Learning Lesson from Cinderella

When you reach a certain point in your life, you understand and believe for a fact that ‘Leaders are learners’. And in every situation you’re in, you’re always learning; That is the trait of a leader. Today, I watched the new movie Cinderella with my family and one key take-away learning was Cinderella kept saying, “Have courage and be kind”, as Cinderella’s mother told her this before she passed away in the beginning of the movie.

I completely agree with the simple saying (“Have courage and be kind”) as it will take you very far in life. I’m a witness and believer of this saying as I also value this statement. So again, have the courage to make the hard the decisions, be brave in innovating and make a difference in people’s lives. Remember to always be kind to people no matter what happens. Genuine kindness always has a positive impact towards people’s lives. You will always be remembered.

“Have courage and be kind.”


Developing Your Employees

I believe that one of the most important factors for your business to grow is to develop and grow your employees. One of the ways to help develop and grow your employees is through online learning. Through online learning, employees can focus on learning anytime they like without bothering their productive work time. Within the learning process, employees learn best when objectives are clearly informed beforehand and the expected learning outcomes are mentioned.

Here below is a list of ten objectives of what online learning can do for your employee’s growth and in the end will help flourish your business.

1. To improve knowledge, feed new insights, share latest concepts and add skills of employees to obtain maximum individual development in order to achieve organization goals.

2. To broaden the minds of employees.

3. To provide employees job satisfaction as learning enables employees to use their current knowledge and abilities to maximize the job with the opportunity to gain financial benefits from enhanced productivity.

4. To increase productivity of employee performance within their current tasks and assignments.

5. Enables employees to stay updated with what is going on in the current world to create continued relevance.

6. Prevents employees from being obsolete.

7. Improve employee quality to limit operational mistakes.

8. Personal growth creates employees to be more of an impact to the organization.

9. Easier to adapt to change for filling-in needed vacancies.

10. To create a positive company culture of a learning organization while promoting social interaction amongst employees.

What people want & why they stay

What people want in a job
1. Responsibility
2. Recognition
3. My colleagues
4. The pay
5. Making a difference
6. Achievement
7. The job itself
8. Learning new things
9. Being challenged
10. The work environment

Why people stay at their current job
1. I have a good relationship with my colleagues
2. I enjoy the job role
3. I have a good relationship with my boss
4. I don’t have another job to go to
5. The commute is manageable
6. The pay
7. I have a good relationship with my clients
8. I feel I have the chance to develop my career
9. I’m good at the job
10. I am not under much stress

My Founder Institute Experience



Towards the end of 2013, I was accepted to the Founder Institute Winter 2013 Jakarta Semester program. To begin the program, we had 43 Founders which were accepted into the winter semester from 200+ applicants with only 9 remaining Founders to graduate; including myself as one of the Founders. The Founder Institute is a 4-month training program and idea incubation which started out in Silicon Valley, USA, where Founders are taught to develop their own business. To graduate, Founders must go through a rigorous process of completing assignments, pitching to mentors with passing scores while incorporating a company to establish a viable business .

What is the Founder Institute (www.fi.co)?

Taken directly from the Founder Institute website; The Founder Institute is the world’s largest entrepreneur training and startup launch program, helping aspiring founders across the globe build enduring technology companies. Based in Silicon Valley and with chapters across 35 countries, the Founder Institute has helped launch over 1,017 companies in 4.5 years. The company’s mission is to “Globalize Silicon Valley” and build sustainable startup ecosystems that will create one million new jobs worldwide.

After Graduating in the Jakarta Winter 2013 Semester, there a five important things that I learned in the program.

The five things are:

1. I learned the process on how to a establish a new business and incorporating a company. The steps and hands-on experiences lets me understand the main processes on how to effectively take an idea into creating a legal company. This is very important to understand when you start your own business.

2. By making it mandatory for Founders to pitch weekly to mentors lets me learn about mental toughness when others tell you that your idea sucks and will not work. Doing the load of assignments within a strict limited time-frame also allowed me to understand about some aspects of a startup-entrepreneur such as meeting deadlines and being laser focused to complete tasks. Also, failing and redo-ing many things from scratch while continuously going back to the drawing board to improve what we have done taught me the importance of resilience and perseverance.

3. I also learned that if we focus on small wins, this will lead us to progress forward to reach our goals. Many times we often only look at the big picture but forget about the steps to get there by focusing on accomplishing the little things first. This is key in starting your own business by completing the small steps or small wins to gradually move forward.

4. I learned that when you face any given situation with a closed mind, you tend to not listen and shut down your opportunities by not hearing what others have to say. Learning to listen, sorting out clutter and prioritizing was a key learning point for me. Throughout the program you will have lots of feedback and one of the key things is to choose feedback you want to use and prioritize your time on progressing forward.

5. I also learned that we should look at our ideas through the challenges aspect and all the things that can make our idea fail for us to learn about how to make it succeed. This is hard for a lot of Founders because they don’t want to be told of the challenges and no one wants to hear that their ideas really suck.

6. Lastly, the importance of the Mentor/Advisor was key in my learning process. I learned that to have a useful and helpful Mentor/Advisor can leverage you to learn things faster. Your Mentor/Advisor should not slow you down; these are signs that you need to find a new Mentor/Advisor. I learned that many successful entrepreneurs had great Mentors/Advisors that will not only tell them good things but will challenge your assumptions because they want you to succeed. I also learned from one of our Mentors, (Adrian Li, CEO of Qraved) that your Mentors/Advisors should be N.I.C.E :

N etwork (relevant Network)
I nvestment (open to Invest)
C redibility (Credibility)
E xperience (have Experiences)

In conclusion, I highly recommend for anyone to apply to the Founder Institute as you will learn something new despite of your current expertise and experiences. I came in into the program as an experienced corporate Manager with an MBA and learned many new things how to start my own business that I would’ve never learned on my own. I accomplished exactly what I wanted to accomplish since the beginning of the orientation assignment of the Founder Institute. Thanks for your time reading this post. Good luck!

“Live your life and learn everyday.”


Sukses sebagai Manajer.


Sebagai seorang Manajer, pernah nggak anda menghadapi situasi saat bawahan melakukan pekerjaan yang buruk, gagal atau bekerja tidak memenuhi standar? Jika ya, maka pertanyaan yang harus anda tanya pada diri anda sendiri sebagai Manajer adalah, “Apa yang telah saya lakukan sehingga bawahan saya gagal?.” Apakah anda yakin bawahan anda gagal karena mereka tidak bisa atau karena sistem yang anda terapkan sebagai Manajer cacat atau apakah tidak ada tindakan nyata dari anda untuk mengatur mereka agar sukses. Kalau seperti ini, lalu siapa yang akan bertanggung jawab terhadap kegagalan bawahan anda? Ya tentu saja anda sendiri, sebagai Manajer mereka.

Anda suka atau tidak, jika seorang pekerja melakukan pekerjaan di bawah standar, yang pertama kali ditanyakan adalah siapa sih atasannya kemudian sistem apa yang mereka terapkan sehingga jadinya gagal.

Kenapa dalam tim olah raga professional, orang pertama yang di’pecat’ jika tim-nya gagal adalah sang Kepala Pelatih dan bukan pemainnya?

Inilah yang menjadi fungsi serbabisa dari seorang Manajer dalam mengatur bidangnya dan semua manajer harus memahami hal ini. Ya memang ada beberapa manajer yang bilang akan selalu ada buah yang busuk dan perlu dipotong dahannya agar pohon tersebut bisa memberikan buah yang baik, agar tim lebih produktif dan maju, tapi ini lain topik dan akan dibahas di posting-an blog berikutnya.

Beberapa poin bagaimana anda bisa sukses sebagai manajer:

– Objektif manajer adalah membantu bawahannya untuk memberikan yang terbaik bagi organisasinya.

– Manajer ternyata tidak jauh berbeda dengan atlit. Manajer juga harus berlatih dan bekerja setiap hari untuk meningkatkan keahlian mereka. Jika jabatan anda adalah Manajer dan anda tetap berada di tempat yang sama, tidak ada perkembangan atau progres, takut mengambil resiko, maka akan ada sebuah daya lebih kuat mendorong anda keluar dari sistem tsb. Seperti bekerjanya dunia. Tidak bisa dijelaskan, dan terjadi secara natural. Dan jika anda mengandalkan “Saya menjaga posisi saya.” lalu tidak memberikan kontribusi, anda akan dikeluarkan dari sistem. Jadi berlatihlah setiap hari.

– Ini semua tentang proses me-review secara regular dan melakukan peningkatan. Jika tidak ada yang diukur, maka anda tidak akan bisa mengaturnya. Jika tidak bisa mengatur, maka anda bukanlah seorang Manajer.

– Ada bedanya ‘melempar’ pekerjaan ke bawahan anda dibandingkan dengan mendelegasikannya. Bedanya, ‘melempar’ pekerjaan misalnya “Saya mau kamu mengerjakan ini, mengerti? Ada yang ditanya? Saya perlu ini selesai jam 3 sore besok.” Kalau mendelegasikan artinya menjelaskan ke mereka kenapa anda ingin mereka mengerjakannya, menerima saran balik untuk bertukar pikiran, menyetujui waktu tenggat dari kedua belah pihak, memiliki sistem follow-up yang bisa dimonitor progresnya dan terapkan sistem rewards jika mampu. Anda sebagai Manajer harus mendelegasikan pekerjaan daripada ‘melempar’nya ke bawahan anda.

– Jika jabatan anda ada kata “Manajer” dengan beberapa bawahan untuk diatur, maka hal-hal berikut ini seharusnya anda lakukan:
a. Bekerja dengan tujuan,
b. Mengembangkan SDM,
c. Membangun sebuah tim,
d. Menentukan standar,
e. Menciptakan dan menjaga network (eksternal dan internal),
f. Berpikir secara strategi dan mengerti aspek-aspek ‘how-to’ untuk eksekusinya.

– Manajer yang hebat menggunakan Preparation-Do-Review untuk setiap aktivitas:
a. Mengejar tujuan dari manajemen,
b. Membuat progres mencapai target,
c. Mengembangkan SDM,
d. Menentukan standar kerja,
e. Memperkuat ikatan antar anggota tim,
f. Menjadi contoh sikap yang diinginkan.

– Manajer dibayar untuk memecahkan masalah, membuka jalan kalau mentok/ bottleneck, memberikan inspirasi, melatih dan membuat kontribusi yang besar dalam pertumbuhan dan peningkatan. Proses dasar dari pekerjaan anda adalah perencanaan, eksekusi, monitoring/mengontrol, evaluasi/mengukur hasilnya dan mengulangi proses tersebut kembali. Jika anda tidak melakukan satupun hal di atas berarti anda bukanlah manajer, anda hanya makan gaji buta yang diberikan perusahaan.

– Kunci dari Pemilik dan BOD adalah mengetahui bagaimana membuat semua manajer mereka paham apa yang harus dilakukan seorang manajer.

Bagaimana menurut anda? Apakah anda setuju?

Finding Peace of Mind

This is the first time I am sitting down, recording and working on a Rap-HipHop album. It won’t be a mixtape, not an EP, nor free singles for free download, or only featuring in someone else’s project, but working on a full blown LP aka “A Real Album”; It will consist of approx 15-16 tracks (songs) in the album.

Finding-Peace-of-Mind-E At the moment, the album will be called, ‘HerdiOflo – “Finding Peace of Mind.” I hope the title won’t change. But at the moment, it will be titled that. The album concept is quite simple, it speaks about how I’m trying to find Peace of Mind through my songs. How finding peace of mind is an inspiration to myself and hopefully inspiring to listeners. Finding your soul, your mind, your “in the zone” moments and your heart at peace with the world gives you comfort and confidence in how you move up in the world. I’m quite excited about it because it has been almost 15 years since I’ve gotten into this music and have actually never put out an LP album. Just looking forward to put something out. Will update you soon with a new video clip too droppin’. Cheers.