SCHAUMBURG GRAND PERPETUAL MOON WATCH

Alexander Shorokhof

100 Thank You Notes

To view click here >> Sample of Thank You Notes

A thank you notes you can use for your guest.

10 Things Extraordinary Bosses Give Employees

Credit to >> Mr. Jeff Haden

Something nice to read and it should be a practice although not all of it.

Good bosses care about getting important things done. Exceptional bosses care about their people.

Good bosses have strong organizational skills. Good bosses have solid decision-making skills. Good bosses get important things done.

Exceptional bosses do all of the above--and more. Sure, they care about their company and customers, their vendors and suppliers. But most importantly, they care to an exceptional degree about the people who work for them.

That's why extraordinary bosses give every employee:

1. Autonomy and independence.

Great organizations are built on optimizing processes and procedures. Still, every task doesn't deserve a best practice or a micro-managed approach. (I'm looking at you, manufacturing.)

Engagement and satisfaction are largely based on autonomy and independence. I care when it's "mine." I care when I'm in charge and feel empowered to do what's right.

Plus, freedom breeds innovation: Even heavily process-oriented positions have room for different approaches. (Still looking at you, manufacturing.)

Whenever possible, give your employees the autonomy and independence to work the way they work best. When you do, they almost always find ways to do their jobs better than you imagined possible.

2. Clear expectations.

While every job should include some degree of independence, every job does also need basic expectations for how specific situations should be handled.

Criticize an employee for offering a discount to an irate customer today even though yesterday that was standard practice and you make that employee's job impossible.  Few things are more stressful than not knowing what is expected from one day to the next.

When an exceptional boss changes a standard or guideline, she communicates those changes first--and when that is not possible, she takes the time to explain why she made the decision she made, and what she expects in the future.

3. Meaningful objectives.

Almost everyone is competitive; often the best employees are extremely competitive--especially with themselves. Meaningful targets can create a sense of purpose and add a little meaning to even the most repetitive tasks.

Plus, goals are fun. Without a meaningful goal to shoot for, work is just work.

No one likes work.

4. A true sense of purpose.

Everyone likes to feel a part of something bigger. Everyone loves to feel that sense of teamwork and esprit de corps that turns a group of individuals into a real team.

The best missions involve making a real impact on the lives of the customers you serve. Let employees know what you want to achieve for your business, for your customers, and even your community. And if you can, let them create a few missions of their own.

Feeling a true purpose starts with knowing what to care about and, more importantly, why to care.

5. Opportunities to provide significant input.

Engaged employees have ideas; take away opportunities for them to make suggestions, or instantly disregard their ideas without consideration, and they immediately disengage.

That's why exceptional bosses make it incredibly easy for employees to offer suggestions. They ask leading questions. They probe gently. They help employees feel comfortable proposing new ways to get things done. When an idea isn't feasible, they always take the time to explain why.

Great bosses know that employees who make suggestions care about the company, so they ensure those employees know their input is valued--and appreciated.

6. A real sense of connection.

Every employee works for a paycheck (otherwise they would do volunteer work), but every employee wants to work for more than a paycheck: They want to work with and for people they respect and admire--and with and for people who respect and admire them.

That's why a kind word, a quick discussion about family, an informal conversation to ask if an employee needs any help--those moments are much more important than group meetings or formal evaluations.

A true sense of connection is personal. That's why exceptional bosses show they see and appreciate the person, not just the worker.

7. Reliable consistency.

Most people don't mind a boss who is strict, demanding, and quick to offer (not always positive) feedback, as long as he or she treats every employee fairly.

(Great bosses treat each employee differently but they also treat every employee fairly. There's a big difference.)

Exceptional bosses know the key to showing employees they are consistent and fair is communication: The more employees understand why a decision was made, the less likely they are to assume unfair treatment or favoritism.

8. Private criticism.

No employee is perfect. Every employee needs constructive feedback. Every employee deserves constructive feedback. Good bosses give that feedback.

Great bosses always do it in private.

9. Public praise.

Every employee--even a relatively poor performer--does something well. Every employee deserves praise and appreciation. It's easy to recognize some of your best employees because they're consistently doing awesome things.  (Maybe consistent recognition is a reason they're your best employees? Something to think about.)

You might have to work hard to find reasons to recognize an employee who simply meets standards, but that's okay: A few words of recognition--especially public recognition--may be the nudge an average performer needs to start becoming a great performer.

10. A chance for a meaningful future.

Every job should have the potential to lead to greater things. Exceptional bosses take the time to develop employees for the job they someday hope to land, even if that job is with another company.

How can you know what an employee hopes to do someday? Ask.

Employees will only care about your business after you first show you care about them. One of the best ways is to show that while you certainly have hopes for your company's future, you also have hopes for your employees' futures.

Understanding Developmental Needs

Helping Your People Reach Peak Performance

"What's worse than training your workers and losing them? Not training them and keeping them."
– Zig Ziglar, author and motivational speaker.

While most managers know that training is essential for team success, many don't take the time to understand team members' individual needs. Only by doing this can they ensure that their people have the skills and knowledge they need to perform well and meet their objectives. However, how do you know who needs what training? And, how do you avoid wasting time and money on unnecessary training activities?

An article where emphasizing on Understanding Employee's Needs as for the Skills, Talents & Capabilities.

Why Understand Individual Needs?

Clearly, some training needs will be universal, and will apply to many, if not all, of your team members. However, everyone on your team is unique; they have different skills, different levels of understanding, and different responsibilities and objectives.

Therefore, training and development shouldn't follow a "one size fits all" approach if you want it to be effective. Instead, you need to take the time to understand the training that each individual needs, so that you can provide the right training for the right people. As well as improving performance, this saves time, resources, and money.

With this approach, your people will also feel more empowered, and they'll be able to link what they learn to their own personal objectives. This boosts well-being and morale.

Identifying Developmental Needs

The six steps below, which I have been practising until now,

1. Reviewing team members' job descriptions.
2. Meeting with them.
3. Observing them at work.
4. Gathering additional data.
5. Analyzing and preparing data.
6. Determining action steps.

Let's look at each step in greater detail.

Step 1: Review Team Members' Job Descriptions

Start by thinking about what work your team members should be doing – this will be defined by their job descriptions. Identify the skills that they may need to do things well.

Job descriptions can get out of date. An updated versions of Job Descriptions are necessary as for the staff reference and also the trainer before using them to think about training, ensure that they fairly reflect what individual team members actually do.

Step 2: Meeting with Team Members

Meet one-on-one with each member of the team. Your goal here is to have an open talk about the kind of training and development that they think they need to work effectively and develop their career.

They might not feel that they need any training at all, so it's important to be up front about your discussion. Use your emotional intelligence, as well as good questioning techniques and active listening, to communicate with sensitivity and respect.

Ask the following questions to get a better understanding of your people's training needs:

What challenges do you face every day?
What is most frustrating about your role?
What areas of your role, or the organization, do you wish you knew more about?
What skills or additional training would help you work more productively or effectively?

Also, find out more about their personal goals, and think about how well these goals align with the organization's objectives. Ideally, training and development will help them in both of these areas.

You can pick up some important clues about people's needs by observing their body language. For instance, if they start to fidget and lower their eyes when you talk about their computer skills, it could indicate that they don't feel comfortable in this area.

You may find it easier to incorporate this step into a feedback session or appraisal.

Next, keep an eye on how well your team members are doing with key tasks.

For instance, could they be quicker with key tasks, or are they procrastinating on projects? This might indicate that they're not confident in their abilities, or are not sufficiently well trained in key skill areas.

Try to be fair and straightforward when you do this. If team members know that you're watching them, they might act differently, but if they discover that you're watching secretly, it could damage the trust they have in you. So be sensitive, ask open questions, and, where appropriate, explain your actions.

Once you've observed people working, it can be useful to confirm your assessment by setting specific, time-bound tasks that give them the opportunity to demonstrate their skills and abilities. Do this positively, though – don't set people up to fail.

Step 4: Gathering Additional Data

If you approach data gathering in a sensitive way, you can learn a lot from others who work closely with the person you want to assess.

These people could include internal or external clients, past bosses, or even peers and co-workers.

Remember the following while gathering information from these sources:

Make sure that you don't undermine the person's dignity, and that you respect the context. For example, in some cultures, it may be acceptable to talk openly to co-workers. In others, you will have to do this with a lot of sensitivity, if you do it at all.

Avoid unfocused generalizations. Ask people to back up their comments with specific examples.

You can also use information from past appraisals or feedback sessions.

Step 5: Analyzing and Preparing Data
Now, look closely at the information you gathered in the first four steps. What trends do you see? What skills did your team members say they needed? Are there any skills gaps?

Your goal here is to bring together the most relevant information, so that you can create a training plan for each team member.

Step 6: Determining Action Steps

By now, you should have a good idea of the training and development that each person on your team needs. Your last step is to decide what you're going to do to make it happen.

There are several training and development options to consider:

On-the-Job Training – this is when team members shadow more experienced team members to learn a new skill. This type of training is easy and cost-effective to set up.
Instructor-Led Training – this is similar to a "class," where an experienced consultant, expert, or trainer teaches a group.
Cross-Training – this teaches team members how to perform the tasks of their colleagues. Cross-training helps you create a flexible team, and can lead to higher morale and job satisfaction.
Active Training – Active Training involves games, group learning, and practical exercises. This type of training is often effective, because it pushes people to get involved and be engaged.
Mentoring or Coaching – these can be effective for helping your team members develop professionally and learn new skills.

Make sure that you take into account people's individual learning styles before you commit to any one training program. Remember, everyone learns differently; your training will be most effective if you customize it to accommodate everyone's best learning style.

Also, help your team members get the most from their training. Encourage them to arrive on time, take notes, and communicate with their instructor and each other, about what they have learned. It might also be helpful to perform a type of "after action review" to see how the training went.

Key Points

Most managers understand that they need to train and develop their people to help them excel. However, it's hard to know where to begin, and sometimes it's even harder to know who needs what training.

With this tailored approach, people will feel more empowered, and they'll be able to link what they learn to their own personal objectives

Your Retail Staff Has No Idea How Lucky They Are and It's Your Fault

I've come across this article and for me it's worth to read. As in retail here, most of the representative are not aware what are they doing and the worst part some of the employer are just focussing to expand their bussinesses, creating names/branding but forgeting the most crucial part that is ....... the employee....

Credit To >> Lee Anne Homsey - Customer Service Expert Seminars

Posted on >> June 29, 2013

Your staff has no idea how lucky they are and it’s your fault! You’ve been so focused on your business that you forgot about your employees.

Is the position offered enough to keep your employees happy?

Is selling your widget enough for them? 

Is yours the best widget on the planet and selling it makes your staff jump for joy? 

Probably not .....

"Many employees are arriving daily to accomplish a means to an end for eight hours and they don’t really care what they sell. Which means, of course, they don’t really care if they sell either? This is a bad scenario for retailers. Your widget better not have any competition or be able to sell itself otherwise, you better start caring about your employees and whether they like selling."

So how do you motivate your entire sales team to sell more and drive more traffic to your business? Show them how to take advantage of you. Teach them how to use your widgets for their own personal and financial gain.

I guarantee no employer before you has ever taught their staff how to cut corners and take advantage of a system for their own personal gain. Yet that is exactly what you will be doing when you help them create their first repeat customer.

Repeat, regular customers are great for business. This is a customer the employee can greet by name or wave to fondly from across the room indicating he will be assisting them momentarily. Communicating even from a different department in the store.

This is cutting corners and yet the customer feels as though he/she is getting more customer service and anyone around him. This one customer service trick alone will save your employee hours over the course of a year! It saves hundreds of yards walked a year. 

Wouldn’t you like your employees to have more energy for the things they like to do after work?

Knowing your customers by name does just that.

Employees can tell an entire store that the person who just walked in is their own personal customer with a simple wave.

There are so many nonverbal and verbal ways to communicate with good, regular customers, but this is only possible. Once you know the customer’s name. It will save so much time, energy and stress your employees will be made.

It is also much more difficult to be rude or curt with someone who knows you by name. So your employees experience far fewer inpatient or unfriendly customers and for more customers who treat them with respect and even wish them happiness.

What a different experience the same store can be for the employee who has even one regular customer a day who they would know by name. Helping them find and choose things, learning their tastes and even personal details about their life, children and careers. This type of customer is like shopping with a friend and still getting paid. It’s the closest thing to a stolen hour that they can get and the crazy thing is that only they can create this scenario. No one else can do it for them. How do you learn customer’s names, you may ask? It’s quite simple actually.

Here are two ways; get their names before they become customers or learn names while assisting customers who are coming in anyway.

Why assist nameless people who might be unfriendly when you can turn them into “friends of the business,” who want and request you.

Why settle for the standard that has been set years ago when clearly times have changed?

Windows to new connections have been newly thrown open due to the internet and the ability to create connections has never before been this easy.

If your employees prefer not to engage people who they could be building relationships with then they are absolute fools! You never know where a relationship may benefit you.

As an employer, you are now supplying them everything they need to make their eight hours into a powerhouse of opportunity and promise and their eight hour day will seem more like four hours so if they prefer the old-fashioned ways, then they are no smarter than someone standing in an outhouse with the Yellow Pages and a princess phone.

Each employee has the limitless possibility to open, create, benefit from and even profit from a relationship with multiple regular customers.

“Regular customer energy” is infectious as well. Your other clients will want to be called by name and given what seems to be superior and unique customer service treatment.

If you have an employee incentive program in place, even better! Start a rewards challenge involving introducing customers to the manager. The employee with the most introductions wins a prize. The employee wins the prize, gains customers and request plus now the customer is known by the manager of the store, making it all the more enticing to shop and refer friends.

The competitive “name that name.” Challenge is actually a fantastic tool that your employees will benefit and use in every area of their life! (Free networking tool with this week’s paycheck: Make sure they are writing customer’s names down in a book. You don’t want to remember someone one week but not the next.)

In my opinion, you are creating bad customer service by making your widget the focus of everyone’s attention. Clue phone! It’s not the best widget ever! The focus shouldn’t even be the customer! The focus should be your employees, the conduit to the sale and how to make them happier to drive more traffic. They need to feel loved and appreciated at some point in the equation.

I assume, for example, that your managers are not telling them how great they are, maybe they are only pointing out your employee’s flaws and mistakes. Maybe the customers are unappreciative or inpatient, maybe even rude. If your employee didn’t really even love your widget in the first place but has too much personal debt or responsibility to look for other job opportunities. This is not the best equation to a purchase. In fact if this employee is frustrated enough. He may be displaying passive aggressive behaviors onto every customer experience and you don’t even know it.

What’s shocking is that you and you alone have the power to turn your black and white, cold, boring store into a virtual Candy-land of daily opportunity and excitement for your staff. You just choose not to because the old ways are much more comfortable. Well “comfortable” is going to put you out of business my friend. Things are they really very different and you better get up to speed and start engaging your staff, and giving them the tools and structure that they are asking for or they will eventually go somewhere else but not before the unhappy and unsatisfied feelings seep through the cracks of every conversation that could have easily blossomed into repeat customers, but instead became a poor customer experience, complete with bad mouthing your store’s reputation, bashing on the Internet and around town. Or worse, they say nothing and eventually you close your doors. Stop this vicious cycle and cater to the needs of your employees. Their days don’t need to be interminable until they move on. Make it fulfilling so they never want to leave!

It’s not about your widget. It’s not even about the customer! It’s about the people who make you want the widget, buy the widget, take pictures and post about the widget and the experience buying the widget. It’s the people who shake your hand when you enter the store and ask how your kids are. It’s the people that customers want to thank and send holiday cards to, recommend to friends and for promotions, call with funny stories or questions because they know they are wanted and appreciated by these people, appreciated personally and not just for their wallets! It’s about your employees. These are the people who personalize your business your brand and your widgets.

Employees: if you want to make your working life better, easier, more fun and more profitable than call your customers by name. The way to accomplish this is very easy. Mention your own name a few times or assist your customer with things not related to what you are selling.

Example; if customers are carrying bags, coats, umbrellas greet them and offer to put their items behind the counter or someplace safe. As they are handing their belongings to you asked for their name. (Don’t be nervous! It’s easy, and you are providing extra customer service they didn’t know they needed or could possibly have.) Just say, “And your name? I’ll put a little tag on it so everyone knows it’s yours.” Walla! With seems like extra effort on your part is actually the first step to creating your effortless workday and then workweek and ultimately career in a rewarding customer relations position. (Lucky dog!)

Now it is vitally important that at some point after getting your customer’s name, you write it in a book that will become your regular customer’s names book.

Do yourself a favor and purchase a standard composition book for customer’s names. When you get a name put the date at the top of the page and jot down things like: weather conditions that day and a politically correct description of the customer plus her kids names or career… any little thing that she may have mentioned that will help jog your memory if you don’t see her again for a few weeks.

Another way to get a customer’s name is if they have children with them. Try keeping the kids entertained and or putting the stroller somewhere safe. You can introduce yourself and tell the mom or dad you are more than happy to help. Any time you are not busy. When they obviously appreciate you singing the A B Cs with Junior you can tell them that they can call the store at the time to let you know they are coming in and that way you can finish up with other clients Past to keep Junior company while year she shops.

-END-

Sturmanskie Open Space

SHTURMANSKIE

In 1949 the manufacturing of Sturmanskie watches was started. They were standard issue to all air force pilots at the time and were never sold in shops. On 12 April 1961, Gagarin became the first human to travel into space in Vostok 3KA-2 (Vostok 1) and return. During his historic flight he wore Shturmanskie wristwatch – which thus became the first watch to travel into Space and demonstrated perfect functioning in the conditions of zero-gravity.

In 2001 the Volmax Company produced a model to celebrate the jubilee of Gagarin’s flight.  Yuri Georgiyevich Shargin – a lieutenant colonel in the Russian Space forces – wore his Gagarin commemorative model in space in 2004 as the flight engineer on the Soyuz TMA-5 mission to the International Space Station.  Shargin was the first Russian military cosmonaut to board the station and he wore his Sturmanskie Gagarin for the duration of the 10 day flight.  Shargin had previously flown in space in 1996.

In 2013 "Volmaks" releases the new quartz range of "Sturmanskie" known by highest quality and affordable price point.

SHTURMANSKIE OPEN SPACE SERIES LIMITED EDITION.

March 18, 1965 "Voskhod-2" spaceship was launched from the Baikonur Cosmodrome. Crew consisting of the captain P.I.Belyaev and co-pilot A.A.Leonov opened the new chapter in space exploration. At 11:32 Belyaev opened the hatch of the ship. Alexei Leonov was in the space vacuum for 12 minutes and then returned to the airlock chamber. During ship landing due to failure of on-board navigation systems of Pavel Belyayev had to become the first in the world to have manually-orientated ship towards the sun and switched on the brake engine. On Belyayev's wrist there had been specially manufactured watch in memory of which "Open Space" series was created.

It was created with 2 colors with 250 pieces each, one with Black Dial and one with Gold Dial. Both come with Stainless Steel casing.

Technical Specifications

Vostok Automatic / Self-Winding Mechanism

Calibre 2431, 32 ruby jewels, 24 hours, Minutes, seconds with Calendar.

Totally wound watch runs 31 hours (more or less), Water resistant up to 10 atm, luminous hands and markers Diameter 42 mm, Stainless steel case with screw in crown and screw-down back

Alexander Shorokhoff Babylonian Limited Edition

"BABYLONIAN" by Alexander Shorokhoff

Since I've been working in Red Army Watches, Malaysia, I would like to say my thanks to them for the exposure given and all the supports from all the RAW guests.

Well, I have Mr. Alexander Shorokhoff twice in year and he is interesting kind a guy since he dare to bring in his collections and willing to go down to the field meetings with his guests. His watches did improved from time to time. This year the watches are uniquely designed and interestingly eye catching from my humble point of view. Who knows, it might be on your wrist too.

With the AVANTGARDE in 2011 reissued opens Alexander Shorokhoff, founder and designer of the brand, and a broader view of his young audience unusual timepiece. His commitment to quality and precision is consistently in the mid-price segment. Using the"Babylonian" he presents the latest model of the collection:

A whole cosmos with celestial bodies and zodiacal signs captured on a dial; under sapphire glass, in a rugged stainless steel version, central element of the timepiece is a hand-engraved movement with special sunburst. The dial is decorated elaborately: A wave ornament - symbol of water and the rivers Tigris and Euphrates marks the horizontal axis. Sun and moon stand out above the work, surrounded by a blue-violet shimmering mother of pearl ring with the twelve signs of the zodiac. Therefore a 1.5 mm deeper night blue ribbon with gold stars, which stand out against the white and silver numerals particularly runs.

The pointers are presented in a clear blue color; a typical of the AVANTGARDE models of the number "60" in the Babylonian replaced the number "12". The exterior of this particular clock is continued in the precision of the hand-wound movement 2609.AS. All parts are engraved; polished and blued screws wheels adorn the fine mechanics. Both sides using sapphire crystal glass giving a clear view of the finely crafted work. The logo of the manufacturer adorns the train bridge.

Technical Specs

Case & Size: Stainless steel with size ø 47 mm, h = 11.5 mm. =

Glass: Sapphire glass on both sides.

Water Resistance: 5 ATM 

Strap: Genuine Ostrich leather strap

Movement: Cal.2609.AS, 17 jewels, 21 600 A/h, power reserve approx. 42 hours. Main plate with sun beams polishing, engraved and gold plated. Balance Bridge, barrel and train wheel bridges. Engraved and gold plated. Barrel, crown wheel and crown wheel core with bead shaped and rhodium plated surface. Blue-dyed screws.

The Babylonian is a piece for eternity. Unfortunately, they will not be available forever. The model is limited to a quantity of 500 pieces only.

Seven Friday - Where Everyday Is Friday

Every once in a while, someone/something has to rattle these 'set of norms' for it to progress as most industries governed by it in the modern days. Most of the time, such individuals are labelled as crazy/outrageous. But crazy can also be a good thing, and in the words of Tony Mendez from the film Argo, “sometimes a plan can be so crazy, it might just work”.

As a uniquely square rounded design timepiece, it would not be complete if the wearer are not equip with the "Craziness" of it. Although, I'm not a professional writer about timepieces but nevertheless sharing this is make me feel content no matter who you are because I believe we all deserve the best.

ABOUT SEVEN FRIDAY

In his live interview Mr. Daniel Niederer says,

"SEVENFRIDAY is probably shortest and most precise explained with "carpe diem". Its our way of saying that we try to do and live what we enjoy every day." -Dan Niederer
Product Launch

Zurich, July 12th 2012 - The Zürich (Switzerland) based company and brand Seven Friday Ltd is launching its first watches - the P1 and P2.

Zürich, December 7th 2012 - After the successful launch of the first two model, called P1 and P2, SEVEN FRIDAY presenting it's third model the P3.

Followed by P1/2 @ Bright - > Full White, P3/2 @Riviera - > Dark Brown Wood Case & P2/2 @ Works - > Black PVD Case with Yellow Gold Lining (coming soon)

The Specifications

Case: Stainless Steel Thickness: 13 mm Dimensions: 47.6 x 47mm Lug Width: 28 mm Crown: 8 x 3 mm, Movement: Miyota 82S7 Water Resistant: 30m Lens: Mineral Crystal w/ AR coating, Strap Color: Ref to specific series Strap Size: 28mm at the lug to 24mm at the tip Lume: No Warranty: 2 years

The Design

The SHAPE, STYLE and CLASSIC MODERNITY lays between and creates an exciting atmosphere.

The SQUARE is surrounded by the animation ring made of aluminum, catering additionally to the haptic and visual senses.

Eye catching FACE which consists of hands, discs, dial and movement. The indicators are designed and arranged in a way to bring in the complexity of the movement to the surface. Surprisingly, the DIAL alone is made of FIVE separate pieces / layers with eleven different applications.

CASE is made of stainless steel complex was constructed and protective casing.

Elaborately detailed CASE BACK. Interestingly, there are sort of two case backs, the main case back, which is held in with four screws, and then a hatch/plate, held in by another set of 4 screws, that contains the text and decoration. The plate has been heavily etched with various details about the watch such as the case dimensions, the strap dimensions to the water resistance and some movement details. Each text description is accompanied by a descriptive drawing. There is also a large Seven Friday logo, with an inverted etched treatment, as well as various reference numbers.

The Inspirations

The P1, cool and slightly restrained in the colouring ''Symbolizes'' the present industrial aesthetics the "Industrial Gas". For this reason the colours silver, black and rhodium are mainly used.

The P2, warm and with strong colouring of copper Strongly reminds the Beginning of the industrial times, the "Industrial Revolution". Also the various shades of grey used in combination with the various finishing are a testament to this subject time.

Influenced by the no-nonsense attitude of the coffee racer SEVEN FRIDAY Went about Creating the latest model. In contrast to the visual and interface box - All which are all in different shades of black and dark gray - are the signal-red highlights on the dial.

The P3, inspired Itself from our third industrial universe "Industrial Engines". Fast, dynamic and powerful, that's how the P3 presents Itself.

The complex building Attracts and Fascinates the spectator and makes having a timepiece experience. A variety of materials, colours and finishing completes the uniqueness of the collection and takes the user on a tour of ongoing discoveries.


The Recommended Retail Price (RRP) for Seven Friday

P1 @ Industrial Essence - > SS Case with Black Ring
* Practical & Flexible in changing strap colours, design & texture.

P2 @ Industrial Revolution- > Grey PVD Case with RG Ring
* Suggested to purchase SF Light Brown leather strap.

P3 @ Industrial Engines - > Black PVD Case with Red Marking
* A look as it is with no compromise. Once you go black you never go back.

P1/2 @ Bright - > Full White
* For "Snow White" type of person, once in a ........

P1/3 @ Orange - > Black PVD Case with Orange
* One word - Funky.

P2/2 @ Works - > Black PVD Case with Yellow Gold Lining

* Seven Friday leather strap are available.


P3 Left (Standard SF Leather Strap) & P1 Right


P3 Left (Jeans with Red Stiches Strap) P1 Right (Vintage Leather Strap with White Stiches)


The "P's Brothers"




Note : Images credit to my friend #http://instagram.com/afirdankucingnya
         Timepieces credit to #https://www.facebook.com/redarmywatchesmalaysia
         Please visit for more #http://instagram.com/sevenfriday

Stay tune for more P's coming in to town.....thanks.

My Humble Apology & Latest Updates

For all who read through my humble blog,

Please accept my humble apology for my inconsistency keeping it updated. It might be nothing compare to those who are running & already well known. Please do let me know if there is any room for improvement that I overlook.

It's been quite a long time I didn't update it although I've been writing, reading, collecting & compiling some of the work. I try to be a better blogger by keeping the updates in timely manner, interesting issues or share whatever I could to make this world a better place.

Kind Regards,
Mazlan@Ayah Chor

Reading Materials

Since the world wide web started, we all eventually readings a lot of materials either is it good or bad instead of the good old days when libraries is the main arena for us all to gather all sort of information. Now with the cyber world just at our finger tips, information & knowledge can be obtain with or without any cost involved.

It's only the matter how we going to use the knowledge and information we get. Hopefully it is for the better world better future.

In this labels I'll will share some of the e-books that I read through, collect & make it as my on reference since I don't have the opportunities to learn back in my own time. 

Ayah Chor.

Personal And Interactive Attributes.

PERSONAL AND INTERACTIVE ATTRIBUTES.

What skills and attributes do employers want?

The possession of a range of skills and personal and interactive attributes are at least as important, if not more important, to employers than the possession of qualifications.

Will I need the same attributes irrespective of job type?

There are innumerable studies that have shown that a set of ‘transferable skills’ or ‘competencies’ including communication, team working, problem-solving, leadership, numeracy, self-confidence, willingness to learn and flexibility, are widely required by employers generally. Furthermore these lists of attributes have changed little over time. What I see are that in some circumstances, in some stage of development, some of them will be more important than others, but things like commercial awareness, some basic intellectual capabilities, results orientation, interpersonal skills, will always be important.

Personal Attributes

The personal attributes most employers want are:

Intellect - the ability to analyze critique and synthesize information in order to solve problems;

Knowledge - an understanding of ‘basic principles’ rather than large stocks of specialist knowledge;

Commercial Awareness- an appreciation of workplace culture

Willingness to Learn- the ability to learn and continue learning throughout life;

Flexibility and Adaptability- the ability to respond to change, to pre-empt change and ultimately to lead change;

Self-Regulatory Skills - self-discipline, time-keeping, the ability to deal with stress, to plan and prioritize your workload and to ‘juggle’ several tasks at once;

Self-Motivation- being a ‘self-starter’, resilient, tenacious and determined;

Self-Assurance - self-confidence, self-awareness, self-belief, self-sufficiency, self-direction and self-promotion.

Interactive Attributes

The interactive attributes most employers want are:

Communication Skills- the ability to communicate, formally and informally, verbally and in the written form, with a wide range of people both internal and external to the organization;

Interpersonal Skills- the ability to relate to, and feel comfortable with, people at all levels and to be able to make and maintain relationships as circumstances change;

Teamwork - the ability to work effectively in teams, often more than one team at once, and to be able to re-adjust roles from one project situation to another in an ever-shifting work situation.

10 Must Haves For Your Marketing Plan

As the list of ways to promote your business grows, working out the most effective way to spruik your business can be half the battle. That's why it's vital that small- and medium-sized businesses put a solid marketing strategy in place and make sure they don't deviate from the plan.

Here are 10 things your plan must do.

1. Define your customer base

It sounds easy, but so few companies actually include a detailed synopsis of their target market in their marketing plan, rendering them powerless to make the most of potential sales.

Your customer base can change dramatically from one year to the next and if you're not watching carefully, sales can drop as a result. Even in the last few years, customer behaviour has changed dramatically thanks to the growth in the number of people using the internet to research and compare prices before hitting the shops. Consumers are also sharing brand experiences via social networking sites and could well be naming your business personally; and not all comments are necessarily positive.

Jetty van Kooij, Sydney based marketing consultant, says first and foremost a business should get back to basics and define its ideal customer.

"As a start, a business should consider what its unique selling proposition or so-called point of difference is, and always be sure to talk about your business's benefits rather than its features."

2. Don't look at marketing channels in isolation

It's so old-hat to list your expected expenditure on television, print and digital for the year ahead in your marketing plan. These days, smart marketers know that all these mediums have a significant influence on each other and should be considered collectively.

Jen Storey, founder of Brisbane-based strategy, marketing and communications firm Outside Insights says many companies still treat online marketing separately to more traditional mediums like print and radio, when in reality the two must be integrated.

"I'm often called on to do the online marketing plan, and my action is always to review the traditional marketing plan and explain how and why advertising mediums can't be thought of as separate entities."

"A fragmented plan will provide fragmented results, and yet this is still how many marketing plans are developed."

3. Try something new

All businesses need to push the boundaries from time to time, and marketing is an area of your business in which you should look to extend yourself. If you're still using the same advertising mediums that you were using two years ago, then it's time to try something new. Consider dabbling in email marketing, or maybe PR might suit you better. Either way, make a decision and detail it in your marketing plan.

For a small business, a marketing plan might only be a few pages long, but larger businesses often require a plan that details exactly where their marketing dollars will be spent and how.

The plan needs to be revisited monthly – or, at the very least, quarterly, according to Cecelia Haddad, director of Sydney marketing and PR firm, Marketing Elements.

"Businesses need to realise that marketing isn't an expense, it's a legitimate business building activity," Haddad says.

4. Make a real social media push

Social media engagement also deserves a mention in your marketing plan given Australians are now among the world's most active social networkers.

Mark Allison of customer intelligence company Webtrends says social media outlets give businesses the ability to engage directly with consumers, creating a database of potential customers to market to.

Social media can also provide businesses with valuable, cost-free insights when you're bringing a new product or service to market.

"It's free to set up a fan page on Facebook or a Twitter profile to engage with customers and if you launch something new into the market, engage with your community and see what they think of it," Allison says.

5. Improve your marketing measures

Depending on how much money you're willing to dedicate to measuring your return on investment, there are a range of measurement tools available to businesses which can give you real insight into whether your marketing dollars are being spent wisely.

And with the growth in the number of measurement tools in the market, half the battle is wading your way through the tools on offer and finding one that best suits your needs.

So what tools are available to a business wanting to measure how effective its online marketing activity has been? Many in business agree that one of the first ports of call should be Google, which offers a range of products to help measure online return on investment without charging a cent.

Kate Conroy, ad words strategist at Google says Google Insights is publicly available for free and enables small businesses to plan its marketing activity during seasonal events such as Christmas or Easter.

"This service can tell a business when is the optimum time to spend their marketing budget, which can help you plan your expenditure well in advance," Conroy says.

6. Utilise email marketing
Email marketing continues to be a favourite marketing medium for companies given it's one of the cheapest and most measurable forms of self-promotion around. But there are some hard and fast rules that businesses should stick to when it comes to email marketing.

The experts say you should make sure that each campaign focuses on a single message that's delivered succinctly, manage your database carefully and always include an unsubscribe link.

Megan Hales, head of digital and senior planner of Sydney advertising agency The Campaign Palace says email is a hot topic because it's finally reached maturity as a digital marketing medium. And a growing number of businesses have grown their email databases to a size that enables them to reach the masses with the click of a mouse.

"Email marketing has come of age, and is becoming one of the more preferred methods of contact for consumers engaging with businesses," Hales says.

7. Include expected results in your plan
Your marketing plan shouldn't simply list the promotions you intend on doing for the coming year, but also include expected results, otherwise known as Return on Investment.

Kylie Watson, marketing communications lecturer at the University of Canberra, says the key to any successful marketing plan is to know your average dollar sale and to work out whether any of the integrated tools you use are achieving a dollar return.

Whether a business utilises personal selling, PR, advertising, sales promotions or other forms of marketing, knowing your Return on Investment is key, she says.

"For example, if you place an ad for $450, you need to know how many products you have to sell to get the money back and then to make a profit."

"Branding is fine for the big guys, but SMEs need to be sure they're making a direct return on their marketing spend."

8. At least do the free stuff
There are things you can do to market your business that doesn't cost a cent, so make sure you consider including marketing approaches that are free in your marketing plan.

For example, gain some momentum by engaging the local media by distributing press releases and newsletters about your business.

Carolyn Loton, director of Sydney's Juntos Marketing says a business should think about how it can start, develop and maintain meaningful relationships with people within its target market, with social networking another free option.

"If you're unfamiliar with social media or online marketing tools, the best approach is to get onto the internet and actually try them. Just make sure you start small and build your presence as you feel more comfortable."

9. Be the brand
Smart companies are putting themselves front and centre of their branding, often with great results.

At the big end of town, Gerry Harvey from Harvey Norman or Richard Branson from Virgin have both fronted their brands with outstanding results, but this can also work for smaller operators.

One way to do this is to use your name in your business name or logo, which Nick Bowditch, founder of social engagement agency The Bowditch Group has done. His marketing plan includes points on how he can stretch his personal 'brand' into his business brand and vice versa.

"Using your own name as your company name certainly helps people find you via a Google search."

He also makes sure every photo he uses on his social networking sites is the same, making him easily identifiable.

"Some people don't think a business owner should appear in their own ad as it can look like you're a backyard operation, but I disagree. I believe it can give that personal touch. If you try and be a faceless entity as a business then I think you're really missing out."

10. Never forget SEO
Search Engine Optimisation (SEO) strategies straddle the marketing plan and the IT plan and should be considered crucial to both parts of the business.

SEO simply means using key words and search phrases to get your website to rank highly in search engines.

Not surprisingly, this means that more than ever, content is king, with experts continually urging SMEs to adopt quality content on their website.

Mark Baartse, consulting director for Sydney marketing company First Rate, says the search engine's ultimate goal is to show the most relevant result for each search phrase.

"If you can't honestly say your site is relevant and useful to consumers, then you're fighting an uphill battle," he says.

"But if you have a genuinely useful, high quality site which users find valuable, then you'll rank well, although it might take awhile. Blogging on your site is one good way to achieve this."

Also consider offsite optimisation, which refers to who is linked to your site. Baartse says most major search engines see someone linking to you as a vote of confidence, therefore ranking you higher in a search.

"However, if you have a really good quality site, you'll tend to attract a lot of links naturally."

Credits To >> http://www.smartcompany.com.au/advertising-and-marketing/20100629-10-must-haves-for-your-marketing-plan.html

How To Take Care of Leather In Humid Climate

Keep accessories and bags in boxes. Many manufacturers of leather bags will include a dust bag with the purchase. Their products should be stored in these when you're not using them. Keep them in boxes for long periods of storage, and use silica gel packets to absorb excess moisture. The use of dehumidifier to reduce moisture in the air is much better mostly in closet, show cabinet or any other places where you put your leather things.  If you live in a consistently humid climate, consider buying larger units to keep your home drier and protect your leather. This is especially important if you have leather furniture.


Source of Mold and Mildew
Spores of fungi and bacteria are present in the air. High humidity, warm temperatures, and poor ventilation provide the ambient conditions that allow mold growth. Generally, stagnant air above 80% relative humidity may support mold. If above 95%, the humidity will certainly encourage fungi and bacteria to grow. Soiling, organic residues and stains will enhance the growth of mildew on leather and fabrics.

Removing Mildew from Leather and Fabric Surfaces
First, remove loose mold from outer coverings of upholstered articles with a soft bristle brush. Do this outdoors, if possible, to prevent scattering mildew spores in the house. Wash brush before re-using.

Run a vacuum cleaner attachment over the surface of the leather and fabric panels to draw out more of the mold. Remember that the mold spores are being drawn into the bag of the vacuum cleaner. If the vacuum has a disposable bag, remove and dispose of it immediately. If not, empty the bag carefully (preferably outdoors) to avoid scattering mold spores in the house.

Do everything conveniently possible to dry the leather - use an electric heater and a fan to carry away moist air. Sun and air the article to help stop mold growth.

If you have finished leather (leather with a topically applied pigment coating), and mildew remains, sponge lightly with thick suds of soap and wipe with a clean damp cloth. In doing this, avoid getting the leather wet with excessive amounts of moisture.

DO NOT USE THIS STRATEGY UNLESS YOU ARE SURE THE LEATHER HAS A FINISH ON IT (see our leather care page to help you identify your leather type).

In all cases, do a test in a non-obvious area of your leather to ensure that the suds will not darken, stain or discolor the leather. If you have cushions with zipper access, and you suspect the fungi or bacteria have migrated into the internals of the cushion, remove the cushion cores and treat accordingly, or replace with new.

If necessary, a final step to remove mildew on upholstered leather furniture is to gently wipe it with a cloth moistened with diluted alcohol (1 cup denatured or isopropyl alcohol to 4 cup water). Dry the article thoroughly. Once again, apply this strategy only if you are sure it’s finished leather, and only after you have tested in a non-obvious location on your furniture. Be aware that this alcohol solution may adversely effect the top-coat and surface finish of your leather so only do this as a last ditch effort and only after thoroughly testing on a hidden part of your leather.

If mold has grown into the inner part of your furniture frame, open the underside dust cover, then dry and air out the internals as best as possible. You may need to send it to a reliable disinfecting and fumigating service. Such services are often listed under "Exterminating and Fumigating" or "Pest Control" services in the yellow pages of the telephone directory. If they have an “ozone chamber,” have them put your furniture into the chamber for at least 48 hours.

Here are some tips on preventing mildew.
Keep The Leather Clean - Soiling can supply enough food for mildew to start growing when moisture and temperature are right. Greasy films, such as those that form on kitchen walls, also contain many nutrients for mildew-causing molds.

Get Rid of Dampness - Dampness is often caused by condensation of moisture from humid air onto cooler surfaces. Excessive moisture may indicate that repairs or additional insulation are needed. Replace cracked or defective mortar. Some basements are continually wet from water leaking through crevices in the wall. Make sure outside drainage is adequate.

Control Moisture - For waterproofing concrete and other masonry walls above ground, apply two coats of cement paint, tinted with mineral coloring if desired. Waterproofed coatings to seal absorbent brick and other outside surfaces may be needed. Spread a layer of moisture-barrier material over the soil in crawl spaces under houses. You can use heavy roofing paper or polyethylene plastic film. Good ventilation is important. If possible, do not enclose the crawl space. In extreme cases, a fan or blower may be needed to move the humid air from under the building. Cooking, laundering, and bathing may add 2 gallons or more of water a day to the house. If circulation is not adequate use some type of exhaust fan. If your clothes dryer is equipped with a vent, have it exhausted to the outside to remove moist air.

Dry the Air - Cool air holds less moisture than warm air. Properly installed air-conditioning systems remove moisture from the air by taking up warm air, cooling it (which removes the moisture) and circulating the cool dry air back into the room. In rooms that are not air-conditioned-especially the basement--mechanical dehumidifiers are useful. A humidistat can be attached to the unit to control the humidity. Mechanical dehumidifiers, however, can add heat to a room. If you are using air-conditioners or dehumidifiers, keep windows and doors closed.

Heat - Get rid of dampness by heating the house for a short time. Then open doors and windows to let out the moisture-laden air. An exhaust fan may be used to force it out.

Circulate the Air - When the air outside is drier than that inside, ventilation allows the dry air to enter, take up excess moisture, and then be carried outside. When natural breezes are not sufficient, you can use electric fans placed in a window, set in a wall, or ducted to the attic to move air from the house. Poorly ventilated rooms get damp and musty during continued wet weather, and furniture in such a room is prone to mildew. Try to improve the air circulation. If necessary, lay the furniture on its back, cut open, or remove the dust cover under your furniture and run a fan into the open space to help dry the internals of your furniture. It may help to dry the inside by running a de-humidifier, pointing the air-flow into the internals of your furniture.

Get Rid of Musty Odors - Get rid of musty odors as soon as possible to prevent further mold growth. Usually musty odors disappear if the area is well heated and dried. If the odors remain, the following treatment may be necessary. On cement floors and on tiled walls and floors, get rid of mustiness by scrubbing with a diluted solution of sodium hypochlorite or other chlorine bleach available in most grocery stores. Use one-half to 1 cup of liquid household bleach to a gallon of water. Rinse with clear water and wipe as dry as possible. Keep windows open until walls and floors are thoroughly dry. DO NOT APPLY THIS SOLUTION TO THE LEATHER.

Sources From >> Advance Leather Solutions