This document provides 24 rules of leadership as curated by Oren Harari from Colin Powell's leadership principles. The rules focus on eliciting diverse ideas, establishing trust, walking the talk, hiring the right people, listening, owning details, questioning assumptions, checking ego, embracing change, seeking consensus while being decisive, avoiding stereotypes, simplifying messages, leading each situation, pushing boundaries, prioritizing execution, valuing people over plans, challenging norms, decentralizing decision making, maintaining optimism, striving for work-life balance, and preparing for the loneliness of leadership.
Leader vs Boss: 12 Delineating Characteristics of a LeaderKris Fannin
After working with thousands of leaders, these are the 12 greatest defining characteristics of a leader in the boss vs leader debate. It all comes down to mindset.
Seminar conducted at Manuel L. Quezon High School, Manila Philippines September 1, 2007. Presentation showing qualities of leaders and leadership styles.
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
Leader vs Boss: 12 Delineating Characteristics of a LeaderKris Fannin
After working with thousands of leaders, these are the 12 greatest defining characteristics of a leader in the boss vs leader debate. It all comes down to mindset.
Seminar conducted at Manuel L. Quezon High School, Manila Philippines September 1, 2007. Presentation showing qualities of leaders and leadership styles.
Think of your DISC profile as a set of descriptors letting you know what “tools” you have in your tool belt.
Your default LEADERSHIP DIMENSION shows you which “tools” you reach for most often.
Beginner's Guide to the StrengthsFinder Leadership DomainsMeiling Tan
A beginner's guide to the four StrengthsFinder Leadership Domains [Executing, Influencing, Relationship Building, and Strategic Thinking] under Gallup's StrengthsFinder assessment.
The full guide can be found at: http://strengthsschool.com/strengthsfinder-blog/four-domains-of-leadership-strength
Proudly presented by Strengths School™ Singapore.
In his previous bestseller, Built to Last, Jim Collins explored what made great companies great and how they sustained that greatness over time.
One point kept nagging him, though — great companies have, for the most part, always been great, while a vast majority of good companies remain just that: good, but not great. What could merely good companies do to become great, to turn long-term weakness into long-term supremacy?
Collins and his team of researchers used strict benchmarks to identify a group of eleven elite companies that made the leap from good to great and sustained that greatness for at least fifteen years. The companies that made the list might surprise you as much as those left off (the likes of Intel, GE
and Coca Cola are nowhere to be found).
The real surprise of Good to Great isn’t so much what good companies do to propel themselves to greatness — it’s why more companies haven’t done the same things more often.
This presentation seeks to explore dynamic leadership in the 21st century, and will focus on how church leaders in particular, can become purposeful in their quest to become relevant.
Wish to implement leadership strategies that influence, engage and encourage excellence performance in the organization? SlideTeam has come up with content ready leadership PowerPoint presentation slides to portray the management abilities of the workforce. These team management PPT templates include slides like leadership introduction, leadership vs. management, control styles and theories, participating captaincy process, strategic management, business theory, adaptive performance, group cohesion, communication patterns and many more. Apart from this, if you want customized designs for your presentation, our design team is at your service. Our predesigned leader-member exchange theory presentation can be used for the topics like leadership skills and training, qualities of leadership, leadership in management, leadership strategies & practices, productive guidance etc. Click and download our leadership PowerPoint presentation templates and make your team efficient. Folks are enthralled by the explosion of colors in our Leadership Powerpoint Presentation Slides. It's iridescence increases interest. https://bit.ly/3x4FNNn
Established in 1998, New York Business Partners is a privately owned direct sales and marketing company in New York, Manhattan. New York Business Partners is responsible for developing management teams to lead our clients into new markets, cities and countries. These managers will be trained from the entry level up to understand all aspects of running a business. Our mission at NYBP is to bridge the gap between the product and the consumer with our professional trained team. Visit our site at www.newyorkbusinesspartners.com http://www.youtube.com/user/TheNybp
Colin Powell on Leadership. 4 star General (ret) Colin Powell shares his insights to leadership, that enabled him to become the chairman of the Joint Chief of Staff and first African American Secretary of State.
Beginner's Guide to the StrengthsFinder Leadership DomainsMeiling Tan
A beginner's guide to the four StrengthsFinder Leadership Domains [Executing, Influencing, Relationship Building, and Strategic Thinking] under Gallup's StrengthsFinder assessment.
The full guide can be found at: http://strengthsschool.com/strengthsfinder-blog/four-domains-of-leadership-strength
Proudly presented by Strengths School™ Singapore.
In his previous bestseller, Built to Last, Jim Collins explored what made great companies great and how they sustained that greatness over time.
One point kept nagging him, though — great companies have, for the most part, always been great, while a vast majority of good companies remain just that: good, but not great. What could merely good companies do to become great, to turn long-term weakness into long-term supremacy?
Collins and his team of researchers used strict benchmarks to identify a group of eleven elite companies that made the leap from good to great and sustained that greatness for at least fifteen years. The companies that made the list might surprise you as much as those left off (the likes of Intel, GE
and Coca Cola are nowhere to be found).
The real surprise of Good to Great isn’t so much what good companies do to propel themselves to greatness — it’s why more companies haven’t done the same things more often.
This presentation seeks to explore dynamic leadership in the 21st century, and will focus on how church leaders in particular, can become purposeful in their quest to become relevant.
Wish to implement leadership strategies that influence, engage and encourage excellence performance in the organization? SlideTeam has come up with content ready leadership PowerPoint presentation slides to portray the management abilities of the workforce. These team management PPT templates include slides like leadership introduction, leadership vs. management, control styles and theories, participating captaincy process, strategic management, business theory, adaptive performance, group cohesion, communication patterns and many more. Apart from this, if you want customized designs for your presentation, our design team is at your service. Our predesigned leader-member exchange theory presentation can be used for the topics like leadership skills and training, qualities of leadership, leadership in management, leadership strategies & practices, productive guidance etc. Click and download our leadership PowerPoint presentation templates and make your team efficient. Folks are enthralled by the explosion of colors in our Leadership Powerpoint Presentation Slides. It's iridescence increases interest. https://bit.ly/3x4FNNn
Established in 1998, New York Business Partners is a privately owned direct sales and marketing company in New York, Manhattan. New York Business Partners is responsible for developing management teams to lead our clients into new markets, cities and countries. These managers will be trained from the entry level up to understand all aspects of running a business. Our mission at NYBP is to bridge the gap between the product and the consumer with our professional trained team. Visit our site at www.newyorkbusinesspartners.com http://www.youtube.com/user/TheNybp
Colin Powell on Leadership. 4 star General (ret) Colin Powell shares his insights to leadership, that enabled him to become the chairman of the Joint Chief of Staff and first African American Secretary of State.
The researcher’s blind spot: 6 cognitive biases we shouldn’t ignore in researchRuth Ellison
There are cognitive biases lurking everywhere in the research process. Cognitive biases are psychological tendencies that cause the human brain to draw incorrect conclusions.
We all want our research to provide reliable input into our projects and most of us wouldn’t deliberately distort data. Yet, we’re human, and we’re all susceptible to many cognitive biases that can affect the outcomes at any stage of our projects. Biases is unavoidable, but being a good researcher is about understanding our inherent biases and how we can minimise the effects.
Distorted or misleading results can be very detrimental to a project. It can misinform the direction of a project, or provide false confidence about decisions.
This session will highlight five common cognitive biases in research, from recruitment, to the actual sessions, and the analysis and reporting of research findings. This will be illustrated with examples and stories, along with how we can minimise the bias.
My talk at Agile Tour India 2016 Hyderabad.
Gen Z is all around us. We see the thumb trigger savvy children and young adults around us, surely sounding smarter and geekier. There are specific needs and behaviour patterns of this "Always On" generation, and I believe many of the agile principles and values will help us to gel with them better. While dealing with 2 bright kids at home and children around me, I often compare various methods of parenting with agile values and find those valueable, specially the focus on Servant Leadership and Enablement.
Servant leadership is a philosophy and set of practices that enriches the lives of individuals, builds better organizations and ultimately creates a more just and caring world. A lot of lessons out of the same would be applicable as we parent this independent minded generation that has literally everything at their fingertips. I intend to present my view to the audience on applying the agile values and principles as life skills.
Thinking:People are doing it wrong! Digital Elite Camp presentation. How cognitive biases and mental heuristics help to sell more. https://www.dreamgrow.com/thinking-cognitive-biases-in-sales-and-marketing/
Servant Leadership as a Model for Multi-Author Blog ManagementCopyblogger.com
These are the slides from Jerod Morris' panel presentation at Authority Intensive 2014. Jerod spoke about his experience managing multi-author blogs, and how a model of servant leadership can be applied to lead a successful blog -- by more effectively leading an audience and a team of writers.
Keys to Successful Business Leadership.docxJason Hill
In 1936 Dale Carnegie published one of the most influential books of all time, How to Win Friends and Influence People. Much has changed since the book became a Depression-era bestseller, but Carnegie’s key principles are still amazingly relevant today. Success of any business is still based on successful human interaction.
Leadership is not consigned to only those in authority. Its for everyone no matter at what level of the animal food chain you find yourself. Its also about authority and responsibility. This write up is a concise 12 points (not exhaustive) of dos and don'ts if you desire to develop and maintain effective self management...
Real Commitment Breeds Success We believe in the power of a “Performance-Based” Leadership Team. That is why building a No. 1 company requires more than believing in the mission: It takes real commitment to furthering the mission through an ongoing series of actions.
This is a presentation I made to help teach my Leadership Senior Seminar class how to Challenge the Process. Hope others can find it to be helpful! It is based from the book called "The Leadership Challenge"
This is about different attitudes in organizations.......
but this ppt presented positive attitudes and how can organization maintain positive attitudes of employees
Give you the insights of being a leader, the leadership myth, the levels of leadership, Techniques on how to lead those above, below and around you. Basic ingredients of a project proposal.
Similar to Colin Powell leadership principles (20)
This is the slide deck that goes along with this video: https://www.linkedin.com/pulse/business-idea-validation-7vs-simple-algebra-models-eric-tachibana
Warning: I don't think the slides make much sense without watching the video :)
This was a workshop done for the DBS Hotspot Accelerator program. The intent is to provide guardrails for new accelerator mentors who may have never mentored start-up teams and want to learn from all my many mistakes.
An Intro to the Financial Services IndustryEric Tachibana
The Financial Service Industry is one of the most attractive industries to target if you are a consultant. However, when selling into, or delivering for, Financial Services Institutions (FSIs), it is useful to have some understanding of how FSI business models work, and the unique requirements that drive their IT strategies.This deck is a living document that hopes to act as a primer for consultants who need to support FSI clients, but who may not have prior experience in the sector.
Making the most of your start up mentor workshop - dbs hotspot acceleratorEric Tachibana
This is a workshop for DBS Bank HotSpot Accelerator Program. It was built to help start-up founders select the right program mentor and get them off to an effective start!
Rethinking Annual Performance as WorkshopsEric Tachibana
Each year millions of line managers do performance reviews with each member of their team. Reviews are tricky, risky, and difficult to run as structured conversations, which is how they have always been run. This deck proposes that managers replace conversations with workshops, which are easier to run, generate more insights, and less likely to cause bad feelings as focus turns from attack-defend to collaborative problem solving.
This deck hopes to help workshop facilitators up their game. It argues that presentations are less effective than workshops as a means of teaching adults and gives some ideas of how to convert presentations into workshops
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
2. 01
“I want to hear all the rough edges of all
arguments. I don‟t want to concur
things to death and coordinate things to
death. I want to hear from you.”
Create a culture where all feel heard & are
empowered to develop & propose solutions.
Encourage noise with creative clashes and
diversity. Look for great ideas wherever they
come from, at every level. Use tech to
encourage & speed up interaction & drive
inclusion. And can the sycophants and then
hire for great ideas
ELICIT DIVERSE &
EMPOWERED IDEAS
3. 02
“Being responsible sometimes means pissing people
off”
Leaders who care more about being liked than being
effective are unlikely to confront those who need confronting
.
Be polite and civil because frightened people don‟t step up,
but be prepared to piss people off when it is right to do so.
Reward your best performers and get rid of non-performers.
And encourage a thread of creative disruption
DON’T SEEK POPULARITY
4. 03
“Why would you follow somebody around
a corner? Or up the hill? Or into a dark
room? The reason is trust”
Influence & credibility rely on trust. Trust relies
on competence, character, courage, loyalty, &
confidence.
Communicate often in the trenches & be seen.
Be a servant leader that helps people
accomplish vision-aligned goals by giving them
tools and turning them loose
ESTABLISH TRUST
5. “You can issue all the memos & give all
the speeches you want, but if people
don’t see you putting forth your best effort
every day, they won’t either”
• Have integrity and display integrity
• Practice empathy & selflessness
• Use influence, not authority
WALK THE TALK
04
6. 05
“Give me the right people and I don’t much care
what organization you give me. Good things will
happen. Give me the wrong people and it
doesn’t matter what you do with the
organization. Bad things will happen.”
Powell advises us to hire, place, & promote for
intelligence & judgement, a capacity to anticipate,
loyalty, integrity, a high-energy drive, a balanced ego,
and a drive to get things done
Hire for talent & values, not qualifications. promote
those whose values align with the organization, and
surround yourself with people as good or better than
you and who create synergy
GET THE RIGHT PEOPLE
7. 06
You were given 2 ears and 1 mouth. Use
them in that ratio
• Learn everywhere you can
• Bring outsiders into the discussion when
you can
• Use every means to encourage
communication
• Find people you trust (and who won‟t
„manage‟ you or filter) and give them a
way to provide you with feedback
• Use symbols like round tables, a literally
open office door or no dress code to
encourage communication
LISTEN
8. 07
“If you are going to achieve excellence in
big things, you develop the habit in little
matters. Excellence is not an exception, it
is a prevailing attitude”
• Don‟t get too far from execution as you
ascend the hierarchy – own the big
picture, but remember that the big
picture is delivered through thousands
of daily details
• Avoid analysis paralysis – attending to
the fine points is not a license to micro-
manage, hide from a decision, or delay
• Invest in process and tech to facilitate
timely & relevant data
OWN THE DETAIL
9. 08
“Constantly look below the surface
appearances and spin. Don’t shrink from
doing so just because you might not like
what you find”
• Listen to your gut. Relentlessly dig and
probe with a clear, unblinking eye until
you„re satisfied
• Continually pick at, and harass, the
organizations routines. Shine a light into
the dark, unquestioned places of
convention
• Ask what are we doing, right or wrong,
and how can it be improved
QUESTION
10. 09
“Never let your ego get so close to your
position that when your position goes,
your ego goes with it”
• Be careful of your habits
• Be careful of conventional wisdom built
from what has worked in the past – be
ready to change before the world
surprises you with forced change
• What got you here, will likely not get you
there. Be always ready to reinvent
yourself and your career.
CHECK YOUR EGO
11. 10
External change is endemic, proliferating,
and accelerating. Therefore leaders must
rewire perceptions, connecting the dots in
more productive and positive ways, using
change as the driver for growth
• Ask „what if‟ and „why not‟ all the time
• Learn new skills and encourage those
around you to as well
• Revisit your mission/vision regularly
LET CHANGE LEAD
GROWTH
12. 11
“Everyone wants me to reorganize, but I’m not
reorganizing until I’ve got these folks on my side
and believing in my leadership”
• Consensus does not mean, “let‟s chew on this
until we can all get happy with it” but it does mean
aggressive inclusion in the decision-making
process
• Ensure a personal commitment from every
member of the team – everyone is expected and
invited to participate
• Push, but be respectful of the limits of the
organization. Change is continuous and iterative
• Seek consensus, but be prepared to move ahead
decisively
SEEK CONSENSUS BUT
DON’T LET IT RULE
13. 12
“Fit no stereotypes. Don’t chase the latest
management fads. The situation dictates which
approach best accomplishes the team’s
mission”
Always be ready to change, beware of
packaged solutions and frameworks, and
continually invest in and build your
management tool box
AVOID ONE APPROACH
14. 13
“We had to make sure that we took the new
mission and drove it down to the last private.
Whoever came in and emptied the trash can at
night had to understand the vision”
Whether it‟s the realm of values, policies,
performance standards, or appropriate conduct,
keep it simple. Define the rules of the game
clearly and expect everyone to play by them.
Then, align daily activity with overarching
objectives
SIMPLIFY
15. 14
Effective leadership depends upon a thorough
immersion in the here and now and the ability to shift
strategy and tactics as the situation warrants. One
size never fits all.
Don‟t fight the last war. Most leaders fall into the trap
of returning to the familiar when things get rough
LEAD THE SITUATION
16. 15
“You don’t know what you can get away with
until you try”
Great managers seek forgiveness, not
permission. By taking calculated, intelligent
risks, you are likely to accomplish more than by
playing it safe. But, in order to encourage this
behaviour, leaders must not punish failure an
honest, well-meaning, first-time mistake.
PUSH THE ENVELOPE
17. 16
“Once we have looked at all the rough edges and we
have made a decision as to what we are going to do,
then we are all going to move out in that decision
and stick with it, with coherence and consistency
over time, unless it has been proven that we should
move in a different direction”
Execution is key. Do not articulate a vision unless
you are prepared to implement it with overwhelming
strength,. Stay cool under fire, think big, act fast, and
go for the big win. Pick your battles so you can eat
what you bite off, but be willing to take advantage of
opportunity as it arises.
CLOSE W/THE ENEMY
18. 17
“Our ability to successfully perform our mission
depends first and foremost on the quality of our
people. We’re all part of one quality family,
working together as a family. No component
more important than any other.”
• Ignore hierarchy
• Depend on people, not plans
• Spend at least 50% of your time on people
PEOPLE ARE PARTNERS
19. 18
“Every organization should tolerate rebels who
tell the emperor he has no clothes”
• Tolerate rebels – encourage them to
challenge you and your team
• Emphasize respect while disagreeing
• Challenge the pros to get a better solution
CHALLENGE
20. 19
“Plans don’t accomplish work. Goal charts on
walls don’t accomplish work….it is people that
get things done”
• Respect authority, but don‟t be cowed by it
• Use org charts as a guideline, but be ready
to abandon them if the reality is different
• Titles are just titles- they don‟t translate to
wisdom
DON’T RELY ON ORG
CHARTS & TITLES
21. 20
“The people in the field are closest to the
problem, closest to the situation, therefore, that
is where the real wisdom is”
• If your division is not decentralized, consider
a deep, pervasive, structural, and cultural
reorganization
• Use technology to help collect front-line
information
• Decentralization is no excuse for being out
of touch. Stay involved and supportive
TRUST THE ONE IN THE
TRENCH
22. 21
“Never let adverse facts stand in the way of a
good decision. Never step on enthusiasm”
• Spread optimism around the organization
• Don‟t take counsel of your fears or
naysayers
• Achieve!
MAKE OPTIMISM A
PRIORITY
23. 22
“I told the ambassadors to take seriously their
role as the President’s personal
representatives. At the same time, I encouraged
them to have great fun in their new assignment.
Fortunately, the two are not mutually exclusive”
• Work hard and play hard
• Create a fun environment for others
• Minimize unnecessary stress
HAVE FUN IN YOUR
COMMAND
24. 23
“Never become so consumed by your career
that nothing is left that belongs only to you and
your family. Don’t allow your profession to
become the whole of your existence”
• Take leave when you‟ve earned it
• Don‟t clock hours for hours‟ sake
• Don‟t always run at a breakneck pace
STRIVE FOR BALANCE
25. 24
“Sitting alone in the dark in the back seat of my
car, I felt full of foreboding. I was going to be
involved in conducting a war, one that I had
urged, one that was sure to spill blood. Had I
been right? Had my advice been sound?”
• Accept responsibility
• Lead by example
• Know when to exit
PREPARE TO BE LONELY
26. SHARE THIS DECK
& FOLLOW ME(please-oh-please-oh-please-oh-please)
Selena Sol asks…..
http://www.slideshare.net/selenasol/presentations
stay up to date with my future
slideshare posts
selena@selenasol.com
http://www.linkedin.com/pub/eric-tachibana/0/33/b53