Must be seen – The old generation and the new medias …

Posted in Aktuellt, Nonsens, sport, skämt m.m. on May 31st, 2012 by admin

The old generation and the new medias …

Must be seen!!!!
Click here to watch the movie clip!

Internetreklamen går om dagspressen 2013

Posted in Aktuellt, Digitalisering / Internet on May 30th, 2012 by admin

Internetreklamen har sexdubblat sin omsättning under perioden 2000-2011 till 6,45 miljarder kronor förra året. Och nästa år går internetreklamen om reklam i dagspressen och blir den största reklamkategorin i Sverige, enligt Institutet för reklam- och mediestatistiks senaste prognos.
Trenden har varit tydlig i flera år och nästa år beräknas internetreklamen gå om dagspressen, mycket tack vare den våldsamma tillväxten av sökmarknadsföring.

Förra året ökade reklaminvesteringarna i dagspress med 0,8 procent samtidigt som internetreklamen växte med 13 procent. Under Q1 2012 backade samtliga tryckta medier, förutom bilagor i dagspress och oadresserad direktreklam, medan internetreklamen växte med 12 procent under samma period, enligt IRMs. Det är en utveckling som legat fast under en längre period. Samtidigt står tv-reklamen stark.

IRM gör bedömningen att reklammarknaden i stort kommer att växa de närmaste åren eftersom samhällsekonomin förbättras. Detta kommer bara att stärka trenden att reklampengar flyttas från print till internet.

I grund och botten handlar det om att konsumenterna lägger allt mer tid på internet och med en viss fördröjning kommer reklampengarna efter. Särskilt de yngre, mer påverkbara konsumenterna, spenderar mycket tid på internet.

Källa: Jajja.com, 30 maj 2012
Länk

When Choosing a Job, Culture Matters

Posted in Aktuellt, Executive Team / Ledningsgruppsarbete, Leadership / Ledarskap on May 30th, 2012 by admin

When doing Executive Coaching, leadership development and management team development I often get into a discussion about the importance of having the right company culture.

Please find an interesting article on this topic:

Some organizations will excite you. They’ll stimulate your success and growth. Others will be stressful. They may lead you to quit before you’ve accomplished much or learned what you hoped to. With the pressure (or excitement) of finding a new job, it’s all too easy to pursue a job opportunity or to accept an offer with only a hazy view of how the institution really operates. The path to an institution you’ll like is to investigate the culture you’re thinking of joining before you accept the position.

Sean (name has been changed) is a master at this. He pursued a job offer at a Fortune 500 company to be the first Chief Administrative Officer (CAO). He was well-qualified, presented himself well, and got the offer. He’d been competing with capable people. He was proud he’d “won the contest.”

The next step was a return visit, after which he’d decide to accept the offer. Sean had already learned a lot about the company’s businesses and some things about the organization. His priority now was culture and how the new position might fit: “I asked people, ‘What are you excited about? What are you proud of? Who are your close friends in the company? How does the group function together?'” Sean learned things like who the heroes were, what made them successful, and what his biggest challenges and opportunities would be in the job. The different people he met with were learning from his questions. It was almost like he already worked there, and they were jointly determining how to make the new role successful.

Surprisingly, Sean turned down the offer. The new role was a misfit in the company’s culture.

As he learned more about the company, Sean questioned how he’d be viewed as the first CAO in a company where everyone else focused on bottom-line results. It was a highly performance-driven environment with lots of business units. Corporate staffs were secondary.
“I asked how they’d keep score on me, how they’d really know I was making a difference,” he said. “We never got to satisfactory answers to that question. They weren’t hiding anything. This CAO position was a new one, and they didn’t really know.”

Sean was concerned that this new position wouldn’t fit in the company’s culture, that he wouldn’t really be accepted, and that it wouldn’t be a springboard to the line job that he really wanted after two or three years as CAO. He might have made it work, but why take the risk?

It’s not uncommon for job seekers to enter organizations without understanding the culture and come away disappointed. When considering a new job, be sure to investigate the institution’s culture. Consider these questions to guide you:

1. What should I learn?
Understand the organization’s purpose — not just what they say they’re doing, but also how their purpose leads to decisions and what makes them proud. Learn how the organization operates. For example, consider the importance of performance, how the organization gets things done, the level of teamwork, the quality of the people, how people communicate, and any ethical issues.

Except for ethical issues, there’s no absolute standard of what’s best in organizational culture. Different purposes and different organizational features can be more or less appealing to different people. When you understand how the potential employer operates, you’ll need to consider how well that matches your goals. Your target organizational culture is an important part of your aspirations.

2. How should I learn?
Read everything you can find about the institution, but read with a critical eye. Institutions have formal vision statements, and they often mention cultural topics in other public reports, but these documents are written with a purpose in mind. Independent writers take an independent perspective. They can be more critical, but they can miss details and get things wrong.

Discuss culture with people in the organization. You’ll talk to people in the interviewing process, of course. But you may learn different things if you meet others there who aren’t involved in your recruiting process. Also talk to people outside the organization who know it — customers, suppliers, partners, and ex-employees. Their different experiences with the institution will affect their views, so ask about situations where they’ve seen the culture in action.

3. When should I learn?
It’s hard to learn about culture at an early stage in your search. But your impressions can guide you to target some institutions and avoid others.

Culture may come up in job interviews, although it may be complicated to do much investigation when you’re trying to sell yourself. People sometimes worry that discussing culture might make people uncomfortable and put a job offer at risk. The culture topic is certainly not off-base, and it is necessary to know for future growth in the company. Hiring managers should expect it. Whether it’s in interviews or after you have an offer, you’ll do best if your questions show you’re learning rapidly about the organization, taking the employer’s perspective, and beginning to figure out how to succeed there. Culture questions can cast you in a positive light. Sean’s line of questioning confirmed the CEO’s judgment to hire him, even if Sean didn’t like the answers.

What’s your view of how culture affects the job search? Has culture played a part in how you choose your future employer?

Source: Harvard Business Review
Author: Bill Barnett
Link

Ny studie: Manliga chefers misstag bedöms hårdare

Posted in Aktuellt, Leadership / Ledarskap on May 29th, 2012 by admin

I undersökningen lät forskarna 284 testpersoner läsa fiktiva e-mejl där manliga och kvinnliga chefers beteende på jobbet undersöktes. Man tittade på två typer av branscher. En del av mejlen handlade om chefer inom vården, en typiskt kvinnodominerad bransch. Resten handlade om den mansdominerade byggnadsbranschen.

Totalt sett bedömdes männen hårdare för sina misstag än kvinnorna, visar studien. Men det fanns även viktiga skillnader mellan de olika typerna av branscher, skriver bland annat den indiska Hindustan Times.

Män i chefspositioner som begår misstag bedöms hårdare än sina kvinnliga kollegor, enligt en ny studie.
Chefer som tappar humöret, trasslar till beställningar och gör andra misstag i jobbet är mindre attraktiva för arbetstagare att jobba under. Resultaten kommer från forskare vid universitetet i Pennsylvanien i USA och är så här långt kanske föga förvånade.

Men när resultaten skärskådas ytterligare börjar det bli desto mer spännande.
Inom byggnadsbranschen bedömdes “Bills Smiths” misstag som chef hårdare än när “Barbara Smith” gjorde samma misstag. Men när de bägge personerna istället skulle bedömas som vårdchefer bedömdes deras misstag som lika allvarliga.

En anledning till att kvinnor bedöms mildare inom mansdominerade yrken kan vara att det finns underliggande förväntningar på att de just ska misslyckas, tror forskarna.

Forskarna understryker dock att undersökningen är baserad på fiktiva fall och inte gäller verkliga människor, något som borde tas med i beräkningen när testet analyseras.

Källa: DN.se, Linnea Johansson, 27 maj 2012
Länk
Foto: Anders Wiklund

Så blir nästa Iphone

Posted in Aktuellt, Allmänt on May 28th, 2012 by admin

Apple väntas komma med en ny smart telefon i år. Enligt källor till Wall Street Journal blir det denna gång med en större skärm än tidigare.

Enligt källor till tidningen har Apple beställt större skärmar från sina asiatiska underleverantörer.

Läs på DI.se här

Get better pay-off on your time invested!

Posted in Aktuellt, Leadership / Ledarskap on May 28th, 2012 by admin

Two Lists You Should Look at Every Morning

I was late for my meeting with the CEO of a technology company and I was emailing him from my iPhone as I walked onto the elevator in his company’s office building. I stayed focused on the screen as I rode to the sixth floor. I was still typing with my thumbs when the elevator doors opened and I walked out without looking up. Then I heard a voice behind me, “Wrong floor.” I looked back at the man who was holding the door open for me to get back in; it was the CEO, a big smile on his face. He had been in the elevator with me the whole time. “Busted,” he said.

The world is moving fast and it’s only getting faster. So much technology. So much information. So much to understand, to think about, to react to. A friend of mine recently took a new job as the head of learning and development at a mid-sized investment bank. When she came to work her first day on the job she turned on her computer, logged in with the password they had given her, and found 385 messages already waiting for her.

So we try to speed up to match the pace of the action around us. We stay up until 3 am trying to answer all our emails. We twitter, we facebook, and we link-in. We scan news websites wanting to make sure we stay up to date on the latest updates. And we salivate each time we hear the beep or vibration of a new text message.

But that’s a mistake. The speed with which information hurtles towards us is unavoidable (and it’s getting worse). But trying to catch it all is counterproductive. The faster the waves come, the more deliberately we need to navigate. Otherwise we’ll get tossed around like so many particles of sand, scattered to oblivion. Never before has it been so important to be grounded and intentional and to know what’s important.

Never before has it been so important to say “No.” No, I’m not going to read that article. No, I’m not going to read that email. No, I’m not going to take that phone call. No, I’m not going to sit through that meeting.

It’s hard to do because maybe, just maybe, that next piece of information will be the key to our success. But our success actually hinges on the opposite: on our willingness to risk missing some information. Because trying to focus on it all is a risk in itself. We’ll exhaust ourselves. We’ll get confused, nervous, and irritable. And we’ll miss the CEO standing next to us in the elevator.

A study of car accidents by the Virginia Tech Transportation Institute put cameras in cars to see what happens right before an accident. They found that in 80% of crashes the driver was distracted during the three seconds preceding the incident. In other words, they lost focus — dialed their cell phones, changed the station on the radio, took a bite of a sandwich, maybe checked a text — and didn’t notice that something changed in the world around them. Then they crashed.

The world is changing fast and if we don’t stay focused on the road ahead, resisting the distractions that, while tempting, are, well, distracting, then we increase the chances of a crash.

Now is a good time to pause, prioritize, and focus. Make two lists:

List 1: Your Focus List (the road ahead)
What are you trying to achieve? What makes you happy? What’s important to you? Design your time around those things. Because time is your one limited resource and no matter how hard you try you can’t work 25/8.

List 2: Your Ignore List (the distractions)
To succeed in using your time wisely, you have to ask the equally important but often avoided complementary questions: what are you willing not to achieve? What doesn’t make you happy? What’s not important to you? What gets in the way?

Some people already have the first list. Very few have the second. But given how easily we get distracted and how many distractions we have these days, the second is more important than ever. The leaders who will continue to thrive in the future know the answers to these questions and each time there’s a demand on their attention they ask whether it will further their focus or dilute it.

Which means you shouldn’t create these lists once and then put them in a drawer. These two lists are your map for each day. Review them each morning, along with your calendar, and ask: what’s the plan for today? Where will I spend my time? How will it further my focus? How might I get distracted? Then find the courage to follow through, make choices, and maybe disappoint a few people.

After the CEO busted me in the elevator, he told me about the meeting he had just come from. It was a gathering of all the finalists, of which he was one, for the title of Entrepreneur of the Year. This was an important meeting for him — as it was for everyone who aspired to the title (the judges were all in attendance) — and before he entered he had made two explicit decisions: 1. To focus on the meeting itself and 2. Not to check his BlackBerry.

What amazed him was that he was the only one not glued to a mobile device. Were all the other CEOs not interested in the title? Were their businesses so dependent on them that they couldn’t be away for one hour? Is either of those a smart thing to communicate to the judges?

There was only one thing that was most important in that hour and there was only one CEO whose behavior reflected that importance, who knew where to focus and what to ignore. Whether or not he eventually wins the title, he’s already winning the game.

Source: Harvard Business Reviw, Peter Bregman, May 2012
Link
Information about Peter Bregman here

Mailboxen ger hjärtproblem?

Posted in Aktuellt, Digitalisering / Internet on May 26th, 2012 by admin

Att ständigt hålla sig ajour med sin meljbox kan orsaka hjärtproblem. Hjärtat slår nämligen hela tiden lite fortare vilket är skadligt för oss, visar en ny studie.

Mejlen tickar in. Ett fönster på datorn är hela tiden vigt åt att hålla koll på flödet. På fritiden är inboxen kopplad till mobilen. Och ja, en snabb titt på lördagkvällen känns nödvändig då och då.

Enligt en ny studie från Universitetet i Kalifonien ökar risken för hjärtsjukdomar för dem som ständigt måste vara beredda vid sin digitala brevlåda.
Stressen som kollen efter nya meddelanden ger gör att hjärtat hela tiden slår något för snabbt. Då bildas det förhöjda halter av kortison, ett hormon som ofta är kopplat till stress. De som inte måste hålla koll på en inbox hade istället en mer normal hjärtrytm och ökade även sin koncentrationsförmåga, enligt undersökningen.

Forskarna bakom studien säger sig vara förvånade över resultatet. En del av personerna i undersökningen använde inte mejlen på upp till fem dagar. Forskarna trodde snarare att känslan av att inte ha kontroll skulle förstärkas när personerna inte fick gå in på sin mejl, vilket istället skulle öka stressen. Istället kände deltagarna sig lugnare, och uppskattade att ha en personlig kontakt med varandra istället för att mejla.

Forskarna uppmanar nu arbetsgivarna att låta personalen ta en “mejlsemester”, där de inte behöver läsa de senaste meljen direkt som ett steg i att förbättra de anställdas hälsa.

Källa: DN.se, Linnea Johansson, 25 maj 2012
Länk till artikeln på DN.se

Five things to un-learn from school

Posted in Aktuellt, Allmänt on May 26th, 2012 by admin

You spent a lot of time getting an education. But if you want to make it as an entrepreneur, it’s time to forget some of what you learned.

You spent a lot of years in school. You learned a lot. Some of what you learned you need to un-learn as soon as possible. Here are five key attitudes you should adopt instead:

1. If you only do what you’re told, you’ll excel
I know. School was hard. But not that hard. If you did what you were told–go to class, do the reading, turn in assignments on time, etc.–you could get As. Initiative was not required and, in fact, was often frowned on.

Now–whether you work for someone else or run your own business–doing what you’re told makes you average. Not superior, not excellent… just average.

To be above average, or to achieve better than average results, you must do two things:
1.Do what others are willing to do, and do it better, and
2.Do what others aren’t willing to do
Otherwise, you’re just average.

2. Being micro-managed is to be expected
Sure, you felt overly-controlled in school: Dates, timelines, rules… not to mention the seemingly arbitrary policies and nonsensical assignments. You saw graduation as the day you would finally have more freedom. Nope.

In school you paid people to criticize, direct, and at times micro-manage you. Now you’re the one getting paid… yet you somehow don’t feel it’s fair that investors, partners, or customers can dictate what you do, sometimes down to the smallest detail?
Don’t expect someone to trust you to perform a task or service–and give you money to perform that service–until you’ve proven you can be trusted to perform that service.

Then, once you’ve proven your skills, if you still feel micro-managed it’s your responsibility to change the situation. Communicate before you are communicated to. Answer questions before questions are asked. Demonstrate your value before you are asked to prove your value.
No one wants to micro-manage you. They have better things to do with their time. If you’re being micro-managed it’s probably because you need to be.

3. Your time off is the highlight of the year
You may have forgotten your mom’s birthday, but I’ll bet you knew the exact day every semester ended and the start and end of Spring Break. And you lived for snow days.
So it only makes sense to see weekends and vacations as the highlight of your working year, right?

Actually, no: If you feel you endure the workweek just to get to the payoff of the weekend, you’re in the wrong business. Find work you enjoy; then you won’t see time off as a chance to finally do something fun but as a chance to do something else fun. While you’ll never love everything you do in your professional life, you should enjoy the majority of it.
Otherwise you’re not living–you’re just working.

4. Getting criticized means you failed
Here’s another pay/paid dichotomy. In college you paid professors to critique your work.
So now that you are the one getting paid, why is it unfair for someone–like a customer, investor, or key partner–to critique your work? It’s not.

When you get negative feedback, see it as an opportunity. Think, “Wow, I didn’t realize I wasn’t doing that right. I didn’t realize I wasn’t doing that as well as I could.”
Criticism is a chance to learn–and this time you’re getting paid to learn. Never complain when someone pays you to learn.

5. Success is based on toeing the line
Say you disagreed with a professor’s point of view on a particular point. You may even have been right… but the only way to get an A in the class was to parrot the professor’s take on the subject. Except in rare cases, confirming and following the rules was everything.

In business, conforming only ensures that you will achieve the same results as other people.
If you want to achieve different results you’ll have to think and act differently. Do your homework, think critically, and don’t be afraid to create your own path.

But don’t be different just for the sake of being different. Be different because it’s who you are and what you believe… and because it will get you where you want to go, with your integrity and your sense of self intact.

Source: Inc.com, Jeff Haden, May 2012
Link

Research shows that recognition increases retention and performance

Posted in Aktuellt, Fact Based Management, Leadership / Ledarskap on May 25th, 2012 by admin

Recognize This! –Without a truly strategic recognition program, you’re likely not doing all you can to retain employees, help them achieve and sustain maximum productivity, and engage them in your culture.

This seems to be research reporting week for me. Following on the heels of SHRM/Globoforce research on the bottom-line ROI of employee recognition, is this research from Office Team: “Recognize Results: Drive Success through Employee Recognition.”

Surveying office administrative personnel, the survey revealed:
• 66% would leave their current position if not shown appreciation by their manager
• 67% say receiving recognition greatly or somewhat improves their performance

That last point mirrors a client of ours whose internal employee surveys show 93% of employees saying receiving formal recognition helps motivate them to sustain high performance.

I’m not surprised by (but pleased to see) survey respondents strongly saying the praise itself is the most meaningful element – being noticed for their work with specific, meaningful and personal messages of thanks and appreciation. As the report noted:
“Many of the rewards administrative professionals rated highest did not involve money. Cash, for example, was far down the list. Most forms of recognition ranked highly by administrative professionals are cost-effective. Top responses included an in-person thank-you or communicating an administrator’s achievements to upper management. One professional’s comment may best sum up the power of praise: ‘Simple recognition on a frequent basis keeps me going far more than anything else.’”

But whatever you do, if you’re going to make the effort to recognize employees, be sure you do it right. A member of my consulting team keeps a “tombstone” award on her desk from a prior company. Though she received the “President’s Award,” her name is spelled wrong in the engraving. Any personal meaning or value in the award was instantly lost.

Are you truly investing all you can in retaining employees, helping them achieve peak productivity and sustain it over time, and engaging them in the culture of your organization? Without a strategic employee recognition program in place, you’re likely not.

Source: Stmbleupon.com, April 2012
Author: Derek Irvine, for more information
Link

Googles Chrome är nu större än Microsofts Internet Explorer

Posted in Aktuellt, Digitalisering / Internet on May 24th, 2012 by admin

Webbläsaren Chrome har haft en större räckvidd än Internet Explorer under flera dagar de senaste 30 dagarna, enligt analysföretaget Statcounter. Det är första gången som

Under de fyra senaste helgerna har Chrome haft en större räckvid än Internet Explorer. Som Jajja Magazine har skrivit tidigare surfar människor med Internet Explorer på jobbet, men föredrar att surfa med Chrome när de är lediga.

Användarmönster i Asien och Sydamerika har hjälpt Chrome att bli störst under helgerna. I Sydamerika har Chrome halva webbläsarmarknaden.
I USA är Internet Explorer fortfarande störst och i Europa är Firefox den dominerande webbläsaren.

Källa: JajjaMag, 22 maj 2012
Läs mer på: searchenginewatch.com här