access your social business maturity level

THUNDERZONE VENTURES social objective

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________________________________________________________________________________________________________________ 21 Mikinon Str – 4045 Limassol CY - +357 97 76 78 88 [email protected]


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Company Profile. Thunderzone Ventures is a social business internet enterprise designed to address

customers social objective.

Is a social computing aggregator for social media syndication management and social process outsourcing company, specialising in the creation, implementation and updating YOUr Social Media Conversation Brand Awarenees .

Thunderzone Ventures offer is aimed at fostering the success of its customers through the introduction of innovation along the whole economic digital chain. Given its knowledge of specific solutions and due to a consolidated experience, Thunderzone Ventures addresses the main core issues of the various industrial sectors.

Thunderzone Ventures offer covers four areas of competence:

Processes: for Thunderzone Ventures the understanding and the use of

technologies means introducing a new enabler for processes, as a result of

in-‐depth knowledge of the market and of the specific industrial

implementation contexts;

Applications: in Thunderzone Ventures the design and implementation of

solutions are aimed at meeting the needs of the core business of customers;

Technologies: in Thunderzone Ventures the use of innovative technologies is

optimised to implement solutions to ensure customers benefit from

maximum operational efficiency and flexibility.

Research & Development: Thunderzone Ventures is the incubator of

newlifes.com: Social Semantic Search Engine competition designed under

federal architecture of symbolism based competitivness.

Within the four areas Thunderzone Ventures offers:

1. Strategic Consulting, communications and process for technology;

2. Systems Integration, a combination of business consulting with high value-‐

added and innovative Technology Solutions to harness the potential of

technology;

3. Targeted training for board member and top manager in Social Business

Field.


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Executive Summary. While leaders are aware of the reality and growing importance of globalization, few are “very prepared”

Globalization is real. Business over the next 3-‐5 years, especially in the areas of foreign customers which are expected to represent 40.5% of revenues, foreign suppliers 37.5%, and partners 35.2%, respectively. Yet despite this anticipated growth of foreign business, only a

third of companies surveyed feel “very prepared.”

As a major force in the global economy, you needs to address the underlying leadership challenges that led to the recent crises

We attribute the recent financial crisis to greed along with short-‐term thinking and mismanagement.

We, executives, believe that the companies top three underlying leadership challenges are:

1) Management: getting leaders to take responsibility for their actions and rebuild trust and credibility; 2) Structure: balancing the role of managment and 3) Global Competition: preparing for a changing world and understanding the global shift.

In this context, business leaders are struggling to address their strategic and people

priorities

The top strategic priorities for companies over the next 3-‐5 years are profitable growth, global expansion, enhanced products & technology, and leadership & succession. Companies are currently attempting to address these strategic priorities by focusing on the following

three areas:

Strategic planning: Many leaders are focused on doing a better job managing and monitoring progress against strategic objectives yet also recognize there are gaps between what is being done and what is required.

Recruitment, training, & retention of the right people: Companies continue to focus on hiring the “right people for the right spots” and are trying to identify leaders who understand how to manage globally.

Marketing & business development: Leaders are constantly focused on driving revenue by developing sales teams, revamping structures, and looking at new customer bases especially globally.


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Many of the strategic priorities are directly linked to the people priorities that executives face including: finding the right talent, developing succession plans, leading the transformation of an organization to be more global, and simply keeping businesses running

smoothly during this difficult economy.

Leaders must look beyond traditional people strategies to address new challenges

Many executives are currently focused on traditional strategies for developing people such as training and development; increasing empowerment and accountability; improving communication; ensuring right systems and processes; and recruiting the right talent

upfront. While these people strategies have worked well in the past, experience indicate the need for new approaches given the current state of globalization for many companies.

A new set of priorities emerged, Executives should be prepared to meet the top 5 people strategies that they consider to be “critical to success”: 1) Enhancing ability to adapt to

change, 2) Hiring the right managers and leaders, 3) Creating or reenergizing a culture of innovation and creativity within the organization, 4) Developing leaders, and 5) CEO succession.

Given new priorities that have emerged, leaders recognize gaps between what is needed

and their current strategic and people initiatives. Significant changes such as an increasingly interconnected global economy, greater global competition, and the shift of power require leaders and companies to quickly adapt to constant change. Leaders need to create cultures

of innovation and creativity within their organizations in order to stay relevant. A new model of global leadership is required.

To address the most critical gaps between current approaches and what is actually required today, Thunderzone Ventures proposes a new model of global leadership – a

model based on “human,” creative and adaptive leadership

“Human” leadership starts with getting back to the basics of human needs, and understanding the human motivations that impact organizations. These human needs should govern how we hire, how we develop people and how we create the corporate culture we desire.

“Creative leadership” provides space for having fun, exploring new ideas, brainstorming, taking risks, and even making mistakes. Creativity flourishes in environments that celebrate diversity and encourage employees to think freely and work within their unique gifts and strengths. Each individual has creativity that is waiting to be unleashed.

“Adaptable leadership” is about the ability to adjust to constant change. Adaptable companies are focused and clear about how to reach their goals, willing to take risks, respond quickly when things don’t go as expected, and have effective systems in place that allow them to be fast and innovative.


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How to achieve desired objectives Given this proposed new model of leadership, Thunderzone Ventures recommends a five-‐

stage process to tangibly improve results in global leadership:

“Dream“ Have a clear vision around who you want to be; “Discover“ Assess what is required within your company to compete globally and identify any gaps in your strategy; “Design“ Identify what you need to turn your vision into reality; “Prototype“ Test ideas and potential solutions quickly; “Create“ Invest in resources and tools to institutionalize solutions that further develop global capabilities purposefully, in ways that are aligned to your strategy;

What are your dreams for your organization? How prepared are you to meet the

challenges? What choices will you make today to be a “human, creative, adaptable”

leader and guide your organization to global leadership?

What are the real costs of not acting now for you and your organization?

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