With a stroke of luck and mum’s support

2014-03-07 15.17.1720140309_072520 20140309_072711YOU can’t put a price tag on education and vocational training, says Ms June Ng, the owner of hair salon chain J’s Salon.

Ms Ng, 53, recalls how she benefitted from a one-year stint where she learnt hairstyling from the cream of the crop.

“Life was tough growing up and we barely made ends meet as my mother singlehandedly supported our family of  six  ,” shares the director and founder of J’s Salon.

“But my mum knew that becoming a hairstylist was my dream, so she supported me in my career choice.”

 

2014-03-07 15.13.22 2014-03-07 15.13.54 2014-03-07 15.14.03 2014-03-07 15.14.53 2014-03-07 15.15.05 2014-03-07 15.15.23 2014-03-07 15.15.32 2014-03-07 15.15.42

Q: Are you a spender or a saver?

Q: On average, how much do you charge to your credit cards every month?

Q: What financial planning have you done for yourself?

Q: Moneywise, what were your growing up years like?

Q: How did you get interested in investing?

Q: What property do you own?

Q: What’s the most extravagant thing you have bought?

Q: What’s your retirement plan?

Q: Home is now...

Q: My husband drives…

WORST & BEST BETS

Q: What is your worst investment to date?

Q: And your best?

 

Read the rest of the feature from Sunday Times (9/3/14)

 

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13 Social Media & Mainstream lessons from Riot in Little India

Riot in Little India What this article is NOT about:

1. Why did the riot happen?
2. Who is responsible for the riot?
3. What should have been done to contain the riot?
4. Where should we go from here in terms of labour policy?
5. How long should we ban the sale of alcohol in Little India?
6. When was the last time we had a riot in Singapore?

What this article is about:

It is about the lesson learnt from social media activities in terms of the content created, the direction of social conversation and how different communities including mainstream media are reacting to the incident.

What’s expected:

1. Platforms : Social Media is a viral tool to share information fast. #LittleIndia was trending within an hour on Twitter. Instagram has over 500 photos shared. Live footages taken from passerby and from HDB blocks overlooking the scene were uploaded to youtube very quickly. Facebook is flooded with comments and shares. There is no shortage of repeated shared content but not much reliable information.

2. Mainstream media like Channel News Asia has more accurate onsite reporting than social media. (not many pictures on social media are up close and personal). Having information up close and personal is always challenging; Photojournalist Jonathan Choo was chased by men at the scene who were angry he was taking photo of them. Mainstream media has more authority in reporting the latest situation than social media. Reporters and cameras were there in the early hours of the morning when most people were already sleeping.

3. Conversation: Most comments are emotional, speculative and personal on social media. There were many jokes, ridicule, blame-shifting and finger-pointing but few cordial discussions. People use this opportunity to make further appeal to the government. Lastly, most comments were rather idiotic. This proves conversation is fluid; most content is just conversation starters.

What’s unexpected:

1. Fast and Very Furious. Social Media is fast but not necessarily accurate sharing. There was sharing of death of policemen within social media sphere which was entirely untrue. Untrue reports can spark off more speculation and social judgment on some innocent communities. Social Media contributed very little to police investigation of the incident.

2. Leverage. Some people leverage on incident and popular hashtags for personal gain and exposure. Companies promoting their services, and some bloggers writing about the incident out of their normal area of interest. Irresponsible use of popular hashtags will hurt your brand in the future. If it happens once, it is just an isolated incident. If it happens twice, it may be a coincidence. If it happens thrice, it is a pattern of behaviour!

3. Most SPH papers didn’t or report very little on the incident. This may be true. However, Asiaone did have extensive coverage of the riot. Social Media present a more visual impact of the incident while mainstream media provided a better overview and analysis. There are 3 sides to every story: Your side. My Side. The Truth.

4. International press were very quick to report about Singapore’s riot. There was error reporting too and one of them may be on the way to suspension. Mass Media takes responsibility for their reporting; what about people on social media? Are we self-regulating enough not to talk about something we won’t want to take responsibility for?

What’s commendable:

1. Some Social Media influencers can be true journalists. Social media celebrities like Willy Foo with great personal branding has a social responsibility to offer balanced sharing so that fans can have an objective understanding of the incident. Willy did it very well here Post by Willy Foo – Photographer, Marketer, Technopreneur.

2. Quick government immediate response – The press conference was held by 1am (Good crisis management). 2 hours before that, some ministers were already appealing the public to remain calm. See this announcement.  It has a very personable tone from a minister.  Social Media should always be used to curb initial speculation. Social Media fire must always be put out by Social Media water.

3. Authenticity – Authentic sharing from people close to the stakeholders. Not many speak up for the troopers on the ground. This is made worse by many condescending remarks by many who were not even any way near the riot. Imagine the spouses and family members of those who stood in the line of fire literally. We need more voices like this wife of one of the troopers -

What we hope to see/hear more:

1. Account from policemen on the ground. I know this is not possible as there is always an official media person from the police. I also believe policemen are not allowed to discuss their work on personal platforms and blogs. If some day, we can see live pictures posted by police at work, it will curb many speculation. Social media should be used strategically by the authority to offer a balance view and update of the situation. If personal sharing is not permitted, how about using the SPF facebook page for minute by minute update?

2. The riot instigators’ side of the story. We heard from the victim but not from others. Everyone deserves to be heard. On a side note, many Voluntary Welfare Organisations (VWOs) which are helping the foreign workers are also speaking up for them. We want to hear their stories too.

3. More responsible sharing of facts and not the fun of seeing the first riot in 44 years. Are Singaporeans really social media savvy? We know the science of social media (posting, comments, sharing) but not the art of social media (be personable but not personal). Social Media is akin to a weapon, use it responsibly. Don’t just be a keyboard warrior; be a gate keeper of social cohesiveness.

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50+10 Great Habits Of Rich and Highly Successful People

Highly Successful

  1. Look for and find opportunities where others see nothing.
  2. Find a lesson while others only see a problem.
  3. More solution focused.
  4. Consciously and methodically create their own success, while others hope success will find them.
  5. Fearful like everyone else, but they are not controlled or limited by fear.
  6. Ask the right questions – the ones which put them in a productive, creative, positive mindset and emotional state.
  7. Rarely complain (waste of energy). All complaining does is put the complainer in a negative and unproductive state.
  8. Don’t blame (what’s the point?). They take complete responsibility for their actions and outcomes (or lack thereof).
  9. While they are not necessarily more talented than the majority, they always find a way to maximize their potential. They get more out of themselves. They use what they have more effectively.
  10. Busy, productive and proactive. While most are laying on the couch, planning, over-thinking, sitting on their hands and generally going around in circles, they are out there getting the job done.
  11. Align themselves with like-minded people. They understand the importance of being part of a team. They create win-win relationships.
  12. Ambitious; they want amazing – and why shouldn’t they? They consciously choose to live their best life rather than spending it on auto-pilot.
  13. Have clarity and certainty about what they want (and don’t want) for their life. They actually visualize and plan their best reality while others are merely spectators of life.
  14. Innovate rather than imitate.
  15. Don’t procrastinate and they don’t spend their life waiting for the ‘right time’.
  16. Life-long learners. They constantly work at educating themselves, either formally (academically), informally (watching, listening, asking, reading, student of life) or experientially (doing, trying)… or all three.
  17. Glass half full people – while still being practical and down-to-earth. They have an ability to find the good.
  18. Consistently do what they need to do, irrespective of how they are feeling on a given day. They don’t spend their life stopping and starting.
  19. Take calculated risks – financial, emotional, professional, psychological.
  20. Deal with problems and challenges quickly and effectively, they don’t put their head in the sand. They face their challenges and use them to improve themselves.
  21. Don’t believe in, or wait for fate, destiny, chance or luck to determine or shape their future. They believe in, and are committed to actively and consciously creating their own best life.
  22. While many people are reactive, they are proactive. They take action before they have to.
  23. More effective than most at managing their emotions. They feel like we all do but they are not slaves to their emotions.
  24. Good communicators and they consciously work at it.
  25. Have a plan for their life and they work methodically at turning that plan into a reality. Their life is not a clumsy series of unplanned events and outcomes.
  26. Desire to be exceptional means that they typically do things that most won’t. They become exceptional by choice. We’re all faced with live-shaping decisions almost daily. Successful people make the decisions that most won’t and don’t.
  27. While many people are pleasure junkies and avoid pain and discomfort at all costs, successful people understand the value and benefits of working through the tough stuff that most would avoid.
  28. Identified their core values (what is important to them) and they do their best to live a life which is reflective of those values.
  29. Have balance. While they may be financially successful, they know that the terms money and success are not interchangeable. They understand that people who are successful on a financial level only, are not successful at all. Like many other things, money is a tool. It’s certainly not a bad thing but ultimately, it’s just another resource. Unfortunately, too many people worship it.
  30. Understand the importance of discipline and self-control. They are strong. They are happy to take the road less travelled.
  31. Secure. They do not derive their sense of worth of self from what they own, who they know, where they live or what they look like.
  32. Generous and kind. They take pleasure in helping others achieve.
  33. Humble and they are happy to admit mistakes and to apologize. They are confident in their ability, but not arrogant. They are happy to learn from others. They are happy to make others look good rather than seek their own personal glory.
  34. Adaptable and embrace change, while the majority are creatures of comfort and habit. They are comfortable with, and embrace, the new and the unfamiliar.
  35. Keep themselves in shape physically, not to be mistaken with training for the Olympics or being obsessed with their body. They understand the importance of being physically well. They are not all about looks, they are more concerned with function and health. Their body is not who they are, it’s where they live.
  36. Have a big engine. They work hard and are not lazy.
  37. Resilient. When most would throw in the towel, they’re just warming up.
  38. Open to, and more likely to act upon, feedback.
  39. Don’t hang out with toxic people.
  40. Don’t invest time or emotional energy into things which they have no control of.
  41. Happy to swim against the tide, to do what most won’t. They are not people pleasers and they don’t need constant approval.
  42. More comfortable with their own company than most.
  43. Set higher standards for themselves (a choice we can all make), which in turn produces greater commitment, more momentum, a better work ethic and of course, better results.
  44. Don’t rationalize failure. While many are talking about their age, their sore back, their lack of time, their poor genetics, their ‘bad luck’, their nasty boss and their lack of opportunities (all good reasons to fail), they are finding a way to succeed despite all their challenges.
  45. Have an off switch. They know how to relax, enjoy what they have in their life and to have fun.
  46. Their career is not their identity, it’s their job. It’s not who they are, it’s what they do.
  47. More interested in effective than they are in easy. While the majority look for the quickest, easiest way (the shortcut), they look for the course of action which will produce the best results over the long term.
  48. Finish what they start. While so many spend their life starting things that they never finish, successful people get the job done – even when the excitement and the novelty have worn off. Even when it ain’t fun.
  49. Multi-dimensional, amazing, wonderful complex creatures (as we all are). They realize that not only are they physical and psychological beings, but emotional and spiritual creatures as well. They consciously work at being healthy and productive on all levels.
  50. Practice what they preach. They don’t talk about the theory, they live the reality.

========================================================================

Super Rich and Successful

  1. They reflect on the success you want and set goals to achieve it.
  2. After setting your goals, it is important to stay focused on them. Direct all your energy and commitment into achieving the goal
  3. Rich people don’t think what they can monthly or annually, they think about growing their fortune by the hour.
  4. They spend less than what you earn
  5. They work really hard to achieve their goals. They put in a lot of effort and perseverance to achieve their dreams and always go one step further than ordinary employees
  6. Before you add value to your work and clients, add value to yourself by increase your knowledge. Make it a habit to learn new skills and information every day
  7. Mix with rich company and friends
  8. They are persistent. Don’t give up on your goals, even if you failed. Even if money was lost in the process, take it as an experience and learn from it.
  9. They are not be afraid to take risks; calculated ones.
  10. They are GENEROUS!

 

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Build Stronger Relationships at Work to Advance your Career

Introduction:

Be it at work or in your personal life, knowing your own personality and that of your customers, colleagues or friends enables you to build stronger relationships with more successful outcomes. Understanding different personalities helps to reveal what lies behind people’s outward behaviours. We can then communicate in a way that others can more easily understand and relate to.

Key Questions
• Do you know yourself well? Are you leveraging your natural strengths and working on blind spots
• Are you Maximising your potential at work and developing managerial skills?
• How are you Building rapport with 9 different personalities; Perfectionist, Helper, Performer, Creator, Observer, Team Player, Adventurist, Leader, Peace Maker

After the success of the Future Leaders Summit last June, PMEs (Professionals, Managers and Executives) took part in a follow-up enrichment session from the National Trades Union Congress (NTUC) Membership Department (MED) on 29 October 2013.

The workshop, jointly organised with U Associate partner Singapore Institute of Management (SIM), aimed to help PMEs build stronger relationships at work and advance in their careers through a sharing by certified Life Coach Entrepreneur and Author, Andrew Chow.

As the Founder and Managing Director of IdeaMart (S) Pte Ltd, Mr Chow shared his knowledge in the areas of leveraging on natural strengths, working on blindspots, maximising one’s potential at work as well as building rapport with the nine different personalities that can be found at the workplace.

Service Relationship Manager Joreis Ong said that the workshop has helped her learn more about relationships and establishing better connections with people.

Sudipta Mallik, who is an assistant fleet manager, found the experience useful. He said: “I attended the talk just to see if I’m doing things right at the workplace and to learn how I can work towards improving myself. The nine different personalities which was shared was helpful. It helps me relate to the different personalities at the workplace better.”

Around 100 participants attended the session which took place at the NTUC Centre.

Build Stronger Relationships at Work to Advance your Career Build Stronger Relationships at Work to Advance your Career Build Stronger Relationships at Work to Advance your Career Build Stronger Relationships at Work to Advance your Career Build Stronger Relationships at Work to Advance your Career Build Stronger Relationships at Work to Advance your Career

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9 Things Your Boss Should Never Say to You

#1 – I pay your salary, so you have to do exactly what I tell you to do

  • Good bosses lead by example and motivate their workers. This way, they cultivate loyalty and drive in their workers.
  • Commands and orders aren’t usually effective unless the worker is in a very regimental organisation such as the army.

#2 – You’re very lucky to be getting this month’s bonus. Other companies’ employees only get turkeys for Christmas

  • Bosses should reward employees according to their hard work, instead of comparing what other companies are giving their employees
  • Supervisors should recognise that employees are the ones producing profits and should never use such a tone with them

#3 – I was here last Friday night and Saturday morning, where were you?

  • The employee may be more productive working from home outside of office hours.
  • Time spent in office may be relevant, but no supervisor should make an employee spend too much time in the office environment

#4 – You should stay because we have special privileges for women

  • While women do have benefits such as child-care leave or maternity leave, men also have a role to play in raising their children
  • If a company allocates rewards based on gender, something is not quite right.
  • Good bosses should never discriminate, especially in matters like gender

#5 – We got to cut cost

  • Managers should lead by example e.g. taking a salary cut together with the rest of the employees
  • Managing an organisation’s budget is important, but not cutting into employees’ salaries and bonuses.

#6 – I don’t care about your problems

  • Listening to an employee for a moment or two can make lots of difference, especially when the employee is just feeling frustrated.
  • It also builds up an employee’s loyalty and morale, making him / her a more productive worker.
  • One of the deadliest phrases for a supervisor to say to an employee, this shows a supervisor’s lack of concern for his employees’ work.

#7 – We have always done it this way

  • This merely shows an employee that his / her supervisor is entrenched in a fixed mindset and is unwilling to compromise.
  • Instead bosses should say “That’s something new, let’s see if we can make it work through future brainstorming”

#8 – This is terrible work

  • Instead of lambasting a worker straight in the face, a supervisor should think about whether expectations have been communicated clearly to the employee
  • Supervisors should also ensure that employees are given sufficient resources, budget and support to complete the tasks properly.

#09 – You are the worst worker I’ve ever hired

  • Supervisors should never resort to abuse and mean words to speak to employees
  • Instead, bosses should always speak politely and with civility. Better yet, point out to the employee what he or she is doing wrong
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13 things people fear most in office

  1. Fear of losing one’s job
  2. Lack of opportunities for personal advancement
  3. Fear of failing to deliver to expectations
  4. Lack of clarity about the organisation vision
  5. Excessive change or turbulence in the workplace
  6. Lack of resources for doing what is expected
  7. Lack of fit with organisation norms
  8. Incompetence or negative colleagues
  9. Fear of looking foolish
  10. Lack of understanding of what is expected
  11. Excessive interference in work from boss/colleagues
  12. Pressure to work longer hours
  13. Fear of being embarrassed or intimidated by co-workers
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9 Crucial Questions about Social Selling through Social Media

SketchPost-Social Selling

 

 

 

 

 

 

 

 

 

 

In Sep 2013, Huthwaite organised The Huthwaite Future Forum with the topic – “Global Insights : Social Selling”

The panel of social media specialists include:

  • John Golden, CEO & President, Huthwaite
  • Christel Quek, Regional Social Business Lead, Samsung Asia
  • Marco Ryan, Partner/Managing Director, Accenture Interactive
  • Andrew Chow, Social Media Strategist & Author of Social Media 247
  • Louise Au, Director of M&A and Integration & Digital Marketing Specialist, Aegis Media China (Hong Kong only)

9 Crucial Questions about Social Selling:

  • #1 – What is Social Selling?
  • #2 -How to measure Social Media ROI?
  • #3 -Social Selling in Action (Case Studies?)
  • #4 -What is the role of Personal Branding of the CEO in Social Selling?
  • #5 -What is the role of Gamification in Social Selling?
  • #6 -Is there a risk of Social Selling in disenfranchising sellers?
  • #7 -How can I deploy corporate control over employee social media behaviour?
  • #8 -How will social selling affect the future of sales professionals?
  • #9 -What is the role of social media in the social selling cycle?
  • #1 – What is Social Selling?

  • #2 – How to measure Social Media ROI?

  • #3 – What is Social Selling in Action (Case Studies?)

  • #4 – What is the role of Personal Branding of the CEO in Social Selling?

  • 55 – What is the role of Gamification in Social Selling?

  • #6 – Is there a risk of Social Selling in disenfranchising sellers?

  • #7 – How can I deploy corporate control over employee social media behaviour?

  • #8 – How will social selling affect the future of sales professionals?

  • #9 – What is the role of social media in the social selling cycle?

Finally, a visual recap (as shown above) of the event in Singapore was recorded by Sketch Post

Andrew Chow is a social media strategist in Singapore, he can be contacted on Twitter @ideasandrew and his Facebook page – Ideasandrew

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To better your life, think of yourself as a brand

Repost from U Community

4

“To better your life, think of yourself as a brand”, says Andrew Chow, 46, Certified Life Coach, and Founder and Managing Director of IdeaMart (S) Pte Ltd.

 

Personal branding is all about knowing who you are as a person, what makes you special and how to promote yourself explains Andrew. Using himself as an example, Andrew says he is known to be a performer; someone who strives for excellence in everything he does. He is also known to be both helpful and creative. Thus, when people want help, they know they can count on him to extend the reach of his network.

85976_47667 The importance of a brand

“You may feel like it should be enough to just be yourself.” Andrew says “While there’s nothing wrong with that, you may miss out on many opportunities if you are not well-known, even if you are indeed very talented. Good branding establishes a powerful mind share, placing you at the top of everyone’s mind when the opportunities arise.”

It also means that others already have a perception of who you are before they even meet you – so their actual meeting up with you is more of a confirmation of that perception. That’s why it’s important to maintain your personal brand – it will serve as an introduction to those who don’t already know you.

Before you start

Mentor-Coach-Mastermind

According to Andrew, you would need at least seven people to help you build a brand – one mentor, two coaches, a mastermind group which consists of three very close friends, and yourself.

“A mentor should be a much older, wiser person to give you advice. You don’t have to take the advice each time, but you hear him out because he has gone through much more than you would have. He should be one who is interested in your personal development and lets you learn from his experience.

Coaches on the other hand, are people who are concerned about improving your performance. Why two? This is because you have to work on at least two areas at any point in your life. Coaches may give us feedback that we don’t want to hear but champions in life must “take feedback for breakfast“.

Finally, you should form a mastermind group with three of your peers to brainstorm new ideas, catch up with the latest trends, and give feedback on what other people have been saying about you. This constant watching of each other’s back and friendly competition help you evolve and improve different areas of your life.”

Give, give and give some more

LifeofGivingwithoutReturn“I always believe that you must give before you receive”, says Andrew who expounds that it is better to adopt a mindset of “abundance” and give without expectations than the opposite – a “famine” mindset – where you won’t give unless you get something in return.

Andrew’s willingness to extend his network has made him even more friends, and he believes in introducing new people to his friends so that they can expand their networks too.

When I keep giving connections, I get more connections back. Thus, it always helps to give more. The reward may be delayed at times so you have to keep sowing in order to reap constantly.

Use windows of opportunity

Network“Sometimes when your resources and network are extensive, people will ask you to help them, even if they don’t like you.” Instead of finding this a dilemma, Andrew allows this to show consistency in his personal branding.

As being a “helper” is one of his core values, he is determined to help others regardless of whether the recipient is someone he likes or otherwise. It is a great benefit to meet and know those who might not have a positive impression of him, as it is a wonderful chance “to correct the mis-perceptions“.

 

3 steps to building your personal brand:

  1. Audit yourself
  • Who are you as a person?
  • What positive qualities do you have now? Knowing what makes you stand out is a crucial step to building your brand.
  1. Strategise
  • What positioning do you wish to adopt?
  • What qualities that make you unique do you wish to make visible? This is the most important step towards determining the brand you will adopt.
  1. Communicate
  • How are you going to communicate your brand so that people get it immediately?
  • Who else can you look for help?

 

Words: Marcus Wong

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iAPPS PARTNERS SG RATING TO OFFICIALLY LAUNCH ‘SG RATING’ APP AS SINGAPORE’S PIONEER ON-LOCATION FEEDBACK AND RESPONSE MOBILE APPLICATION

SG Rating is revolutionising consumer feedback packaged in a mobile app that lets businesses see consumers’ ratings and respond in an instant.

 

SINGAPORE, 29 January 2013 – iAPPS Pte Ltd partners SG Rating Pte Ltd as the technology provider to officially launch the ‘SG Rating’ mobile app for consumer and business use. The ‘SG Rating’ app is a pioneer feedback and response mobile application available on mobile devices such as smartphones and tablets using iOS, Android, Facebook and Web platforms.

 

The ‘SG Rating’ mobile app uses front-end and back-end mobile app technology that lets consumers send ratings on any product/service in the immediate location, using smartphones/tablets. Consumers download the app free, while businesses subscribe to it for analytical reports.

 

Once consumers rate any product/service in a location, their ratings will be posted on their Facebook accounts where their friends can see the ratings of that particular business. Business subscribers/users will be able to see consumers’ ratings in an instant, and they can respond with feedback to the consumers almost immediately.

 

Consumers can be rewarded with points from business users to redeem future product/service when they rate these products/services. Consumers can also participate in lucky draws just by submitting their ratings.

 

It took iAPPS a total of four months from conceptualisation to final product rollout, culminating with the ‘SG Rating’ app’s soft launch on 22 January 2013. ‘SG Rating’ was presented to 30 business owners, and they experienced hands-on using the ‘SG Rating’ app. The app is available in Apple App Store and Google Play Store, as well as via Facebook and SG Rating website.

 

Technical Information

 

The ‘SG Rating’ mobile app is available now at:

Apple App Store iOS 6.0 and up Category: Lifestyle Ver 1.0:7 Dec 2012 Size:3.2 MB https://itunes.apple.com/sg/app/sgrating/id577336528?mt=8
Google Play Store Android 4.0 and up Category: Lifestyle Ver 1.0:17 Dec 2012 Size:3.6 MB https://play.google.com/store/apps/details?id=com.tansy.sgrating&feature=search_result
Facebook https://apps.facebook.com/514321765255253/?fb_source=search&ref=ts&fref=ts
SG Rating website http://www.sgrating.com

 

 

###

 

About iAPPS Pte Ltd

iAPPS creates mobile apps for consumers and businesses. We are a full-suite social-mobile app research and development company located at Science Park I in Singapore. We provide consultancy and technical expertise in integrating the business and technological aspects of designing, developing and adopting location-aware mobile and web app solutions for clients across industries, growing their businesses into the exciting digital mobile world and leveraging on our unique blend of technology R&D in Singapore.

 

Our team comprises experienced individuals in management, business, communications, design and development, providing a cross-disciplinary, full-service social-mobile app development with our tried and tested mobile social products – CRM, Sales Team and Commerce. We work closely and collaboratively with our clients to realise their requirements for apps solutions, using our Agile project management and Scrum framework for quick go-to-market implementation. Our team has built the ‘ShowNearby’ app won multiple awards with thousands of downloads.

 

For more information, please contact:

 

Adam YapMedia ExecutiveiAPPS Pte Ltd

Email: adam@iappsasia.com

Tel: +65 6778 3836

See Jin KunMarketing CoordinatorSG Rating Pte Ltd

Email: executive@sgrating.com

Mobile: 8688 8370

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