Dearest Readers,


Please read the following LinkedIn exchange and give me your thoughts and perspectives.  This has to do with job postings I recently published in connection with two full time positions in the Middle East on behalf of one of my firm's strategic business partners.  For further perspective on this subject, please refer to my earlier blog posts where I advertised two positions in Kuwait -- and for which I added a footnote to make it more US "PC."


As far as I'm concerned, there is no real right or wrong answer.  I'm simply interested in hearing your perspectives on this particular issue because these types of discussions and mindsets will become more commonplace as our global economy continues to evolve.  How do we bridge these differences, and how do we find common ground and gain better understanding of the rest of the world's cultural norms without imposing a "my way or the highway" mentality with our fellow global citizens?

I welcome your thoughts and commentary,
Carrie
Here's an excerpt of my blog posting that prompted the commentary below: 

"Tuesday, January 19, 2010

Full-Time Position in Kuwait #2: Director, Risk & Compliance

Mark G:  "Carrie - I just checked out the blogs pertaining to the two Director-level jobs in Kuwait and noticed that there were age requirements attached to each. You should be aware that this type of thing is probably a violation of Federal anti-discrimination laws.

Mark G."

Carrie:  "Hi, Mark. You are correct; however, these jobs are non-US jobs through non-US employers; my intermediary is in Kuwait and not the US. 99% of the applicants are non-US nationals. The applicants don't contract with my firm at all; I'm simply the intermediary who passes on the CVs to my global alliance partners.

The age restriction is my client's mandate and so I have to say this up front.

While this is clearly illegal in the US, it's a widely accepted and legal practice in the Middle East. My firm's #1 market is the Middle East and right now the US is last. I have to tailor what my clients needs to the culture of each client or I cannot compete effectively in the global marketplace.

Having said that, I can see where you're coming from. The problem is that in the US we don't put our DOB on resumes like they do in other parts of the world. It's awkward to ask the age after someone has submitted one because then they ask me why I didn't disclose it up front.

It's a global world full of conundrums and pitfalls for the unwary, and in this case it's a Catch-22. I will add a caveat to the blog entries so that US people understand the context of where these jobs are


One other thing I wanted to mention to you is that, unlike in the US where there is an aging population, in most MENA countries over 50% [some are 75%] of the population is under the age of 25, so the dynamics are different. Unlike in the US where there are so many displaced, unemployed professionals over 40, it is the exact opposite in the Middle Eastern countries.

Another reason for the age emphasis, besides the fact that it's a widely accepted business practice, has to do with cultural reasons. In the Middle East, many children are either sent to school in the US or Europe and often they don't return to their own country, resulting in a brain drain. They don't return because there are no opportunities, something the region is trying to change by moving away from an oil-based economy to a global financial and tourism economy.

The other side to this coin is if there are no jobs or biz opportunities in the home country, the youth that stays in the country with no future business prospects -- those young people become targets for terrorist groups; similar to restless youths in our own country who turn to drugs, gangs, crime -- and more recently home-grown terrorism.

How do I know all this? Because I've worked in the MENA region for over 3-1/2 years. On my very first visit in 2007, I heard this message from the very lips of the head of the Dubai International Financial Centre, who was reiterating what Sheikh Mohammed Al-Makhtoum had expressed numerous times; I have an excellent WSJ Opinion article written by the UAE leader and published in 2007 which outlined these concerns for the future of the youth and the Middle East as a whole.

Finally, I can remember when I was young seeing age and gender restrictions pertaining to jobs in our own country -- as late as the 1970s.

Carrie "



Mark G:  I appreciated your emails explaining the rationale behind the age requirements in your position ads. Obviously, you feel strongly about the matter, and offered heartfelt justification for the practice. Normally, I wouldn’t bother replying since I have a lot of other things to do, but the more I thought about it, the more I became convinced that your points required a reply.

First, on general principles, Americans have fought a long, bitter struggle to eliminate these kinds of socially destructive practices. I’m assuming you’re too young to remember the “Whites Only” signs in restaurants throughout the South, even as late as the 1960s. I remember asking my Mother what those signs meant, and why Black people had to sit at the back of the bus. And the reasons I heard then made no more sense than they do now. Discriminating against people for reason of color, religion, sexual orientation, and, yes, age is morally wrong. Period. We’ve spent too many years and too many lives fighting against these notions to accept them now simply because it’s commercially expedient.

Second, as an economist I consider this practice to be weirdly self destructive. It works against the organization’s own economic interests, whether they realize it or not. Recruiting the best talent available for the price should be the objective of any hiring organization. To do less – to deny one’s own best interests in favor of a purely arbitrary discrimination policy -- wastes resources, and if practiced on a broad scale can make the difference between a successful, competitive firm and a financial failure.

Finally, I just don’t buy your arguments about Middle Eastern culture. I’ve spent more than twenty years working and living overseas – including long term stints in Armenia, Egypt, and Saudi Arabia – and I never had the slightest hint that my clients would have preferred someone else simply because of my age. I have an upcoming assignment in Algeria, and I anticipate that they will be very happy with the work product I will provide them, even though I am well above 45 years of age. And I simply don’t buy the argument that if we don’t hire young people, they’ll turn to terrorism to express their frustration. Please.

In many parts of the world, such as Korea, China and Japan (where I have also worked extensively), older persons are often selected because of their age, even if there are more suitably qualified younger persons available. These cultures value age – and the experience it conveys – over youth precisely because youth has a greater tendency to take the easy path in the short term while ignoring the long term implications of their actions.

In closing, I would just say this. Even if you’re right – that your clients are forcing you somehow to explicitly discriminate against a large class of qualified people (forget for a moment that it’s a direct violation of U.S. law) – what does it say about your firm if you simply go along and post the ad? Does your company value the short term monetary benefit that may come from such a placement over the principle that people should be treated fairly? Does your company not have the courage to say no to this practice, or the wisdom to counsel its client that this is a self-defeating? Integrity often carries a high price, there’s no question about it. But, this is an issue your firm has to struggle with on its own. Your rationalizations are sufficient if you can all look yourselves in the mirror and honestly tell yourselves that it’s perfectly all right. But if you can do that, then yours is not the kind of firm I’d want to work with on a job search, or any other business endeavor for that matter.

Best Regards,

Mark G

Grade:  Director
Department:  Advisory

Title:  Director, Risk & Compliance
Reports To:  Partner, Advisory
Reports On:  IARCS and AAS Team

Any nationality
Must be age 45 or younger*
*[Note:  This is a non-US job for a non-US employer in non-US countries where the labor laws do not prohibit age limits and where it is a commonly accepted business practice to impose age limits on potential candidates.]

Must have RECENT BIG 4 EXPERTISE

· Package – KD 2700-3100 (US$9,436.27 - US$10,834.24)
· Bonus Scheme
· Relocation Package
· Mobile Allowance
· Tkt & Private medical – self and family


Position Overview
Develop the strategy for the Internal Audit and Risk Compliance Services and the Accounting Advisory Services in line with overall Advisory strategy. Develop market opportunities, driving penetration of market across private and public sector organizations to grow both business lines. Full responsibility for Risk Compliance across all lines of business.

Main Responsibilities
IARCS/AAS

• Assisting in developing the IARCS and AAS strategy and planning the operation to deliver sector specialization such as Banking & Finance, Telecoms, and Manufacturing Services etc.
• Directing and managing IARCS/ AAS mandates, ensuring a quality service and the timely dispatch of the deliverables.
• Leading on delivery of specialist, large mandates.
• Management
• Providing strong leadership and direction to designated teams.
• Mentoring, coaching and management of the teams.
• Assisting with the setting of measurable goals for employees and providing feedback to employees on their performance against such goals.
• Facilitating employees’ development to help them realize their full potential and assistance with career management plans.
• Keeping partners up to date with all developments on various issues falling within job description.
• Monitors and upholds a high quality of service and deliverables to clients (internal and external).
• Act as an ambassador and champion of the firms’ values to employees and clients alike.
• Play an integral role in the Firm’s drive to become an Employer of Choice, by leading the team in a manner and style that inspires and drives them in a positive way.

Business Development & Client Management

• Leading the business development activity within the designated region.
• Being the first choice point of contact for clients. Manage fee negotiations, project costs, fee increase and agreeing dates for cash collection.
• Actively seek new business opportunities for the firm across all service lines with new and existing clients.
• Reviewing and presenting key deliverables to clients.
• Keeping up to date with IT’S's products and service offerings and identifying sales opportunities that will help IT’S grow its audit / tax / advisory work.
• Build the reputation and Brand Image of KMPG through proactive and professional conduct, quality of work, knowledge and experience.
• Assist with the preparation of marketing materials, brochures, updates/alerts, press articles, etc.
• Prepare for and present seminars and conferences.
• Develop a strong network of clients, both existing and new from which the firm can develop strong revenue opportunities.
• Ensure that teams are efficient in their output and utilization rates are in line with Firm policies.

Key Interfaces

• Engagement teams
• Wider Firm employees
• Client employees
• Regulatory authorities
• IT’S colleagues in other divisions and other practices

Competencies

• IARCS / AAS
• High level of attention to detail.
• Able to understand and interpret all relevant regulations and laws.
• Able to take a commercial view on advice.
• Highly analytical.
• Be a subject matter expert in all IARCS / AAS matters.
• Able to process large volumes of information quickly and efficiently.
• Able to assess and quality check IARCS /AAS deliverables.
• Able to understand and assess all areas pertaining to risk management, independence and compliance.

Communication

• Fluent in English, written and verbal.
• Able to clearly communicate in a concise manner.
• Able to confidently present.
• Proven ability of good listening skills.
• Able to provide honest and constructive feedback.

Interpersonal

• Confident and friendly approach.
• Excellent team playing ability.
• Ambitious and totally professional.
• Accountable and business focused.
• Capable of building relationships and developing people.
• Prepared to work the hours required of the role.
• Flexible and adaptable.
• Sustain a high level of drive and resilience
• Demonstrate enthusiasm and a positive attitude when coping with pressure at work.
• Continuously learn from experiences.
• Seek out feedback and development opportunities.

Management

• Able to manage multiple teams.
• Capable of setting clear team objectives and ensuring they are achieved.
• Able to set out in depth concurrent project plans.
• Capable of supporting and mentoring employees.
• Capable of taking full responsibility for own and teams’ work.
• Able to manage in a motivational and respectful way.

Business Development

• Able to develop strong and meaningful business relationships.
• Capable of identifying and gaining access to new clients and business opportunities.
• Able to close sales opportunities.

Experience Required

• Degree educated from a reputable institution, ideally with a further post graduate qualification in finance
• A qualified accountant ACCA/CA/CPA
• A Senior Manager/Director in Big 4 audit firms in similar roles or have been the head of internal audit at a bank/insurance company/Telco/Large corporate.
• A strong understanding of financial, operating policies/procedures and risk management and compliance principles.
• Sound understanding of IFRS / GAAP

Deliverables
Short Term

• Develop the Risk & Compliance strategy, set budget, targets and team requirements
• Identify the recruitment strategy.
• Identify key target client list and assign them to the team.

Medium Term

• Complete the initial recruitment of the Risk & Compliance teams.
• Have made significant in roads to the target list, having penetrated a minimum of 60%, which means having entered into meaningful dialogue
• Be on or surpassing business targets.

Long Term

• Have penetrated and made significant in roads to all target clients.
• Developed the Risk and Compliance team into a full efficient and effective team, who are at the top of all clients’ lists to call when relevant work comes up.
• Be on or surpassed all business targets.
• Secured IT’S Risk and Compliance services to be the unquestionable number 1 in the market place, within the big 4.

Director Performance & Technology
Reports To Head of Advisory
Reports On IT Advisory & BPS Teams

Any nationality
Must be age 45 or younger*

*[Note:  This is a non-US job for a non-US employer in non-US countries where the labor laws do not prohibit age limits and where it is a commonly accepted business practice to impose age limits on potential candidates.]


 Must have RECENT BIG 4 EXPERTISE

· Package – KD 2700-3100 (US$9,436.27 - US$10,834.24)
· Bonus Scheme
· Relocation Package
· Mobile Allowance
· Tkt & Private medical – self and family

Position Overview
To develop and implement a growth strategy for the firm in the Performance & Technology departments. Leading and expanding the teams of specialists across the entire field of performance & Technology. To grow the business and expand the client base. Setting the objectives for the function, and cascading these down throughout the teams and business to ensure that the Firm is perfectly positioned to take full advantage of any opportunities in the market.

Main Responsibilities
Strategic

• Develop and implement a cutting edge ITA and BPS Advisory strategy that is designed to maximize and harness the full potential of the market in Kuwait.
• Ensuring the strategy is focused on the quality end of the market, creating value add for the client and maximum return for the firm.
• Develop a business development strategy that focuses on key accounts, both new and existing. Which identifies not only who the key target accounts should be but also how the Firm will break into those accounts and harvest the maximum return from them.
• Be a key member of the Advisory senior management team, driving the cross pollination of the advisory services across our client base.

Business Development

• Lead the business development activities for each of the functions, target key clients ensuring the firm is well presented, to enable the teams to secure advisory work from them.
• Work with the ITA and BPS advisory team and attend client meetings and presentations with them, providing extra weight when required and leading the efforts when necessary.
• Ensuring that all ITA and BPS advisory staff are employed effectively, and that they have job rotation, they share the lead and collaborate on the achievement of personal and functional business goals.
• Develop a strong network of Executive level contacts in Kuwait and ensure the network is harnessed to deliver results.

Management

• Take overall responsibility for the engagement management of the entire ITA and BPS Advisory activities, having ultimate sign off and approval on all engagements. Mitigating risk and ensuring quality.
• Day to day management of the department ensuring that the teams have sound yet challenging objectives set and that they are constantly evaluated against those objectives.
• Playing a key role in the Advisory teams management function, providing insight, coaching and mentoring to the less senior members of the team.
• Hold full profit and loss responsibility for the ITA and BPS Advisory function, ensuring that the business secured is in line with the functions objectives and that the gross margin is in line with the goals set.
• Approving all recruitment into the function, ensuring the team members are of the highest quality and have the right skill sets to compliment the existing team and ensure that each function achieves its targets.
• Report monthly on the progress of the function, in terms of revenue, profitability, target account successes, issues etc
• Take the responsibility for the function’s compliance with the firm’s risk management policies
• Representing the firm at local and regional networking events.
• Where appropriate represent the firm at IT’S global committees and events.
• Play an integral role in the Firm’s drive to become an employer of choice, by leading the team in a manner and style that inspires and drives them in a positive way.

Key Interfaces
· EXCOM
· Head of Advisory
· All Directors
· All Performance & Technology Teams.
· External Clients
· IT’S Global colleagues

Competencies

Business Focus

• Clear analytical and strategic thought process
• Able to process large amounts of information quickly and efficiently
• Able to identify key areas of development in the relevant market
• Able to set out a clear and concise vision and strategy
• Excellent ability to articulate and implement strategy.

Business Development

• Highly developed networking skills
• Excellent ability to ‘open doors’
• Highly skilled at influencing people.
• Excellent negotiation skills.
• Excellent ability to identify and clarify client requirements.
• Highly skilled in positioning an offer.
• Excellent ability to close deals.
• First rate ability to develop strong, meaningful and long lasting business relationships.
• Results focused.

Developing People

• Proven leadership skills
• Confident and friendly approach.
• Excellent team playing ability.
• Ambitious and totally professional.
• Accountable and business focused.
• Capable of building relationships and developing people.
• Prepared to work the hours required of the role.
• Flexible and adaptable.
• Sustain a high level of drive and resilience
• Demonstrate enthusiasm and a positive attitude when coping with pressure at work.
• Continuously learn from experiences.
• Seek out feedback and development opportunities
• Excellent coach and mentor, for developing people
• Communication
• Excellent communication skills
• Fluent in written and spoken English
• Highly refined presentation skills
• Able to provide honest and timely and constructive feedback
• Experience Required
• Graduate, ideally with a MBA / Bachelors in a related field.
• At least 15 years experience of working in the ITA/ BPS field, of which at least 7 years must have been in an executive level position focused on strategy.
• Proven experience in business development, both harnessing existing accounts and developing new ones.
• Preferably having extensive experience within a large consultancy company, ideally a ‘Big 4’ firm
• Experience of selling ITA and BPS and / or consultancy is essential

Deliverables
Short Term

• Develop the Performance & Technology Strategy, set budget, targets and team requirements
• Start recruiting the required additional team members, and begin the development of the current team.
• Identify key target client list and assign them to the team.

Medium Term

• Completed the initial recruitment of the Performance & Technology teams.
• Have made significant in roads to the target list, having penetrated a minimum of 60%, which means having entered into meaningful dialogue
• Be on or surpassing business targets.

Long Term

• Have penetrated and made significant in roads to all target clients.
• Developed the Performance & Technology team into a full efficient and effective team, who are at the top of all clients’ lists to call when relevant work comes up.
• Be on or surpassed all business targets.
• Secured IT’S Performance & Technology teams to be the unquestionable number 1 in the market place, within the big 4.

Agriculture / Forestry / Fishing General Management

Salary to US$130,000 Baghdad

Seeking a Senior Regional Manager to work in Iraq on a USAID Agribusiness project. The objective of the program is to promote economic diversification and employment generation, with a clear focus on creating growth in the agribusiness sector.

The Senior Regional Manager is responsible for the implementation of a diversified agribusiness portfolio. The Senior Regional Manager provides leadership and direct supervision to 20 Iraqi advisors in analysis, program design, and implementation management in support to the creation and diffusion of innovative agribusiness opportunities in 14 provinces of Iraq. The Senior Regional Manager relies on expatriate and Iraqi subject matter experts in four value chains: livestock, fish and poultry, fruits and vegetables, and business development. Additional support comes from a training office, engineer staff, and program economists.

Qualifications:

Education: University degree in business, agriculture or life sciences required. Other relevant degrees may be accepted. Master's degree in complementary field desirable.

Required Experience:

1. Ten or more years practical experience in managing successful commercial agribusiness or leadership in a similar development project, with personal responsibility for profit and loss.
2. Seven years work in developing countries on rural business development, production agriculture (except grains or swine), or agricultural marketing.
3. Understanding of production and marketing of livestock, farmed fish, broilers, and a broad range of horticultural products.
4. Demonstrated ability to coordinate and manage complex operations and staff.
5. Familiarity with and ability to manage formal systems of commodities and services procurement.
6. Strong organizational skills, attention to detail, adaptable to unforeseeable events, self-motivating, and innovative.
7. Demonstrated ability to manage cross-culturally among Western and non-Western cultures, including issues of work performance and moral hazard.
8. Ability to speak, read, and write English at the USG Foreign Service FSI 4 level or equivalent.
9. Excellent oral and written communication skills.
10. Demonstrated personal commitment to business ethics.

Desirable Experience:
1. Experience in Iraq or Arabic culture.
2. Ability to speak and write Arabic.
3. Ability to design project activities in compliance with the Federal Acquisition Regulations.

Labels: Bekker, business continuity, business management, compliance

ShareThis

Posted using ShareThis

• Is your Compliance Department shorthanded due to lean staffing?
  
• Are you still grappling with finishing up your 2009 year-end obligations, such as: 
• Independent AML audit?
• 1940 Acts 38a-1, 206(4)-7 annual review?
• FINRA/NASD 3012/3013 annual review?
• OSJ and branch office audits?
  

• Do you have other year-end compliance obligations that you are still challenged to complete?

·       IARD Administrative Functions	·       Action Plan for Annual Review
·       Form 13F Reports	·       Code of Ethics Enforcement
·       Form U4 Amendments	·       Calculation of Assets Under Management
·       Employee Certifications and Acknowledgements	·       Advertising Reviews
·       Solicitors	·       Form ADV Reviews
·       Records Management	·       Testing of Disaster Recovery Plan
·       Compliance Training	·       Updating IPS or Client Investment Objectives and Risk Tolerances
·       Privacy	·       Vendor Relationships

·       Business Continuity Plan	·       Electronic Storage of Books and Records
·       Firm Element Plan (CE)	·       AML Plan
·       Firm Element Training/CE Done to Date	·       AML Independent Audit
·       Written Supervisory Procedures	·       Limited Size and Resources Exemption (if applicable)
·       Public Disclosures on Form BD and Elsewhere	·       Annual Compliance Meeting
·       Registered Representative Limitations	·       Membership Agreement Provisions
·       Business Line Limitations or Restrictions	·       ·State Renewals
·       Required Notices to Customers Under GLB, Reg. S-P (or other rules)	·       Control/Ownership Changes

Good morning/afternoon/evening wishes to you, each and every one!

Carrie Bekker here. I hope you had a lovely, relaxing weekend like we did. Southern California weather -- sunny, light breeze, high 60s/low 40s -- is a wonderful thing. Fabulous sleeping and sweatpants/robe weather. Also a great time to get out of the house and work outdoors, which is what I'm doing right now as I write this "good morning" message to you.

I have a special gift I'd like to give to each of you today:

I’d like to share with you the essay I recently wrote and submitted in the hopes that BCCP can land a Biz Opp grant for 2010. I spent over two weeks writing this essay about my beloved company, it’s a fine piece of work (if I say so myself), and I think you’ll enjoy reading it too.

The contest closed on September 30, and they will be announcing the winners shortly. Please wish me luck on being one of them!

Many thanks,

Carrie

TADA! HERE IT IS!

"Research from the Harvard Business Review proves that conducting business in-person improves client relationships and its direct impact on the bottom-line. Right now, somewhere in the world is a great opportunity for your business."

MY ESSAY ON BEHALF OF BCCP:

Briefly describe what your business does.

Bekker Compliance Consulting Partners, LLC (BCCP) is a full-service virtual consulting firm that caters to the financial services industry worldwide. We specialize in developing customized solutions in the following areas: compliance, risk management, governance, technology, and training. Our clientele includes brokerage firms, investment advisers, hedge funds, and private equity firms; we also serve educational institutions and governmental agencies. We recently added a suite of services geared towards helping the latest crop of financial services startups; these services include: Entity formation; SEC, FINRA, and state registration; outsourced compliance and virtual assistant support.

We pride ourselves in delivering impeccable boutique-style service to each and every one of our clients, no matter where they are in the world or what time zone they are in. Our mantra is: With Us It's All About You(SM), and we mean it.

Members of our Senior Consultant Consortium deliver these services to our clients. Our Consortium is comprised entirely of seasoned professionals with diverse "real world" background and experience. For example, our Members include former regulators, compliance officers, lawyers, auditors, risk managers, professors, and information management experts.

BCCP recently added two new divisions: Bekker Compliance Institute (BCI), which is the education and training arm of the organization; and Best in the West(SM), which provides virtual office and assistant services (BITW).

Tell us about your business’s specific goals and objectives in 2010.

As Founder and & CEO of BCCP, I AM the face of my company. I've traveled extensively ever since I started the business because I KNOW how critical face-to-face interaction is to develop, nurture and sustain strong personal and business relationships. Travel is my passion, and I shine brightest when I'm on the road to meet personally with clients, consultants, and fellow colleagues. I also spend a great deal of time traveling to develop new business relationships, whether it be prospective clients, new consultants, Global Alliance Partners, or networking at industry events. BCCP was built on relationships, and my three years of constant global travel to meet people in person has been the foundation of my firm's success to date, and will continue to be the lynchpin to ensure BCCP's future success and expansion in the global marketplace. Because BCCP’s business model is a virtual one, which allows me to expand and sustain my business in a way that would be impossible with a traditional business model, personal contact is the most CRITICAL component of all. Although I often develop my business relationships virtually first, it's the face- to-face visits that seal the deal, keep the relationships healthy, and foster word-of-mouth referrals.

The majority of our existing and potential clients and consultants are in the US, Middle East/North Africa (MENA), Asia Pacific, and India. However, most of our existing and future business is not in the US, but rather in MENA, Asia Pacific, and India. Face-to-face contact is CRITICAL in these regions where developing a business relationship based on trust is first and foremost; money is secondary to trust. Meeting face to face fosters trust and cements the relationship. I've spent the past three years developing and growing business relationships in the Middle East, especially in Dubai and Saudi Arabia, and the face-to-face visits over that three-year period was essential to my firm's success in penetrating those markets.

As a result of the foregoing, my firm's primary objective for 2010 is to continue to expand our global footprint, especially in the Middle East/North Africa (MENA), Asia Pacific, and India where we already have established strong business relationships and networks. Our goal is to open branch offices in Dubai, Saudi Arabia, and Singapore by year end 2010 or early 2011. In order for us to meet this goal and objective, it is critical that I be able to continue my personal visits to these regions. But travel is expensive, and the global economy has been tough for quite some time now.

What specific business objective could travel and face-to-face meetings help you achieve that remote communication (i.e. phone or video conference) could not?

The human factor. It is impossible to really and truly get to know someone without meeting him or her in the flesh. There is and never will be a true substitute for human contact to establish and cement rock solid relationships. The sheer sensation and excitement of shaking my client’s hand for the first time, sitting down over a cup of coffee to chat, having our picture taken together, getting to visit my client’s offices, meet the team, shaking their hands and talking to them, shaking my client’s hand and bidding farewell until next time. You just can’t do that over video or on the phone. It’s not the same. It never will be.

When we meet people in person, we can engage all five of our senses: touch, smell, hear, see, feel. In a virtual environment, we can only engage two: hear and see. The other three – touch, smell, feel – are absent. How can you possibly establish a relationship of trust if you can only engage two of five senses? It simply can’t be done. No matter how advanced our technology becomes, there is no feeling like looking into someone’s eyes and talking to them.

As mentioned above, my firm's primary objective for 2010 is to continue to expand our global footprint, especially in the Middle East/North Africa (MENA), Asia Pacific, and India where we already have established strong business relationships and networks. Our goal is to open branch offices in Dubai, Saudi Arabia, and Singapore by year end 2010 or early 2011. In order for us to meet our primary goal and objective for 2101, it is critical that I be able to continue my personal visits to these regions. But travel is expensive, and the global economy has been tough for quite some time now, which has limited my ability to travel and have the face-to-face contact and interaction that is essential to my firm’s continued success in the global marketplace.

How will having the opportunity and continuity of a year’s worth of travel and business support benefit your organization?

My firm would benefit significantly because having the opportunity and continuity of a year’s worth of travel and business support will enable me to sustain my ability to continue to develop business relationships in MENA, Asia Pacific, and India, where I already have developed strong business relationships, where I want to continue to develop new business relationships, and where I want to nurture and sustain those relationships so that my firm can continue to grow and expand in these regions and beyond. Without this opportunity and continuity to travel and meet face to face, it will be extremely difficult for me to continue to do so because the economic downturn has curtailed my ability to travel due to financial constraints. Although our firm does have US business, it is our weakest market because it is driven strictly by money and not relationships.

Please keep your fingers and toes crossed for me! If you don't mind, please throw in a few prayers too!

All the best,

Carrie

Labels: A-Team Spotlight, BCCP, BCI Caribbean, Bekker, Best in The West, Conferences, Global Alliance Partner, India, MENA

JUMP ON THE BANDWAGON AND JOIN US ON OUR WAY TO THE NEW FRONTIER:
BCCP’s Best in the West ^SM (BITW) Virtual Assistant Services!!!

Shorthanded? Can’t afford to hire staff? Need assistance running your Business AND your Life?

You are not alone … we CAN help!

Best In the West^SM (BITW) virtual assistant services to the rescue! Our dedicated VAs are online – AND on duty – 24 hours a day, 7 days a week! So wherever you are in the World – from your hotel in Hong Kong or Dubai, or even from your living room sofa -- we are always here when you need us, any time of the day or night.

➢ Need someone to answer your phones and screen your calls?

➢ What about making hotel and car reservations for you while you’re stuck on the tarmac waiting for takeoff?

➢ And that Powerpoint presentation you’ve been wrestling with all week trying to get it to look right? [Sigh]

We can do all that … and much much MORE. You tell us what you need and we CAN DO it for you. Our mission is to free YOU up so that you can focus on what YOU do best – RUN your Business and ENJOY your Life!

Flexible pricing. Reasonable rates. Monthly packages available. You name it, we can do it for you (as long as it’s legal of course!).

So what are you waiting for? CLICK HERE to call us NOW! Your dedicated Virtual Assistant is waiting for your call and is ready to serve you.

With Us It’s All About You^SM ……..

Labels: A-Team Spotlight, adviser, BCCP, BCI Caribbean, Bekker, Best in The West, BITW, DMCC, Dubai, Financial, Global Alliance Partner, India, marketing, MENA, offshore, UAE, Virtual Assistant