Thursday, September 1, 2016

Making the Case for Virtual Organization Leadership .... for Everyone


Thirty-five years ago, on a bright sunny day during the summer of 1981, my younger sibling Antonio, a computer operator who had just completed his term of service in the United States Air Force, walked into my Encino, California office and, with an open magazine in his hand, said to me in a state of joy and excitement, “Pierre, take a look at this IBM personal computer, this is the future and you need to get one for your business because it will make your life so much simpler. In fact, I am going to buy one myself!”

He then went on to say a lot of things that were meant to convince me that I would be a fool to pass up this opportunity - just as I am now in the process of doing to you.

Typical Reaction

Well, like everybody else around me, being an imbecile and complete idiot about computer technology in general and having my head completely buried in the sand, I just couldn’t figure out why he was so excited about getting a personal computer for himself, especially when he didn’t even have a business, and why this was going to be the future.

And with respect to my business having the need for a personal computer, I didn’t think that my business needed such a “toy.” I figured then that, when my business gets to the point where I need to have a computer, I would go ahead and lease or purchase one of these expensive computer workstations, etc., and hire computer experts and programmers to operate and program them, or utilize one of these “computer service providers” out there.

(By the way, for those of you who are too young to realize this, back then there was a proliferation of “computer service providers” who charged a small fortune to small and midsize businesses for things that my 5-year old granddaughter is now able to do on her PC and iPhone.)

In other words, the way I then felt and reacted is the very same way that a lot of today’s so-called Pioneers, Investment Gurus, Organizational Management Gurus, Business Process Management Gurus, Top Leadership Gurus, Think-Out-of-The-Box Executives, Innovators, Visionary Leaders, Change Agents, Game Changers, Scientific Geniuses, Great Thinkers, Esteemed Academics, Brilliant Educators, Revolutionary Leaders, Legendary Policy-Makers, Legendary Civilian and Military Intelligence Executives, Legendary Military Warfare Doctrinaires and Tacticians---as well as just plain old regular folks around us and out there in the hinterland---feel and react when I mention the need for EVERYONE - from kindergarten level all the way up to Ph.D. level and beyond - to obtain Virtual Organization Leadership Executive Training

It’s extremely difficult for them to make the connection between Virtual Organization Leadership Executive Training and whatever the hell it is that they are now doing. 

On a Collision Course with The New Virtual Organization World

And, regrettably, for 99.5% of you who are now reading this article, there isn’t a damn thing that I can say or do to convince you that: 1) We are all heading toward a world of virtual organizations that I call “The New Virtual Organization World” whether or not we want to acknowledge or believe it; 2) it’s a world that you cannot even imagine at this present time because it will totally transform our civilization in terms of the way we think, live and breathe; 3) it will radically and fundamentally affect the course of human evolution over the next hundreds, thousands, and perhaps millions of years; and last but not least, 4) it’s not a matter of “if” but “when” we will ALL get there.

For example, Imagine Yourself being able to travel through time all the way back to the Stone Age. Now that you’re there, just imagine telling our ancestors what life will be like millions of years into the future. Cell Phones, Computers, Supercomputers,  Internet, Websites, Email, Facebook, Linkedin, Hacking, Viruses, In Vitro Fertilization, Cosmetic Surgery, Transgender Surgery, Cars, Planes, Automatic Weapons, Nuclear Weapons, Tall Skyscrapers, Satellites, Spaceships, Gay Rights, Democracy.  Now imagine how these cave people would look at you and how insane you would sound to them.

In a real sense, I feel the same way that you’ve just imagined yourself :: around a bunch of cave people who cannot even fathom this future that I speak of; this world of virtual organizations I call “The New Virtual Organization World” and the impact that it will have on them for hundreds, thousands, and millions of years.

Therefore, regardless of where on the totem pole we now stand, those who fail to understand this paradigm shift in the direction toward virtual organizations will be relegated to second-class or bottom-feeder status in The New Virtual Organization World.

The children who are born in The New Virtual Organization World will naturally fit in and take everything for granted because they can’t possibly imagine that, once upon a time, their ancestors were that primitive and savage, and lived in such a completely different world.

Necessity:: The Mother of The New Virtual Organization World

This world of virtual organizations is made possible by the constant and relentless bombardment of supernovas of innovation in technology and all the other sciences, and our need to make sense out of all this knowledge and technology in order to marshal and harness the resulting forces and apply them toward the betterment of all - not just for mankind but for all of creation. There is no “slow, pause, or rewind” button that we can push in order to control the flow of such technologies and information. 

Therein lies our dilemma: Today’s “extremely primitive” organizational structures are not designed to absorb and contend with these sorts of technological, philosophical, anthropological, cosmic and evolutionary challenges that we are being confronted with. 

The only logical thing to do that we are all left with is to develop the sort of mechanisms and structures which can allow us all to learn how to properly channel these technologies and information and deal with the resulting challenges in The New Virtual Organization World - which is what the Virtual Organization Management discipline :: by extension, the Virtual Organization Leadership Executive Training for each and every single human being starting at kindergarten level:: is all about. 

And by the way, when you really stop to think about it, “teaching every single human being starting at kindergarten level” is not such a radical idea after all although, once upon a time, that was considered a fantastical, fairy tale, impractical, or ludicrous idea. In fact, there are many places throughout the world today whereby elementary education from kindergarten level and up is neither mandatory, available, practical nor affordable. In quite a number of cases, such basic education is even forbidden.

Answers to Your Questions

So now that I have gotten the attention of that one half of one percent (.5%) of you who want to know more, let me answer the very first four (4) questions that I know each and every single one of you has in mind, which are:

Question # 1.   When I look all around me, all I see are tons of small and large buildings, skyscrapers, malls and shopping centers, and millions of people traveling by plane or driving on the freeways and roads going to work every day. I can’t really imagine this world of virtual organizations that you call “The New Virtual Organization World” coming around anytime soon, and what it will even look like. This all sounds so futuristic to me.

So why should I pay any serious or immediate attention to what you are talking about rather than wait to cross that bridge when we get there?

Question # 2.    In terms of what I am doing right now, this very second, how does this Virtual Organization Leadership Executive Training make a difference to me and my organization now?

Question # 3.     Let’s assume that you’ve been able to answer all my questions and convince me that this is the way to go, how will I be able to convince the powers-that-be (who are not so bright and innovative, after all) that this is the sort of investment that needs to be made now or else suffer the consequences? 

Question # 4.     When can we all expect The New Virtual Organization World to arrive?

You will notice that these four (4) questions could apply to any kind of innovation or game changing technology, product or service.  In fact, these were just about the same questions that I had when my brother Antonio first brought to me the idea of buying a PC for my business in 1981. 

So let me answer each and every one of these questions for you.

Answer to Question #1: So why should I pay any serious or immediate attention to what you are talking about rather than wait to cross that bridge when we get there?

My fertile imagination can come up with enough reasons to fill up the entire content of today’s Wikipedia. So, here is an answer that I think everyone can relate to:

Imagine that you’ve always lived on a planet where the sun shines 24 hours a day; and that’s the way it has always been as far as any human being has ever known. However, this one observant human being “with just too much time to kill on his hands” began to notice some very subtle changes in the planet’s atmosphere and weather patterns and, upon careful observation and deliberation, came to the conclusion that, sooner or later, the planet will begin to experience darkness during a significant period of the day.

Your choice is one of the following: 1) Disregard that information since it is so far-fetched that it strains credibility (99.50 - 99.99% of people would choose that option).  2)  Take that information with a grain of salt and put it on a “low priority” list of things to review and examine when time affords (.50 - .99% of people would choose that option).   3)  Take that information seriously, primarily because it strains credibility, and begin to take immediate steps to prepare for the coming period of darkness, whenever it comes into play (.01% of people would choose that option for the simple reason that they are NOT willing to take any chances and get caught unprepared - with their pants down, so to speak).

In the case of my brother Antonio’s advice that the PC was going to change things forever for small businesses like mine, nothing needs to be said. During the huge savings and loan crisis and economic meltdown which occurred during the late 80’s, I paid a huge and heavy price for not heeding his advice. I thought about him every day. 

That’s when I made the decision that I would never make such a stupid mistake again. I began to pursue innovation (technological or otherwise) with a vengeance and never looked back since. 

And when the World Wide Web and first popular graphical browser exploded onto the scene in February 1993, I drowned myself into learning how to build and offer websites to Southern Californians and the rest is, as we say, history.

So, the choice is yours! But Option #3 is really a no-brainer.

Answer to Question #2: How does this Virtual Organization Leadership Executive Training make a difference to me and my organization now? 

Besides making the decision to take the initiative to undergo the training, the small financial investment, and the minimal amount of time, effort and dedication it takes to complete the 90-day program, every single thing that you learn during the program on a minute by minute basis will instantly begin to make a difference in your life from both a personal and career standpoint - and for your organization in terms of your daily responsibilities and challenges. This is neither hype nor hyperbole. That’s a fact!

For example, to continue with the earlier PC analogy, had I taken Antonio’s advice, my learning how to use a PC would not have distracted or detracted me from my daily activities. The only thing it would have done would have been to make me much, much more efficient and productive starting from day one. The small investment of time and effort would have paid handsome dividends in no time at all and saved me a lot of time, money and effort down the road.

The same goes for the Virtual Organization Leadership Executive Training. This is 100% experiential training and NOT some make-believe type of work. You are dealing with real, live situations, issues and challenges that you will either encounter down the road after you complete the program OR may have already encountered in your own organization but did not quite understand why they were happening or know how to address and resolve them.

In many instances, the answer does not have to be rocket science. You just need to know what to do. Just think of Bill Gates deciding to just license the operating system to computer manufacturers worldwide. That sounds very simple, right? And yet, it was so revolutionary! Can you imagine what would have happened if Bill Gates had decided instead to build his own computers? This is only a rhetorical question, so don’t bother trying to answer it - but hopefully you get the point I am making.

Today, even I, the founder of the modern virtual organization management discipline, can look back at stupid, idiotic and nonsensical virtual organization management decisions that were made about 10-15 years ago that make me wonder, what in God’s name could have been going through my mind at that point in time?

And since the answers are so simple, why was I unable to see things as clearly as I can today? And yet, I come across hundreds to thousands of people that I see making the very same mistakes, sprouting the same nonsense or idiotic expressions, or unable to see things as clearly as I do now.
But this time around, I no longer ask why, for the simple reason that I already know why each and every single one of them will think, say and do the very same things, and repeat these same mistakes over and over. I can place bets all day long in Las Vegas about every single person’s performance at the very beginning of the Virtual Organization Leadership Executive Training program - AND WIN EACH AND EVERY SINGLE TIME. It’s easier than shooting fish in a barrel or having a crystal ball.

It doesn’t matter who you are or how smart you think you are. In fact, the smarter you think you are, the more likely you are to repeat these same mistakes and ignore every single opportunity to discover why things are not working out the way you intended. You will instead blame the poor results on others. You are most likely to believe in your own hype and your ego will get in the way. 

After all, you are some superstar with a long trail of business accomplishments in the brick and mortar world and you’ve been on the internet since the 1970’s, back in the days of CompuServe and BBS's when there was no such thing as the World Wide Web. You could also be some Internet Technology Expert or Guru; or some Internet Marketing Guru; or some Social Media Marketing Guru with hundreds of thousand or millions of group members on various social networks. Or you could be an online professor at a major university who has been teaching online for the past 15-20 years. You may have obtained a degree online over a 4-6 year period and received a number of excellence or achievement awards. 

Or, perhaps, you got a Ph.D. in this or that from an Ivy League university and you are some sort of internationally-recognized guru and innovation genius, etc. You’ve been featured on all the major news channels as some sort of “subject matter expert” and your advice is highly sought after by others.

Therefore, it becomes very difficult for you to imagine what exactly is it that could be so complicated or difficult about leading a virtual organization or working in a virtual organization environment. In fact, you most likely don’t even know the true definition of a “virtual organization.” (Don’t bother going to Google or Wikipedia to find out the definition of a virtual organization - it’s nothing but crap from people who think they know what a virtual organization is.) 

I’ve seen and observed organizations lose millions of dollars by making the mistake of hiring one of these so-called “virtual gurus.” 

In one specific case, I know of one organization who hired someone who literally cost them not only millions of dollars in cash down the drain, but also billions of dollars in terms of future opportunities. The parent company which was awash in cash at the time decided to just fold the venture, not really knowing why that venture turned out to be a money pit. But since I had an intimate knowledge of the players involved and was privy to their mindset and an avalanche of really stupid, idiotic moves, I knew full well why their efforts did not succeed. 

Had any single one of the two primary stakeholders who were in charge of that venture participated in this Virtual Organization Leadership Executive Training, if it were then available, that venture today would have been a household name all over the globe, in the same league as Linkedin or Facebook - instead of being just another casualty in the dustbin of startups history. 

Just imagine that - a small investment of $15,000 for a 90-Day Virtual Organization Leadership Executive Training for one executive could have saved the parent company millions of dollars in cash and helped generate billions of dollars in future revenues! 

And if your organization is a Forbes Global 2000 or other large enterprise (with a minimum of 25,000 employees worldwide), or a governmental entity, you can obtain an Internal Providers License from VOMI which allows you to schedule 1000 executives per year for the 90-Day Virtual Organization Leadership Executive Training at an effective price of $10,000 per executive (An annual savings of USD $5 Million per year). This offer expires on December 31, 2016

Do you want me to say more? I guess not, so let us now move on to my answer to question #3. 

Answer to Question #3:  How will I be able to convince the powers-that-be (who are not so bright and innovative, after all) that this is the sort of investment that needs to be made now or else suffer the consequences? 

We’ve all heard of the proverbial saying, you can lead a horse (or human) to the water but you can’t force him to drink it. The same thing applies in this case. Just share this article with them and let the chips fall where they may. I don’t expect you to lose your job over The New Virtual Organization World. As well, don’t forget to share this article with every single friend, colleague and associate that you can think of because one of them may have someone’s ear who could be very receptive to The New Virtual Organization World. 

May be it’s time for you to start talking to executives in other organizations and begin to probe their mindset by sharing this article with them and gauging their attitude and responses. When you find the right organization who is receptive to what you have to say and doesn’t need to be treated like a donkey being dragged kicking and screaming to The New Virtual Organization World, then you’ll know that you’ve found your place in the right company at the right time. 

Answer to Question #4: When can we all expect The New Virtual Organization World to arrive?

The New Virtual Organization World already exists. Its doors are wide open and just waiting for you to arrive. When you get there, is really all up to you and nobody else. It all starts with the Virtual Organization Leadership Executive Training. After that, the sky is the limit! 

Just think of Disneyland. Everything is there waiting for you to arrive. All you need to do is get in your car and drive there. Park your car and get your tickets. And let the fun begins! 

The only difference is that, once you get to The New Virtual Organization World, you don’t have to leave, you won’t want to leave, there is no going back, and it will forever be your new home.


new-vomi-virtual-organization-academy-logo.jpg



Prequel of this Article:  An Amazing Era for Virtual Organization Leadership Executive Training, Assessment and Certification


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com  :: or via CHAT.   Go to VOMI Licensing for more information.


Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. VOMI Virtual Organization Academy. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Wednesday, August 3, 2016

Change in Focus of VOMI Executive-In-Residence Program


Effective September 1, 2016 until further notice, VOMI will temporarily suspend sending out invitations to executives for our VOMI Executive-In-Residence  BY INVITATION ONLY program.

VOMI will instead focus on Sponsored Executives  who are able to participate  on a full-time basis during the duration of their stay in the program.

Click here for more info.

Tuesday, August 2, 2016

How Can You Tell In Advance That a Promotion Will Go Viral?



How can you tell in advance that a promotion will go viral?

A movie studio comes out with a new "low budget" movie and makes a fortune - blows out all "box office" expectations.  Another studio comes out with a "big budget" movie and "loses" a fortune - a big box office flop.

In this day and age, with all the AI (artificial intelligence) tools we have at our disposal and all the "marketing and promotion" knowledge we have accumulated over the past decades, have we now reached the stage where we can know "in advance" whether a particular promotion will go "viral" or "flop"? If so, would you want to have this sort of knowledge and capability?

Although this may sound like a rhetorical question, it is NOT. I am really interested in your feedback on the "implications" of having such knowledge and capability for the digital marketing industry.

Would there be any more need for digital marketers? Would that become the sort of "closely guarded secret" technology that only a privileged few could have access to? Would that be the equivalent of having Colonel Sanders' recipe for his "Kentucky Fried Chicken" or "Coca-Cola's formula"?

Is that the sort of knowledge that would require the government to intervene "in order to level the playing field"?

Are there any ethical and moral dilemmas associated with having access to such technology? In what instances or under what circumstances would it NOT be appropriate to use such "digital marketing and promotion" technology?

Could politicians or candidates for political office use such technology in order to promote a particular agenda or gain political office?

Is there something else that I am missing here in terms of potential implications?

What do you think? While we are on the subject of "going viral," please share this article with your friends, colleagues and social network so we can all benefit from each other's input.



About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, Virtual Organization Recruiter and VOMI Executive-In-Residence :: and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Sunday, July 31, 2016

Appointment of Bahritu Wodajo as Distinguished Global Ambassador, Ethiopia







I am very pleased to announce the appointment of Ms. Bahritu Wodajo as Distinguished Global Ambassador, Ethiopia  on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board. 


Ms. Bahritu Wodajo, a native and resident of Ethiopia, is the Deputy Director, Program Operations at Menschen für Menschen, a philanthropic and humanitarian organization; has over 15 years of diversified professional experience, including 10+ years of extensive experience in making a substantial difference in the lives of ordinary Ethiopians, traveling throughout the rural villages and meeting with them directly.  

Although VOMI is worlds away from where the rural villagers are today in terms of distance, their daily lives and realities, and what they believe that the future holds for them, Bahritu's direct exposure to them throughout Ethiopia makes her uniquely qualified to represent them and to promote VOMI's vision of what the "REAL FUTURE" holds not only for them but also, one day, for their own children, grandchildren, and the rest of their progeny.


Bahritu holds an MBA in Business Administration from United States International University; and a Bachelor of Science in Statistics from Addis Ababa University. 

Wednesday, July 20, 2016

Appointment of Vima Boomah Dhaliah-Utchanah as VOMI Executive-In-Residence



by Pierre Coupet

I am very pleased to announce the appointment of Vima Boomah Dhaliah-Utchanah as a VOMI Executive-In-Residence. 

She is also a   Distinguished Global Ambassador, Mauritius on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board.

As well, she is a renowned Expert English-French Translator with a global clientele spanning all fields and industries and can be reached via Linkedin.

Ms. Dhaliah-Utchanah, a native and resident of Mauritius, has  over 30 years of diversified professional experience in the financial services industry and quasi-governmental institutions.

She was among the first qualified Stockbrokers in Mauritius and was actively involved in the setting up of the Mauritius Stock Exchange in 1989. She joined the State Investment Corporation in 1988 as Investment Executive and was the Group Investment Coordination Manager until July 2015. Vima has also been a Non-Executive Director on the board of several companies where the Group has invested including the Mauritius Freeport Development Company Ltd and State Insurance Company of Mauritius Ltd. She is also a Professional Member (MBCS) of BCS, The Chartered Institute for IT, UK and a Fellow of the Mauritius Institute of Directors (MIoD).

Vima is currently in the dissertation phase for a Doctorate in Business Administration at the University of Liverpool. She holds a Master of Science in Information Technology (MSc IT) from the University of Liverpool; a Postgraduate Diploma in International Commercial Law from the University of Northumbria;  and  a Masters in Business Administration (MBA).  She speaks and writes English and French fluently.




An Amazing Era for Virtual Organization Leadership Executive Training, Assessment and Certification



by Pierre Coupet


I don't believe in Bad News.  Instead, there is News, Good News and Great News -  So, let me define them one at a time:   

News.  News is any sort of information that I need to process.   That's just part of living and something we can't escape from.    And if it happens to be information that negatively affects me directly or indirectly, then I have no other choice but to muster up the courage, strength and fortitude to deal with it.    In that sense, I mentally prepare myself to deal with life's adversities at any moment's notice whenever it decides to make a grand entrance.    No time for self-pity or life examination.  

Good News.   Good News is any sort of information that puts a bright smile on my face.    

Great News.  Great News is any information that makes me smile from ear to ear and causes me to jump up and down.    And while we're on that subject, let me start with the great news that I have for you if you are a Forbes Global 2000 or other large global enterprise.

Great News for Forbes Global 2000 and Other Large Enterprises    


The Internal Providers License Fee for our Virtual Organization Leadership Executive Training, Assessment, and Certification solution offered to  Forbes Global 2000 and other large enterprises will remain at today's annual rate (USD $5 MM) for all  organizations who purchase their license by no later than August 31, 2016.   

As well, the current annual rate comes with an Automatic Yearly Renewal ::AND:: a 10-Year No-Price-Increase Guarantee.        

(Please note that beginning September 1, 2016, the annual license fee will increase to USD $10 MM.)

Therefore, NOW is an AMAZING TIME for your organization to take advantage of our Virtual Organization Leadership Executive Training, Assessment, and Certification solution for your executives worldwide.   

Your organization not only Saves $10 MM each year from our regular retail pricing (of $15 MM for 1000 executives per year) but also gets Price Protection for The Next 10 Years.    

That's our way of saying Thank You for starting with us during our humble beginnings - a time when we both needed each other the most.


Good News for Forbes Global 2000 and Other Large Enterprises    


Well, just in case you miss the August 31, 2016 deadline date,  we still have some good news for your organization.   Although the new annual license fee for our Virtual Organization Leadership Executive Training, Assessment, and Certification solution will increase to USD $10 MM,   this annual rate will remain available to all organizations who purchase their license by no later than December 31, 2016.  

As well,  this new annual rate comes with an Automatic Yearly Renewal ::AND:: a 5-Year  No-Price-Increase Guarantee.  

This means that your organization not only Saves $5 MM each year from our regular retail pricing but you also get Price Protection for The Next 5 Years

Again, that's our way of saying Thank You for sharing our vision and for being one of the first to embrace this world of virtual organizations we call  "The New Virtual Organization World."


News for Forbes Global 2000 and Other Large Enterprises    


The End of an Amazing Era.   Well, just in case you miss the December 31, 2016 deadline date, here is the news that I have for you and your organization.  Effective January 1, 2017, VOMI will no longer offer a license for the Virtual Organization Leadership Executive Training, Assessment, and Certification solution.  

However, that being said, your organization will still be able to purchase the Virtual Organization Leadership Executive Training, Assessment, and Certification solution directly offered by our business partner Virtual Organization Recruiter at their current retail price of USD $15,000 per executive instead of our current effective licensing price of  $5,000 per executive (or $10,000 per executive after August 31, 2016)


Why We Are Discontinuing the Licensing Solution


We are discontinuing the Licensing solution for this reason only:   VOMI has launched quite a number of New and Major Virtual Organization Initiatives this year which are focused on the actual development of the infrastructure of  The New Virtual Organization World :: and which require our full and undivided attention.  

These major initiatives include, however are not limited to, the following:  The League of Extraordinary Virtual Organization Executives :: The New Virtual Organization World Consortium  ::  Virtual Residential Community Consortium :: and Virtual Campus Dormitory Consortium.  

Therefore, it's time for us to move on!

As well,  since the Virtual Organization Leadership Executive Training, Assessment, and Certification solution is currently being offered by our business partner Virtual Organization Recruiter :: this means that organizations who are genuinely interested in this solution after December 31, 2016 will continue to have access to it - albeit at Virtual Organization Recruiter's current retail price of $15,000 per executive.

So if your organization has been sitting on the fence or postponing making a decision, NOW IS YOUR TIME TO ACT because your window of opportunity is closing up real fast.




Sequel to this Article:  Making the Case for Virtual Organization Leadership .... for Everyone


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

   

Thursday, June 30, 2016

A Positive Message to Our Friend and Plasma Technology Mentor Mehran T. Keshe



Truth can be very inconvenient and, sometimes, it hurts a great deal.    For those of you who were looking for a Messiah, a perfect being born of this world who came out unscathed and unaffected by all the greed and evil which surround us all from the time of birth, and saw the plasma technology being taught by Mr. Mehran T. Keshe strictly as an added bonus gift to mankind, I am sure that the information disclosed during today's 120th Knowledge Seekers Workshop session was, at the very least, a cause for deep reflection.

A Sigh of Relief

But for those of us who understand the way the "real world" works; the greater message that Mehran is sending out to us all; what he truly seeks to accomplish with the teaching of the plasma technology; and, most importantly, WHY he chose to reveal his life's story, "warts and all," during today's session prior to moving ahead toward the final realization of his dream--and I can count myself among that group of people--today's session was not only A Real Sigh of Relief but also a Total and Unconditional Affirmation and Confirmation of Mehran's Commitment to everything that he represents: his dream, vision, mission, the sum total of his efforts and achievements to date, and everything else that he stands for.

Free at Last

What this means is that, effective today's date, THE SHACKLES ARE COMPLETELY OFF.   And now, more than ever, Mehran is free to pursue his dream and vision to LIBERATE US ALL from our own shackles.  The release of this information means that he can no longer be compromised or controlled in any way, shape or form.  Not by the British, US, Iranian, Israeli, Belgian, German or any other government in the world.

By admitting that he did, at one point throughout his career,  dance with the Devil (that's my definition of every single government and so-called intelligence agency in the world), but never slept with them, he has confirmed my original suspicions and answered many questions I had in the back of my mind.

This means that I no longer have to proceed with the sort of "healthy" caution I previously had, although it is never wise to just "throw all caution to the wind."  I was concerned that he would eventually succumb to temptation and sell out under tremendous pressure if he ever got an offer from "The Don" that he couldn't refuse;  and that,  all of us would, in the end,  be left holding a 30% completed product with no blueprint on how to finish building it.

(Because if he did sleep with the Devil, there is no way he would be alive today; his technology would have been stolen or "bought and paid for" a long time ago; and NO ONE in industry or government would have any current interest in him or even bother to mention his name.)

But I am also aware that, contrary to the glee, excitement and euphoria that Mehran's detractors must be experiencing right now (sensing that he has just dealt himself and suffered a major, unrecoverable blow to his credibility and reputation), today's revelation, in fact, does just the opposite.

It now frees him completely from his detractors, whomever and whoever they happen to be, and wherever they are located  ::  which now gives me an excellent opportunity to segue into my recommendation to our friend and plasma technology mentor, Mehran.

In Conclusion

In conclusion, Mehran, it's now time for you to stop paying attention to what your detractors are saying about you.  It's obvious that their comments, efforts and activities are somewhat hurtful (and, in many cases, very deadly);  and, being human, it's extremely difficult for you to just ignore them altogether and not fight back or try to validate yourself.  

However, that being said, you've now reached a point where this is no longer necessary.   We NOW KNOW who these people are, what they are about, and just about everything that they've been up to all these years.  The likelihood that these monsters will turn their lives around and, one day, try to do something good for humanity is almost nil to none.  Thus, there is nothing new and useful that you can add to the discussion.

Therefore, it's now high time for you to stop sharing your global platform with these soulless monsters, imbeciles and morons.   You no longer need to either allude to or mention their names, their activities, etc.   Because every single time that you do, although I am quite sure you don't realize that, it's a big turn-off.  It's as if you had just made a delicious drink for us, and then sprinkled some rat poison in it.  That is how bad it sounds to some of us.

So stop trying to validate yourself, your integrity, your knowledge and your technology which the rest of us around the world are now validating.  You have nothing more to prove to anyone and you certainly should not have to do so.

Instead, it should be just the opposite:  It is the world which has to prove to you whether or not we are truly worthy and deserving of all your efforts, trials and tribulations on our behalf.   For many of us, the answer is "NO."  But for "Idealistic Fools" like you and I, as well as a small number of others like us, the answer is an unequivocal "YES."

Therefore, from hereon, let us stay on a positive path and just let your work speak for itself and Fork Them All!



About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Saturday, June 25, 2016

Why Recruiters Should Partner With Virtual Organization Recruiters






Before I begin to give you the reasons why Recruiters (i.e.,  Third-Party Recruiters, Executive Recruiters,  Executive Search Consultants, Independent Recruiters)  should partner with Virtual Organization Recruiters, let's analyze the difference between Virtual Recruiters and Virtual Organization Recruiters.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for "brick and mortar" positions.

Whereas, Virtual Recruiters try to be a Jack of All Trades and Wear Too Many Hats by attempting to conduct searches for both "brick and mortar" and "virtual or virtual organization" positions.   They automatically (but wrongly) assume that,  since they are now working in a virtual environment, this means they are automatically qualified to also assess candidates who will be working for their Client partly or mostly in a virtual environment.     A very dangerous assumption, I might add!    

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas, a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do,  the Cowboy makes his own rules, whereas, the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas, the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates (if you were conducting a retained search for one of your clients).   You or your client  wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You or your client would pay for the assessment at the time the order is placed before the assessment can be made.

Of course, if you are a Third-Party Recruiter working on a contingency basis, this is the sort of activity that is carried out directly by your Client.   Nonetheless, the point being,  certain recruitment activities must be paid for in advance.

It's Now Time to Give You the  Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why Recruiters should partner with Virtual Organization Recruiters:

No Competition or Conflict of Interest.     Now that you have a clear understanding of the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered)  it's obvious to you that the Virtual Organization Recruiter has absolutely no interest in working under the terms and conditions that both you, the Recruiter,  and the Client Company are accustomed to.   Therefore, the Virtual Organization Recruiter does not represent a threat to your business or livelihood, or you personally if you happen to be an Independent Recruiter.

Allows You to Shift the Burden of Expectation and Be Compensated in Advance.    When a current or potential Client Company gives you a job order, they automatically (but wrongly) assume that since the Recruiter is a Recruiting Wizard with tons of years of experience,  then that firm or Independent Recruiter is automatically qualified to assess candidates who will be working for the Client partly or mostly in a virtual environment.

And if you are a Recruiter working on a contingency basis, these Clients naturally expect the Recruiter to conduct such Virtual Candidate Assessment under their existing terms and conditions - in other words, FREE OF CHARGE, on a contingency basis.

But when you partner with a Virtual Organization Recruiter, instead of trying to be a Jack of All Trades and Wearing a Lot of Hats, all you need to do is just shift the burden of expectation by letting your Clients know in advance that the assessment of Virtual Candidates requires a certain amount of specialization and that you have partnered with a Virtual Organization Recruiter in order to provide such services to them.

Since the Virtual Organization Recruiter requires upfront payment for each individual candidate assessment, then you, the Virtual Recruiter, will also automatically be compensated in advance by your Virtual Organization Recruiter business partner for these virtual candidate assessment services (that you yourself did NOT provide) regardless as to whether or not a placement has been made.

As well, if your organization is successful at making the placement, you also get to receive your contingency placement fee.

And if you are an Executive Recruiter working on a retainer basis, then the Client will appreciate the fact that you understand the difference between conducting a search for brick and mortar personnel vs. virtual or virtual organization personnel and will be more than pleased to pay directly for the Virtual Candidate Assessment (as they would for any other assessment).    

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.    Eventually, every single stakeholder in your Client's organization--from Human Resources Personnel to Hiring Managers--will come to rely on you, their Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or virtual organization environment - regardless of the number of other Recruitment or Executive Search Firms that they are currently dealing with for their recruitment and other talent acquisition needs.
 
Allows You to Gradually Shift Your Organization to the  Advance Payment for Services Business Model.   Moreover, as time goes by and more and more companies begin to hire more Virtual Personnel, the ratio of  your revenues from "Virtual Candidate Assessment Services" will gradually begin to shift (by as much as 180 degrees).    For example, if you are a Recruiter working strictly on a Contingency basis, your partnership with the Virtual Organization Recruiter could cause the source of your revenues to shift over a period of time to  80% of revenues from Advance Payment and 20% from Contingency Placement.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition. 

No Additional Effort Is Required On Your Part :: You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  The Virtual Organization Recruiter will handle it all.   All you need to do is to let your clients know that you have partnered with a Virtual Organization Recruiter to provide them with this valuable service.

It's a No-Brainer ::  You already have the Clients, and  hiring Virtual Personnel is NOT a new concept that you have to shove down their throat.  In fact, they are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are now doing is "providing them with a Reliable and Effective Solution."

It's Also a Win-Win Proposition :: If your firm works on a Contingency basis, you no longer need to (try to) provide FREE Virtual Candidate Assessment services.   You can now receive Advance Payment for all virtual candidate assessment services (regardless as to whether or not you are able to fill the position) and still have an opportunity to fill the position on a contingency basis (in accordance with your standard employment agency or recruitment terms).    That way, everybody wins:  The Recruiter, The Client,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline,  there is no need for you to try to pass yourself off as a Jack of All Trades and Expert in the Recruitment of  Virtual Personnel.

You can now stay focused on what you do best:  Recruitment of  Brick and Mortar Personnel (on a contingency or retainer basis) and let your Virtual Organization Recruiter business partner do the rest (and get paid in advance).  

The bottom line is this:  Virtual Organization Recruiters do NOT compete with Recruiters since they have a different mission.  Instead "Virtual Organization Recruiters" complement "Recruiters" and help them prosper.

I hope that helps a great deal!


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Friday, June 24, 2016

Why Corporate Recruiters Should Partner With Virtual Organization Recruiters




Before I begin to give you the reasons why Corporate Recruiters should partner with Virtual Organization Recruiters, let's analyze the difference between Virtual Recruiters and Virtual Organization Recruiters.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a completely virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for "brick and mortar" positions.  Therefore, there is no conflict of interest and you can continue your existing relationship with your current Virtual Recruiter or Recruitment Firm.

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas, a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do,  the Cowboy makes his own rules, whereas, the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas, the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates.   You wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You would pay for the assessment at the time the order is placed before the assessment can be made.

Whereas,  Virtual Recruiters will expend a tremendous amount of energy trying to be a Jack of All Trades, and Wear a Lot of Hats.    The truth is:   Just because they work in a virtual environment, many of them truly and honestly believe that this qualifies them to be able to conduct a search for--as well as properly assess--personnel who will be working in a Virtual or Virtual Organization environment.

That's because very few Virtual Recruiters are aware of, or exposed, to the virtual organization recruitment discipline and they just don't know any better.  The same goes for Corporate Recruiters. Therefore, this sort of situation creates an ideal breeding ground for The Blind Leading the Blind or In the Land of the Blind, the One-Eyed Man Is King.  

And Being a Corporate Recruiter, this is an extremely dangerous situation for you to be in.   You want to make sure that you assign a job order to a qualified recruiter who understands what's at stake. You do NOT want a recruiter using "brick and mortar" recruitment  practices in order to recruit personnel who will be working in a virtual or virtual organization environment.

Time to Give You the  Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why Corporate Recruiters should partner with Virtual Organization Recruiters:

No Change or Interference With Existing Relationships.     Now that you have a clear understanding of the Role of a Virtual Organization Recruiter and the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered)  it's obvious to you that the Virtual Organization Recruiter has absolutely no interest in trying to interfere with any existing relationships you may have with Virtual Recruiters and "brick and mortar" Recruitment Firms.

In other words, if you're happy with the Virtual Recruiters and brick and mortar Recruitment Firms you are now dealing with, you not only can but should also keep using them.   The work that they do has absolutely nothing to do with the work that  Virtual Organization Recruiters do.

No More "The Blind Leading the Blind" or "In the Land of the Blind, the One-Eyed Man Is King."   Knowledge is Power.   It's always refreshing and reassuring when you have the right tools to use for the right solutions.

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.    Eventually, every single stakeholder in your organization--from other Human Resources Personnel to Hiring Managers--will come to rely on you, the Corporate Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or virtual organization environment.    No more using "brick and mortar recruitment practices" for personnel who will be working in  a virtual environment.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition.    No Additional Effort Is Required On Your Part.   You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  The Virtual Organization Recruiter will handle it all for you.  Just go online and place your order and everything else is plug-and-play.    It's a No-Brainer.  Hiring Virtual personnel is NOT a new concept that you have to shove down anybody's throat.  In fact, you are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are now doing is "providing your Hiring Managers  with a Reliable and Effective Solution."  It's Also a Win-Win Proposition.  You are no longer in the dark or have anxieties about what to do when your organization has a need for virtual personnel.   Your Hiring Managers are no longer sitting on pins and needles and now have peace of mind.   And your Virtual Organization Recruiter has one more happy client.  That way, everybody wins:  The Corporate Recruiter, The Hiring Manager,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline,  there is no need for you to continue to wander down in The Valley of the Blind.  As well, you no longer have to deal with Virtual Recruiters passing themselves off  as Jack of All Trades and Expert in the Recruitment of  Virtual Personnel - You know better!  You can now use the right tools for the right solutions.

The bottom line is this:  Virtual Organization Recruiters complement Corporate Recruiters and help their organization prosper.

I hope that helps a great deal!


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.