opportunity

EUR/USD Presents Scalping Opportunity Ahead of FOMC Rate Decision

November 2, 2010

EUR/USD Presents Scalping Opportunity Ahead of FOMC Rate Decision

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AUD/USD Presents Scalping Opportunity Ahead of RBA Rate Decision

November 1, 2010

AUD/USD Presents Scalping Opportunity Ahead of RBA Rate Decision

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Yen Approaching Record Highs; Great Trading Opportunity

October 29, 2010

Yen Approaching Record Highs; Great Trading Opportunity

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A Channel Bound USD/CHF Presents Scalping Opportunity

October 28, 2010

A Channel Bound USD/CHF Presents Scalping Opportunity

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Bill Whitmore: Hiring Military Veterans is Good Business

October 20, 2010

If your company’s diversity recruiting strategy fails to include military veterans, you are missing out on working with some of our country’s most outstanding men and women. Organizations that fail to recognize the extraordinary leadership qualities that veterans bring to the workplace pass up the opportunity to work with results-oriented employees that have a strong sense of accountability and responsibility. It is time for our country’s corporate leaders to awaken to the reality that combat leadership and military discipline translate into dynamic employees who can enhance an organization’s productivity. While the national unemployment rate hovers around 9.7% for civilians, the unemployment rate for young male veterans, including those returning from Afghanistan and Iraq, is more than double the national average at 21.6% according to the Bureau of Labor Statistics. Isn’t it time to shine the employment spotlight on the brave men and women who serve our country? What essential set of life skills do military veterans bring to corporate America that makes them an indispensable pairing? The military trains our men and women to lead by example as well as understand the nuances of delegation and motivation. As General Douglas McArthur once said, “a true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others.” Military veterans understand the value of teamwork, which they can apply in our country’s offices and boardrooms. Veterans understand their role within an organizational framework and serve as exemplary role models to subordinates while demonstrating accountability and leadership to supervisors. Veterans generally enter the workforce with identifiable skills that can be transferred to the business world and are often skilled in technical trends pertinent to business and industry. And what they don’t know, they are eager to learn – making them receptive and ready hires in work environments that value ongoing learning and training. Veterans represent diversity and collaborative teamwork in action having served with people from diverse economic, ethnic and geographic backgrounds as well as race, religion and gender. Even under dire stress, veterans complete tasks and assignments in a timely manner as they have labored under restrictive schedules and resources on the battlefields and military installations that they’ve served. Employers can find qualified veterans from a variety of sources including the Employer Partnership of the Armed Forces, Employer Support of the Guard and Reserve, Military.com, HireVeterans.com, and the Wounded Warriors Project. Employers can become true partners with selected veterans’ organizations and work with them proactively to ensure you are maximizing your ability to recruit from this extremely qualified talent pool. Lest we forget, the men and women who have chosen to serve our country are patriots who have made enormous sacrifices to ensure our safety and freedom. By employing military veterans, we are saying, “thank you for your service” and for protecting us from terrorism and other threats.

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Shivani Siroya: Helping Developing Entrepreneurs Lift Their Communities Out Of Poverty

October 19, 2010

Since launching InVenture this past year, one of the questions I’m most often asked is: Why start your own organization? And it’s a pretty good question. Given the magnitude of attempting to develop a new product, service or solution — especially one that boldly promises to address major global social issues — why would any rational person want to start his or her own organization? To be completely honest, when first starting out, I did not fully understand the challenge of running an international organization — which in retrospect probably worked out for the best. After shopping around the idea and getting advice from many friends, colleagues and former professors, my reason for starting InVenture was simple: I had to. There was a clear need for our product — which makes expansion capital available to small and medium enterprises in developing communities — and it seemed to me that either I could do it myself, or just wait to see if someone else did. I had studied microfinance on the ground in India and West Africa, and what I learned was that microfinance, which most often takes the form of micro-credit, wasn’t doing enough to lift people out of poverty or help communities develop sustainably. While micro-credit has been successful in helping many people in underserved communities achieve subsistence — micro-credit, for example, can help a person begin a new business and generate a new source of income — it has done little to expand these small businesses beyond the rudimentary stage of being sole proprietorships. As businesses grow beyond these early stages, they hire more employees and create new economic opportunities in their communities. They help to build more stable local and regional marketplaces in which other businesses can launch and flourish. In high-income countries, small and medium enterprises (SMEs) are responsible for producing over 50 percent of GDP and employing over 60 percent of the working population. However, in low-income countries SMEs account for less than half of these amounts: 17 percent of GDP and 30 percent of employment. InVenture is just one answer to the problem of this underserved “missing middle” in developing economies. We try to build SMEs that will eventually help to build their communities. I started InVenture to meet this unmet need, but I quickly discovered that starting an organization isn’t just about coming up with a solution. There’s a lot more in the way of development and management to consider — the less glamorous parts of running your own show. But instead of being daunted by the numerous challenges and speed bumps I’ve faced in starting InVenture, I remind myself — with the help of some amazing teammates and peers — to focus on the reason we began this process: to enable people to come together to do something bigger than just giving money. I return often to something President Kennedy once said: “Few will have the greatness to bend history; but each of us can work to change a small portion of the events, and in the total of all these acts will be written the history of this generation.” We started InVenture because we wanted to give ordinary people the opportunity to invest in businesses all over the world — businesses that can become engines for economic growth and change the fate of their communities. And we wanted to give developing entrepreneurs the chance to expand, to employ a few more of their neighbors, to help lift their communities out of poverty. Even if this happens in one community, somewhere in the world, as a result of our work — and already it’s starting to — I’ll believe we’ve done our part. And that’s why I work for — and why I started — InVenture.

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A Range Bound EUR/CHF Presents Scalping Opportunity

October 18, 2010

A Range Bound EUR/CHF Presents Scalping Opportunity

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A Range Bound AUD/JPY Presents Scalping Opportunity

October 15, 2010

A Range Bound AUD/JPY Presents Scalping Opportunity

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An Oversold USD/JPY Presents Scalping Opportunity

October 13, 2010

An Oversold USD/JPY Presents Scalping Opportunity

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Peter Shankman: Five Ways to Not Screw up Your Networking Attempts

October 4, 2010

I was at a conference this weekend in Las Vegas — It’s bad enough to fight with the recycled air, the perfumed-at-50-degrees conference rooms, and the endless fried foods that pass for “healthy,” but you add in 200 people who have absolutely no clue how to network, and it’s enough to make you pull an Ocean’s Eleven and sneak out of the hotel in an ambulance. Here are the top five ways to not screw up your next networking opportunity. 1) Networking doesn’t begin when you get to the conference, it begins the second you leave your house. Anyone is a potential hiring manager, client, or customer. True story: I was behind a real jackass at a ticket counter for an international flight last year. At one point, he actually had the nerve to say “Well, I work for company XYZ (A big global company), and I can make sure that we never give you any business again if you don’t fix my problem,” or something just as arrogant. At that point, the person behind me walked up to him, and said quietly “What’s your name?” The arrogant slob said “Why do you care, pal?” To which the first gentleman said “Because I’m senior executive vice president at [said big global company,] and I won’t have anyone sullying our good name with their petty bullshit.” I’m pretty sure the arrogant guy doesn’t work for the company anymore. In today’s world, you’ve simply got to be on your best behavior. I can promise you, if you’re a screaming jerk at check-in, or on the rental car bus, or virtually anywhere, and I happen to be there, I’ll be the guy with the FlipCam, posting your idiot rant onto YouTube. Why? Because I can. You don’t want to be the guy in the video. Besides — I know a lot of people — What if I know your boss? Or what if you find me one day as the guy doing the hiring? 2) Turns out, “It doesn’t always have to be about you!” is actually a good comment. As we sit down at the conference lunch, I don’t need to know what you do, how well you do it, how many awards you’ve received for doing it, and how you’re pretty sure you can do it for me if I’d simply pay you to, all before I’ve had sip one of my watered down iced tea. Here’s a thought — Try making it about someone else for a change — Instead of sitting down and launching into your pre-rehearsed litany of how great you are, what about shutting up and listening once in a while? Put the business-card-Uzi away, and don’t rapid fire them to anyone within range. You know how it seems how some people are only listening to find a break in the conversation so they can talk? Don’t be that person. Ask questions! It’s the ultimate way to learn, and allows you the opportunity to actually contribute something of value to the conversation, as opposed to the spiel of your latest victory. Remember: Value gets remembered, verbal diarrhea simply gets recalled — and not in a good way. 3) Going up to the speaker at the end of her speech ensures only one thing: You’ll be one of a hundred people going up to the speaker at the end of her speech. So rather than giving yourself the opportunity to not get noticed in the slightest, why not buck the crowd? Find the speaker twenty minutes before they go on stage, and introduce yourself. On your business card, write “I’m the one who met you before your speech. You’ll be remembered. 4) Do something different : My business card is a poker chip. You can’t scan it in, you don’t want to throw it out. You keep it on your desk and play with it. I’ve seen other business cards that were actual credit cards, bottle openers — Anything but a boring piece of cardboard. Try and be original. If you’re creative enough to give me something I’ll remember, chances are I’ll want to do some business with you. 5) Finally — Be wary of making the leap from “Met you at the conference” to “Friending you on Facebook so you can see photos of me in my speedo.” Until Facebook becomes the norm and networking is ubiquitous with it, (probably 24 months) there are still people wary of it. And until you learn what to post online and what not to post, remember that not everyone is going to assume that a FB connection request is either a) acceptable or b) worth their time. We’ll get there, but we’re not there yet. We’ll eventually learn what’s acceptable and what’s not — because in the end, we’ll only have one network — It’ll have everyone in our lives, both business and professional, and we’ll have to be smart enough to know that what we post can be seen by everyone, forever. Until we are, asking a potential business contact who doesn’t know you that well to till your crops on Farmville is just asking for trouble. (And massive ridicule.) 6) Bonus rule : It’s no one’s fault but your own if your personal or professional brand isn’t seen as you want it. It’s not Facebook’s fault, it’s not Twitter’s fault, it’s not LinkedIn’s fault — It’s your fault. Make sure to keep up appearances as you want them to be. Otherwise, you’ve got no one to blame but yourself. Peter Shankman sold his social media company HARO (http://helpareporter.com) to Vocus, Inc. in June of this year. He spends the majority of his time tweeting as @petershankman, and doesn’t take his Blackberry with him if he’s going to be drinking. He blogs at http://shankman.com

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Feds Sue Fox News Over Catherine Herridge’s Charges Of Discrimination, Retaliation

October 1, 2010

WASHINGTON — Federal authorities are suing the Fox News Network for allegedly retaliating against a reporter after she complained about unequal pay and job conditions based on her gender and age. The Equal Employment Opportunity Commission says Fox News Channel reporter Catherine Herridge filed an internal complaint about allegedly discriminatory practices in 2007. Fox found no evidence of bias, but the EEOC says the network later included language in Herridge’s employment contract intended to stop her from making any more complaints. Herridge refused to sign the contract. The network agreed to remove the language after she complained to the EEOC. The EEOC seeks unspecified monetary damages and a court order enjoining Fox from retaliating against other employees.

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Elizabeth Warren Didn’t Want Permanent Appointment To CFPB: Frank

September 16, 2010

Elizabeth Warren made it clear to the White House while it was debating her nomination to the Consumer Financial Protection Bureau that she was not interested in a five-year term to run the agency. Barney Frank, a Warren ally, delivered that message to the White House, he told HuffPost in an interview Thursday. “She always said she didn’t want to be there as a permanent director. Some of the liberals are worried about it. It’s almost an insult to Elizabeth. She wouldn’t take this if there was the slightest impediment to her doing the job,” he said. An administration official said that Warren will be officially named on Friday as an “assistant to the president,” the same title that Chief of Staff Rahm Emanuel and other top officials hold, as well as a special adviser to the Treasury, overseeing the establishment of the CFPB. There were extensive and nuanced discussions with the White House, said a source familiar with them, and the interim nomination emerged as her favored choice, as Frank says, but she has still not foreclosed the option of a full nomination or told the administration that she would flatly refuse one. “Frankly, on her behalf, I talked to David Axelrod earlier this year, and I said, ‘You know, Elizabeth doesn’t want a full five year term. She’d like to set this up,’” said Frank. “She told me that, and I told Axelrod that.” The administration, however, still has the option to nominate Warren to a permanent position. Frank said that he was “delighted” by the administration’s choice. “I want to give credit to Tim Geithner for working this out. There’s absolutely no chance that she will be anything less than fully independent. She wouldn’t have taken the job,” he said. The administration’s announcement has been greeted with some skepticism in progressive circles, as Frank acknowledged. Bob Kuttner, a co-editor of The American Prospect, was one such skeptic, but as the outlines of her new position become clear, he has embraced it. “This strategy is a win-win, on several grounds. It gives Warren full authority to set up the agency, without having to run the gantlet of confirmation hearings and a likely Republican filibuster,” he wrote in a HuffPost blog post Thursday. “This way, Warren will be able to get the agency quickly up and running in a manner that serves both consumers and progressive politics. Early directives to bring greater simplicity and transparency to credit documents will be extremely popular. Politically, the carping by the banking industry and its Republican allies will remind the public which side the GOP is on.” Frank said that she’ll have more than enough time to set up the agency and get it moving in the right direction before she heads back to the Harvard faculty or elsewhere in politics. “There’s no question that she’ll be in there long enough,” he said. “She’s got two-plus years to do it. That’s more than enough time,” he added, referring to the rest of Obama’s first term, which, of course, could be the first of two. Warren allies, however, are still pushing for a permanent nomination. “While this is good news for American families, it is my hope that President Obama will nominate Warren to a permanent position to head up the CFPB,” said Sen. Jeff Merkley (D-Oregon), shortly after the news broke on Wednesday afternoon. “She is more than deserving of the job and the Senate should have the opportunity to confirm one of the nation’s strongest consumer advocates.”

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Barbara Roper: A Salesman in Advisor’s Clothing

September 16, 2010

Do you know whether the person you rely on for advice about investments is a broker or an investment adviser? Do you know if he or she is legally required to act in your best interest when recommending securities? If you are like the vast majority of Americans, you have no idea. Indeed, it may never have occurred to you that your trusted “financial advisor” is really a securities salesperson in adviser’s clothing. That’s what a survey released today by the Consumer Federation of America (CFA), AARP, the North American Securities Administrators Association, and leading investment adviser and financial planning organizations has found. Investors don’t understand the differences between brokers and investment advisers and don’t realize they are subject to different regulatory standards when they provide advice. If investors are confused about these differences, they are crystal clear in their beliefs about what the standards should be. The survey shows that over 90 percent of U.S. investors think that “a stockbroker and an investment adviser (who) provide the same kind of investment advisory services… should have to follow the same investor protection rules.” In addition, nearly all U.S. investors (97 percent) agree that “when you receive investment advice from a financial professional, the person providing the advice should put your interests ahead of theirs and should have to tell you upfront about any fees or commissions they earn and any conflicts of interest that potentially could influence that advice.” The survey is particularly relevant now, as the SEC is conducting a study — mandated by the Dodd-Frank regulatory reform act — of the standards that apply to brokers and advisers when they recommend securities. The survey responds to two of the questions Congress directed the SEC to answer as part of that study: Whether retail investors understand that there are different standards of care for investment advice by brokers and advisers; and Whether the existence of different standards of care is a source of confusion. Like similar studies conducted previously, our survey confirms that investors are clueless both about the differences between brokers and advisers and about the different standards of care that apply when they give investment advice. This lack of understanding is not because investors are stupid; it is because, bluntly stated, the policy itself is stupid. No one in their right mind would create a system in which individuals who call themselves by titles and offer services that are indistinguishable to the average investor are subject to two different standards when they do so. But this is precisely the world that SEC policy over the past two decades has helped to create — when the agency allowed brokers to call their sales reps financial advisers and financial consultants without regulating them as advisers and allowed them to offer services such as financial planning and investment planning without regulating those services as the advisory services they clearly were. Now, Congress has given the agency a chance to fix those past errors — by imposing the Investment Advisers Act fiduciary duty on all financial professionals when they give investment advice or recommend securities. But that policy still faces a significant headwind of industry opposition. Although the mainstream broker-dealer groups have come around to the point that they now embrace the concept of a fiduciary standard for advice, they advocate a rules-based approach that, if adopted, would vitiate the fiduciary standard. The insurance trade associations, meanwhile, continue to argue, disingenuously but vigorously, that investors would suffer if they were held to a fiduciary standard when recommending securities. This is a view that, as our survey results make clear, investors themselves overwhelmingly reject. What remains to be seen is whether the SEC will capitalize on the opportunity it has been given to at long last put investors’ interests first and hold brokers and investment advisers alike to the full Investment Advisers Act fiduciary duty when they give investment advice and recommend securities. There are positive signs. The administration and leaders at the SEC — including SEC Chairman Mary Schapiro — supported legislation to impose a fiduciary duty on brokers when they give investment advice and recommend securities. The SEC needs to follow through and make that promise a reality. Investors expect all investment professionals, regardless of what they call themselves, to act in their best interests when they recommend securities. It is time for the rules to catch up to investors’ reasonable expectations.

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SEACOR Appoints Oivind Lorentzen as Chief Executive Officer With Charles Fabrikant to Remain Executive Chairman

September 14, 2010

FORT LAUDERDALE, FL–(Marketwire – September 14, 2010) – SEACOR Holdings Inc. ( NYSE : CKH ) today announced that its Board of Directors appointed Oivind Lorentzen as Chief Executive Officer with Charles Fabrikant to remain executive Chairman of the Board of Directors. Mr. Fabrikant, who will remain active in all aspects of the Company’s business, said, “I am extremely pleased and excited to have the opportunity to share executive responsibilities with Oivind, whose vast experience and background in shipping and industrial businesses, particularly in South America, will enhance our vision and business opportunities worldwide. Oivind’s experience will further enable SEACOR to capitalize on our diverse portfolio of businesses, strong balance sheet and global presence.” Mr. Lorentzen has been the President of Northern Navigation America, Inc., an investment management and ship-owning agency company concentrating i

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Avellino to Lead New York Healthcare Industry Services for Accounting Management Solutions

September 7, 2010

Reform Is a Top Priority, Concern for Healthcare CFOs and Senior Finance Teams, Driving Increased Opportunity for Revenue Retention and Profitability

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Caroline Dowd-Higgins: The Power of In-Person Communication in Your Job Search

September 3, 2010

In this technology driven age people rarely communicate face-to-face anymore. Emailing, texting, and Tweeting have kept us hidden behind computer screens and handheld devices. It’s time to dust off your professional communication skills and speak to people, especially if you are searching for employment. In-person communication is always the best option so you can utilize eye contact and positive body language. Remember, first impressions are lasting so be prepared to put your polished, professional self out there. Since you don’t have a built in auto correct mechanism for verbal communication like spell check on computers, you must become self aware and take charge of your communication skills. Ask those in your circle of trust to give you constructive feedback and listen and observe others in your professional circles to emulate great communicators you know. Here are some strategies to keep in mind as you begin to put your communication skills into practice. 1. Think before you speak and consider what you want to say before you open your mouth. In a professional situation you must be succinct and able to get your point across effectively. Rambling and tangential comments decrease your effectiveness and cause your audience to lose focus. Always consider whom you are addressing and customize your comments for each audience. 2. Diction is paramount – speak clearly and embrace your inner confidence. Be aware of your tempo and volume making sure not to speak too quickly or too softly. Channel your inner news anchor and aim for that kind of articulate delivery. Listen to yourself on your voice mail message to gage your clarity and vocal articulation. Clear diction is essential in the communication process – if you are unintelligible, your message will never land. 3. The use of appropriate humor is welcomed and can add levity to a situation but use it wisely and sparingly. Inappropriate language and off color jokes are never acceptable in a professional situation. This is not the time to test drive your stand-up comedy act, but a little humor can break the ice and set the tone for a conversation. 4. Body language is as important as what you actually say out loud. Make eye contact with those to whom you are speaking, assume a confident posture while standing or sitting, and be sure to smile naturally when it feels right. Avoid fidgeting and extraneous facial expressions. Keep an open body position and avoid crossing your arms so as to welcome your listener and draw them into your conversation. 5. Be an attentive listener – it’s an important part of how you communicate with others. Don’t interrupt or finish another person’s sentences. Be engaged and show them you are genuinely interested. The ability to fully comprehend information presented by others through active listening is a vital part of communicating. 6. Avoid filler words such as: “like” and “um” and avoid colloquial phrases in the professional arena such as: “you guys”. Actively listen to yourself to catch these filler words and remove them from your day-to-day vocabulary in professional conversations. Since the hidden job market represents 80% of positions that are never posted, it’s wise for job seekers to get out from behind the computer to be seen and heard. Building and stewarding professional relationships is how you will get noticed, recommended, and eventually hired. Strong communication skills still sit at the top of the list for career competencies that employers value most. Honing your communication skills will distinguish you and set you apart from the competition. It takes practice to polish these skills and build your communication confidence. So get out there and start talking with people. Attend networking events, community functions, or other activities and give yourself the opportunity to flex your communication muscles. Step away from your computer and start talking with people! Caroline Dowd-Higgins pens a career transition blog called “This Is Not the Career I Ordered” ( www.notthecareeriordered.com ). She is also the Director of Career & Professional Development at Indiana University Maurer School of Law.

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Paxton Energy Appoints Stephen Spading as CFO

September 1, 2010

SAN FRANCISCO, CA–(Marketwire – September 1, 2010) –  Paxton Energy, Inc. ( OTCBB : PXTED ), an energy turnaround company engaged in the acquisition, exploration, development and drilling of oil and natural gas properties, takes this opportunity to announce that the company has appointed Mr. Stephen Spading as its Chief Financial Officer. Mr. Spading immediately assumes full financial control of the company, managing the company’s operating assets, and implementing accounting and IT systems and controls.

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Marty Zwilling: Startups Need Focus to Cross All the Chasms

August 27, 2010

Everyone in the business world has heard of the book by Geoffrey A. Moore titled ” Crossing the Chasm ” (1991), but most entrepreneurs have no idea how it relates to them. In fact, it’s all about the “focus” required to get early stage technology products across the deadly chasm from early adopters to mainstream customers. Most investors and startup professionals expand this concept of focus to apply to key issues of every aspect of strategic and tactical planning in a startup. Missions and products that are too broad confuse your team, your customers, and potential investors. There are other chasms out there just as deadly as the technology one, such as the ones below: • Market requirements chasm. The first chasm is getting the customer requirements right, product or service, to satisfy a real need that a large number of customers will pay real money to satisfy. It takes focus to resist adding a long list of features that seem to make the opportunity larger, but dilute to focus on both you and potential customers. • Product development chasm. Another common chasm is never-ending product development. Focus is required to resist adding a few more neat features, made possible by the new technology, which in fact make the product more complex to use, impossible to test, and very expensive in time and cost. • Marketing and sales chasm. Lots of people still believe the major cost of a new product is development. These days, with all the clutter in the marketplace, the highest cost is usually marketing. Focus is required here to pick the low-hanging fruit, break through the clutter, and then move on to the next segment. Marketing costs can be a deep hole. • Customer support chasm. Products that have features which are unfocused, or aimed at too broad an audience, can be almost impossible to support. Customers need lots of help with installation, or can’t make the product work the way they expect. The result is that customer satisfaction in unachievable or at least very expensive. In his book, Moore limits his discussion to the transition between customers that are visionaries (early adopters) and customer pragmatists (early majority), in the context of high technology products that appear “disruptive,” meaning they move innovation in that arena to a new level. Here are the five customer segments outlined in his analysis: • Innovators – they love the challenge of a new technology and expect problems • Early adopters – customer visionaries driven by technology who expect it to work • Early majority – pragmatists that buy only with peer review, references and support • Late majority – conservatives who wait until the product is no longer state-of-the-art • Laggards – skeptics who will only adopt when forced or the need is critical The reason that his book was so popular, and is still studied in MBA programs and talked about by investors, is because his analysis has proven to be right so many times. There is a big gap between people who love to try new technologies, and the rest of us, who tend to be much more “technophobic.” Startups need to show real traction before attempting to cross the chasm. I always recommend focus as the key to avoiding Moore’s chasm, as well as the others highlighted here. Start your business with a narrow niche and a focused strategy, but don’t stay there. As the company matures, and you learn more about your customers and your market, then it is time to go broader or deeper. Build an overt strategy with feedback triggers to enhance the product to meet the needs of another segment of customers, and add more features to serve additional needs for the customers you already have. With this approach, you will find it a lot easier to jump all the chasms without crashing or breaking a leg

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Video: Akbar Says U.S. Flood Aid in Pakistan May Help Relations: Video

August 19, 2010

Aug. 19 (Bloomberg) — Ghouse Akbar, director for the Akbar Group, talks about the flood catastrophe in Pakistan and the opportunity the U.S. may have to strengthen relations through foreign aid.¶ Akbar, speaking with Margaret Brennan on Bloomberg Television’s “InBusiness,” also discusses the company’s plan to assist with rebuilding efforts. Former Secretary of Defense William Cohen also speaks. (Source: Bloomberg)

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Willow Creek Corporate Update

August 19, 2010

LAS VEGAS, NV–(Marketwire – August 19, 2010) – Willow Creek Enterprises Inc ( OTCBB : WLOC ) (the “Company” or “Willow Creek”) — The management of Willow Creek Enterprises, Inc. would like to take the opportunity update our shareholders on recent corporate developments and to outline our vision for the future. During the past 6 months, we have taken steps to build a management team with the experience and proficiency to transition the company into an operational phase that we hope will enhance long term shareholder value. Mr. Terry Fields has been appointed as our new CEO. Mr. Fields is a graduate of the University of California in Los Angeles (UCLA), having received his Bachelor of Science Degree in 1965. He attended Loyola University School of Law in Los Angeles where he was Student Body President and earned the Alumni Award and the American Bar Association Silver Key Award for Excellence. He obtained his Doctorate

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‘Vultures’ Save Troubled Homeowners

August 18, 2010

Anna and Charlie Reynolds of St. George, Utah, were worried about losing their home to foreclosure last year. Then they got a lucky break–from an unlikely savior. Selene Residential Mortgage Opportunity Fund, an investment fund managed by veteran mortgage-bond trader Lewis Ranieri, acquired the loan at a deep discount and renegotiated the terms with the Reynolds. The balance due was cut to $243,182 from $421,731, and the interest rate was lowered. That reduced the monthly payment to $1,573 from $3,464, allowing the family to stay in their home despite a drop in Mr. Reynolds’ income as a real-estate agent. “It was a miracle,” says Ms. Reynolds.

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The 14th Banker: You Can’t Hide Those Lying Eyes

August 14, 2010

This Stanford Paper is absolute gold. The full paper is attached as Stanford Paper on Deceit . Huffington Post summary is here . The paper is brilliant work in its own right. It focuses on what CEOs say in investor conference calls and how they say it. How they say it provides psychological linguistic clues into whether they are lying or not. But that is not what immediately struck me about this paper. What struck me is that the described behavior also happens in a thousand staff meetings throughout the organizations. And is encouraged. Now that is not to say that in organizations such as big banks the use of such lying is pervasive. The subtleties of the question have to do with what is versus what is becoming . Almost every big organization is run as if it were the sum of its component internal financials. Since management is inspecting these results just as closely as investors inspect the firms consolidated numbers, draw their perceptions and dole out the rewards on that same basis, would not the same deceitful dynamics occur in those contexts as well? In fact, would certain organizations that were more likely to make judgements and determine rewards on the basis of such internal financials be more likely to have deceit in the ranks, effectively making it viral? Might this be part of the answer to the great “WHY” of the financial crisis? In the classic investor conference call, the CEO and CFO and perhaps on or two others are clearly in charge of the call and dispense the right to question to specific reporters much like the President at an East Wing press conference. Lower in the organization, in the hypothetical staff meeting, the meeting CEO is the inquisitor. He asks the question about divisional performance and has the opportunity to cross-examine, should he choose to do so. In this format the requisite skill is exactly the same. If divisional managers are skilled at producing deceitful numbers and skilled at lying about the substance behind those numbers, they are rewarded with a higher personal “share price”. The actual deceit can take many forms. In the case of a BP, the on site managers might have adopted deceitful practices that were not officially sanctioned by upper management, but were unofficially mandatory with the financial reviews being the mediating mechanism. Cutting corners, dumping fluids, falsifying reports, taking risks…. When the project financials rolled up these things would have created better numbers than otherwise, and if the manager could declare it was their excellent management practice that produced such better results, then they have achieved the same as the lying CEO has attempted. Work such as this analysis, properly used, might provide the foundation for correction of certain behavioral aspects of systemic risk by deconstructing the dysfunctional corporate management systems in place today. Elizabeth Warren and other regulators should take note of the need to address such matters in their Financial Regulation implementation.

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Kety Esquivel: Introducing the Sweet Spot: Latinos/Hispanics and Web 2.0

August 3, 2010

Latinos and Hispanics in Web 2.0 are in the sweet spot. Over the course of the last few days, whether it be at Netroots Nation in Las Vegas, the Bridge Conference in the beltway or within Ogilvy’s own LatinRed professional network during an event in New York City, I have found myself in conversations with various folks talking about the opportunity found in engaging this demographic online here in the States. So what is the opportunity? At the end of last year and beginning of this year, I was thrilled to see a couple of recent studies that provided a quantitative backing to what I and others in the industry have been saying for years: Latinos are in Social Media. According to a report released by the Pew Hispanic Center and the Pew Internet & American Life Project in December of 2009, internet use among Latino adults rose by 10 percentage points from 54% to 64% between 2006- 2008. In comparison, the rates for whites rose four percentage points, and the rates for blacks rose only two percentage points during that time period. A recent report published by AOL and Cheskin states that the number of Hispanics online has grown faster than the growth of the total US population. Two similarly striking findings of this report are that Latinos have more confidence in online product rating sites than their friends’ opinions (78%: 28%) and that they are earlier adopters of technology, more so than general market users. Moreover, the AOL and Cheskin report found the percentage of bloggers in the Latino community to be at 21%. So what does all this mean? The numbers show that Latinos are: -A significant presence in the Web 2.0 space and growing -Content producers -Early adopters -Significantly influenced by online product ratings Although two recent studies, ” How Young Latinos Communicate with Friends in the Digital Age ” and ” The Latino Digital Divide: The Native Born versus The Foreign Born ,” just released by Pew report that Latinos are still playing catch up to their non-Latino counterparts online, the reports also state that younger native-born Latinos are embracing the technology enthusiastically. According to the reports: – 85 percent of native-born Latinos older than sixteen use the internet – 80 percent of native-born Latinos between sixteen and twenty five use cellphones and – 78 percent of native-born Latinos between sixteen and twenty five with internet access use social networking sites. With one out of every four children being born in the US of Hispanic origin, the significance of these findings should not be lost on us as it relates to this market or the opportunity it presents in the private, nonprofit and political sectors. To not realize on this opportunity would be foolish. It’s like catching a baseball on the ‘sweet spot’ of the bat. If you don’t swing, you can’t knock it out of the park. It’s time to swing and swing now!

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Liz Ryan: Ten Ways to Explain Why You Want to Change Jobs

July 30, 2010

Dear Liz, I’m job-hunting and I need to be able to tell people why I want to leave my job. I’ve gone as far as I can go in this organization and I’m also pay-limited, but I don’t think I want to say those two things exactly. Any advice? Thanks, Avery Dear Avery, It is fine to say “I had reached a plateau in that job” or “I felt that I’d grown as much as I ever would in that organization.” Here are ten more reasons for leaving a job, expressed in Don’t Say and Do Say versions: TEN REASONS FOR LEAVING A JOB: “DO SAY” AND “DON’T SAY” VERSIONS Don’t Say My boss is Lord Voldemort. Do Say I’m looking to work more independently in my next job, in a company that needs people who can figure out what to do and do it. Don’t Say I was underpaid. Do Say I wasn’t going to be able to grow in that job. Don’t Say I was overworked. Do Say I’m very big on looking at my work and figuring out smarter ways to do it. I’m pretty flexible for the most part, I think, but mindless scutwork drives me crazy, and I’m looking for an organization that is oriented to make things simpler and smarter all the time. Don’t Say I got passed over for a promotion. Do Say Some organizations look at a person and say “What can this person do?” and they have that person work on different things, whatever he or she is good at, regardless of what the job description says. Other organizations are ruled by their policies and job descriptions. I was in the second kind of company, and I’m looking for the first kind. Don’t Say I got laid off. Do Say The big strategic issue in the company over the past year has been, “Do we want to continue to sell to both resellers and consumers, or pick one?” and the ultimate decision was to support the resellers exclusively. That is probably the right decision, but it made client-service coordinators like me unnecessary, and so our group was downsized. The silver lining is that I learned a ton about both B2C and B2B client service in that job, and I’m looking to use that knowledge in my next assignment. Don’t Say I’m looking for something closer to home. Do Say The job was an hour from my house, which actually would have been fine if the challenge and the intellectual stimulation gave me something to mull over and strategize about while I was on the train, but what I found is that the job itself was rote enough that the two hours per day were all but wasted, brain-activity-wise. All that thinking time made it clear that I need a job where I’m more engaged, that will use more of my gray matter and let me do more important work for the company. Don’t Say The company is about to go under. Do Say What’s fun about moving through different organizations is that you get to see how industries work and how companies survive and thrive in their competitive landscapes. In that organization, I felt that the attention to product quality and customer service weren’t at the level that it would take to compete against our competitors, but the strategy was to stay at the entry-level end of the market, where sales volume has been eroding fast. It was an incredible learning experience for me, but the signs were clear that it was time for me to make a change. Don’t Say I had a bad performance review. Do Say The organization’s goals were to grow market share and launch new products, so it was a great fit from that standpoint. My manager was pretty consumed with a Salesforce.com implementation, and my job had little to do with that project, but was very important to our sales team and its VP. I worked closely with those folks and loved it, but I’m interested in Sales Operations rather than in having a sales territory, so I decided to find something less focused on IT and more targeted at creating leverage for the sales force. Don’t Say The politics in that place could choke a horse. Do Say I found that over the last year most of my time was going to non-essential, internal procedural and who-needs-to-approve-this type issues. I am sympathetic to the leadership team navigating some difficult terrain in the marketplace, but I needed to find an organization that’s focused on its opportunities and clients, and a job that’s about the future and what is possible. Don’t Say My job was billed as one thing and turned out to be another. Do Say I took the job for the opportunity to work with a group of contract trainers around the globe — two of my favorite things, virtual teams and international work! As the company shifted to working with agencies rather than individual trainers, my work became more clerical, related to contract terms with those agencies, and was a waste of brainpower both for the company and for me — my strong suit is building teams, setting up processes to make the clerical stuff easy, and then keeping the remote teams happy, in the loop and looking forward. Cheers — Liz

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Sam Shrauger: Direct Monetization of Digital Content: Not if, But How

July 28, 2010

When it comes to online and digital distribution of goods, I’m often confronted with the question of whether consumers are willing to pay for content. It surprises me, on many fronts, that such a question persists — yet it does. The reason, I believe, is that we’re in a transitional period during which the old view that all content on the internet should be free directly confronts the reality that the internet is now the biggest mainstream medium for content delivery. Consumers are therefore expected pay for the value they enjoy via this channel, just as they have in every other channel through which they’ve historically accessed content. In fact, I think it’s fair to say that if anything, the web has allowed even greater creation of value for content by dramatically enhancing ease of access, simplicity and sharing. Take the recent Netflix Relativity deal and Hulu Plus offering for instance. If anything, the internet has enabled an entirely new class of business models and content distribution methods that help us meet consumer needs more effectively than ever before. It might then be reasonably expected that consumers should be asked to, and be willing to, pay for this added value and the benefits it brings to their lives. As content of all types migrates into the cloud and moves to digital distribution, I am always struck by the recurring concept that all this content may, or should be, free. The fact is that consumers are already paying for content — whether in the form of movies, books, premium TV channels, and newspaper and magazine subscriptions — and they are doing so frequently and happily. Additionally, many in the industry are skeptical of digital goods because they are a zero marginal cost good, however most software models are zero or near-zero marginal costs and have been for awhile. In both cases consumers pay for content, not because it has been monopolized and they are lacking for alternatives, but because they value it. Just because a new form of distribution has emerged in the form of the Internet, does this then imply that consumers’ propensity to pay for value will simply evaporate? I think the answer is an emphatic “No!” The real question is not whether consumers will pay for content, but how will creative content providers package and distribute their products to create value in an emerging multi-channel, digital world. I would argue that, regardless of the type of content (books, news, video, music, gaming, etc.), the internet’s ubiquity has actually created more opportunity than threat for creating engaging experiences that can be monetized as effectively, if not more so, than via typical distribution models. Prior to the Internet’s emergence, literally every content value chain was characterized by high barriers to entry and the need for massive scale in both the creation of content and its distribution. Now, however, the shift to digital production and ubiquitous digital distribution are allowing content providers to not only much more easily and cost-effectively distribute on the global scale but also to have the liberty to unbundle and repackage content in an infinite variety that allow for much better tailoring to the needs and profiles of content consumers, in turn increasing number of ways that content can and will be monetized. Yes, there is no doubt this is disruptive to existing providers and value chains. But, with disruption comes the opportunity for innovation, and there are as many liberating aspects of the shift to internet-distribution of content as there are threats. Now, it is up to content providers to embrace the opportunities afforded by the internet and continue experimenting with unique, immersive content experiences. In so doing, content providers can let consumers reveal their preferences for how they will consume content in ways that are best for them and profitable for the provider. The key for all involved will be to take a flexible and agile approach to testing, learning and adapting business models and monetization strategies to better understand consumers’ content consumption behaviors and preferences as they themselves learn what works best for them in an emerging digital world. At PayPal, we believe there is no one solution for how content monetization will occur. Instead, we recognize that there are likely hundreds, if not thousands of answers to this question. Our focus is on providing a single, global payment system that has the flexibility that content providers of any type need to monetize in whatever fashion is most appropriate for their users and profitable for their businesses. Whether this is via subscriptions, micropayments, usage-based billing, one-time purchases or a combination of all of the above, we believe that consumers must be able to pay quickly and easily, and content providers must be able to accept and process payments efficiently in order to operate profitably. The challenge now is for content providers to figure out how exactly that is done for their specific business and users, but we know it can and will be done, and we intend to be there as partners in answering the question “How will content be monetized?”

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Martin Wolf: The Political Genius Of Supply-Side Economics

July 25, 2010

The future of fiscal policy was intensely debated in the FT last week. In this Exchange, I want to examine what is going on in the US and, in particular, what is going on inside the Republican party. This matters for the US and, because the US remains the world’s most important economy, it also matters greatly for the world. My reading of contemporary Republican thinking is that there is no chance of any attempt to arrest adverse long-term fiscal trends should they return to power. Moreover, since the Republicans have no interest in doing anything sensible, the Democrats will gain nothing from trying to do much either. That is the lesson Democrats have to draw from the Clinton era’s successful frugality, which merely gave George W. Bush the opportunity to make massive (irresponsible and unsustainable) tax cuts. In practice, then, nothing will be done.

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Akorbi CEO Named to Greater Dallas Hispanic Chamber of Commerce Board of Directors

July 22, 2010

Mirza Sees Opportunity to Add Value to a Great Team of Board Members

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Liz Ryan: Say No to Job-Candidate Abuse

July 19, 2010

Dear Liz, I saw the earlier post from Karl, who had gotten a job offer that included relocation, and decided the costs of making a family move were too high. When Karl brought this up to the HR person at the employer, the HR person told Karl to ‘show his numbers.’ In other words, there was some disagreement between what Karl thought his moving expenses and cost-of-living increase would be and what the company thought they would be. Karl didn’t like the request and he didn’t take the offer. Sometimes companies and recruiters make legitimate requests in the job hiring process that seem out of hand, too probing, etc. Many times these requests are legitimate and are aimed at trying to assist them in doing their jobs better. In the case of Karl they may well have wanted to see if some of their policies and guidelines were non-competitive. If you are concerned they might use this to counter offer you could just say up front that you are not interested in another offer but would be happy to share the reasons you felt the offer was not strong enough. This idea applies in many different scenarios in the job search process. We tend to complain about HR and recruiters. I think this can shade our perspective when one is trying to do a good job and understand their processes, compensation, attractiveness, etc better. You mentioned you were not willing to relocate so I would ask why you were pursuing, to this extent, a position out of town. (Maybe the reality of not being able to relocate came p during the process.) This is a totally rhetorical question. As a recruiter representing you I would have looked at this as not an issue with the offer but a relocation issue. The next thing I would do is ask myself what potential red flag(s) I had missed in the process. Usually there are some. Again the bottom line is most of us want to do our jobs better. Some questions aren’t as out of line as they may appear on the surface. Be well, Max Hi Max, I agree with you that it’s reasonable for a recruiter or hiring manager to want to talk about the numbers (cost of living, relo expense, etc.) in the process of negotiating an offer that includes relo. Unfortunately, about the worst way to conduct that fact-finding and brainstorming exercise (if we want the employee to join us – and why are we extending an offer, if we don’t?) is to say to the candidate, “Show us the numbers you’ve come up with.” That’s an unfortunately typical, directive (a/k/a bossy) corporate approach. If I were the HR person on the case, I’d say “You’re disappointed with the offer, Karl? Wow, thanks for letting us know that. That’s not good! I hope it’s obvious that we want you to be delighted to come and work here. Let’s dig into the numbers together and see what we find. We want you on the team!” We can and should expect recruiters, hiring managers and HR people to explain their reasons for every request they make of a job seeker. I don’t subscribe to the view that HR folks use unfriendly and bureaucratic-seeming processes and protocols for very good reasons that are simply hard for job-seekers to understand. When I’ve consulted with organizations on their hiring processes, those good reasons, under examination, melt into two puddles called “uniformity” and “control” (maybe that’s one puddle, after all). It’s an HR person’s job, a recruiter’s job and a hiring manager’s job to make the obscure reasons behind their rules clear to job-seekers. If a request is legitimate (your word, from your post above) then it’s up to the requester to make that legitimacy obvious. Of course, legitimacy is in the eye of the beholder. The beholder is the job-seeker. If talented people get fed up with bureaucracy in a selection process, they’ll bail, as they should. I don’t think there’s any question that many, many recruitment-and-selection processes make requests and have expectations of job-seekers that wouldn’t be considered legitimate by any reasonable person. We talk about that issue in our group nearly every day. The pendulum has shifted so far over to the side of “employers rule, and job-seekers grovel” that ‘candidate abuse’ is nearly a given at almost any large corporation. Against that backdrop, wouldn’t a sharp and people-aware recruiter, hiring manager or HR person take the opportunity to over-communicate at every opportunity, to make sure that the candidate understands and is comfortable with every request that’s being made? I’m not seeing a lot of that over-communication happening. Now that I’m thinking about it, I’m not seeing any. It’s a national (perhaps international) shame how shabbily job-seekers are treated. Leaving this specific issue and relo-negotiation out of it, can we really say “These hiring policies and processes are legitimate, but poorly understood” when the very people who could inject transparency, clarity and logic into the communication process aren’t doing it, in spades? I’m not so sure. Best Liz

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Lisa Derrick: Why Isn’t a Gay Porn Star Documentary Available on Amazon?

July 11, 2010

John Roecker (director of the upcoming Green Day documentary Heart Like a Hand Grenade , and cult hits Live Freaky, Die Freaky and Svengali ) set out to explore the world of the sex industry and wound up making frank, bold documentary Everything You Ever Wanted to Know About Gay Porn Stars, *But Were Afraid to Ask ! The seven episodes which aired on Here! TV featured some of the hottest names in the male sex industry, talking about the how and why of their careers. The actors discuss their past history as abused children, their drug use, their love lives off screen, their pasts and their futures. It’s gritty and gnarly, moving. Out of 16 of the actors, two are now dead, and one, Harlow Cuadra , is in prison. Roecker told me, “I want these guys to be heard, I want to give them a voice.” But the opportunity to learn about the human side to these men has just gotten smaller, even though the DVD collection of Roecker’s documentary is about to be released. I went to Amazon to pre-order Everything as a gift for a friend who is a fan of gay porn as well as the band Rancid and punk hero Tim Armstrong who donated music for the series. Everything wasn’t listed as available now or for pre-sale. It wasn’t listed at all . But Salo — with fourteen-year-olds having sex — was. So was Behind the Green Door . And Deep Throat . And The Devil in Miss Jones . Jenna Jameson’s autobiography, How to Make Love Like a Porn Star is readily available. Oh heck, Amazon sells Paris Hilton’s sex tape , and have pre-orders available for thousands of books, CDs and DVDs. Why not Roecker’s look at the gay sex business? Oddly Amazon doesn’t stock another film from the same distributor, Dream Boy , an R-rated feature which was released theatrically with good reviews. The film features the rape of young gay male character by another young man. The rapist claims he is straight. Amazon stocks Hound Dog with Dakota Fanning as the victim of a brutal on-screen rape. One person who queried Amazon about Everything received this stock reply: As a retailer, our goal is to provide customers with the broadest selection possible so they can find, discover, and buy any item they might be seeking. That selection includes some items which many people may find objectionable. Therefore, the items offered on our website represent a wide spectrum of opinions on a variety of topics. Amazon.com believes it is censorship not to sell certain titles because we believe their message is objectionable. Therefore, we’ll continue to make controversial works available in the United States and everywhere else, except where they’re prohibited by law. The letter goes on to suggest perhaps buying a gay porn DVD and/or a documentary on a straight porn star. Yes, but what about John Roecker’s documentary about gay porn stars? It is not listed at all. Why? Email and a call to Amazon’s PR department were not returned.

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Liz Ryan: Keeping an Employer Warm While Awaiting Another Offer

July 6, 2010

Dear Liz, I have been fortunate enough to be asked back for second round interviews with 2 separate companies. One of these is happening early next week and the other is still in “we will be contacting you very soon to schedule” mode. The company that has yet to schedule would be my first choice if offered positions at both places. Where my conern comes in is that the company I am interviewing with next week has given very clear signs that they are interested and want to move quickly to fill this role. I suspect they may come forward with an offer faster than the second company will schedule their interview with me. To ask this bluntly, if this arises, how do I tactfully stall the one process and speed up the other to give myself more time to make an informed decision? Thank you in advance, Carmen Dear Carmen, This is the ideal situation! Congratulations to you on setting things up so artfully. If the first employer extends a job offer by phone or email, you’ll say “Thanks for the offer! I’m excited to be at this point. I’ll need to get the offer in writing, because there are so many moving parts for me to consider. Once I have that, I can let you know my decision within a few business days.” Be wary if your two very reasonable requests (for a written offer and three or four days to review it) aren’t granted right away. You could also ask to see the employee handbook – that’s a prudent step for every job-seeker to take. At the first interview for the second job, you’ll wait to see whether they show signs of being interested in you, and if they do, you’ll say “The job sounds like a great fit. I’m very excited to continue the conversation. There is one complication – I’m holding a job offer for another position. I was eager to come today and learn more about this assignment, and now that I’m here I can say for sure that this opportunity is my first choice. In order to come on board here, if you were interested in me for the job, we’d need to get to brass tacks very quickly – within a day or two.” That tells Employer Number Two where you stand. They have the opportunity to fish or cut bait at that moment. If you want to slow down the action with Employer Number One before or after the offer is extended, you can ask for one more face-to-face (or ear-to-mouth, by telephone) conversation with your hiring manager. If that takes a day or two to schedule, you’ll be giving Employer Number Two time to get their offer-letter ducks in a row. Of course, if the hiring manager doesn’t see the need to chat with you as you’re contemplating joining his or her team, run away as fast as your Skechers will carry you. (Adidas, Vans, Converses, Tretorns, you get the idea.) Best, Liz Our online courses “Put a Human Voice in Your Resume” and “Build Your Personal Brand” are underway!

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USD/JPY Consolidation Presenting Ideal Scalping Opportunity

June 30, 2010

USD/JPY Consolidation Presenting Ideal Scalping Opportunity

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EUR/USD Presents Scalping Opportunity Ahead of G-20 Meeting

June 25, 2010

EUR/USD Presents Scalping Opportunity Ahead of G-20 Meeting

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Lufthansa Chief Says Air Travel, Cargo Demand Mean No Risk to Debt Rating

June 6, 2010

By Cornelius Rahn and Philipp Encz June 7 (Bloomberg) — Deutsche Lufthansa AG Chief Executive Officer Wolfgang Mayrhuber said he sees no risk that Standard & Poor’s will cut its investment-grade rating even after losses from the volcanic ash cloud and a pilot strike. An upswing in cargo traffic and growing demand on intercontinental and business flights will bolster the company’s financial situation and back the BBB- rating , the lowest investment grade, Mayrhuber said in an interview. “While we had a split rating at the worst time of Lehman, why should it be downgraded now?” Mayrhuber told Bloomberg Television before the annual meeting of the International Air Transport Association , which begins today. “It should rather go the other way round. I don’t see any risks here.” Moody’s Investors Service cut the Cologne-based carrier’s debt rating to junk in September last year, citing declining profitability at its passenger and cargo units. Lufthansa, Europe’s second-largest airline after Air France-KLM Group, aims to lift operating profit above last year’s levels even as it attempts to restructure unprofitable Austrian Airlines and BMI units. Volcanic ash over Europe in April cost carriers worldwide $1.7 billion as they were force to idle planes. Lufthansa will focus on raising yield rather than increasing its market share by offering more capacity to respond to the recovery in passenger numbers, Mayrhuber said. Yield First “Of course, we want to have yield back,” he said. “We don’t want to fall short of market development. We have the opportunity to put more airplanes, but we’re not growing the number of flights or the number of planes.” A strike by the Vereinigung Cockpit pilot union in February halted hundreds of flights. Lufthansa began mediated negotiations with the union on wages and job conditions after the pilots called off a second strike planned for mid-April. Lufthansa fell 26 cents, or 2.4 percent, to 10.80 euros on June 4 in Frankfurt trading. The stock is down 8.1 percent this year, giving the carrier a market value of 4.9 billion euros ($5.9 billion). To contact the reporter on this story: Cornelius Rahn in Berlin via crahn2@bloomberg.net ; Philipp Encz in Berlin via philippencz@bloomberg.net

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Eric Weaver: Too Small to Fail: Domestic Microfinance, Real Help for Small Businesses and the Economy

May 17, 2010

In recent years, Americans have become increasingly aware of microfinance as a tool for helping poor people in developing countries to help themselves. While microfinance has actually been around since the 1970′s (and arguably, longer), it has been rocketed to prominence of late by Muhammad Yunus’ Nobel Prize in ’06 and the phenomenon that is Kiva.org . Meanwhile, as our country’s Great Recession grinds on, domestic political discourse remains stubbornly focused on worries about unemployment. We know small businesses are our best job creators, but meaningful help from the financial sector, especially for the smallest enterprises, has been slow. These two actualities — our new found love for microfinance and our deep-seated worry about unemployment here at home — need to be linked together. The fact is that microfinance can, and does, work when practiced here in the U.S. The loan sizes are larger than in the developing world — in the thousands of dollars rather than the hundreds. The businesses financed are different — think in-home day care provider in Oakland or independent truck driver in New York instead of basket seller in India. But the impact on people’s lives, and on the local economy, is very real. For people like William Ortiz Cartagena and his 12 employees, microfinance is a lifeline for survival — and growth. William started Gentle Parking, a San Francisco-based business, to support his family of five. William needed a loan to expand but, like many of our clients, he was turned down by a number of traditional lenders. William then turned to Opportunity Fund and received a $10,000 loan, along with personalized business coaching and finance training. Since then, he has hired six more employees and is paying back his loan. As William says, $10,000 to create and preserve twelve jobs is a pretty good ROI. At Opportunity Fund , the San Francisco Bay Area’s non-profit lender, we have been making small loans to entrepreneurs like William since 1995. Our small business success rate is twice the national average. We just commissioned an independent study of the economic impact of the first $10 million we have lent out, and the results are in: every new dollar invested by Opportunity Fund into local small businesses has a financial return of at least 2 to 1, as it flows through the regional economy spurring new wages, new spending, and new tax revenues. We’ll be discussing these results — and critical issues such as community investment, economic recovery and scaling microfinance in the U.S. — at Microfinance USA , the premiere national conference to bring together the key players moving this strategy forward. The conference is in San Francisco on May 20th and 21st; portions will be webcast . Join us in person or log on to learn more about how U.S. microfinance creates jobs and boosts the economy. We’ll also introduce you to ways that savings and financial education offer even more opportunities for microfinance clients to build sustainable financial futures and lift up their communities.

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EUR/GBPs Channel Formation Presents Scalping Opportunity

May 14, 2010

EUR/GBP’s Channel Formation Presents Scalping Opportunity

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Frontier Airlines Employees Happy With "Spokesanimals" Brand Decision

April 13, 2010

DENVER — Frontier Airlines employees cheered Tuesday when company leaders announced that Republic Airways Holdings Inc. will fly its planes under the Frontier name and keep the Denver air carrier’s popular “spokesanimals.” Employees and family members gathered at Coors Field to hear that Midwest airlines will now use the Frontier name. Some held stuffed versions of their favorite animals that grace the tail fins of Frontier planes. Frontier has more than 60 different “spokesanimals” that appear in television and radio advertisements as part of their “whole different animal” campaign. Republic Airways bought Midwest and Frontier airlines last year and announced in January they would fly under a single name. Last month, dozens of people marched through Denver campaigning to keep the animals and the Frontier brand. Supporters created a group on Facebook with over 5,000 fans. “That’s what people recognize,” said Linda Allen, an employee of Frontier for eight years. She said children look out to the gates to find out who their “travel companion” will be. “Every plane has a personality,” said Cheryl Hussey, 43, who has worked for Frontier as a scout for six years. Hussey wore finger puppets of three of her favorite “spokesanimals.” Allen and Hussey both said they were nervous for the announcement but confident the Frontier brand would stay. Some parts of the Milwaukee-based Midwest brand will remain. Its famous chocolate-chip cookies will be served on all flights, and Frontier is adding a plane with Wisconsin’s state animal, the badger. Gov. Bill Ritter was on hand, too, and said the expansion of the Frontier brand was the best outcome for Colorado. “I think we all have this love affair with the animals on the tail of the plane, and that’s just a really good thing for the people of the state,” Ritter said. Debbie Sauer, an employee of Frontier for five years, said she was very pleased with the decision. She said she and her 17-month-old son Kaden are fans of “Grizwold the Bear.” “I think it’s more about the identification that this city has with Frontier and how we’ve fought so hard to keep Frontier alive,” Sauer said. Republic bought Frontier out of bankruptcy protection in October. When Ian Arthur, vice president of brand and marketing for Republic, said the Frontier name would take over, the spectators roared and hugged each other. Many grabbed their phones to pass on the word. Frontier’s Facebook page has dozens of congratulatory notes. “A lot of the United States really isn’t aware of the ‘whole different animal campaign,’ so it’s our opportunity to go and introduce the rest of America to what Denver has known and loved for several years,” Arthur told The Associated Press. His favorite spokesanimal is Larry the Lynx.

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Geithner Warns Europe Not To Keep Out U.S. Hedge Funds

April 7, 2010

BRUSSELS — U.S. Treasury Chief Tim Geithner has warned Britain, France, Germany and Spain about possible new European Union rules that he fears could prevent American hedge funds from selling to European customers. In a letter to the four finance ministers, Geithner said he understood that a draft EU law currently under discussion “would discriminate against third country funds and fund managers by denying them the opportunity to access the EU single market.” Geithner wants a fund that receives authorization to do business in one EU country to automatically get the same rights to sell investments across the 27-nation bloc. Britain is also in favor of this “EU passport” for foreign funds but France is firmly opposed, with officials saying they do not want to throw open Europe’s doors to funds based in regions without tight oversight, such as the Cayman Islands. This is Geithner’s second attempt to sway European officials. He irked the EU’s financial services commissioner Michel Barnier with a similar letter. Barnier told reporters that he was “not amenable to pressure” and did not take orders from Washington. EU governments abandoned an attempt to strike a deal on the hedge fund rules last month and will seek to broker an agreement in May or June. Officials said Britain is “very isolated” in fighting against stricter rules. More than 70 percent of alternative investment funds – which also include private equity funds – are based in Britain. The European Parliament must also vote on the deal, with a first committee vote on April 27 followed by the final word from the full assembly. EU regulators want fund managers to register in Europe and supply more information on their trades and risk exposure to prove they don’t pose a threat to the financial system. They would have to disclose their overall trading strategy, their risk management system and explain how they value and store assets – and be obliged to hold a minimum level of capital to cover potential losses. The European Venture Capital Association, which represents private equity funds, said Geithner’s letter “rightly highlights international concern” over the new rules. “We all want to see regulation that is fair and does not discriminate unreasonably between fund managers from different jurisdictions,” said EVCA’s Javier Echarri.

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Starwood Raises 28B For RE Funds

April 2, 2010

& Companies in the News Starwood Capital Group has raised $2.8 billion for two of its real estate funds, Bloomberg reports. The investment firm has raised over $1.8 billion for Starwood Global Opportunity Fund VIII, while The Hospitality Fund II has

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Starwood Said to Raise $2.8 Billion for Two Funds (Correct)

April 1, 2010

by Barry Sternlicht, finished raising capital for two funds totaling about $2.8 billion that will invest in real estate. The Starwood Global Opportunity Fund VIII, which will target distressed debt and property, took in more than $1.8 billion, according

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Starwood Raises $2.8 Billion For Its New Funds

April 1, 2010

Private equity firm Starwood Capital Group has raised $2.8 billion for its two real estate funds. According to Reuters, the funds will focus on distressed properties. These funds are Starwood Global Opportunity Fund VIII and Hospitality Fund II. These

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Starwood Capital raises $2.8bn for distressed property funds

April 1, 2010

US private equity firm Starwood Capital Group has raised $2.8bn for two funds focusing on distressed real estate assets. According to reports, the Starwood Global Opportunity Fund VIII will target distressed debt and properties, and has raised over

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Starwood Raises $2.8 Billion For Real Estate Funds: Report | Reuters

April 1, 2010

The Starwood Global Opportunity Fund VIII, which will target distressed debt and properties, has raised more than $1.8 billion. The Hospitality Fund II, which will invest in hotels, raked in almost $1 billion, the agency said. Starwood, led by

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Starwood raises $2.8 billion for real estate funds: report

April 1, 2010

Reuters) – U.S. private equity firm Starwood Capital Group has raised about $2.8 billion for two real estate funds that will focus on distressed properties, Bloomberg said, citing a person familiar with the effort. The Starwood Global Opportunity Fund

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Starwood raises $2.8 bln for real estate funds-Bloomberg

March 31, 2010

Reuters) – U.S. private equity firm Starwood Capital Group has raised about $2.8 billion for two real estate funds that will focus on distressed properties, Bloomberg said, citing a person familar with the effort. The Starwood Global Opportunity Fund

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Starwood Said to Raise $2.8 Billion for Real Estate Funds

March 31, 2010

by Barry Sternlicht, finished raising capital for two funds totaling about $2.8 billion that will invest in real estate. The Starwood Global Opportunity Fund VIII, which will target distressed debt and property, took in more than $1.8 billion, according

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Ron Haskins: America Needs More Economic Mobility

March 29, 2010

Although the growth of income inequality has received lots of public attention in recent years, public policy should focus instead on expanding economic opportunity. Of the numerous advantages of concentrating on opportunity, two stand out. One is public support. Americans are less concerned about inequality than economic opportunity. The popular reading of the American Dream is not that America guarantees success to all, but that America tries to ensure equal opportunity so that hard work and initiative pay off. The second advantage is that new legislation will be more likely to win support if it is framed in a way that is popular with both political parties. In our new book, Creating an Opportunity Society, we lay out an agenda of policies aimed at improving education, encouraging work, and strengthening families. We argue that this opportunity-enhancing agenda is one that most people, regardless of political affiliation, can endorse. Some might think that America already presents people with lots of opportunity to get ahead. But it turns out that you need to pick your parents well. True, there is considerable mobility from one generation to the next, but the American economy tends to help those at the top stay there while making it difficult for those at the bottom to move up. Kids from families in the bottom 20 percent of the income distribution are nearly five times as likely to wind up in the bottom 20 percent as kids from families in the top 20 percent. Similarly, children from other advanced countries are less likely to be stuck at the bottom of the income distribution than children in the U.S. There is almost universal agreement that education is the key to economic success. Most people know that the family income of those who drop out of school falls far below the family income of those who complete college. Less well known is the fact that the income of those with less than a college degree has not increased for three decades or more. Promoting education is promoting opportunity. Our research shows that children whose parents were in the bottom 20 percent of earners tripled their odds of earning $85,000 or more per year by obtaining a four-year college degree. Yet kids from poor families are both less likely to enroll in and graduate from college as compared with kids from families with more income. What can we do to help more disadvantaged children get into college? The most important goal should be to improve their readiness for college coursework by improving their mastery of reading and math skills during the K-12 years. Because research shows that disadvantaged children fall behind in their intellectual development by age three, the focus on learning should begin in the preschool years. The results of a recent scientific evaluation of Head Start raise considerable doubt about whether it boosts school readiness. But the record of preschool programs funded and run by states seems much better than Head Start. Given their success, states should be given a bigger role in using Head Start funds. The nation has devoted great attention and funding over recent decades to improving K-12 education. The Obama administration is now proposing to amend the No Child Left Behind law, in part by broadening and strengthening its accountability system. The national standards in English and math recently recommended by governors and school superintendents are also a step in right direction. To help students meet these standards we need better teachers along with more orderly classrooms, goals that some charter schools have begun to achieve. The emphasis on accountability, higher standards, and better teachers has put us on the right track to increased school achievement and preparation for post-secondary education. The process of preparing for and applying for college is too complex. In 2009, about $170 billion in government and private funds were available to help students pay for college, with a considerable share – though not enough – of the money available to students from low-income and minority families. To inform parents while their children are still young that financial aid will be available when their children reach college age, the IRS, based on tax return data, should send annual letters to low-income parents informing them about the amount of money for which their children could qualify to help with college costs, In this way, both parents and children can begin early to prepare for college attendance. Schools should counsel students beginning in middle school about the courses they need to prepare for college and to help them select an appropriate school and apply for financial aid. The 127-question federal form students must complete to apply for financial aid is far too long and confusing. Research shows that applications by low-income youngsters increase when the burden of figuring out the complex application procedure is lifted. The form should be sliced to no more than one page The strength of these proposals is that nearly all of them are backed by strong research showing that they can individually have positive impacts on the education of disadvantaged kids. Taken together, they can be expected to move the nation closer toward fulfilling our commitment to providing a level playing field for all and substantially increasing opportunity in America.

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Tips, Tricks, & Strategies for Helping Clients Acquire Distressed Real Estate Assets in 2010

March 26, 2010

ExecSense, Minutes: 60 In , ExecSense examines the most successful legal techniques surrounding the acquisition of distressed real estate assets, from helping your clients evaluate the opportunity, to structuring the acquisition and negotiating the deal,

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Babcock Agrees to Buy VT for $2 Billion to Expand Services to Governments

March 23, 2010

By Howard Mustoe and Ben Martin March 23 (Bloomberg) — Babcock International Group Plc , which maintains most of the U.K.’s submarine fleet, agreed to buy VT Group Plc for 1.33 billion pounds ($2 billion) to expand in government services. VT Group investors will receive 734.9 pence a share, comprised of 361.6 pence in cash and the remainder in shares, London-based Babcock said in a Regulatory News Service statement. That’s 45 percent higher than VT Group’s closing price of 508 pence on Feb. 12, the day prior to when Babcock announced its interest. Babcock pursued VT Group to boost its chances of winning contracts with multiple services and broaden its client base. While both companies work in technical engineering in the defense and nuclear industries, VT Group counts the British Broadcasting Corp. and the Metropolitan Police among its maintenance customers. It withdrew from a shipbuilding venture with BAE Systems Plc last year. “The VT board believes that Babcock’s offer represents an attractive proposition for VT shareholders both through the immediate offer premium and through the opportunity to benefit from the synergies available from combining our two businesses,” VT Chairman Mike Jeffries said in the statement. Combining the businesses will save 50 million pounds a year in costs, Babcock said. Royal Air Force The move will also create a company with 3 billion pounds in revenue and 10 billion pounds in orders, providing services to markets spanning the Royal Air Force, nuclear reactor maintenance and the upkeep of railways, schools and power plants. Babcock said today its principal markets remain “strong” and both companies are performing in line with management expectations. Babcock had been given an April 12 deadline by the U.K. Takeover Panel to announce a firm offer after having several approaches turned down. VT Group initially warned a combination would make it more vulnerable to likely defense budget cuts. It rejected a second approach from Babcock in February even after Babcock raised its bid to as much as 1.29 billion pounds. To contact the reporter on this story: Howard Mustoe in London at hmustoe@bloomberg.net . Ben Martin in London bmartin38@bloomberg.net.

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KKR Files to List $2.2 Billion of Its Shares on NYSE, Broadening Ownership

March 12, 2010

By Zijing Wu March 12 (Bloomberg) — KKR & Co. , the private-equity firm run by Henry Kravis and George Roberts , filed to list its shares on the New York Stock Exchange, bringing it closer to completing a two-year attempt to go public in the U.S. KKR Guernsey, the firm’s existing publicly traded unit in Amsterdam, will be dissolved, the company said in a Securities & Exchange Commission filing today. KKR Guernsey shareholders, who will receive one U.S. share for each they already own, will have 30 percent of the New York company, and KKR executives the rest. KKR merged with its publicly traded European fund on Oct. 1 to gain a listing in Europe, after dropping plans for an initial public offering amid the credit crisis. The pace of leveraged buyouts and the valuations of the companies KKR owns have since picked up as debt and equity markets thawed. “Our decision to pursue a U.S. listing is based on our conclusion that the U.S. listing will benefit KKR Guernsey unitholders over the long term,” the 34-year-old firm said in today’s filing. “The U.S. listing offers the opportunity to invest in our business, attract and incentivize world-class people, and enhance the diversity, scale and capital of our business.” Blackstone Group LP , the world’s largest private-equity company, went public in New York in 2007, just before the financial crisis. On average 14 times more Blackstone shares trade each day in New York than KKR units in Amsterdam, according to data compiled by Bloomberg over the past year. KKR Guernsey jumped 2.8 percent to $11.43 as of 2 p.m. in Amsterdam trading today, valuing the firm at $7.8 billion. KKR filed today to register about $2.2 billion of shares in the U.S. Kristi Huller, a spokeswoman for KKR, declined to comment. Stock Jumps KKR Guernsey reported a fourth-quarter profit last month as it reaped gains from some investments and made new deals. Economic net income was $515.3 million for the three months ended Dec. 31, KKR said, without giving a year-earlier figure. KKR announced two buyouts valued at more than $1 billion each in the five months through March. The firm agreed to buy Pets At Home in January from Bridgepoint Capital Ltd. in a deal valuing the British pet food and product retailer at $1.55 billion. In November, it agreed to buy the TASC government- consulting business from Northrop Grumman Corp. with private- equity firm General Atlantic LLC for $1.65 billion. For Related News and Information: Top Stories:TOP Link to Company News:KKR US CN

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Biden Says Israel, Palestinians to Be Held Accountable for Peace Obstacles

March 10, 2010

By Gwen Ackerman and Jonathan Ferziger March 10 (Bloomberg) — Vice President Joe Biden said Israel and the Palestinians will be held “accountable” for actions jeopardizing peace efforts, such as Israeli approval of a plan for new homes in east Jerusalem. “As we move forward the United States will hold both sides accountable for any statements or actions that inflame tensions or prejudice the outcome of talks, as this decision did,” Biden said in the West Bank town of Ramallah after meeting Palestinian Authority President Mahmoud Abbas . Israel’s announcement yesterday of plans to build 1,600 new homes was the second construction plan approved this week in areas sought by Palestinians for a future state, and comes as Biden seeks to revive peace talks. Palestinian leaders, who refused to talk directly to Israel because of continued building in the West Bank, this week agreed to a U.S. proposal for indirect negotiations. Israel also agreed to the talks. “I call on Israel to halt settlement activities and stop imposing facts on the ground,” Abbas said in Ramallah. He said Israel shouldn’t “waste the opportunity to make a real peace and allow efforts by President Barack Obama and George Mitchell to succeed.” Biden yesterday condemned Israel’s plan to build in east Jerusalem, saying it threatened to undermine peace efforts. The last round of peace talks collapsed in 2008 when Israel launched a military initiative in the Gaza Strip in what it said was a bid to stop rocket attacks on its southern towns and cities. To contact the reporters on this story: Gwen Ackerman in Jerusalem at gackerman@bloomberg.net ; Jonathan Ferziger in Jerusalam and Ramallah at 1200 or jferziger@bloomberg.net .

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