DoubleHorn Communications is rapidly growing and we are working to refine our current partner lists as well as identifying the current and potential top Strategic Partners. We have a simple application process where we can review your company as a potential Strategic or Solutions Partner. The combined efforts of our programs provide you additional avenues to continue to expand your customer base and enhance your portfolio.
DoubleHorn Communications is a Cloud, Consulting and Communications services provider, founded in January 2005, based in Austin, Texas. We specialize in providing Cloud Solutions that allow customers to migrate their IT & Communications infrastructure securely to the Cloud. Through our marketplace we offer industry-leading products from our cloud partners like AWS, Azure, Rackspace, Google etc. as well as Communications partners like Verizon, Level3, Time Warner Cable etc., and wrap them with our decade-old Managed Services and Consulting experience. This allows for a single source for billing, reporting, and support.
DoubleHorn Communications has been a strong and stable provider of business communication services since 2005. By participating in our partner program you can be assured that you are building a dependable business relationship that will strengthen the portfolio of services that you provide to your customers. We are one of the very few vendors who were awarded the Cloud Services contract for the State of Texas covering Cloud Services Brokerage, Cloud Assessment and Cloud Infrastructure-as-a-Service (IaaS).
Please click the link below to access the partner application on our website. This short process takes about two minutes to complete and we will set up a time to discuss our program opportunities. We plan to limit our team in order to build true partnerships with maximum potential for growth so please contact us soon to be considered for our 2015 programs.
Roger Pilney | Director of Strategic Alliances
Voice – Network – Cloud – Consulting
Connect with me:
In the spirit of online transparency, and for those paranoid about organizations watching your every move, a new tool from Mozilla lets you monitor who is following your digital footprint.
We’re all conditioned to avoid conflict and say yes, even to counterproductive requests and assignments. Janet Kestin and Nancy Vonk of creative leadership lab Swim argue for the power of no and explain why and how saying that little word can lead to longer-term success.
Everybody knows Evernote and Dropbox. Here’s a sneak peek at the next wave of productivity apps that top entrepreneurs like Tim Ferriss, Seth Godin, and Guy Kawasaki are working with daily.
It’s time to face the music as a manager: You don’t always have all of the right answers. Your “it’s my way or the highway” approach to management isn’t going to encourage anyone to help you in your problem solving endeavors.
Managers and leaders are often referred to synonymously, but only leaders allow their employees to solve problems with their own insight. The truth of the matter is this: Every leader may not be a manager, but every manager should be a leader. It’s easy to see that leadership and management aren’t the same thing, but a manager who lacks effective leadership traits will drive a business into the ground faster than you can count to 10.
Change doesn’t happen overnight when it comes to transforming managers into leaders. It takes time and energy to improve the way you manage and utilize more leadership characteristics on a daily basis.
Here are some tips to help you make the necessary improvements:
1. Managers give answers, leaders ask questions. There’s nothing certain to turn your employees against you faster than shouting orders at them. Why not spare yourself the impending resentment and simply ask your employees this: “What would you do?” or “What do you think of this idea?” Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed–it also inspires creativity, motivation, and autonomy.
2. Managers criticize mistakes, leaders call attention to mistakes indirectly. It may seem more efficient to point out your employees’ mistakes directly, but this will only leave them feeling embarrassed and frustrated. You should really be giving them the chance to learn and grow from through your critiques. Instead, give your employees the chance to address their mistakes.
For example, say a project was sent to a client and you receive back a disgruntled message. Calmly ask your employee about the clients concern and whether they feel what was provided was on par. This will give them a chance to provide their input, while also improving for the future.
3. Managers forget to praise, leaders reward even the smallest improvement. Praise pays off when it comes to increasing the overall success of your company. Finding time to recognize your employees for even the smallest accomplishment will only increase their interest in what they do. If you’re interested in ensuring your employees take pride in all that they do, regular feedback and recognition is certain to do the trick. Everyone wants to be genuinely appreciated for their efforts.
4. Managers focus on the bad, leaders emphasize the good. This really comes down to seeing the cup half empty or half full. If you’re only willing to point out the flaws of a project or an employee, you’re not giving them much interest in learning or improving. Instead, create a sandwich effect. Start with some form of praise, follow with the criticism, and end with praise.
5. Managers want credit, leaders credit their teams. Managers who lack leadership abilities are always first to take credit. But effective leaders understand the importance of crediting their teams for the big wins. This pays off in the long run for creative a workplace with a more positive company culture and employees who are driven toward more successes as a team.
Management shouldn’t be approach through force, but rather through influence. Put these techniques in place to improve the way your employees perform.
What do you think? Do you ask questions instead of giving answers?
About Ilya Pozin:
Founder of Ciplex. Columnist for Inc, Forbes & LinkedIn. Gadget lover, investor, mentor, husband, father, and ’30 Under 30′ entrepreneur. Follow Ilya below to stay up-to-date with his articles and updates!
LinkedIn Polls are a helpful free tool offered by the professional social network to facilitate market research, industry polls, and other types of surveys.
LinkedIn members can create up to 10 free polls at a time, each with one question and up to five possible answers. The responses of other LinkedIn members are displayed to the creator in the form of a graph.
To create a LinkedIn Poll:
- Move your cursor over “More” at the top of your homepage and select Polls.
- Click “Create a new poll” on the left.
- Enter your poll question in the “Ask a question” field.
- Specify up to five answer choices.
- Choose where you want to share your poll.
- Click “Create Poll.”
LinkedIn offers a set of best practices to help users create more effective polls and distribute them for maximum response:
- Keep questions and answers brief. According to LinkedIn, shorter, well-written questions have higher response rates.
- Ask specific questions and try not to lead people to a certain type of response.
- Avoid overlapping ranges or values to prevent confusion.
- Try adding “All of the above” or “None of the above” to account for cases where none of the supplied answers fit the respondent.
- Do not create self-promotional polls; LinkedIn will not publish them.
Proofread the poll before publishing; LinkedIn does not allow edits once the poll is created. This prevents the manipulation of data. As with any business communication, spelling and grammar are important.
Once your poll is created, it can be shared straight to Twitter, Facebook or LinkedIn. A simple piece of code allows marketers to embed their poll in blog posts on or their website.
To see the results of your poll, including votes, comments and respondent demographics, choose “Polls” from the ‘More” dropdown menu on the homepage. Click on the name of the poll you would like to analyze. LinkedIn protects the privacy of users by removing identifying from their analysis, though poll creators still have access to demographic data.
Each person who voted on the poll is able to view the results. For this reason, it is a good idea to keep polls general and avoid company-specific questions. LinkedIn Polls may not provide data as specific as that a marketer could gather using SurveyMonkey or another poll of their own, yet the expanded reach allows for greater datasets on general topics.
Use polls to take the temperature of professionals in your industry and gain valuable insight into trends among specific demographics.
Have you ever used LinkedIn Polls? How useful was it for your business?
Follow me on twitter @rpilney
Connect with me on LinkedIn