Virtua Team Talk

We all know that the latest smartphones are getting more and more sophisticated these days which means outwitting the cybercriminals is a constant challenge as would-be fraudsters increasingly go mobile.

Last week for example, ‘Android Market’, the shop front for applications aimed at Android smartphones, was hit by approximately sixty malicious apps. Although they did little real damage (other than to Android’s reputation) the incident has served to put the issue of mobile security firmly back into the headlines.

It is because today’s mobile phones are virtually mini-computers, with some important added extras, that they are increasingly attractive to criminals.

The type of personal data typically stored on a phone including address books, calendars, personal data and even bank account details provides instant access to information for the modern fraudster’s preferred crime – identity theft. However, a more immediate income can be made from so-called “rogue dialling” programs which are malicious bits of code capable of placing calls, unbeknown to the owner.

According to Ovum analyst Graham Titterington, rogue dialling is currently the number one malware threat to smartphones. Rogue dialling automatically connects the phone to a premium number that belongs to another fraudster usually based in another country.

This is a serious problem, but it is not insurmountable, and potentially the mobile operators have the ability to cut off payments. At the moment though, this type of international co-operation is sadly lacking.

Another feature attractive to fraudsters is the close relationship between smartphones and location. This poses a risk that malicious apps will be able to track exactly where a person is at any given time and could even be used to find out when someone is away from home.

The popularity of the Android in particular is making it attractive for criminals. Some experts believe that it is only a matter of time before there is a catastrophic security lapse and then we will all wake up to the reality of the threats from criminals. Android may be the one to have hit the headlines recently but all smartphone operating systems have been targeted by malware of one kind or another.

To date, most iPhone security lapses have been related to offering users the power to break free from Apple’s control with software which modifies the iPhone enabling users to run non-Apple approved software. Several bugs have taken advantage of these so-called “jail-broken” phones. Another relatively harmless iPhone worm which changed the handset’s wallpaper was followed a few months later with a more serious bug that targeted people using their iPhones for internet banking with Dutch online bank ING.

Blackberry handsets and Symbian phones have also been targeted by a mobile version of the “Zeus” trojan. Victims were directed to a fake website where they were invited to download an app which then captured their banking details. And as consumers demand more services on their mobiles like electronic wallets and banking the potential for criminals to steal is huge.

The challenge for the mobile operators is to remain constantly vigilant and to consider how potential criminals can be thwarted by appropriate technical security measures. Today’s cyber criminal is enterprising and imaginative and it is essential that the operators remain at least one step ahead to keep consumers safe from the consequences of identity theft and fraud.

As I am sure you are aware the Virtua strap line is People. Passion. Performance. These three words were carefully chosen in order to both summarise what we do and also serve to convey our company ethos. We are passionate about what we do, we always strive for optimum performance and our business is all about exceptional people delivering exceptional results.

If these three P’s serve to describe what Virtua is all about then our success is also underpinned by another set of factors that can be simply described as the three R’s. They are Reputation, Resources and Results.

In these media dominated times I think it can be safely said that ‘Reputation’ is  everything. Certainly with the proliferation of social media sites like Facebook and Twitter news travels faster than the proverbial ‘wildfire’ and anything controversial or scandalous travels the fastest. We have all seen how individual reputations can be destroyed by negative newspaper or TV coverage (think of how Gerald Ratner’s unguarded comments destroyed the Ratner Jewellery empire). We have also seen how the reputations of large organisations can also be destroyed by negative publicity (think of the recent BP oil spill or the Enron fiasco).

Today ‘reputation management’ is big business but to my mind reputation is not something to be ‘managed’ in terms of ‘damage limitation’ because this is simply missing the point. Reputation is something that is earned like respect. Put simply, if you or your business is doing a good job then your clients and your partners will be enhancing your reputation as a natural by-product of doing business together. In short if you are trying too hard to build your reputation then something is wrong. But if your reputation is growing in line with your business growing then you are doing something fundamentally right.

Resources are the elements of your business that you offer to your clients. They can be both tangible and intangible and include things like people, skills, experience and know-how, time, knowledge, tools and techniques. Sometimes it is one element and sometimes a combination of many elements. They are the key parts of your business that differentiate you from the competition and they are the things that make you stand out from the crowd. Quite simply, if your resources are inferior then your business will be inferior.

Finally, and most importantly, at the end of the day it is Results that count. Whatever your business offering and proposition might be success is ultimately dependant on results. Get the model right and success will surely follow but get it wrong and your business will flounder.

The important thing for any business is never to take anything for granted. If the ‘resources’ you offer your clients are the best available and your ‘results’ are outstanding then your ‘reputation’ will be assured.

And, as I am sure you will appreciate, at Virtua we take these three R’s very seriously indeed.

It won’t have escaped your notice that here at Virtua our motto is People, Passion and Performance.

People because we firmly believe that it is our people that sets us apart from our competitors. By treating our people with respect and dignity we strive to create the perfect work environment in which ideas flourish and a good work – life balance is encouraged.

Passion because we love what we do and all our people are totally dedicated to giving the best possible service to our clients.

Performance because we are a competitive company.  We don’t like coming second so we give 100% in everything we do and our performance has built the reputation we are proud of.

Over the last two weeks the importance of these three words – People, Passion and Performance has become increasingly evident to me – not just in terms of our business but in the context of the wider world. And the reason? It’s all because of the World Cup.

It’s been said many times that International sport breaks down barriers but it does much more than this, as anyone who has been watching the football in South Africa cannot fail to have recognised. Here in one of the poorest areas of the world the World Cup has galvanised a nation. Both rich and poor are having a party and the whole world has been invited to join in the celebrations. Although over the years many different nations have hosted this great tournament somehow South Africa, with its long history of oppression and Apartheid, seems to have awoken a new sense of humanity.

In terms of ‘People’ the World Cup has brought together individuals from all over the world not just to watch games of football but to also become embroiled in the party atmosphere with the vuvuzala, drums, trumpets, street dancing and singing. Regardless of religion, culture, colour or race people from widely differing countries are joining in with the sense of celebration and barriers are being broken down.

In terms of ‘Passion’ it seems that nothing compares with the raw fanaticism of the fans that have flown to South Africa to watch their home nation battle it out against their rivals. There are tears and there is heartache, there is joy and there is jubilation. But above each and every emotion there is a passion for the game of football and the thrills of competitive sport.

In terms of ‘Performance’ the World Cup is about winning – and every team knows that the eyes of their home country is upon them. It is about the best players in the world competing at the highest level for the greatest honour in the sporting world. To win the World Cup is the pinnacle of any footballers’ career and on the day it is ‘performance’ that counts for everything.

So whether it is in business or in sport the same principles seem to hold true. Bring together people, passion and performance and extraordinary things start to happen. And the really poignant thing for me is that for a lot of native South Africans who have been interviewed on the streets of Cape Town say with good humour that they don’t actually care much about who wins the World Cup. For them it’s all about what the World Cup has done for South Africa. Long may the party continue…

Hiring great people is the goal of all businesses and the reasons are fairly obvious.  Great people are generally reliable, self motivated, hard working and ambassadors for your business (fingers crossed). Many different techniques have been adopted by companies trying to make sure they hire great people but even the best companies get it wrong – costing reputation, time and money (£5,000 per new employee according to a recent study by The Cranfield School of Management).

Many moons ago I participated in a very thorough assessment exercise for a new role.  Approximately 100 people were assessed in multiple two day workshops to pick four senior managers. It included interviews, group tasks, psychometric tests, even some maths! Of the four successful candidates, three went on to very successful senior positions but the fourth candidate was the wrong person for the job and “compromised out” after three months. I’ve often wondered about the balance. Were the three great people worth the impact of the one who wasn’t? I think in this case yes, but it isn’t always that way.

There is a place for these techniques. As in the example, when it’s hard to find the right person, when you don’t have any prior experience of the individuals, or when you want to cast the net really wide and find the absolute best person in the world. However, even if there was such a thing as a foolproof way to find the best people it may still not be cost effective or even achieve the perfect solution, particularly when you are looking at short term projects.  If you need a project manager for eight weeks or a team of engineers for a network deployment, you are in trouble if you find you have the wrong people weeks from the deadline. You don’t have the time or money to do all the profiling or assessment and yet picking the wrong people will not only damage your reputation, it could also affect the project, your business and potentially your career.

So what is the solution?

Well, looking at a problem from a different perspective can sometimes reap rewards. We all know that that there are plenty of good people around… if you know where to find them!  You have probably worked with people like that before. People you wouldn’t need to interview or evaluate because you have first-hand experience of their skills, abilities and personality.

The hiring industry is always searching for new and innovative ways to improve the selection process. HR departments are investing heavily in tools to make sure that “mis-hires” or performance problems are spotted and dealt with quickly Including: shorter probationary periods; regular 360 degree performance reviews; or short-term ‘trial contracts’. All of these are good things, and are absolutely necessary when hiring important, long term staff.  Somehow though I don’t believe they can solve the problem of getting great people fast. They aren’t as effective in that space as utilising people that are already known to you and trustworthy.

And perhaps that’s the magic trick – or at least the magic word – TRUST. For short term or targeted assignments, why not assign people that you have worked with before and that you know will not let you down?

Alternatively, you could select a business partner that you know and trust to assign people they recommend, people they are willing to stake their reputation on.  Surely, that’s a lot easier and more reliable than reading CVs and conducting interviews with strangers?

Above all, you will be demonstrating loyalty and support to people that are already known to you… just the sort of people who won’t let you down.