's skills.
Using the influence model in career development offers you an extra,powerful tool to achieve career objectives.
THREE STEPS OF CAREER DEVELOPMENT.Having a written career development plan with specific goals is important.
But first you must understand yourself and your option.
UNDERSTANDING YOURSELF.By developing an accurate picture of yourself,you are better able to educate others to what you can do.You also demonstrate your potential for future learning.This step begins with the influence behaviour of assertiveness.identify clearly the key skills that you use now and have used in the past.How can you leverage them now?
UNDERSTANDING YOUR OPTIONS.Today's businesses are constantly changing,and the most successful professionals regularly seek to leverage those changes to achieve personal goals.It's not enough just to do a great job at work.Developing multiple career goals will help you look into the future and be ready for the changes that will take place.Create opportunities for yourself by taking deliberate action.Network within your organisation and the industry in which you work.Where will the industry be two-and-a-half years from now?Whom can you talk with in your organisation to find out more?
UNDERSTANDING YOUR NEXT STEPS.Once you've identified your career goals,you are ready to develop your career development plan.Your plan must be written and measurable with a specific time frame for completion.Once this plan is outlined,speak with your boss or a mentor in the organisation.Gathering feedback and support for your plan is a key link to achieving your goals.
USING INFLUENCE STRATEGIES.Once you have written your career development plan,It is time to put it into action using influence skills.For example,Shariffah feels that she has reached a plateau in her career and has decided that she wants some new experiences.She wants to influence her boss to allow her to attend a three day professional conference and have the company pay for it.
ASSERTION.Stage your objectives clearly and directly
Shariffah's boss likes direct talk,so she approaches him with a plan of action.She states when,where,why and how her objective will be achieved.
''Mr Gupta,you know that I really want to attend the technology conference next month.We're lucky to have it in town this year,and it will be a great benefit to my continued learning and my on-the-job performance.If I could have your signature on these forms,then the accounting department can send the $60 fee with my registration.''
SUGGESTION.Many people develop concerns when new ideas are presented to them.This is a natural step in an influence situation.Your challenge is to suggest solutions that are relevant to the concerns.
Gupta is worried that Shariffah will fall behind in her work by missing three days of work while at the conference and questions how the rest of her group will benefit by her attendance. She has anticipated Gupta's concerns and presents her suggestions.
''First, I will make sure that my priorities are delegated to the other members of the group while I'm gone.Second,as soon as I return,I will have a brief meeting with my group to report what I've learned and how it can be applied to our present and future projects.''
CREATE A VISION.Paint a picture of the positive repercussions that will occur when the person you're influencing agrees with you.Shariffah notices that Gupta is impressed by her forethought but still may be wavering over the decision,she knows she'll get his approval by demonstrating at least one of the important effects that his decision will have.
''It's important that you support me in my continued learning.If you were to do so,I would definitely feel valued by you and the company,which really motivates me to do my best work.''
Thus by creating a career development plan and actively involving influence strategies in that plan,you implement a powerful tool for your career advancement.Whether you at a plateau(as in Shariffah's case(or just beginning in your career,a strong written plan accompanied by your practice of influence skills will help you reach your goals
Achieving enterprise governance
ALTHOUGH sound corporate governance can prevent the destruction of value,it does not create value on its own,so the many firms that are focusing on conformance at the expense of performance are risking failure.This is why the Chartered Institute of Management Accountants(CIMA)and the International Federation of Accountants(IFAC) have collaborated on a major project aimed at restoring the balance.
Enterprise governance is an emerging term which describes a framework covering both the corporate governance and business governance aspects of an organisation.Achieving a panacea of good corporate governance that is linked strategically with performance management will enable companies to focus on the key drivers that move their business forward.This is both a challenge and an opportunity.
Conformance is also called "corporate governance''.It covers issues such as board structures and rules,and executive remuneration.Codes and/or standards can generally address this dimension with compliance being subject to assurance/audit.There are also well-established oversight mechanisms for the board to use to ensure that good corporate governance processes are effective,for example,audit committee.
The performance dimension focuses on strategy and value creation.The focus is on helping the board to make strategic decisions,understand its appetite for risk and its key drivers of performance and identify its key points of decision making.This dimension does not lend itself easily to a regime of standards and audit.
Instead,it is desirable to develop a range of best practice tools and techniques that can be applied intelligently within different type of organisation.Unlike the conformance dimension,there are typically no dedicated oversight mechanisme such as audit committees.
At the heart of enterprise governance is the argument that good corporate governance on its own cannot make a company successful.Companies must balance conformance with performance.
- Case studies.In order to test the framework and to explore what goes right or wrong in company.A series of 27 short international case studies was undertaken.These were drawn from Australia,Canada,France,Hong Kong,Italy,Malaysia,the Netherlands,Thailand,UK and US.A wide range of industries was covered,including telecoms,retailing,financial services,energy and manufacturing.
Each case study focused on corporate governance practiced and strategy issue such as the process of strategy development and the resulting choice of strategy.Material was drawn from published sources.The approach was to develop case studies that were sufficient to generate broad conclusions.The case studies are not intended to be detailed,rigorous pieces of academic research.
-Principal findings from the case studies.There were four key corporate governance issues that underpinned both success and failure.There were
-culture and tone at the top
-the chief executive
-the board of directors
-internal controls
The four key corporate governance factors underlying failure were interelated-no single issue dominated.It was also apparent that poorly designed executive remuneration packages distorted behaviour in the direction of aggressive ernings management.In extreme cases,when aggressive earning targets were not fraudulent accounting tended to occur such as in the cases of Earon and WorldCom.
In the cases of success a virtuous circle emerged based on a conscious decision to take good governance seriously because it was good for the company rather than required by law or formal code of best practise.
However to some cases good governance did not feature strongly as a key factor of success.This does not imply that corporate governance is unimportance for success.Instead,it shows that good corporate governance is necessary,but not a sufficient foundation for success.In other words,bad governance can ruin a company,but cannot,on its own ensure its success.Enterprise governance,with its focus on both the conformance and performance aspects of business,ensures that companies do not lose sight of this.
Based on the findings of the case studies,the issue of strategie oversight was explored in more detail.The research also identified and considered best practise in the following area all of which features strongly in the case studies
-Enterprise risk management
-The acquisition process
-Board performance
One possible way of addressing the strategic oversight gap in through the establishment of a strategie committee which would undertake regular reviews of strategy and have the right to access external advise if necessary.It should be emphasised that such a committee could only be a ''preparatory committee'' for the full board which would still be responsible for major strategie decisions.The ultimate aim of such a committee would be to better inform the full board's deliberations over strategie decisions.
The CIMA Strategie Scorecard.
To address the strategie oversight gap,CIMA proposed a Strategie Scorecard.This falls somewhere between the perhaps controversial establishment of a strategie committee and the possibly inappopriate reliance on the balanced scorecard for transformational change.The Strategie Scorecard is complementary to both these approach.
The fundamental objectives of the Strategie Scorecard are that they:
-assist the board,particularly the independent director in the oversight of a company a strategie process,
-deal with strategie choice and transformational change;
-give a true and fair view of a company's strategie position and progress;
-track action in,and outputs from the strategie process-not the detail content
The Strategie Scorecard is not a detail strategie plan.It is aimed at helping the board ensure that all the aspects of the strategie process have been completed thoroughly.It help the board to identify the key decision points and then the timing of strategie action milestones in strategie implementation together with the identification and mitigation of strategie risk.A number of complementary issue that would guide companies toward achieving robust corporate governance conformance and strategie success conformance were explored.These are:
-enterprise risk management
-the acquisition process
-board performance
Enterprise risk management
the role of risk management historically been a peripheral one in many organisation.However some organisation have recognised that the modern business enviroment characterised by an ever increasing pace of change,necessitates a more performance focused approach to risk management.It is this recognition of a performance-driven approach that has given rise to the concept of enterprise risk management.This reconciles both:
1.The assurance requirements of the board and external stakeholders such as the business understands its risk and is managing them actively conformance-and
2.The need to better integrate risk management in decision making activiti at all levels-performance
The acquisition process
Mergers and acquisitions are notoriously risk as highlighted by the case studies.Each of the strategie failures in the case studies had involved an unsuccessful acquisition.The following are identified as the key requirements or success in mergers and acquisitions:
1.Effective,experienced,full-time project management
2.Rigorious evalution of synergies and ruthless implementation
3.Effective due diligence
4.Experienced specialist with recent deal experience
5.Early identification of risks with appropriate mitigating action
Board performance
measures that have been introduced in various countries to strengthen corporate governance have tended to focus on corporate board structures.However although valuable,such measures do not necessarily guarantee more effective board performance.Consequently attention is given to issue such as
1.Performance evaluating for boards,including the use of performance measurement systems
2.Board dynamics
3.Board design
In general ,boards need to ensure that they are making the most effective use of limited time and knowledge in order to achieve their stated objectives rather than simply complying with the letter of corporate governance codes.
Achieving enterprise governance involves establishing a framework that ensures an organization's objectives are met by effectively managing risks,resources,and strategic direction.It encompasses both corporate governance(adherence to rules and regulations) and business governance (strategic alignment and performance management).Essentially,it's about balancing conformance (compliance
and accountability)with performance(value creation and resource utilization).
Here's a more detailed breakdown:
1.Understanding the Core Principles:
Strategic Alignment:Ensuring that the organization's strategic goals are aligned with its overall governance framework.
Risk Management:Implementing processes to identify,assess,and mitigate potential risks.
Resource Management:Effectively utilizing resources to achieve organizational objectives
Performance Management:Monitoring and evaluating the organization's performance against its strategic goals.
Conformance:Adhering to relevant laws,regulations,and ethical standards.
2. Key Components of Enterprise Governance:
Corporate Governance:
Deals with the oversight and control of the organization by its board of directors.This includes setting the strategic direction and ensuring accountability
Business Governance:
Focuses on the day-to-day management of the organization's operations and performance.This includes aligning resources and ensuring efficient processes.
3.Implementation Steps:
Define Clear Objectives:
Establish specific,measurable,achievable,relevan,and time-bound(SMART)objectives for the organization.
Develop a Governance Framework:
Create a framework that outlines the roles,responsibilities,and processes for decision-making and oversight
Implement Risk Management Processes:
Establish procedures for identifying,assessing,and mitigating risks
Establish Performance Metrics:
Define key performance indicators(KPIs)to track progress towards objectives.
Foster a Culture of Accountability:
Promote a culture where individuals are accountable for their actions and decisions.
Regularly Review and Evaluate:
Continuously monitor and evaluate the effectiveness of the governance framework and make necessary adjustments
4.Benefits of Effective Enterprise Governance:
Improved Decision-Making:Clearer decision-making processes lead to better outcomes.
Enhanced Risk Management:Proactive risk management reduces the likelihood of negative consequences
Increased Efficiency and Effectiveness:Optimized resource utilization leads to greater efficiency and effectiveness
Stronger Stakeholder Relationships:Transparency and accountability build trust with stakeholders
Sustainable Growth:Effective governance ensures long-term sustainability and value creation.
Management consulting for SMEs
THE Asia-Pacific management consulting market is estimated at US$8.9 billion (RM33.8 billion) last year and is projected to grow at an overall compound annual growth rate of 5.3 per cent between 2003 and 2006.
Most consumers of management consulting services are large organisations and governments.For most small and medium-sized enterprises (SMEs), management consultants remain an expensive and risky investment that few can afford.Much of this version to procuring external advice stem from misconception about management consulting and its role in a firm's affairs.
The purpose of this article is to help managers of SMEs understand:
- What management consulting is and is not:
- When should they use the services of a management consultant; and
- How to tell good advice from the bad.
What management consulting is.
Let me begin by saying what management consulting is not.Management consulting is not hiring an overpaid outsider to do your work for you.
A management consultant complements the manager,not replace him/her.The consultant may offer a set of recommendations to your business issues,but it is you who must act on them.
Only the chief executive officer(CEO) has the authority and leverage to drive the kind of change needed for the consultant's recommendations to take effect.
Management consulting is also not getting a retired CEO to share war stories with you.One of the great fallacies of the consulting industry is the view that sound business advice consists merely of the ''rich experiences'' of industry veterans.And all that one needs to do is to replicate what the industry veteran has done successfully in the past for other companies.But that kind of thinking is flawed.
One person's experiences,no matter how extensive,cannot be the basis on which business advice is given.Sound business advice should be build on a foundation of facts derived from rigorous business research.This is not to exclude the value of personal experiences,which certainly add depth and perspective to any discussion.But business is evolving rapidly.And tired old methods from the past may not be the most appropriate way to face the future.
Management consulting
Management consulting is,first and foremost, a profession,much like law,engineering,and medicine are professions.What distinguish a profession from other forms of occupation are the following:
-The existence of a body of knowledge that is rigorously developed and generally accepted.
-A code of conduct that governs the behaviour of all members of the profession.
-A community of practitioners that is responsible for upholding the standards of the profession as well as advancing the state of the practice.
What separates management consulting from the other professions is its focus on issues of concern to managers of organisations.A management consultant offers objective advice that addresses one or more business issues of interest to a manager.And she does that by taking an analytical approach to all her speaking,writing,and problem solving.
When to employ a management consultant?
You should seek the help of a management consultant when deeply ingrained habits of perception inhibit the ability of your organisation to think ''out of the box''.This is especially true for highly insular industries (like banking,timber,and automotive assembly) where most of its business leaders practically spent their entire career in it.
Industries like these are characterised by commoditised products, ''me too''strategies, and slow innovation.In this situation, a management consultant,especially one with experience in dissimilar industries,can bring fresh insight and perspective.
You should also engage a management consultant when there's a need for objectivity; such as when assessing of your organisation's relative performance against its competitors.Most strategic planning meetings are exercises in self-congratulation.
Corporate executives take turn to endorse the CEO's vision and paint rosy pictures about the organisation's future.It's just good politics to make your boss look good.As a business leader,however,you might want to remember that what's good for your ego may be for your business.So there's value in getting a candid outsider to tell you the truth.
Finally,a management consultant is needed when the issues under consideration requires knowledge and skills that are difficult or impractical to acquire in-house.
As the global marketplace becomes increasingly complex,organisations are going to find themselves facing issues that require expertise that they simply do not have.
The attributes of sound business advice
So how do you tell good business advice from the bad?
Although the structure and content of consulting engagements can vary,sound business advice should exhibit at least the following characteristics:
- Correctness: Good advice should be based on rigorous business research (not aneedotal experiences)
- Clarity:No advice is useful unless it is clear and understandable to its users
- Completeness:Good advice takes a systemic view of your business,avoiding the piecemeal approach that sub-optimises one part at the expense of another
- Consistency:Sound business advice is built on unchanging economic principles and not management fads.The general manager of a large metal fabrication plant once told me that he has tried every management fad that came in vogue in recent years only to end up totally confused as to where his business should be heading.
- Verifiability:There must be explicit value realisation with every consulting engagement.If the consultant cannot measure what the client is trying to improve,then there's no way to verify if improvement has actually occurred.
- Practicality:Finally,good business advice must be actionable.The consultant must take into account implementation constraints posed by the client organisation's resources and capabilities when formulating his recommendations.
The writer is a management consultant at KarenSoft Business Consulting Services.
Rethinking leadership agenda
WHILE business has clearly moved to a whole new level of complexity many leaders remain stuck in the past,trying desperately to excel at what doesn't work anymore.With leadership more crucial and leaders in shorter supply than ever before,the challenge for today's senior executives is to master a new and radically different set of competencies.
What does it take to be a successful leader in today's confusing,high pressure business environment?That's the multi-million dollar question.
Never before have we seen so many top executives being fired by their own boards of directors.A recent study of chief executive officer succession at the world's largest companies revealed that the forced departure of CEOs due to deficient performance reached an all-time high in 2002,rising a staggering 70 per cent over 2001.
The reason is obvious.With capital markets now pulling the strings in business,senior executives either find the right strategies for growing shareholder value or they find themselves out of a job.
According to management consulting firm Booz Allen Hamilton's Strategy+Business magazine.''Aggressive shareholder capitalism has become the defining characteristic of business in the 21st century.''
This is creating an unprecedented challenge for senior executives.On one hand,they live in the age of ''deliver-or-depart leadership''.An age that merclessly demands results,not excuses.Yet,on the other hand - if they're honest -they'd admit that the incredible volatility and ambiguity of our times is making it harder and harder to know how to lead.
The business world is getting more complex and chaotic by the nanosecond and none of the old rules or assumption seem to apply.When futurist Alvin Toffler predicted in the 1970s that this current era would resemble ''a kaleidoscope run wild''.he was,with hindsight making an understatement.
Therefore it's time to rethink leadership.We cannot expect the kind of leadership that worked in the past to work in the future.All over the world teams of senior executives need to tackle tough new leadership learning curve and take on a radically different set of competencies.In fact,they need to consider a whole new leadership agenda.
Competency 1:Routinely consider the unthinkable.Leaders need to be able to routinely consider the unthinkable-to radically rethink every thing about the company and the business they are in,even when things appear to be going well.Management guru Peter Drucker was not exaggerating when he wrote.''Every organisation has to prepare for the abandonment of everything it does''
This is not to say that everything the company ever did must be abandoned or ignored.The past can deliver some valueble lessons.But a company's history is increasingly proving to be an unreliable reference for considering its future sustainability.Current economic realities have already demonstrated the potential to render conventional business models,processes and paradigms irrelevant or obsolete in a very short space of time.
''This company will be going strong 100 and 500 years from now.''said C Jay Parkinson,president of Anaconda Mines-just three years before Anaconda was bankrupt.
The bottom line message here is that linear thinking is useless in a non-linear world.The things that got the company and its present leaders to where they are today are seldom going to be the things that will keep them there.
Trouble is,most leaders have a lot invested in the past and have been promoted numerous times for having done incredibly well at yesterday's activities.Failure often results from being overly committed to outdated strategies and ideas.
Accidental design
SABEER Bhatia's Hotmail success story did not happen overnight.The co-founder of the world's first Web-based e-mail had to go through a lot of obstacles before he became who he is today.While in Cyberjaya to survey for new venture opportunities recently,Bhatia shares his Hotmail experience and the lessons he learnt as a Netrepreneur.
The Hotmail story
GOOD mention doesn't come easily.With a little bit of forward thinking,creativity,detamination and also luck,one can change an idea not just into a reality,but real success.
Many of us who have been using the internet from the early days would have used or opened a free e-mail account known as Hotmail.Hotmail was created rather accidentally.According to its founder Sabeer Bhatia,his Hotmail business venture started back in 1996 as a small project called JavaSoft,which was intended to create a Web-based personal database on the internet to allow users to keep to-do list,notes,etc.
At that time,Bhatia and his friend Jack Smith were building the database while working at this company called FirePower System."While working on our project together in the evenings,we ended up communicating over a private e-mail account,but the company we were working for installed a firewall around its corporate intranet.That made it impossible for us to access our personal e-mail,so we ended up exchaging information via floppies and pieces of paper,and we always changed the wrong piece of information."That was the gem of the idea of Hotmail," he says.
"So we said to ourselves,wait a minute,we can access any Web page using Web browser,but we cannot access our personal e-mail account? What if we make e-mail available on the Web so that we can access our e-mail from any Web browser,and any kind of computer from anywhere in the world,"Bhatia says.
Knowing he has a lead in this "new age'' business at that time,and nobody has ever thought about it,Bhatia went on to write a business plan to develop his ''baby''.Backed with just US$6000 in his bank account,he recruited Smith to be his partner.''I had this idea and I quickly wrote a business plan,''he says.''This is absolutely important because a business plan crystalises your idea and makes it easy for you to communicate with others(with a document).'''he says.
Realising the idea
The Hotmail idea seems perfect to Bhatia,but the biggest obstacle he faced 10 years back was convincing the investors.''In 1996,nobody believed that the internet business will take off,and the internet was just a hype at that time,''Bhatia says.
Knowing his idea will take off,he and Smith went knocking on many venture capitalist'(VC) doors only to get rejections.
''To realise our idea,we need to raise money.We went to meet at least 19 venture capitalists,and they all turned us down for one reason or to other.We were 27 years old and they said we were too young and don't have much management experienced,and asked to come back six years later,''he says.
''Some said because we were working designing chips,they said that it has nothing got to do with writing software,but in this age when you design chips,you actually write extensive pieces of software.And we were turned down over and over again because nobody believes in the idea so much,''he adds.
Bhatia was so passionate about the Hotmail idea that he even said to one of the VCs,''if you're not investing in this,you're making the biggest mistake of your life,''he says.
''Finally,the 20th VC was willing to listen to us.I want to provide e-mail on the Web,give it for free and get mass subscribers,make money by means of advertising,which is much more valueble because we would collect info about each subscriber better and target advertising better,''he explains his Hotmail strategy.
He asked for US$3 milion but was not successful.''I'm giving you only US$300,000.Prove to us that e-mail can be made available on the Web,''the VC says.Bhatia took it and stretched that money really far.
''We even assembled our furniture in our office on our own because it saved US$150.We watched every dolar that went out,''he recalls.
On July 4,1996,Hotmail was launched and by end of that year,they've signed up a milion users.''Beside word of mouth and public relation.I talked to the Press so people would know how useful this service is,''he says.''That's how we got attention.''
Million-dollar offer
Much to his surprise,Bhatia says he got the golden call from Microsoft a year after Hotmail was launched.He had already secured 10 milion subscribers by that time.''Mr Bhatia,Bill Gates is interested in your company and would like to meet up with you,'' the caller said.
At just 28 years old,India-born Bhatia went to Microsoft's headquarters to meet the ''god'' of software himself.''Bill Gates didn't even look at my face when I was explaining about my company to him,he'd rather look at the ceiling or the carpet,I was so nervous,''Bhatia says.
When Gates said,''I like your company,and would like to work with you,''he say,suggesting an acquisition,it was like winning a jackpot.Soon Bhatia was meeting with a dozen of Microsoft's top executives on the acquisition.The discussion was very intimidating and Microsoft offered US$160 milion to him.
During the negotiations,Bhatia met a British backpacker while he was in Prague.''I asked him how he keeps in touch with his family and friends.'Hotmail,of course'the man said.''
Bhatia went back and told Microsoft:''if that is the brand we have build in one and a half years,imagine what it will be in 20 years.Hotmail will easily be bigger than McDonald's.''
Finally,after many tiring and intimidating meetings,Microsoft agreed to pay US$400 million,including some Microsoft shares for his one-year-old start-up,and that's changed his life forever.
Lessons learnt
Today,Bhatia is chief executive and chairman of a few tecnology companies he has created,mostly in telecommunications business.For him,there are four main lessons he has learnt from Hotmail that he still applies today.
Firstly,is idea.To create an impact in technology business, your idea must be good and sustainable,''he says.The quality of people you hire is the second lesson.''The people you hire will drive your company.If you hire the wrong ones,you'll not go far.''
Market niche and funding are also important.''Your offering needs to have some niche in the market,and enough funding to see it through the market,''he says.
Speaking on Malaysia's information and communications technology(ICT) landscape,Bhatia says the country is a good destination for investors,with the Multimedia Super Corridor initiative and support from Government.One thing Malaysia needs to improve on is the number of skilled workers to support the industry and new ideas for start-ups.He says there are opportunities that are yet to be explored such as bio-technology and broadband Internet and content-related business.And he believes that e-commerce will eventually drive the industry.
Investing in communications
FOR marketing and advertising consultant in2 Marketing is Consulting Sdn Bhd (www.In2.com.my),communications plays a crucial role in its aspiration to break new ground in its area of business not only regionally but beyound.
Starting from a team of four in July 2002,the company has since grown to a staff strength of 35 a regional office in Singapore with the intention to expand by carefully selecting the right talent to lead the way into the 21st century landscape of marketing and advertising.
To drive it regional expansion plans,In2 invested in Cisco's voice and internet protocol (IP) communication solutions for small and medium-sized businesses (SMBs)-namely 35 Cisco Unified IP phones,Cisco routers,and the Cisco Unified Communications Manager Express.
In2 brand communications director Lynette Yap said prior to Cisco,In2 was using a digital keyphone system offering typical voice call,call routing and voice response system,not forgeting limited scalability potential.But as the company grew the previous operating system was unable to provide In2 with sufficient capacity to support the increasing number of users.
''The deployment of enterprise quality data and voice network solutions has always been perceived to involve higher financial investment,and therefore cost was a strong detement factor for a small but growing business like In2.The use of integrated communications from Cisco has allowed In2 to significantly change the working style of the entire organisation,not only at the highest level of management but across the board.We've also seen a streamlining of operations and simplified management,maintenance and training as well as increase efficiency,resulting in a lower total cost of ownership,''she said.
Yap said that In2 had considered solutions from multiple vendors but Cisco's voice and IP communications solutions for SMBs were flexible enough to fit its current needs and enable the company to increase capacity as and when needed for future growth.
''We also choose Cisco because it was the most cost-effective to run and it reduced the network maintenance for lower operational costs.Furthermore,we have been using Cisco's routers for the past two years,and have found then to have an excellent range of products that cater for our needs she added.
The solution was install over the period of a month and it went live almost immediately in March 2007 In2 is also entitled to a one year system support and maintenance.This was carried out by Datacraft,one of Cisco's channel partners.
''We have already seen a significant change in the working style of our organisation.The team is now able to interact with each other while on the go,as well as communicate effectively with the clients,''said Yap,adding that Cisco provide In2 with a lot of useful and practical features such as call management and multi-party conference calls which can be used in or out of the office.It also allowed the company the flexibility of choosing various communication methods,leveraging on both data and voice networks.
''From day one,we have been able to seamlessly move to the new system with minimal disruption to our daily business proceses.However,we will continue to provide internal training and updates to our staff in order to provide a conducive working environment,which encourages efficiency and productivity.''
Of future plans,Yap said In2 intends to set up a complete and fully automated solution for an in-house fulfilment centre,as well as the set up of a call centre.''We believe Cisco solutions will be able to accommodate to this need on a long term basis,driving greater returns in time to come''
In the future coming technology will make decision and better decision making actually the expert will organize in order to overcome the business,executive are always find solution to solve customer problem or comunity like build a shop,shopping centre and stall for tenant not just create a job or product but how comunity sell their product and get earning from their small business,development project share by New York city government,state funding and also private money,private public partnership make a question such as 'you think this a relevant product?How it useful to consumer?What a customer think about your service?And service charge,Get feedback from customer and how they respond to your deliver in letter and writing paper,e-mail and telephone contact to the customer service,what happen in market?,what a hot topic right now?From job or what you do let people know or recognize you who you are?You make yourself more important to people or something interesting and that make people to find you.Sometimes they will offer you some duty if they thrust in you,you follow to world business format or standard.You memorize every detail from instruction also guideline are given here step by step learning key idea to product,learning key idea to product is learning to production and what to do to change in order to show way and help of other if necessary,be a member,share,contribute and get advice from expert in your career,practice and learning from your job daily.Appreciate what you have and thank you to who support you.Business with customer service chat.Business with handphone you talk and discuss to shopkeeper while waiting for your meal and drink at cafe or cafeteria.Another is use ipad to solve a customer solution also provide service repair.Prospect a person regarded as likely to succeed or as a potential customer,client .Transaction that breaking country law a not aloud.Join organization and industry news also join a company or organization that fully successful they are as or like philanthropy they also not just think about profit but duty like help and support "love of humanity"in the sense of caring,nourishing,developing and enhancing other business or company that should to develop together in order to overcome,if you want to get with some one or if women want to go with man order or offer help and support him or her and at the same time refer or asking your parent and religion department in order to get a permission do you agree?together with man they can discuss about idea,you talk to someone with smile,polite,humble, handshake and give forgiveness if necessary in order of doing business or job they get involve.The motto 'help other business or company in order to help your business'as suggestion