Category Archives: Leadership

Careers, Employment, Executive Search, HR, Human Resources, Jobs, Leadership, Recruitment

Selection process started for the LINKS Foundation’s new General Manager

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ITALY, 15-Feb-2017 — /EPR HUMAN RESOURCES NEWS/ — In order to reach its ambitious objectives, the LINKS Foundation aims to identify a new General Manager able to catch the opportunities and to address the challenges in the context in which the Foundation operates. For this reason a selection process has been started, in order to find the appropriate person with the relevant strategic vision and the tangible international experience essential to drive LINKS towards the future (www.linksfoundation.com/recruiting).

LINKS Foundation is a non-profit Institution operating at a national and international level carrying out applied research in the sectors of engineering and architecture, thus focusing both on information and telecommunication technologies and on territorial and environmental sciences.

The mission of LINKS is to activate the potential of technology to a transformation of the future of people and businesses, and it will became:

•  lighthouse for the territory in the field of technology transfer: it will lead cities and businesses through the digital evolution aimed at dealing with the new challenges of the society;
•  bridge between knowledge, expertise and society: it will activate the interaction between universities and their departments dedicated to scientific research, public and private companies operating in the area, public administration and civil society;
•  workshop where multiplying the opportunities of development for businesses and citizens: it will enhance the technological skills for the territory also through the attraction of talents and expertises and it will create a system enabling successful synergies.

The founding values of LINKS are the PEOPLE, which make up the fundamental backbone, together with the COURAGE to accept the new challenges of the SOCIETY.

The objective of the Foundation is therefore to strengthen partnerships with actors ranging from universities to the Investment Funds, from public bodies to companies. LINKS also aims to promote, lead and step up, the processes of innovation and research projects impacting on our society, merging the fundamental research typical of universities and the transversal and multidisciplinary internal competences to create both socio and economical added value on the territory. This includes the desire to attract talent and expertise from around the world, creating a focal point for applied research and for the development of scientific expertise.

“Rootedness, ambition and entrepreneurial energy are our keywords, the spirit that is moving us to create something new, something that does not exist yet. We understand what companies need to innovate and we are here to help them do their journey to an innovation of product and process that will allow them to compete globally”.

These are the first words of Andrea Alunni, Chairman of the Foundation, which underline a clear philosophy: to be competitive you need to innovate, and innovation should be an ongoing process that is not only of product implementation, new or significantly improved, but – even – the study of new approaches, new production methods or usability for end users.

SOURCE: EuropaWire

 

Careers, Employment, HR, HR Services, HR Solutions, Human Resources, Jobs, Leadership, Management

The New NHS and What It Means for Medical Sales

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The coalition government have tried twice now to privatise the NHS as part of their plan to make changes to the way it works. These changes come as cuts need to be made to the NHS’s spending. Yesterday, 24th April 2013, a meeting was set in The House of Lords for ministers to vote on competition within the NHS after Labour accused the government of bringing in privatisation at an alarming pace.

This introduces new challenges for the medical sales industry. Nick Langley, founder of the specialist recruitment agency Advance Recruitment explains:

“Right now the NHS is making more news headlines than ever. The ‘New NHS’ came into being at the start of April and the companies selling into it are having to adapt.”

Nick also explains that medical device companies will now face problems with selling to the NHS.

“The problem is that selling into the NHS used to be relatively straightforward. A medical sales rep would demonstrate their product to a clinician and if they liked it, they would place an order. Now though, the sales process is complicated to say the least and the key issue is for medical sales executives to identify the key decision makers.”

Via EPR Network
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EmptyLemon Reminds Jobseekers How Important It Is To Have Prior Knowledge Of The Company Before The Interview Process

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EmptyLemon is reminding all jobseekers to do their research about the company before going to the interview. This job board prides itself on putting employers in direct contact with jobseekers, removing the need for recruitment agencies.

When looking for a job, it can be difficult to obtain a lot of information about the company you’re applying to work for. With recruitment agencies holding critical information back from jobseekers, they are often kept in the dark about the finer details of the company.

If jobseekers were provided with more information about the job, it would help to streamline the interview process, as well as help with company brand production. Employers would more easily be able to whittle down the selection of candidates before the interview process, saving them a great deal of time and improving their chances of finding the right person for the role.

EmptyLemon provides full assistance for employers with their job advertising campaign. Allowing them to promote their business as a brand, EmptyLemon gives employers feedback about the strength of response they are likely to get, based on the location and specifics of a job.

The company started out as an IT Job Board, specialising in sectors such as Data Analyst Jobs, Development Jobs, and Project Management Jobs. Due to phenomenal expansion,EmptyLemon went cross sector in September 2012.

Andrew Kelly, Development Manager for EmptyLemon, said: “Here at EmptyLemon, we pride ourselves on providing far more descriptive ads than those found on jobsites with agency jobs. As a result, we receive great customer service feedback from employers and jobseekers alike.

By providing jobseekers with more detailed company information, respective candidates reach the interview stage with prior knowledge of the company and the ethics it promotes. This leads to candidates giving a more impressive performance as they are able to better comment on what they like about the company and how they could fit in.”

Jobseekers can find jobs direct at EmptyLemon, without the need for recruitment agencies. Candidates should visit EmptyLemon’s website to find out relevant company information before the interview and land the perfect role.

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How To Keep Your Career Moving

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A career is not something that happens to you from out of nowhere. It is not served to you on a silver platter. It is something that you build through years of doing what you love doing. It is a product of preparation and careful planning. To many people, it is what defines their existence.

Some people make several career changes in their lifetime. This sometimes works, especially if you are looking for a better position and higher pay. But the risk here is that you might make a wrong turn and end up with nothing. When this happens, you find yourself starting all over again.

Career changes can be avoided if early on you have already decided what career to pursue. Preparing early for a career gives you a lot of time to make some detours and commit some mistakes, if it has to come to that, with still plenty of years ahead to spare.

And once you have chosen a career, you have to work real hard to strengthen and advance it. Here are some tips that you can follow to keep your career going.

Get yourself a mentor. You have to accept the fact that you can’t possibly learn everything by yourself. Be humble enough to admit that you need a mentor, somebody who can guide you in your career. This person could be somebody who has survived the challenges in his career and passed life’s many tests with flying colors. A mentor hands over to you the tricks of the trade and the secrets to his success.

Have a role model. This is different from a mentor in the sense that you don’t seek advice from a role model. A role model is one whose qualities as a person you want to have for yourself. It may be the way he carries himself in the office, the way he dresses up, the way he speaks and gets along with others. He must be somebody who occupies a higher position than yours.

Learn new skills. Do not stagnate in where you are now. There is always something new to learn in your field of work. Take advantage of the trainings, workshops and seminars your company provides to employees. Keep on researching about your career. The Internet is a good source of learning what’s new in your field of work.

Do networking. Become a member of networking organizations in your area. Groups like the National Association of Professional Women ( NAPW ) offer their members all sorts of activities to help them grow in their career.

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The Uses of Leadership Tests and Management Training

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The biggest complaint about most management training efforts is that they are not measurable or quantifiable. There is often no way to know if an organization is creating effective leaders or not. Indeed all that often happens after many such efforts is that the people in the classes fade back into the company and disappear.

This can be avoided by applying effective leadership tests. Leadership testing involves identify potential leaders and surveying those who have taken the leadership training to see if it is effective. One of the best tests is to see the graduates of past management training efforts have actually taken on management roles.

Another is to survey them and see if they are actually putting the techniques, strategies and skills they learned in the training sessions to work. At the same time you can ask if those methods actually work or not and what results they have achieved in the real world.

If no discernable effect is detected you can assume that the training efforts have failed. If the results are negative you can also assume that you have failed. Yet you may also determine that some techniques work and some don’t.

This way you can decide which techniques are appropriate and which are not. In some cases, you may learn that only part of your training has actually worked. In others you may see that it has come close and failed. You might also learn which training is appropriate to your organization and its people or not.

A final leadership test that you can apply is to do an employ survey asking what leadership or management skills are lacking in your organization you might be surprised. You might learn that managers are not communicating with workers or that managers are unsure of what to do.

Once you do that you can redesign your training efforts in order to produce the results that you actually want.

Via EPR Network
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Management Training Encouraged in order to Jumpstart Future Leaders

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Management training is seen by business owners as the best way to develop young stalwarts that show promise into fitting leaders for tomorrow.

Any good and responsible workplace knows the value of a few good leaders. There is a standard notion that says only a few good leaders are ever really born. With this idea in mind, management training has then been developed to make leaders instead of waiting for them to be born into this world. More and more corporations are beginning to realize the benefits of investing in a good management training program.

Good leaders come and go and to keep an organization running smoothly, there must be someone waiting in line to become the next big thing. Experts agree that it is better to train someone who is already immersed in the office culture or has been a long-term employee than taking a risk with someone completely new. It is also relatively cheaper to train an existing employee than to hire a brand new one for top management position.

Other benefits of sending an existing employee to management training include: loyalty on the part of the employee to the company, a solid foundation built on trust between the company and the employee and lesser risk over-all. If a company is looking to build someone up to be its next manager or supervisor, it is best to do a company evaluation to find out if anyone on their payroll is a good fit or shows promise.

Qualities top executives must look for in finding an individual to train are: competence in work and habits, good moral conduct and standing, an honest and open behavior, dedication to the job, a willingness to learn, enthusiasm and good energies. These are some basic qualities that a young leader must possess that would make him fit to undergo management training. A good management training program will sharpen one’s skills and make him fit to be a future leader.

Some early management training can already be done by supervisors upon spotting a rare bird in the flock. By way of mentoring, inspiring and teaching this person, older and more experienced employees are already building up his confidence and bringing out the spirit of a leader in him. It always pays to find time to set promising leaders aside and mentoring them. Any workplace can benefit from a true leader and the effects can be beyond imagination.

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Employee Surveys Encourage Leaders to Put Their Best Foot Forward

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One of the most important things about being a leader is being able to take honest feedback through employee surveys. While opening up oneself to the criticism and judgment of others is no small feat, it is essential in improving one’s growth as a leader.

A leader may strive to have all the qualities expected of him in order to set a good example in the workplace. He may be inspiring, challenging and he may possess a good humor. He may be punctual, sets meetings at the right time and he may delegate tasks well. In his mind he may be living up to the best of his abilities and to the expectations of his colleagues and subordinates. But this is only in his mind.

A good leader is willing to open himself up to the criticism of those around him, especially those that he works with. Employee surveys are one way to gauge the true effectiveness of a boss or manager. They are questionnaires usually given out at different intervals of a fiscal year. Everyone from the delivery man up to the accountants and the top sales manager are required to fill in a survey that may pertain to a particular person holding a position of management.

Do keep in mind that these employee surveys are in no way meant to attack a person’s character. The questions that are normally listed down on these have to do with the abilities and qualities of the said person in relation to the workplace. Most of the questions serve to examine whether he is in conduct with the workplace code and employee handbook. There will also be queries on whether he is performing his tasks well or living up to his job title. These questionnaires are usually fuss-free and should be done in an hour or less.

A survey conducted on the effectiveness of employee surveys showed that companies that have integrated these into their development strategies have seen a marked difference in their top management’s performance. The rationale behind this is individuals tend to perform better when they know that they will be evaluated afterwards. It is also the concept that makes shows reality shows very compelling to watch. As the contestants know they are being watched, they tend to put on their best foot forward

All in all, employee surveys should be given a chance by all workplace environments looking for an increase in office productivity and top level management performance.

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How to Achieve Success

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The good news is that there is no secret formula or magical key to success. Anybody can learn how to achieve success by developing such personal qualities as persistence, strength, high moral values and hard work.

Persistence or tenacity could be the most important ingredient in success. Most successful women achieve their goals not because they are the smartest or the most capable but because they simply did not giving up. In many cases, all that is required for success is to stay in the game.

Quite a few women do not develop this quality – instead they get discouraged and loose their motivation. This occurs because these women do not have any successful role models. It is very easy to get discouraged and frustrated when you go it alone.

Therefore one of the best ways to learn how to achieve success is to spend time around successful women. Simply seeing and talking to others who have achieved their goals and overcome obstacles can motivate you to stay in the game.

Networking for Success
Organizations like the National Association of Professional Women, community groups, business groups and alumni associations are a great place to meet other successful women. They are also a good refuge from a male dominated business environment.

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Why You Need Employee Surveys

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When you ask most workers: what is an employee survey? They will probably answer a waste of time, the boss will never pay attention it so why should I fill it out? Unfortunately, most workers are absolutely right when they give this answer.

Most organizations do not pay any attention to employee surveys until it is too late. Managers will send out the survey, collect it and store it away never to be read. Many employees will simply ignore the survey or worse give the false answer they know the boss wants to see.

This is a tragic waste of resources because employee surveys are one of the best ways for increasing productivity, employee engagement, employee morale and the effectiveness of the organization.

Employee Surveys for Effective Human Resources

A well-prepared employee survey can help a human capital team identify an organization’s major human resources problems. It can show them what they need to improve.

For example, an employee survey can help human capital identify the true causes of low morale or high turnover. A manager may believe that low salaries are the cause of this, when the real cause is poor morale. That means the organization could avoid a costly salary rise and instead focus on the real cause of the problem.

A survey could also tell human resources by how much salaries or benefits should be increased. It can also identify particular gripes of employees, for example high costs of commuting or frustration with the dress code.

When management is willing to pay attention to them, employee surveys can be a powerful tool for change. They can also be used to set smart goals that the human capital team can implement to solve problems.

A group of workers could feel frustrated because nobody is getting the bonus. Management could use this to improve morale by restructuring the bonus so workers can achieve it. Another complaint could be a lack of time off, management could improve morale by adding days off.

Employee surveys can be a cheap and effective human resources tool, if your organization takes advantage of them.

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Women Seen to Dominate the Corporate World in a Few Years Time

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Professional women are going to dominate the workplace and the corporate world in just a few years. Six out of ten college graduates are women, so six out of ten new hires in corporate America are women. That means that six out of ten executives and six out of ten professionals in corporations will be women in the near future.

Women who want to succeed in this new environment will need to learn how to network with other professional women. That is why organizations such as the National Association of Professional Women are so important. Such groups provide professional women a framework for networking and communication.

Traditional male oriented business organizations do not. In fact, male oriented organizations often deliberately and systematically exclude women. Women who want to succeed will need to network to find the opportunities and develop the relationships necessary for success.

Men have succeeded in corporate America by building relationships and networks of relationships. Women are even better at creating relationships and networking so they should have a tremendous advantage entering the corporate arena.

The basis of success in business has always been networking. Those who are best at networking find the opportunities and create the networks. This is even more critical today because in today’s world, networking is business. As business becomes more networked and less hierarchical, women will have the advantage.

The old model of business was the hierarchal corporation of top down command. Today’s model of business is a network of people working together. It is based on communications technologies like the internet which give women the advantage. Those who are the most effective at communication will dominate the corporation of the future.

In this new corporate world, women have the advantage. They will be the dominant force and the future. Not only do women have the numbers they have the communications and networking skills to dominate the corporations of the future.

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Leadership Training is Vital to All Organizations

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Leadership training is vital to all organizations, no matter what industry or field they operate in. Corporations, companies, nonprofit organizations and government agencies all need visionary leadership.

In today’s world of limited budgets and dwindling resources, every organization needs creative and effective leadership. The best way to create that leadership is to develop it from within. Bringing in a hired gun leader is only a stopgap solution that will not address long term problems.

The only way to develop a healthy and effective organization is through leadership development. Effective leadership development involves far more than just management training. It involves a sustained program of mentorship, training and continuing education for promising employees.

Only organizations that develop effective leadership teams can survive. Those entities that do not invest in leadership training and development will not be able to effectively compete for resources and funding. Nor will they be able in the face of the many other challenges in today’s world.

Change management is impossible without effective leaders to implement the changes. The first step in a change management strategy must be to implement an effective leadership development strategy. Without leadership, change is impossible and smart goals are nothing but words on paper.

Organizations must start their leadership development efforts as soon as possible because the challenges facing organizations are growing in complexity everyday. Resources are dwindling and funds are drying up but the problems are growing worse.

Visionary leadership is more critical than ever in today’s world. Every organization needs it and more importantly a strategy to develop it.

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The Washington Post Names Leadership IQ book HARD Goals Top 5 Business Title

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HARD Goals, a new book by Leadership IQ CEO and author Mark Murphy, has been selected by The Washington Post as a top 5 business title of the week. The top 5 list is based one-third on Amazon sales ranking, one-third on rating and one-third on customer downloads. HARD Goals examines why most people never achieve their goals and how a HARD Goals approach (goals that are heartfelt, animated, required and difficult) to goal setting can help everyone reach their objectives.

The Washington Post review reinforces the HARD Goal view that the reason most people fail to achieve their goals is because they set goals that are so mediocre that they don’t pay attention to them, take them seriously or even remember them. The review also states that leadership consultant Mark Murphy suggests a vastly different approach: Make your goals as difficult as possible, and set objectives that are absolutely essential to your continued wellbeing. Such ambitious goals actively engage you and focus your mind, says Murphy.

In addition to HARD Goals, Murphy is the author of other best-selling books, includingHundred Percenters, Generation Y and the New Rules of Management , and The Deadly Sins of Employee Retention. His articles, studies and analysis of leadership trends appear in national publications including Fortune, Forbes and Business Week, news networks including ABC, CBS and Fox, and he lectures to organizations and universities including H arvard Business School and Yale University.

Murphy’s Leadership IQ is a top-rated research and management training firm, specializing in employee surveys, onsite training and e-learning for some of the world’s greatest organizations. Murphy’s clients include Microsoft, IBM, GE, MasterCard, Merck, AstraZeneca, MD Anderson Cancer Center, Johns Hopkins and hundreds more.

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New Staff Development Program Takes a Different Approach with Startling Results

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93% of study participants reported an improved sense of wellbeing at work after completing Life Code Matrix, a new program that takes a fresh approach to staff development.

Dr Kathryn Owler who conducted independent research on Life Code Matrix, found the program differed from other wellness programs in that it appeared to create intrinsic motivation and the potential for sustainable change.

“People came out of the program with a clearer sense of identity and were able to align themselves more positively with their work” she said.

“They experienced their work more creatively with a sense of discovery. They were being fully ‘there’ at work.”

Unique aspects of Life Code Matrix that Dr Owler identified were that the process did not require mental effort; rather participants once they had identified who they were through the process were able to effortlessly be that person.

It was also efficient in that the process did not require constant repetition or reinforcement to create sustainable changes in behavior and attitude.

Life Code Matrix was initially developed by experienced business and life coach Cilla Sturt as a result of identity issues she experienced growing up in a different culture. Limitations she observed professionally with traditional coaching and staff development models led to the programs unique approach.

For more information go to http://www.lifecodematrix.com/research-results/.

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New Website Launched for Young Career Women Is Named One of ’10 Best Career Sites for Women’ by Forbes Woman

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On the heels of the launch of JaneHasAJob.com, a career and lifestyle website directed towards young, driven women, Forbes Woman dubbed it a “10 Best” career website for women. JaneHasAJob.com offers a largely untapped demographic—single women just beginning their careers—job advice, relevant newsbytes, style guidance, and a community hub.

“We are honored that Forbes Woman included us on its prestigious list. A career hub for young women has been long overdue—and our mission is to provide readers with the tools they need to get their foot in the career door, attain success once they’re there, and have fun while doing it,” said founder Emma Chase. As one reader tweeted about JaneHasAJob.com, “I absolutely love your website—finally something I can relate to!”

The idea for JaneHasAJob.com occurred to Ms. Chase when, searching for an Internet resource with targeted advice and dynamic content for someone in her position—a recent post-graduate, searching for career-planning and lifestyle resources—she came up empty. She found websites for working moms, for careers in transition, and for more established career women, but none for a woman just embarking on her career.

So, drawing on her experience working in media, attending and graduating law school, surviving rigorous recruiting and interview seasons, and working in the private legal sector—Ms. Chase created a new web destination for young women charting their careers.

JaneHasAJob.com offers tactical career tips on topics like thank-you letters after interviews, advice from career experts, style and fashion guidance for working women, and other news and content that related to its readership.

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Joe Kiedinger Launches Program To Help People Connect Better With Co-Workers, Spouses And Children

Joe Kiedinger, founder and Brander-in-Chief of Prophit Marketing of Green Bay, believes that the number one killer of employee job satisfaction and workplace engagement is tension caused by unhealthy relationships and perpetual misunderstandings.

To help employers reduce tension and ultimately increase the level of employee satisfaction with their lives at both work and at home, Kiedinger is launching the About Me Card Program, an employee engagement system combining breakthrough communication approaches with supporting software.

The core of the About Me Card Program involves a practical personal assessment that reveals individuals’ fundamental motivations that are most essential to their happiness. With this information, human resources staff, business owners and managers can better understand what drives employees at the deepest level and can assist them with performing their jobs in a more meaningful and productive way.

Kiedinger is holding a premiere event for the launching of the About Me Card Program at 3:00 p.m. on Tuesday, April 27, at the Meyer Theater in downtown Green Bay. The event is free and open to the public and is being held in partnership with Junior Achievement. The event will include a presentation by Kiedinger, a demonstration of the software, a panel discussion, and live entertainment featuring Let’s Be Frank Productions.

Appearing on the panel will be Mark Skogen, President/CEO of Festival Foods; Dan Swift, General Manager of Dahl Automotive Group; Angela Owen, President of TBL Leadership Partners; Tom Thibodeau, Director of the Servant Leadership Program at Viterbo University; Chris Elliott, Managing Director of About Me International; and Kiedinger.

At the event, attendees will get a glimpse of two About Me Card Programs that will be released in 2011, About Me Kids and About Me Teens, as well as several technological enhancements involving social media.

According to Kiedinger, the About Me Card Program offers important benefits for employers. “When this program is applied to a business, it allows people to communicate clearly without misunderstanding, reduce conflicts, cut tension, hire right and match employees to jobs that fit their talents. In short, this tool creates a whole new level of cooperation and connection between people at work,” he says.

Kiedinger adds that “while all of these factors contribute to increased profitability, what is special with this program is that it helps employers do the right thing—make life better for their employees.” In addition, he says the program is also unique in that it helps facilitate the development of leaders across organizations.

Kiedinger says the most notable feature of the About Me Card Program is its simplicity. “I like to call it a ‘Monopoly’ property card except that instead of being about property it is about a short list of rules to help people successfully connect with one another. The software enhances the experience by allowing people to communicate effectively at the click of a mouse. No other assessment offers this level of immediacy and practicality while providing relevant individualized information,” he says.

Kiedinger says the About Me Card Program is an ideal culture-building tool that can easily become a company’s training program or be integrated into an existing training program. He also says the program can help improve employees’ personal lives by minimizing if not eliminating workplace tension that they would typically bring home with them at the end of the workday.

The About Me Card Program is already being used by a wide array of organizations, and the initial results have been very positive, according to Kiedinger. Organizations that are currently using the program include the United Way of Brown County, Festival Foods, Trig’s, Dahl Automotive, Al Huss Auto & Truck, The Selmer Company and TBL Leadership Partners. In addition, the program is scheduled to be used by a Campbell’s Soup Company plant in Texas in May.

Kiedinger notes that the About Me Card Program continues to draw inquiries from a variety of interested parties, including some organizations from China.

A white paper on the About Me Card Program is available. “How to Produce Highly Motivated and Engaged Employees in the Face of Today’s ‘What’s In It For Me? Workforce’ ” is available at www.aboutmecard.com.

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High Desert Region Green Jobs Initiative Announces New Executive Director

As of February 5, 2010 The High Desert Region Green Jobs Initiative has a new Executive Director, Kenneth C. Collins, Sr. Prior to becoming Executive Director, Kenneth served as the Initiative’s Green Building and Small Business Advisor.

Linda K. Jones, Co-Founder of the Initiative and its Executive Director since its launching in October, 2008, is stepping down effective February 5, 2010.

Serving as Executive Director of the High Desert Region Green Jobs Initiative has been a very rewarding experience and I take tremendous pride in what we have been able to accomplish. As I transition to my campaign for State Assembly, I will continue to work towards expanding the clean energy economy in the High Desert and the high paying new jobs that come with it” Jones said.  “I leave confident that under the leadership of Kenneth Collins Sr., the HDRGJI will continue to thrive and grow, serving our community by supporting economic and workforce development to bring green jobs to our region” she concluded.

“ I am looking forward to leading the Initiative for 2010 and beyond. Linda K. Jones’ and Co-Founder Ann Vanino’s vision to link economic and workforce development to bring green jobs to local residents has set a strong foundation for my work . Our key goals in 2010 are to bring green jobs training to the region, work with local government organizations to increase community awareness of the benefits of the growth of the region’s green economy and work with our stakeholders to develop public/private partnerships advancing energy and water efficiency and renewable energy projects in the region.” said Kenneth Collins

Kenneth Collins brings to his new role experience as a building contractor and real estate broker as well as 20 years experience as a Signal Systems Supervisor for The City of Los Angeles Department of Transportation. Kenneth attended Alpine Elementary School in Littlerock, CA for five years. After receiving an Aerospace Avionics Certificate from Antelope Valley College, he worked at Rockwell International on the B-I Bomber. Kenneth is a resident of Lancaster, CA.

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Promethean Group Announces New Board Appointments

Promethean Group, a global leader in interactive classroom solutions, and its principal company, Chalkfree Limited, has announced the appointment of two new, non-executive directors, namely Dante Roscini and Philip Rowley.

Mr. Roscini, age 51, serves as a senior lecturer in the Business, Government and the International Economy Unit at Harvard Business School. Prior to joining Harvard in 2008, he was the Country Head of Italy and Chairman of European Capital Markets for Morgan Stanley, as well as the board director of Morgan Stanley International Bank, In 1999, Mr. Roscini joined Merrill Lynch as Head of Global Equity Capital Markets and, f r o m 1988 to 1998, he was the Head of European Capital Markets for Goldman Sachs. Dante holds a summa cum laude Laurea degree in nuclear engineering f r o m  the University of Rome and an MBA f r o m Harvard.

Mr. Rowley, age 57, currently is a non executive director of ARM Holdings plc, HMV Group plc and Misys plc and has previously served a non executive director at Tradus plc. F r o m 2001 to 2007, Mr. Rowley was with AOL Europe, where he became Chairman and CEO. In 1998, Mr. Rowley joined Kingfisher plc as Group Finance Director. Prior to relocating to England, he held the posts of Executive Vice President and Chief Financial Officer at EMI Music Worldwide and was the COO and CFO of Golden Books. Mr. Rowley holds a degree in chemical engineering f r o m Imperial College, London, and qualified as a chartered accountant with Peat Marwick in 1976.

“We are delighted to welcome Philip and Dante to the board,” said Graham Howe, Chairman of Chalkfree Limited. “Their impressive track records and experience will strengthen our Board and are highly relevant as we plan our continued expansion and as more and more countries turn their attention to bringing interactive learning technology to their classrooms.”

Additionally, Promethean’s CEO, Jean-Yves Charlier has also been recognized for his significant accomplishments in driving the company forward over the past year when he accepted the British Venture Capital Association (BVCA) Award for the best CEO of private equity backed companies in the UK. The award recognises the achievements of CEOs throughout 2008 and nominees selected f r o m across the UK were judged on their company’s performance.

Mr. Charlier was recognized for his leadership, further consolidating Promethean’s strong market position across the 90 countries in which it operates and for driving the company’s revenue growth up 49% in 2008, following a 25% growth the previous year. This growth can be linked to key initiatives instigated by Mr. Charlier in 2008 included focusing the business solely on the education software sector, adopting a global indirect sales model and accelerating new product development investment.

Via EPR Network
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Acas Urges UK Businesses To Tackle Mental Health In The Downturn

Acas, the employment relations service, is encouraging UK businesses and managers to prepare for the longer term effects of the recession and implement policies and procedures to help cope with mental health issues in the workplace.

In a recently published policy discussion paper, Acas looks at some of the lessons that can be learnt from tackling workplace stress. It advises business and managers to look at how they can anticipate and identify mental health problems in the workplace and what steps should be taken to respond to them.

Figures show that mental health problems cost UK organisations around £26 billion each year*. The latest figures also reveal that the total number of unemployed has now reached 2.47 million**, which could have a further adverse impact on employees’ wellbeing.

Ed Sweeney, Acas Chairman, said: “The economy may hopefully have seen the worst of the recession but the impact on workplaces will be felt far into the future.

“Implementing procedures to effectively deal with mental health issues in the workplace has strong benefits for individuals and organisations. Early intervention can play a critical part in reducing the problem of ill health at work and this ‘prevention over cure’ approach will ultimately help businesses and employees save time, stress and money.”

Measuring the impact of the recession on employees’ mental wellbeing can be difficult as the stigma associated with mental health creates barriers to measuring the true extent of the problem.

Acas is urging organisations and managers to implement effective policies and procedures to help managers deal with the long term impacts of the downturn and safeguard the health and wellbeing of employees. This might include:

- workplace training – to raise awareness of stress and
mental health so that line managers, in particular, can tell if an employee is
suffering from additional or excessive pressures

– Good interpersonal skills – to help nurture trusting relationships with staff who
may be anxious about disclosing their mental health problems

– A supportive organisational structure – that guides managers by providing clear
policies and procedures for managing mental health

Via EPR Network
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Lynx Systems Appoints Lori Spale And Alex Tschudy, Intuit MRI Specialist

Lynx Systems is pleased to announce that we have added two senior Intuit MRI specialists to the Lynx team. Lori Spale and Alex Tschudy are very talented, knowledgeable, professional and personable and a valuable addition to our Professional Services Group.

Lori Spale and Alexander Tschudy come highly recommended by clients and co-workers and we know that our clients will enjoy working with them. Lori Spale joins us after nine years with MRI and Intuit as an implementer and “gold level” hotline support representative specializing in the Commercial applications of MRI.

Another key addition to our team is Alexandra Tschudy. Alex has worked with the Intuit MRI product for over eight years. For the past several years, she was a Client Manager for Intuit Real Estate Solutions and has worked with over 250 MRI clients to address their concerns on system, implementation and support issues.

Although Alex and Lori will be working with our current clients, they will also be assisting us to launch several new Lynx products that will complement any existing Intuit MRI or Yardi System. We have developed three new products:

EasyMerge – “click-retrieve” – connects the Microsoft Word Mail Merge process with Intuit MRI, ideal for blocks of text such as leases and letters.

Central Address Book – provides easy access to your portfolio and contacts; tracks relationships, activities, & documents; interfaces to MRI modules, & Microsoft Outlook calendar, e-mail, & tasks.

Corporate Information Treasure – stores & interrelates the many types of corporate information that must be maintained such as: treasury, legal, controllership, finance, accounting and insurance. Allows you to create schemas to store all your information.

These applications have been developed on the Microsoft .Net platform and are fully integrated to the Intuit MRI system. These products are designed to improve productivity and minimize some of the disruption and cost of upgrading to the .Net version of the MRI system. Please contact us to learn more.

The team at Lynx Systems is pleased to advise its many clients in Canada, the United States and Bermuda that we are expanding our extensive range of consulting and support services for the Intuit MRI user. Our company is a specialist in supporting the Intuit MRI software and for more than eight years, was either an implementation partner or a distributor for the MRI system. In fact, the consultants at Lynx have been supporting the MRI system since 1994, and we continue to offer to the MRI user a full range of consulting services including system selection, hotline support, toolkit customization, report development, technical support, application training, data conversion, process enhancement, project management, system assessment, implementation support and out-sourced IT management.

As a firm of professional accountants, software specialists and business professionals, and, in our role as an independent consultant, we are able to provide our clients with unbiased advice about their software requirements – whether that means upgrading to a new version, tweaking the old system or looking at other software providers. In addition, we can identify various alternatives available for consideration including both short and long term options, as well as give feedback on the general costs, and pros and cons of the various alternatives.

Via EPR Network
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