Call Number: TX911.3 .M27 C365 2008

A unique guide to leadership in the culinary arena, by a chef for chefs

Leadership Lessons from a Chef is about creating excellence in the professional kitchen. Here the difference between good and great comes down to the details, and attention to these details comes from the right attitude reaching across all staff. A good culinary manager, according to author and award-winning Certified Executive Chef Charles Carroll, skillfully cultivates this attitude for success, and so leads the way toward kitchen excellence.

Using stories and examples drawn from his many years' experience, Chef Carroll gives you a leader's tour through the working kitchen. Offering proven wisdom in plainspoken terms instead of abstract management theories, the practical tools and ideas found in this groundbreaking book can be used immediately to motivate and develop an effective team environment among kitchen staffs.

Leadership Lessons from a Chef features:

• Chef Carroll's formula for managing kitchen staffs SEF: Scheduling, Empowering, and Follow up and how the formula works in practice
• Take-away boxes that reinforce key points
• Chapters that progress logically, helping you evaluate and refine your goals, develop a mission and principles, and implement these in a motivational and positive way
• Helpful forms for both greater efficiency and esprit de corps
• Inspiring quotations, as well as life and work tips from Chef Carroll

Whether you're a student just starting your culinary education, or an executive chef seeking to take your operation to a whole new level of excellence, Leadership Lessons from a Chef is an indispensable resource for all stages of your culinary career.

barnesandnoble.com

Τις καλύτερες ευχές για τις καλοκαιρινές σας διακοπές!

            Edwin C. Barnes discovered how true it is that men really do “THINK AND GROW RICH”…  It started with his burning desire to become a business associate of the great Thomas Edison.  No lack of clarity in this desire.  Barnes believed he would work WITH Edison, not FOR Edison.  He would not settle for anything less.  The desire, thought and impulse he held with unbending belief.  Funny thing, his reality was: he did not know Edison personally and he had no money for a rail ticket to New Jersey.  Yet, he found a way to be there, looking like a tramp, he showed up at the Edison laboratory to meet Edison.

            Edison later would recall that although Mr. Barnes looked like a tramp with no redeeming educational value to offer, he could see in their very first meeting that Barnes displayed a burning desire to work with Edison.  Starting as an employee for very little money, Barnes was not disappointed, he was relentless in enhancing his desire and in relentless pursuit of that desire, he eventually found the opportunity and acted on it, obtaining a contract with Mr. Edison to sell the first Edison Dictating Machine, Nationwide.

            “Barnes literally thought himself into a partnership with Edison”‘, states Hill.  This is a truly amazing story that Hill uses as he begins to unfold the concepts in “Think and Grow Rich”.

            As I read this story for probably the 10^th time, (I have read the book several times in the last 20years), I began to think: Do I have that strong a desire for my business to succeed? 

Could you say that you have that strong a desire for your business, your career, your relationships, yourself to succeed?

OR

Are you looking at all the reasons why you can’t do better today?

·        Recession

·        Gas Prices

·        Too many competitors

·        Banks won’t lend money

·        Can’t find good employees

·        ________________________________(fill in your favorite excuse).

When we study the most knowledgeable, most truly successful individuals and companies we find several traits and we have spoken about them at length: focus, courage, integrity and so many more.  What we see that we find so elusive is something we cannot teach, study or cookie-cutter to all business ventures and all individuals. That is where Napoleon Hill begins his journey in THINK AND GROW RICH. 

 That is Desire. 

That burning passion for the achievement of a clearly defined desire joined with an unbending belief in its reality.  This is something that comes from within.

So today, I ask you to reflect on who you are, what you are doing and ask your “Do I have a burning desire to achieve my vision with unbending belief that it is a reality?”  If the answer is yes, you have half the battle.

When I put that YES with daily action items in alignment with that desire, I see incredible results for me and for my clients.  I see clients obtain better jobs; double the results of the previous year’s income, happier relationships, healthier lifestyles, completion of their latest book and so much more.  All I do is ask them to follow the path in The Step Up to Success System using me as their guide.  You can gain so much from the Step Up to Success System, even if I am not at your side to move you along.

Take a chance that NOW is a great time to give up excuses and achieve that burning desire for a better tomorrow.

A team must hence function in tune with each other, irregardless of each individual’s talents. The lone ranger cannot eradicate crime and injustice in the whole county.

Conflicts could be part of the trait in your team, but it need not be negative. It’s when those conflicts escalate into something unhealthy for the team that it becomes the weakest link. A festering link means that you must administer the antidote or face the spread of unhappiness with your team. Should you not pay attention and wait till it’s too late, well… it’s too late then.

Never assume that it will blow over or it’s no big deal. Human beings don’t merely forget. Some remember, some remember with a vengeance.

You’ll see them in these forms:

1. Some will be so negative that nothing gets done. --- The Naysayers.

2. Some will sap the energy out of the rest of the team, leaving them worned out, tired and listless. --- The Energy Sappers.

3. While some will hold your team’s progress back so much that it actually retards. --- The Retarders. (not retard!)

4. Some infuse complains into other members with no providence of sensible solutions. --- The Constant Complainers.

5. And then, there are those that simply talk with no action. --- The Mere Talkers.

Your team is only as strong as the weakest link.

You either work it or weed it out. Work with your team, build the cohesiveness together or you’ll have to remove that person. You make the call.

Watch out for the weakest link

Anything is possible. When I grew up Greg Norman was the most dangerous golfer in the world. He had an impressive drive and a feather touch and most of all he had that look of hatred around the greens which tortured opponents only slightly less than he tortured himself.

331 weeks as number 1 in the eighties and nineties and 22 years after his last British Open win, he's back. At 53 years old and after two rounds (to show the first round wasn't totally a fluke) he's on the top of the leader board at the British Open. Maybe this story will evaporate over the last two rounds (golf is like that) but I'd love to see the Great White Shark pull out the 64 he shot to win the thing the last time.

I don't know if he's still got any of that hi-octane avgas he used to have in the tank and the last time he won the British Open was in 1993, but it's nice for an ageing wannabe like myself to have a little glimmer of hope. Have a good weekend Greg.

Je me pose donc la question pourquoi ? Est ce juste un effet de mode ? Une volonté de se démarquer des autres ou au contraire de ressembler aux autres startupeurs ? Ou est ce simplement une volonté d'être pragmatique ? En effet, les produits Apple sont connus pour être plus "stables" et plus simples d'utilisation. Pragmatisme ou effet de mode, tel est la question.

Last night I had the opportunity to watch The Big Idea with Donnie Deutsch. The show featured a panel of experts including a very successful divorce lawyer named Vikki Zeigler, psychologist Cooper Lawrence, and success author and entrepreneur Mike Michalowicz. The topic of discussion: “Is Your Spouse Holding You Back?”

This particular show pertains to people of all different demographics. The points discussed apply to men and women, young and old, working 15 hours a week or 75 hours a week. Also, I felt these points could be applied to not only married couples but also couples that are dating or thinking about tying the knot.

Mike Michalowicz has compiled a list of specific roles that spouses can fill in order to promote their husband or wife’s success. After hearing these points, they really put things in to perspective. If you are currently looking for a life partner that will support your specific lifestyle and entrepreneurial endeavors, or have a life partner but are experiencing some rough waters, read these points, make some notes and never forget them. They just make sense!

1. THE WINGMAN – Networking is a key to success, and social events with both spouses are “make or break” situations.  For example, if a guy says “I can’t believe that guys wife, she is a total witch”…his future opportunities will be compromised.  But a successful wingman will make the gossip non-existent and encourage future deals.

2. THE INTERROGATOR —Spouse asks questions of their spouse and challenges them to make better decisions. It’s not quantity it’s quality. Ask constructive questions and respect the fact that your spouse may want to unwind.

3. THE CHEERLEADER —Opposite of the interrogator.  This person tells the spouse everything they do is right.  It’s actually not good to have unconditional support.  Sometimes you need to have someone ground you in reality.

4. THE SECRETARY —When that late night call comes in and serious matters are on the table, the spouse needs to be ready to help.  Possibly navigating calls, and doing the behind the scenes dirty work.

5. THE INFLUENCER —The spouse who positions themselves as a know-it-all, influencing business deals (no one wants to do deals, where the spouse is influencing decisions be hind the scene). 

6. THE COOK —Whoever is at home, needs to make sure the entrepreneur is getting their meals.  Yes, they should be able to fend for themselves, but it often is junk food. And a bad diet, begets bad performance.  Sounds so simple, but keep healthy food flowing and performance increases.

I know these points sound rather simple. However, the question I pose is this: Why are so many people filing for divorce? Why do so many business partnerships fail?

They may be simple, but they work. It is imperative to work together with your business partner. Keep the lines of communication honest and open.

KNOW YOUR ROLE!

Call Number: TX921 .W44 2007

Do you enjoy cooking for others? Is your buffet table a work of art? Are your parties the best in the neighborhood? Then catering may be a great career for you!

It's all here-from getting licenses and choosing the perfect name to developing menus and getting the word out. Seasoned food expert and caterer Joyce Weinberg covers all aspects of the catering business and shares her secrets to success with you, including how to:

The Everything(r) Guide to Starting and Running a Catering Business is all you need to make your passion your profession!

barnesandnoble.com

It is certainly worth noting that as an individual, our knowledge of the world is but a part, although an important part, of a world composed of innumerable elements that are all aspects of a totality.

In general, we achieve more by learning and working together than we do working and learning as individuals.

LLP accepts that there are no "off the shelf" convenient answers to the many and varied problems and challenges that humanity today has to deal with.  Instead, the exercise of leadership offers us occasions to share in large measure "common-sense" along with that rare commodity - wisdom.

Wisdom that will provide us with the wherewithal to create the basis for our continuing survival in a world of increasing uncertainty and unpredictability.

The emphasis is on the importance of the understanding and exercise of leadership and of shared learning as structuring principles without which programmes of improvement are much more likely to fail.

The central purpose of LLP is to encourage the development of more adaptive and organic forms of social and organizational structures that are compatible with the natural forces that both surround and nurture us.

Another purpose is to offer a means of identifying and removing the 'learning barriers' that unfortunately exist throughout most human enterprise, in order to adopt a problem-solving philosophy designed to guide practical action, leading to the attainment of agreed objectives.

Yet another purpose is to determine where the twin treasures of leadership and learning lie hidden, and where to start digging.

Finally, the aim is the achievement, not so much of knowledge, but of understanding and of better ways of doing things.

You can visit Leadership and Learning Pathways so to be finished website at:

http://www.leadershipandlearning.org

Wat in hemelsnaam heeft de Europese Gemeenschap hiermee van doen, denk ik. Ik kan de match niet leggen. Hier schuilt een vreemde wereld achter. Mijn belastinggeld naar een reclamespotje! Niet mee eens. Absoluut niet.

Ik heb net even zitten "googelen", niet te verwarren met goochelen, en kom uit bij weblogger Jeroen van Dommel op het Weblog Den Haag van de NOS. Eén van de weinige weblinks die aansnijdt wat ik voel. De rest onderstreept de veelzijdigheid en vooral kip.

Zo zit het dus: een "stukje kippromotie", georganiseerd door Productschappen Vee, Vlees en Eieren, meebetaald voor 2,5 miljoen door de Europese Unie. Oef. Van de andere kant moet het niet zo eenvoudig zijn geweest om deze reclame goed in beeld en geluid vast te leggen en het allemaal kostbaarder zijn geworden dan aanvankelijk was voorzien. Een stukje subsidie kan dan geen kwaad. Of ben ik nu te cynisch?

Hebben wij het over de rechten van de mens?!*&%@ Het merendeel van de kippen leeft volgens mij in erbarmelijke omstandigheden. Ja, ja, ik weet dat ik dingen los moet zien van elkaar! Maar toch ben ik perplex. Is dit bestuur, cultuur, samenleving, wetenschap, economie, management, filosofie, natuur, Europa. Deze reclame valt in alle categorieën. Om stil van te worden.

According to Dr. Herschorn, rates of incontinence after surgery for prostate cancer are highly variable and reported rates are significantly affected by data collection techniques and definitions of incontinence. Surgical risk factors for incontinence include patient age, preoperative continence, presence of bladder neck contracture, tumor stage, and nerve-sparing. No difference has been demonstrated between rates of incontinence following open, laparoscopic, and robotic surgical techniques.

Dr. Herschorn reviewed the main treatments for post-prostatectomy incontinence, notably injectable bulking agents, male slings and the artificial urinary sphincter (AUS). In terms of bulking agents, the committee looked at collagen, Macroplastique and Tegress. (Tegress has now been withdrawn from the market.) No difference was found between specific techniques for injection, and no differences in outcoime have been demonstrated among the different agents. Complete cure rates are low (< 20 percent) and “improved” rates are variable (usually < 60 percent). A history of radiation, bladder neck scar, and large-volume incontinence are associated with lower rates of success. Overall there seems to be an approximately 40 percent short-term improvement rate and a 50 percent failure rate with injectables. Dr. Herschorn reviewed success rates (defined as 0-1 pads per day) across multiple studies of the AUS; rates ranged from 59-90 percent with variable follow-up periods. Male slings were also reviewed, and Dr. Herschorn highlighted several historical urethral compression procedures that have been abandoned over the years. The current technologies were reviewed (bone-anchored, composite grafts, retropubic suspensions, adjustable slings), although notably the transobturator male sling (Advance, American Medical Systems) was not included as it is a relatively new introduction. Multiple studies were reviewed with different procedures and sling materials. Overall, the committee found a minimum success rate of 58 percent with acceptable complication rates. Predictors of success were low to moderate leakage and no history of radiation (especially with bulbourethral slings). Dr. Herschorn briefly addressed the ProACT balloon procedure. Success rates are acceptable (60-70 percent 0-1 pads per day), but complication rates are relatively high. In summary, the committee recommended a 6-12 month period of conservative management for PPI. The AUS was recommended as the preferred procedure for men with moderate to severe incontinence, while the sling is a good alternative for men with mild to moderate leakage. Injectables are a less effective option and do not preclude subsequent sling or AUS (Grade B recommendation). One slide addressed options for treating PPI incontinence associated with bladder neck contracture. Treatments include visual internal urethrotomy or urethral stent placement combined with AUS, or other complex reconstructive procedures. The committee also addressed issues with external beam radiation therapy (EBRT). The committee reaffirmed several well-known factors, including an increase risk of urinary incontinence with transurethral resection of the prostate before or after EBRT (5-11 percent), a high risk of urinary incontinence associated with salvage prostatectomy after EBRT, and an increased risk of urinary incontinence from adjuvant EBRT after radical prostatectomy. Issues with the AUS after radiation were addressed. Treatment success seems to be similar to those without radiation, although revision rates and complication rates are higher (~20-50 percent). There is a higher incidence of erosion, infection and urethral atrophy.

Incontinence rates after cryotherapy (~3-15 percent), brachytherapy (~0-6 percent) and HIFU (~6-28 percent) were briefly discussed. Previous radiation was noted to be a risk factor for urinary incontinence with cryotherapy, and TURP was associated with higher rates of incontinence with brachytherapy. With HIFU, incontinence rates seem to improve with experience.

Job Posted Link: Software Engineers, Job at Bangalore - Kasshku Information Technologies Pvt. Ltd

-2008-Jul-18 : Freshers Walk-in - Php, XML, JavaScript, HTML (Bangalore)

Job Posted Link: Freshers Walk-in - Php, XML, JavaScript, HTML, Job at Bangalore - vynco technologies

-2008-Jul-18 : Fresher Trainee Engineer (Mumbai)

Job Posted Link: Fresher Trainee Engineer, Job at Mumbai - I-Source Infosystems Pvt Ltd

-2008-Jul-18 : Fresher Game Tester (Navi-Mumbai)

Job Posted Link: Fresher Game Tester, Job at Navi-Mumbai - Indiagames Ltd

-2008-Jul-18 : Freshers Customer Service Professionals - Technical Support (Bangalore)

Job Posted Link: Freshers Customer Service Professionals - Technical Support, Job at Bangalore - SITEL India Limited

-2008-Jul-18 : Fresher Sales and Marketing Executive (Delhi)

Job Posted Link: Fresher Sales and Marketing Executive, Job at Delhi - Imfinity India Pvt Ltd

-2008-Jul-18 : Fresher Telecom Engineer (Maharastra, Rajasthan, Gujrath, M.P, A.P, Orissa, W.B, Karnataka, Tamil-Nadu, Kerala, SriLanka.( RF,RNO, BTS ))

Job Posted Link: Fresher Telecom Engineer, Job at Maharastra, Rajasthan, Gujrath, M.P, A.P, Orissa, W.B, Karnataka, Tamil-Nadu, Kerala, SriLanka.( RF,RNO, BTS ) - I-Source Infosystems Pvt Ltd

-2008-Jul-18 : Project Trainees (Bangalore)

Job Posted Link: Project Trainees, Job at Bangalore - Kasshku Information Technologies Pvt Ltd

-2008-Jul-18 : Web Publishing Executives (Pune)

Job Posted Link: Web Publishing Executives, Job at Pune - Reality Information Systems Pvt Ltd

-2008-Jul-18 : Freshers Implementation Executive (Bangalore)

Job Posted Link: Freshers Implementation Executive, Job at Bangalore - Relyon Softech Ltd

-2008-Jul-18 : Freshers Receptionist (Bangalore)

Job Posted Link: Freshers Receptionist, Job at Bangalore - Kasshku Information Technologies Pvt Ltd

-2008-Jul-18 : Fresher Game Designer (Mumbai)

Job Posted Link: Fresher Game Designer, Job at Mumbai - Indiagames Ltd

-2008-Jul-18 : Service Desk Co-Ordinator (Bangalore)

Job Posted Link: Service Desk Co-Ordinator, Job at Bangalore - Microland Ltd

-2008-Jul-18 : Wanted Project Trainees In Java&amp;J2EE,DotNet(ASP.Net &amp;C#) And Testing(Manual&amp;Automation)! (Hyderabad)

Job Posted Link: Wanted Project Trainees In Java&J2EE,DotNet(ASP.Net &C#) And Testing(Manual&Automation)!, Job at Hyderabad - HughSoft

-2008-Jul-18 : Walk-in Software Developers [ 18th July and 19th July ] (Gurgaon)

Job Posted Link: Walk-in Software Developers [ 18th July and 19th July ], Job at Gurgaon - Tech Ray Solutions

-2008-Jul-18 : Walkin for J2EE and .NET freshers [ 26th - 27th July ] (Chennai)

Job Posted Link: Walkin for J2EE and .NET freshers [ 26th - 27th July ], Job at Chennai - Aavanor Systems Pvt Ltd.,

-2008-Jul-18 : Fresher Graduate Intern (Bangalore)

Job Posted Link: Fresher Graduate Intern, Job at Bangalore - INTEL INDIA

-2008-Jul-18 : Fresher Management Trainees (Pimpri, Pune)

Job Posted Link: Fresher Management Trainees, Job at Pimpri, Pune - Hindustan Antibiotics Limited

-2008-Jul-18 : Freshers Management &amp; Marketing Walk-in (Bangalore)

Job Posted Link: Freshers Management & Marketing Walk-in, Job at Bangalore - HCL

-2008-Jul-18 : Fresher Software Engineer Trainee Walk-in (Mumbai)

Job Posted Link: Fresher Software Engineer Trainee Walk-in, Job at Mumbai - ACE Software Solutions

-2008-Jul-18 : Software Test Engineers (Hyderabad)

Job Posted Link: Software Test Engineers, Job at Hyderabad - D. E. Shaw India Software Pvt Ltd

-2008-Jul-17 : Fresher Interim Intern - Software Engineer (Hyderabad)

Job Posted Link: Fresher Interim Intern - Software Engineer, Job at Hyderabad - QUALCOMM CDMA Technologies (QCT)

-2008-Jul-17 : Fresher Graduate Engineer Trainee (Hyderabad - AP, India)

Job Posted Link: Fresher Graduate Engineer Trainee, Job at Hyderabad - AP, India - QUALCOMM CDMA Technologies

-2008-Jul-17 : Fresher QA - CAD Engineer (Hyderabad, AP-India)

Job Posted Link: Fresher QA - CAD Engineer, Job at Hyderabad, AP-India - QualCore Logic Ltd

-2008-Jul-17 : Business Development Support Executive (Ahmedabad)

Job Posted Link: Business Development Support Executive, Job at Ahmedabad - TatvaSoft

-2008-Jul-17 : Software Engineers with 0-1 years (Pune)

Job Posted Link: Software Engineers with 0-1 years, Job at Pune - MetrixLine India

-2008-Jul-17 : Fresher Field Application Engineer - Noida (Noida)

Job Posted Link: Fresher Field Application Engineer - Noida, Job at Noida - Sequence Design (I) Pvt Ltd

-2008-Jul-17 : Freshers Customer Service Representative (Mumbai)

Job Posted Link: Freshers Customer Service Representative, Job at Mumbai - i2c World Pvt Ltd

-2008-Jul-17 : Freshers Engineer / Trainee / ITI / Graduate (Rajkot)

Job Posted Link: Freshers Engineer / Trainee / ITI / Graduate, Job at Rajkot - Rajoo Engineers Ltd

-2008-Jul-17 : Fresher Testing Professionals (Bangalore)

Job Posted Link: Fresher Testing Professionals, Job at Bangalore - Tanyasolutions

This market-leading text takes a pragmatic approach emphasizing the strategic role of human resources. Comprehensive, research-based coverage includes all major topics identified on the Human Resource Certification Institutes Content Outline. Coverage includes a global chapter, expanded coverage of diversity, new material on performance management, and current hot topics such as self-directed work teams, shamrock organization, broadbanding, competency-based pay systems, job security, violence in the workplace, and how organizational commitment affects production, quality, and service.

Download Link:

http://rapidshare.com/files/59033051/hrd.zip

Whilst there are many books on knowledge management there are few aimed directly at HR practitioners and the critical role that they can play in building a knowledge-centric culture.
This practical book draws on the author's own experience, as well as that of leading-edge Human Resource and Knowledge Management practitioners (including Linda Holbeche, Elizabeth Lank, and David Snowden), each of whom recognise that building a knowledge-centric culture cannot be achieved through technology alone.

It covers areas such as:
* Defining the key ingredients of a knowledge-centric culture
* The changing structures, roles and responsibilities needed to create a knowledge-centric culture
* HR's unique contribution to building a knowledge-centric culture, together with practical steps for getting started on the KM journey and for keeping the momentum going
* Tools and techniques for: opening up a dialogue about why knowledge management is crucial for business and personal success; knowledge mapping; encouraging and facilitating knowledge sharing, as well as ways of identifying key knowledge players
* How to help your organisation reframe its assumptions about learning in the knowledge economy
* How to ensure that your HR practices are knowledge aligned

*Outline the strategic and practical elements of HR's involvement in knowledge management
*Features contributions from Dave Snowden and Elizabeth Lank
*Practical case studies to help create an organizational culture that knows how to mobilize and leverage its knowledge

Download Link:

http://rapidshare.com/files/59017805/HR_s_Strategic_Role.zip

If you’re starting a new business or planning your business’s future, there are plenty of things you should take into account. Strategic Planning For Dummies covers everything you need to know to develop a plan for building and maintaining a competitive advantage — no matter what business you’re in.

Written by Erica Olsen, founder and President of a business development firm that helps entrepreneurial-minded businesses plan for a successful future, this handy guide covers all the basics, including:

• How a strategic plan is different than a business plan
• Establishing a step-based planning process
• Planning for and encouraging growth
• Taking a long-view of your organization
• Evaluating past performance
• Defining and refining your mission, values, and vision
• Sizing up your current situation
• Examining your industry landscape
• Setting your strategic priorities
• Planning for unknown contingencies

If you’re in business, you have to plan for everything — especially if you intend your business to grow. Whether you’re planning for a small business, large conglomerate, nonprofit, or even a government agency, this book has the planning specifics you need for your organization. Step-by-step, you’ll learn how to lay the foundations for a plan, understand how your plan will affect your business, form planning teams, discover what your strengths are, see where you are, and, finally, plan where you’re going. And there’s much more:

• Learn to analyze business trends that will determine your business’s future
• Set measurable, realistic goals that you can plan for and achieve
• Make strategic planning a habitual part of the organization
• Prioritize multiple strategies that you can implement simultaneously
• Set a defining vision for the organization that guides all your planning and strategy

This friendly, simple guide puts the power of strategic planning in the palm of your hand. For small businesses that can’t afford to hire strategic planning consultants, it’s even more imperative. Careful, constant planning is the only way to handle an uncertain business future. With this book, you’ll have all the step-by-step guidance you need to ensure you’re ready for anything that comes.

Download Link:

http://rapidshare.com/files/58771792/Strategic_Plan4Dummi.zip

In today's economy organizations are implementing best practices and specifically focusing in on best practice frameworks like ITIL v3 because of the fact that it helps organizations align their operations around a focus on the services IT is delivering to the business.

Program Summary
Learn from our panel as they discuss HP's project portfolio management center and its relationship to ITIL and other best practice frameworks your organization can gain from. Additionally, you'll hear how Results Positive! is actually delivering ITIL v3 support, leveraging HP PPM Center.

Check the Video Here

Tune in and learn how CIO's are handling:

* Up-front annual planning process
* What new or improved business services can we actually provide this year
* The key projects IT is working on
* Understanding if they actually have the time, people, and money to get projects done
* How can they show the business that they're actually contributing to the business

There’s a constant change of priorities in organizations today and they lack a real consolidated view of what’s happening on an enterprise basis across all of the various IT projects and programs that are currently underway. Find out what you can do about it.

About Ken Cheney
Ken serves as director of product marketing with responsibility for the project and portfolio management, asset management, and IT financial management products at HP Software. During his tenure, HP Project and Portfolio Management Center has been recognized as an industry leading product to support enterprise IT governance as well as portfolio investment management, service portfolio management, resource management, and project management. As a leader of the products team, he routinely speaks at conferences and industry events on the disciplines of enterprise IT governance, service management, and project and portfolio management, sharing his experience in the market.

About Jon W. Furner
Mr. Furner brings over 17 years of technology, outsourcing and leadership development consulting and operations experience with large Fortune 100 companies across financial services, government, pharmaceutical, energy, retail, and automotive industries. He was most recently a senior Director in Accenture's Outsourcing business development and operational enablement practice, a group specializing in planning and implementing IT transformation and outsourcing best practices to drive significant cost savings and return on investments.

Our blogger neighbors are usually nonprofit and social marketing wonder do-gooders who are doing some amazing and needed work. To switch it up some, this week we have Stephanie Gulley over at HeyStephanie.com.

Stephanie writes about social media and how it can make work (ya know, your full-time gig) more efficient and easier to handle.

(Note: Look out for the newly developed members of the 'hood badge for our esteemed blogger neighbors!)

*************

Blog/Site Name: HeyStephanie.com

Blog Topics: social media, web2.0, social networking, online collaboration

About the Author: Stephanie Gulley's background in fast paced start-ups made her realize that on the job demands change frequently and requires lots of flexibility. To avoid being overwhelmed by multiple projects, Stephanie knew that in order to stay ahead, it's better to work smarter not just harder. This experience coupled with her passion for social media have contributed to her frequent posts to HeyStephanie, where she offers insight on social media tools that make it possible to work efficiently in a Web 2.0 world.

Currently, Stephanie is a Program Analyst at Brickfish, a social media advertising platform, in San Diego, California. As a Program Analyst, she develops and coordinates social media marketing strategies to drive consumer engagement with brands.

If you could live on any street, what would that street be named and why?

Tao Tree Lane. One of my favorite books is "The Art of War for Women," by Chin-Ning Chu. I've always been a fan of Sun Tzu's work and Chin-Ning Chu's interpretation takes the teachings of Sun Tzu and applies it to women in the workforce. Her book opened my eyes to the Taoist philosophy and helps me to better understand the world and my surroundings. With that said, I could live on any street that follows the teaching of Taoism and relax under a forest of trees.

Who would be your dream real-life neighbor?

Oprah Winfrey. Success goes hand in hand with hardship and challenges, and Oprah's success inspires me to work hard and to overcome obstacles that come my way. If Oprah was my neighbor, I know I could learn a lot from her.

What first prompted you to blog?

I first started blogging in 2002 because I wanted to write my goals down and make it public. I wanted people to know what my goals were so that I could be held accountable and people could ask me how I was progressing. I pretty much wanted to start a conversation about my future goals and get input from others so I could make informed decisions. I was a college student and the first person in my family to obtain an education beyond high school so I wanted to find a community that I could relate to and blogging helped me with that.

If you customized your own license plate, what would it say and why?

Husband#1. I have the best husband in the world and I just want to share it with everyone.

What would you gift to a new neighbor as the perfect welcoming gift?

Freshly baked oatmeal cookies.

What's your favorite blog post and why?

My favorite blog post at HeyStephanie.com is, "The Unveiling." Although I've been blogging online for the past six years, my previous blogs were always anonymous. I would start them, fall behind, and eventually delete them. The Unveiling post is a mission statement for HeyStephanie.com and reminds me of why I'm blogging. I simply want to share my thoughts on social media with individuals who share the same interest.

What's one lesson you've learned from blogging?

As a blogger you can say whatever you want to say because it's your blog, but if you want to build a relationship with your readers, you have to listen as well.

*************

Past Blogger Neighbors Include:

• Osocio @ Osocio, nominated by SocialButterfly
• Beth Kanter @ Beth’s Blog, nominated by SocialButterfly
• Beth Dunn @ Small Dots, nominated by Beth Kanter
• Len Edgerly @ LenEdgerly.com, nominated by Beth Dunn
• Stacey Monk @ Epic Change, nominated by the Twitter-verse
• Jason Dick @ A Small Change, nominated by Stacey Monk
• Roger Carr @ Everyday Giving, nominated by Jason Dick
• Andre Blackman @ Pulse & Signal, nominated by SocialButterfly
• Laura Stockman @ 25 Days to Make a Difference, nominated by Roger Carr
• Karama Neal @ So What Can I Do?, nominated by the Carnival of Change
• Julie Zauzmer @ 52 Ways to Change the World, nominated by Karama Neal
• Vanessa Maason @ Subject to Change, nominated by Socialbutterfly
• ...and now, Stephanie Gulley @ HeyStephanie.com, nominated by Vanessa Mason

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This continuous weekly series highlights different blogs and their respective bloggers in the blogosphere neighborhood. Following the great Mr. Rogers, who tells us to ‘Get to know your neighbor,’ this series introduces us to our blogger neighbors, making for a more unified, collaborative voice for the social sector. Like to nominate someone or be featured yourself? Contact me @ socialbutterfly4change@gmail.com.

Para poder liderar es necesario, primero, conducir la vida propia. Conocerse. Tener objetivos claros para con uno mismo. Saber de las virtudes y defectos propios.
Alex Rovira, experto en Self Management, explicó durante el World Leadership & Self Management Forum, presentado por HSM, las herramientas para conocerse a uno mismo, y así poder lograr altos estándares de liderazgo.
“Creo que lo importante es intentar liderar la propia vida con dignidad, con coherencia, con ética, con compromiso, con rigor y con amor. Uno sólo puede ser un buen líder para los demás si es un líder para sí mismo”. “Esa es la clave”, aseguró.
Entre los conceptos que servirán de guía a quien sea señalado a la hora de dirigir un grupo de personas, se encuentra la Buena Suerte. Sobre esto, explicó que esta es “una cuestión de actitud”. “La buena suerte depende de cómo se aprovecha un golpe de suerte. Todo depende de cómo se lo gestione”, agregó.
El especialista es “Gestión del Alma” resaltó las diferencias entre la suerte, ese encadenamiento de hechos, lo fortuito; ya la buena suerte, una actitud, la manera en que uno aprovecha un golpe de suerte o del azar.
La buena suerte dependerá de cómo se aprovechen las oportunidades que se le presente a cada individuo, esas oportunidades que, tal vez, sean producto del azar. Así, la Buena Suerte será el producto entre la preparación y el azar que, en definitiva, dependerá de uno mismo.
Sobre el liderazgo, Rovira destacó la importancia de saber gestionarse a sí mismo para luego poder conducir a otras personas. En sus propias palabras, “es fácil saber si alguien es un buen líder observando simplemente el talante y los talentos de las personas que le rodean”. Líder será aquel que sepa escuchar y dar sentido, el que logre que los demás manifiesten sus propios e individuales talentos. El líder debe poseer los poderes mencionados por el experto, es decir ser humilde, saber escuchar al otro, cooperar y, por sobre todas las cosas, tener confianza en sí mismo. Quien ostente esas virtudes sabrá tratar -liderar- a su grupo si se dirige a ellos según la personalidad de cada uno.
“Lo importante es intentar liderar la propia vida con dignidad, con coherencia, con ética, con compromiso, con rigor y con amor. El resto -dijo Rovira- viene por añadidura. Un buen jefe sólo puede serlo para los demás cuando lo es para sí mismo. Esa es la clave del liderazgo”, aseguró.

NOTA RELACIONADA: "LA BUENA SUERTE ES UNA ACTITUD"
© HSM, 2008

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About Microsoft Scalable Fabric

Scalable Fabric is a task management system for the Windows desktop. A central focus area, defined by you, contains windows that behave in the traditional way. When you drag a window into the periphery, it becomes smaller and continues to get smaller the closer you get to the edge of the screen. This makes it possible to keep windows open all the time, and change "minimize" to mean "return to the periphery". Groups of windows can easily be created to represent different user tasks. Switching between groups is done simply by clicking on the task marker flag.

(from the Microsoft Scalable Fabric site)

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You can download the free application from here. After download, install the application and run it.

As you might notice, there ain't much notification that it has in fact started to run. I was only able to figure it out when I looked over on the system tray and found this icon:

Right clicking on it brings out a context menu with New Task (disabled), Show Desktop, All to Focus, Show Boundaries,Hide Boundaries (disabled by defaut), Configure..., Send Feedback..., About Scalable Fabric and Exit.

Clicking on the Show Boundaries menu shows a box outlined in blue, like this:

I tried resizing the box and during that process, noticed that whenever I drag the left side of the box so that it reaches the desktop icons, it generates an exception that says:

I also noticed that, when I minimize a window, it doesn't minimize at all.. and instead bounces around the screen. At times, when I'm lucky I suppose, it turns into a thumbnail which I guess is what it should be doing in the first place. The thumbnail, looks like this:

LOL I guess it's still not really ready for public use. You'll end up uninstalling it in the end (like what I'm about to do after publishing this). It's clearly still in Beta, and was released to gain feedback. But, I just think that they should've at least released a short user manual, like:

- How to do this, and what this is going to do.

- What you should do to make it work?

Oh well.. that's that. I hope that they push on with this.. looks really promising though.

A new battlefront has opened on the struggle for equal employment opportunities for women:

Female decision makers are more environmentally-conscious than males.

This is the conclusion of the first of an annual series of surveys to benchmark green business technology purchasing trends in the U.S., conducted by Hansa-GCR under the sponsorship of several companies, including Xerox. The survey also concludes:

Green has arrived as a business issue.

"Green" is good for business and image
The survey found that 64% of respondents agree with the statement that being perceived as green helps their brand. Only 9% disagreed (we'd like to meet those managers!) While that may come as no surprise, the reassuring finding in this study is that decision makers valued real actions over mere commitment to action. It is no longer sufficient to have a "commitment to product stewardship". Responsible managers put emphasis on

• supporting conservation and recycling,
• offering environmentally conscious products, and
• carbon footprint reduction.

52% believe that their supply chain's environmental impact is part of their own impact.

Read more at www.treehugger.com