Outlook Web Access (OWA) is a webmail service of Microsoft Exchange Server 5.0 and later, originally called Exchange Web Connect (EWC). The web interface of Outlook Web Access resembles the interface in Microsoft Outlook. Outlook Web Access comes as a part of Microsoft Exchange Server 2007 and previous versions of Exchange.

I interviewed my friend and colleague Paul Rummell today about his views on Software as a Service (SaaS). We are going to be doing a social networking project on SaaS over the holiday break and beyond.  A group of our clients are SaaS providers.

To walk-the-talk, as it were, we have signed up with 123Together for their Outlook Web Access. They also offer Exchange, SharePoint and Titan. 

I'll report from time to time on this initiative. Our main use of 123Together’s Outlook Web Access right now, is to enable our team who are located all over the place, to have a common email set-up. I am going to use the system to have a separate email to my Blackberry. I also do not want to have to drag my laptop around, something I had to do while on a recent trip to Chicago. 

A survey by Coremetrics called 'Face of the New Marketer', US marketing professionals spend 7.8 percent of their online marketing efforts on social media campaigns in Q3 2007.



More investment in social networking campaigns is projected in social media campaigns in '08.  Web 2.0 focused PR agencies, like What If What Next are projected to lead this growth because of core expertise in: 

1) Producing content, which can drive the conversation and assessing news value, which will also be relevant in new media.

2) Assessing news value, which will also be relevant in new media.

3) Understanding of SaaS and social media.

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Our technology clients are constantly seeking Web2.0 PR strategies and tools to directly support their companies’ business development efforts, especially when it comes to new product or market initiatives. We offer a 30 minute webinar that explains our services and how we can help your organization to succeed. You are guaranteed to walk away with some new ideas. Call me at 416-638-8582 or email me at holiver@whatifwhatnext.com to set a time.

In the meantime, check out this second piece on Business Development.  Drop by again if you are interested - more content will be posted in this topic weekly through the month of November.

Expected Value-Based Leadership Competencies for Business Development

Create the Future. Help to shape and realize the company’s global vision and strategy through exercising seasoned judgment, utilizing knowledge of market trends and competitive data, and developing strategies to differentiate their business units from the competition. Listen to and understand all customers, and translate the customers’ voice into business improvements.

Deliver Results. Display visionary thinking to drive change and identify business opportunities. Organize, prioritize and plan resources to translate broad strategies into specific objectives, metrics and action plan. Employ financial acumen to use corporate assets to increase long-term stakeholder value and drive for results.

Build Through Teamwork. Foster a collaborative environment by recognizing and promoting the contributions of teams. Anticipate and create an environment where conflict is used constructively to generate novel solutions. Build organizational relationships and foster a culture that makes people feel valued and leverages the diversity of the workforce.

Lead with Character. Create an open environment for honest communication. Project self-assurance and confidence to make difficult or unpopular decisions when necessary, demonstrating adaptability and composure. Foster an environment where company success is more important than individual rewards while optimizing self-development and maintaining high ethical standards and a strong moral compass.

Inspire Commitment. Inspire a passion for the organization’s vision, values, purpose and direction by helping others to envision a greater sense of what is possible. Instill energy and optimism to reinforce an environment where performance excellence is rewarded. Delegate responsibility with clear expectations. Deliver clear, concise, accurate, articulate and persuasive messages. Develop superior organizational talent pools through succession planning, the assurance of effective processes to evaluate people’s capabilities and performance and using the results to make placement and reward decisions. Provide insightful feedback, motivation and guidance to foster shared learning across organizational boundaries.