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Thank you

Some almost 9 years ago, I had an interview.
Some almost 9 years later, he is my mentor, one of the greatest directors, COO’s and CFO’s I know.
Loyal, super funny but at the same time super professional, has a go get it attitude and rocks my life.

No matter how many obstacles life has thrown his way, each time he rises up like a Phoenix and does better than ever….
You know who you are and I am sending a huge thank you to the universe for being part of your professional adventures.
I feel like your little sidekick and can’t wait for our next adventure together my captain!

Just felt the need to say thanks!!!!!!

 

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Companies around the world are worried about the GDPR: study

Source: www.econsultancy.com/blog/

The GDPR is coming and even though it is an EU law, it will have a profound impact on businesses around the world, even those that don’t have a physical presence in the EU.

That’s because the GDPR’s protections apply to all individuals within the Union and non-EU companies that control or process data from individuals in EU are expected to register a representative and comply with the law. Those that don’t face stiff penalties, including fines of up to €20 million or 4% of global annual turnover.

Those fines likely explain why, according to a survey conducted by NetApp, which polled over 1,100 C-suite executives, CIOs and IT managers, companies around the globe are worried about the potential effects of the GDPR on their businesses.

44% of the companies NetApp surveyed fear that they could lose revenue because of a failure to comply with the GDPR. In the US, the percentage is even higher, with just over half of companies expressing this concern.

Globally, half of companies also worry that a failure to comply with the GDPR could result in reputational harm, a fear that doesn’t seem misplaced given the fallout from Facebook’s Cambridge Analytica scandal. Econsultancy’s own GDPR research shows a starker picture, with 70% of brands very or somewhat concerned about the damage to brand reputation associated with non-compliance.

But the concern around GDPR compliance cuts way deeper than revenue loss and reputational damage. Globally, 35% of companies fear that the financial penalties possible under the GDPR could imperil their very existence. In the UK and US, over 40% feel this way, according to NetApp.

Unfortunately, while awareness of the GDPR is relatively high, two-thirds of companies are not confident they’ll be in compliance with the GDPR when it goes into effect. Beyond the general complexity of the GDPR, there’s a seemingly good explanation for this: well under half (40%) of those polled by NetApp indicated that their businesses are confident they know where their data is stored.

According to NetApp, “Understanding where data is stored is the first step for businesses towards GDPR compliance.” In other words, it’s hard to comply with the GDPR if you don’t know where the data you’re required to protect actually lives.

Econsultancy’s GDPR research is perhaps more optimistic than the NetApp figures, with 33% of clientside marketers saying they already have a plan or framework in place for compliance and 50% saying that whilst they don’t yet have a plan, they are working on one.

A silver lining

The good news for companies is that despite any challenges they face in complying with the GDPR, the opportunities will arguably far outweigh the costs. As Kieran Flanagan recently explained, the GDPR will help companies deliver better user experiences and use their data more effectively.

“If you focus on this as an opportunity to improve how you handle data and how you engage with your prospect and customers, you’ll see that this is a step in the right direction,” he suggested.

What’s more, given the likelihood that rules similar to those promulgated by the GDPR are eventually likely to be enacted in other parts of the world, including in the US, companies that make the effort and investments necessary to comply with GDPR should be well-positioned to deal with new legislation. This is likely to be especially true for businesses that embrace the GDPR as a global standard.

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Low Risk Merchant Account

Understand the Low Risk merchant Low Risk Category before you apply it at the bank for a merchant Account because merchants in our payment processing world are categorized under low-risk, medium-risk, and high-risk categories. There are a number of points or reasons concerning which any business can be classified as Low Risk or high risk or medium risk […]

via Are You Considered a Low Risk Merchant Account In USA — High Risk Merchant Account

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The Change in Chargebacks

The biggest buzzword in business and credit processing for years has been Chargebacks. The Nilson Report estimates chargebacks costing merchants $31 billion by the year 2020. This is huge for big business and crippling for small merchants. Corporate monsters have cushion in their profit to absorb the impact of fraud, but for a small business […]

via The Change in Chargebacks — Central Payment of Panama City

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Solix survey supplies more evidence of GDPR unreadiness

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Two-thirds of responding IT pros didn’t even know if personal data could be purged entirely from their systems.

Another day, and another survey showing organizational uncertainty about preparation for the General Data Protection Regulation (GDPR), now less than three months away.

In this one, enterprise data management firm Solix conducted an online survey with more than 100 companies. While the sample was relatively small, the respondents were all IT professionals, thus giving some insight into where those departments are:

  • Two-thirds of the respondents didn’t know if individuals’ personal data could be purged entirely from their systems.
  • Twenty-two percent were not aware they needed to comply with the GDPR if they captured and maintained data of European Union citizens, since they are based outside the U.S. (Many experts say they do.)
  • Nearly 40% said that personal data at their companies is not protected from misuse and unauthorized access throughout its lifecycle.
  • Sixty-four percent of responding organizations don’t have a Data Protection Officer, as required by GDPR.
  • More than half don’t know if they have explicit consent from individuals for processing of their personal data.

The big takeaway, Solix Technologies’ Executive Chairman John Ottman told me, is that “not only are most companies not ready, most do not understand the extent of their obligations.”

Read whole article here: https://martechtoday.com/solix-survey-supplies-evidence-gdpr-unreadiness-211993?utm_content=68375539&utm_medium=social&utm_source=linkedin

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Embrace what your employees write about your company

AAEAAQAAAAAAAAWcAAAAJGEzNzI5MGYyLWZiOWItNGI5NC05MGFmLTQ2YzFkMzkwYWZmNgI published this article on LinkedIn, in 2015, but it is as important today, as it was then.

Being a successful company is great. But listening to your employees’ feedback is essential. I have been reading a lot on Glassdoor and other sites, and what I read from employees about the companies they work for, made me cringe and start thinking.

It is not a good representation of your company if your employees feel that there is poor management, animosity, disrespect, lack of training, and only interest in making money.
You have to realize that without your employees, you would not be able to operate your business.
You also have to realize that times are changing and you have to adapt and change with the times.
Be flexible. Yes, your employees might have to work 40 hours per week, but if a job is done, and well done, let an employee leave early. This is not detrimental to your operations. On the contrary, flexibility in working hours will make your employees strive to do their best and be very productive. This is  a win win situation for you and your Company.
If you are rigid, then you will see that everyone will just work at a pace to fill the hours you require and this is all you will ever get. A simple example of this strategy, are gardeners. You ask how much they charge and they say x per hour. So you give them a job to do and they will milk you for as many hours as possible. Give them a total price for the job, and the job will finish in no time at all.

Also make sure that you provide initiatives for advancement. If an employee feel stuck, they will eventually leave. Job hoppers are very common these days, and this is a direct reflection of poor management, poor culture and disinterest toward your workforce.

So do yourself and your company a favor and stick to some newer rules:
1. Be flexible
2. Respect your employees
3. Train them
4. Give them all the possible tools to succeed. If they succeed, so does your company.
5. Give yearly raises, to cover the cost of living. All the prices go up. So should any salary.
6. Stop being stuck on the punch-card. Offer salaries instead of per hour compensations. The productivity changes dramatically.
7. Thank anyone for a job well done. You depend on your workforce, as much as you depend on your clients. Those two go hand in hand.
8. Last but not least, be OPEN MINDED. This is the only way to move forward and create your mark in the market.

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Utopian Company or Not?

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Got the idea to write, because of this article:
http://www.businessinsider.com/5-things-new-ceos-should-focus-on-2015-6
Especially paragraph 4:

#4: Build relationships at all levels

One of the most important, and most difficult, parts of being new is forging new relationships. And don’t only focus on your immediate reports. Meet people in all departments and at all levels of the organization. Just sitting down with someone and asking, “What should I know?” or “How would you make this company better?” can yield a treasure trove of information and insights. Find out who the key conduits of information are and develop an open channel for them to reach you directly. Unfortunately, there is no shortcut. Relationships take time to build. Stay present and connected to the conversation. Don’t be afraid to keep going even if it feels like you know everything you need to. Get to know your people and how they tick.

Many new executives fail here because they become too wrapped up in making an impression. They meet with people, but instead of listening they try to convince everyone they deserve the job. They go on about their background, previous successes, and the great plans they have for the future. Don’t fall into this trap. Stay humble and curious. We have two ears and one mouth for a reason. Use them proportionately.

The Utopian Corporation:

  1. Upper Management introduces themselves to everyone in the organization, spend time to see what everyone does and how it affects the company.
  2. Listen to everyone, no matter how high or low the position. Everyone’s work has an impact in the overall picture.
  3. Make your staff feel welcome, appreciated and say a good word from time to time. It goes a long way.
  4. You don’t hire before you give existing employees the courtesy of actually reading their resumes, and talking to them.
  5. You don’t let people go because you over-hired and it doesn’t fit your current plans…
    Families livelihoods depend on the job and the salary….
  6. Sit and share lunch with everyone, say a few good words, share wishes for Christmases, Holidays, New Year etc…
  7. As the article above says: Get to know your people and how they tick.
  8.  A good, solid, positive working environment, transparency, loyalty and solid character are never outdated.

There are great companies out there that encompass all the above and more.
My wish for 2018 and the workforce is, that everyone finds themselves in such an organization!

 

 

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4 More Enemies of Vitality All Leaders Must Avoid — Leadership Freak

Leaders who suck the life out of people promote failure and embrace defeat. The first four enemies of vitality: #1. Distrust. #2. Disrespect. #3. Proper channels. #4. Excluding the outside. Posted here. 4 more enemies of vitality: #5. Isolation: the message that others don’t matter 3 ways ineffective leaders practice isolation: Avoid the front-line. Hang […]

via 4 More Enemies of Vitality All Leaders Must Avoid — Leadership Freak

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Work Relationships Matter

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I find it amazing, how discussions can lead to ideas for my blog.
We all need to feel great at work and establish solid relationships with our colleagues, managers and bosses.
Having said that, there is a fine line. You cannot mistake work relationships as personal. Don’t get me wrong. There are true, deep and long lasting friendships being born from your work environment.
But you have to understand your environment, always be respectful, and never “demand” social inclusion.
Not being included in events outside work, does not mean that you are not liked at work or not respected. Believe in yourself, don’t be “short”, don’t take work related issues personally.  NEVER be sarcastic and ask why you were not included. This is plain rude, and shows insecurity.

IF you feel left out, then sit and think really hard if you are as giving, as collaborative and as helpful at work as you should be. If the answer is YES, then know that : This is NOT personal. This is work.

IF some of your truths say NO, then try to change your attitude, be more of a team player, try to do good every day.

IF you start a true friendship, NEVER cross the line, NEVER ask for personal favors, NEVER put your newfound friendship in an awkward position by taking liberties at work. Work is work, friendship is friendship.
Do not muddle those two.

My advice is:
Stay true to your values, be respectful, respect others no matter their position on the corporate ladder, always offer a helping hand, be compassionate, know how to say thank you, and always apologize honestly for a mistake or faux pas. We are all human.

Do not start disliking colleagues for non inclusion outside of work.
We all have our social circles.
This doesn’t mean that you are “hated”.

Grow up and believe in yourself and abilities. After all, you were hired for a reason. Find this reason in your heart and go for it with all your passion, hard work and team spirit!

 

 

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Starting a business? Be honest

There is no such thing as becoming a millionaire by “selling” stuff that are owned by other companies on platforms like Amazon, eBay, Facebook etc.

 

Victims of Employment Scams Speak Out

 

Have some pride. By re-selling another company’s products without permission, you are in very blunt terms a thief.

By trying to scheme a company with different email addresses, names, IP addresses, you will win nothing. Have some pride, have some honesty.

Ask any company to become a certified re-seller and you are in business. Work hard for your goals, but learn that by flying on another’s wings you have nothing to be proud of or win.

You are unethical, you don’t play by the rules and in the end your prospective buyers will see right through you. Can you provide the same services the company you “steal” from does? Can you look your buyers in the eye and tell them that you are running a reputable company that strives for honesty, customer service and a great product?

All of you wanna be re-sellers out there, listen to me. We know you. We shut you down left and right. Stop wasting your time defrauding companies and show the world that you have integrity.

Find your own stuff to sell, or contact companies and ask officially to connect and work together.