Qatar Foundation facebook and twitter accounts have been compromised, what could be the technical reasons?

QF/Qatar Foundation facebook and twitter accounts have been compromised, what could be the technical reasons?

Before getting into this discussion that how this happened, we need to understand what the intention of the hacker is. Hacking website is most difficult than spreading this news on digital media. Nowadays being mind hacker is easier than an actual system hacker and Digital media make this job easier.

The trend is:

Let me give an example because of not to consume more time to find a better or long lasting solution we as an IT go on fast tracks and patch fixes. If hard disk which has all data of the organization from years has bad logical sectors, KHALAS replace it rather to find ways to fix it. Even though if a standalone system’s Hard disk, really it matters. Now let me give you an example if the social media account has been compromised it is a good idea just to disable or delete the account. No, no, not at all.

Debate is:  Is this the responsibility leakage from Social media administrator or Information Security or IT Infrastructure

Social Media Administrator:

Let me give you a small example of one of my experience where I was doing investigation of one of my friends’ small company account which was compromised and the result was so amazing. There is no doubt lot of social media administrator comes from business /marketing background. A genius found him luckily on linkedin, sent a friend request and got his email address, and then was his unknown friend for a while then one day he received a fine looking link of an article and that was the day when unluckily he clicked and was compromised not only on FB but on the other accounts as well. So no double that hacker monitor you Administrator from long not from one day.

Information Security:

As I mentioned earlier lot of our social media administrators are from business/marketing background or the organization hire agencies to do the job  and again these people from agencies has the same background. We always look for applications which are not trusted where the code has lot of elements which are hosted on external links and here is the point, you can be sure on your developer’s code if they are good in writing secure code or YOU sure? about others NO and facebook will never give you surety of third party codes where it has 83 million of fake profiles and counting or if you are smart enough you will find it but again on User’s end not as secure programmer.

IT Infrastructure:

There is no doubt these kind of activities have a biggest role within the IT infrastructure. Using poor systems and not tracking the incoming / outgoing packets is really un-ignorable. Let me give you an example most are the new key loggers/USB has hidden files for key logging or new ways to track user activities. These come under IT Infrastructure and normally are being ignored.


Whatever inputs to your system you are responsible either you belong to Information Security/IT infrastructure/ Social media administrator but it varies from high to low.

In my this article I was trying not to be technical and people can have different idea/observation on this.

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Posted in Tech Talk

A good manager sets goals and priorities.

Each day brings unlimited opportunities that must be addressed with limited resources. How, then, do you perform at your best today while you address the needs of tomorrow? Without clear goals, it is easy to get bogged down and lose sight of the larger picture. Without priorities, you can find yourself ignoring big opportunities while chasing small ones.

Just because goals are long-term does not mean they should be exempt from change. AOL met its goal of becoming the Internet access industry leader, and it had a great business when people used dial-up to get online. AOL also succeeded in turning instant messaging from a convenience for wonks into a mass-market tool. But it missed the moves to broadband, search engines and social networking, and it failed to adjust its revenue model before dial-up faded away. Yesterday’s goals were important yesterday, but they should not ossify and obstruct the goals for tomorrow.

Every business, of every size, requires management. If you are a one-person shop, you have to manage yourself. You only have 24 hours a day, and you can’t spend all of them working. Having goals and priorities lets you decide what work is most important and the best order in which to tackle it, whether you’re managing your own tasks or coordinating an entire team.


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Posted in Leadership

Letter to my Dad – I miss you so much

Dear Dad,
I miss you so much. I have dreams again and again in which I make plans with you — to go to lunch, to get together, to start our business, to spend time and do discussion on current affairs. As hard as all of this has been for me, the hardest thing is that Luluwa, and mohammad, will not know you. I am so glad that Luluwa knew you and that you had a year with her. I know that she won’t remember you, but you held her and she felt your love and was so excited to see you. I am also so happy that mohammad also got a chance to meet you. I’ll take them, to the places where you had spent your time most and tell them stories about their Grandpa for all my life. Please help me to be a good and loving father; come to me and fill me with your endless capacity for love and strength.
Dad, I miss you so much that it physically hurts me. There are times when I feel like I can’t breathe, like my chest is going to explode. I know that you will always be there in my heart, but I don’t know if that will be enough for me. You are the best and ideal man I have ever known. I wish you were here so I could talk to you about Luluwa and mohammad. Your second grandson was moving all around, kicking and waving. Everything looks good. He’s growing and developing wonderfully.
You always told me that the proudest day of your life was the day I was born. The proudest day of my life was the day when Mohammad born, but the proudest moment was on that day, was when you held my son.  God how I miss you. You were my best friend, my best buddy since I was a baby. You taught me so much — you gave me the world. I have so much to be grateful for, but I feel shorted. Dad, we should have had another 20 or 30 years. My kids should have had a chance to grow up with you in their lives. Though I will move heaven and earth to try, I can’t make up for that — I can’t bring all of you through to them — but I will try.

For my whole life, you stood behind me, supporting me, encouraging me, getting me out of trouble, teaching me, getting after me, loving me. For every time that I hurt you, ever, little or big, I am so sorry. I am consoled by the fact that you knew I loved you. I am feeling guilty for not expressing my love and thank to you. I am overwhelmed with sadness and joy at the same time when I remember my first and last birthday you had attended as I remember you stood to greet me my birthday OH ALAS I kissed your forehead. In my life nothing could make me cry more than watching you cry.
Dad, I feel like I can’t mess up anymore. You may be able to how me spiritually, but you can’t be there physically to rescue me. You have done a wonderful job of preparing me for the difficulties and the joys of life, but I feel lost without you anyway. I am trying to live life one day at a time and not to obsess about the times to come when I will miss you so. Now The holidays are tough and will be tough. I have stayed sober through it all, Dad. Thank you for that; I know that I could not have done so without you helping me. I’ll try to be more in touch with my spirituality — you know that’s not easy for me. I’ll try not to take the world on my shoulders all the time.
When I got the call from abdul wahid afternoon of Thursday 19, July 2007 that the doctors were trying to revive you. I don’t know how, but I knew that you were gone. I know that it is good that you didn’t have to suffer a long and lingering illness or death. I know, but if one more person tells me that I might explode. Dad, it may be selfish, but I might have bought some more time. You were too young and too vital to go so soon, not at 51.
Dad, please remember all the things that I told you before and after you left this life. I love you so deeply. As I sit here typing this and crying, I see your smiling face, I feel your big solid slap on the back, I feel your bear hug and hear you say “I love you.” You were the King. Your crown prince loves you and misses you. Thanks for telling me that you loved me virtually every day of my life. I know I gave you my thank you’s when I said goodbye, but if you don’t remember in the commotion of moving on: thank you for my first PC which you bought for me 1750 QAR, for encouraging me , teaching me how to fight with difficulties, taking me to games from the time I was eighteen months, thank you for the zoo, for the video game; thank you for the little yellow tractor; thank you for your sobriety; thank you for my sobriety; thank you for late night discussion on current affairs, for letting me stay up late with my Dad; thank you for teaching me that family always comes first, no matter what; thank you for giving me your name; thank you for always, always, always putting your children first; for seventeen years of private schools; thank you for always being there for me, no matter what; thank you for teaching me about everything, and for learning about the things that I was interested in that you didn’t know about; thank you for your honesty, since I was a little boy; thank you for your friendship; thank you for respecting my opinion and talking to me like I was an adult even when I was little; thank you for sharing your life with me; thank you for teaching me about right and wrong and showing me the courage to step forward to do right and challenge wrong; thank you for the trips to the hospital, time and again, for this injury or illness or that; thank you for your warmth, for your hardy laugh, your twinkling eyes; thank you for teaching how to think, how to act; thank you for being a gentleman, and trying to teach me how to be one, even if it wasn’t always in our nature; thank you for your righteous indignation, I have never seen anyone else come close; thank you for demanding that I do my best; thank you for a lifetime of love, support, kindness, warmth and friendship; thank you for teaching me how to win and how to lose with class; thank you for war movies; thank you for not being perfect, but for always striving to be better, to grow, learn and develop; thank you for you, for being the man you are and were and for always loving me so well and so much. Thank you for the world that you brought me and for all the good things I am. I think about you every time I experience any of the things above; you brought them to me and to this day — and for every day to come — when I think of them or see or experience them, I think of you. And now I have to thank you for something that I would gladly give back, something I never wanted.

Every night before I put Luluwa to bed, we pray to you; you know what we ask for. And every night, when I lay Luluwa down and tuck her in, I say, “Goodnight , I love you.” I do love you so. God bless and love you, I certainly do.

Goodnight Daddy, I love you,

Posted in Articles

A Leader has to be Reborn

The leadership cannot be taken for granted. You have to reborn as leader, if you wish to take the leadership roles in the organisation…. Read Below

The key for understanding leadership is to understand persons who are widely accepted as leaders. Leadership flows from leader and not vice-versa. A leader never follows any leadership theory or style (Otherwise he is not a leader). The theories and styles are created by scholars after a person has proven himself a leader.

Leadership is like an art which is always unique. An art is not known to the world and even to the artist till it is created. If you ask a novelist the story of his next book, his answer has to be negative. He cannot know what is going to strike in his mind in future. No musician can have even a hint of his next composition. All artistic creations are like the children which are created by the union of male and female members of the specie. It is impossible to predict the attributes of the child and no father or mother have any say in creation of the child. They only come through their parents yet they are independent. This had been beautifully expressed in a poem by Khalil Gibran which reads

Your children are not your children.

They are the sons and daughters of Lifes longing for itself.

They come through you but not from you,

And though they are with you yet they belong not to you.

It is not that children are independent of their parents. They take all their physical and metal attributes from their parents. Their features, intelligence, colour of the skin, height, weight, blood group resembles their parents. Yet they are independent and they may vary widely from their parents considerably as a human being. Most genius and great leaders were born of ordinary parents and not from great parents.

Just like every man or woman had the potential to create another person, every man has a hidden leadership. Only when the man faces a situation which is exceptional, a leader is born. Thus the leader the man can be considered as the father of the leader and the situation or environment can be consider as the mother of the leader. Only when the right person mates the right situation, a great leader is born.

Leaders cannot be created but every ordinary person has the potential to become a leader. A leader is not born, he is born-again.  First, he is born as an ordinary person and then he take birth as leader.

The leadership cannot be taken for granted. You have to reborn as leader, if you wish to take the leadership roles in the organisation. A leader is a man of the masses and he sacrifices his personal interest for the sake of the followers. If the leader continues to behave like ordinary mortals, his leadership cannot be accepted for long.

By A.S

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Posted in Leadership

Empowerment – Are You a Micro Manager?

Leadership is about trust

The easiest way to suppress discretionary energy, the energy given willingly – no matter what it takes, is a style of micro management that scrutinizes every decision an employee makes. It can kill their spirit. If any of your employees even joke about you being a micro manager… Back off. Where there is smoke there is usually fire.

Micro Management is a Symptom

Micro management is often just a symptom of ineffective planning, too much compassion and the inability to judge performance and develop bench strength. Developing a strategic plan for your company is a very effective way to address any or all of these challenges. I often tell my clients that the most valuable part of a strategic plan is the development process itself. Running a company with a shoot from the hip mentality often encourages micro management and does not allow employees to develop their skills and maximize their potential. One of the many warning signs is a high turnover rate. The reason is simple; good employees just won’t tolerate micro management and they will leave to find employment that will challenge them and help them grow.

It’s About Leadership

Simply put, effective leaders don’t micro manage. In fact, they cringe at the thought of it. Why? Because they recognize that one of their primary responsibilities is the development of future leaders for the organization. You just can’t develop future leaders by micro managing.

Micro managing can be an indication of the following:

  • Lack of trust in your employees. This is not good because it often leads to a lack of trust in you as a leader
  • Fear of lost control. This is often demonstrated by a parochial attitude about turf or position in the organization. This may also indicate a lack of self confidence and low self esteem.
  • Panic response to emergency and crisis. The micro manager often feels alone on an island and when a crisis hits they may panic and respond reactively without much thought, planning or discussion.
  • Employee development, succession planning and bench strength are just three of the key principles for success. These become obvious once you start developing a strategic plan. Sales growth, profit growth, operational and service excellence are factors we all recognize easily because they can be easily measured. However, I submit to you that you can have the best sales plan, an excellent service and operational plan and if you ignore employee development through effective leadership your success will be limited. So, focus on the leadership skills of every manager in your company. Do an employee survey. Don’t be afraid of the word “micromanagement”. Discuss it with your managers, your employees and do an honest management self assessment. And…. if you don’t have a strategic plan, start right now. Call or e-mail me if you want help in putting your plan together. I can help make your strategic plan really work and the value you get from it will be easily recognized by bottom line growth.

    Copyright (c) 2008-2010 Rick Johnson

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    Posted in Leadership

    Take Action and Eliminate Bureaucracy

    “I have been impressed with the urgency of doing. Knowing is not enough; we must apply. Being willing is not enough; we must do.” – Leonardo da Vinci

    I’ve worked in a few offices where the paperwork, endless meetings, and other bureaucracy was ridiculous — so much so that the actual productive work being done was sometimes outweighed by the bureaucratic steps that needed to be taken each day.

    When the focus is on action instead of bureaucracy, things get done.

    I’ve worked for both private businesses and government agencies, and let me tell you, both require too much paperwork, too many steps to get things done, too much reporting, too many meetings, too much planning and too much training. Each of these things is usually management’s answer to a problem, but they add more problems, including a tendency to slow things down and get less done.

    A better answer than adding extra steps and meetings to a workday is to focus on action. Create a culture of action and hire people who get things done. Eliminate as much bureaucracy as possible and get things moving.

    Today we’ll look at some good ways to do that, based on my experience both as a worker and a manager. Believe me, I know the tendency to throw training and meetings and reporting and planning at a problem, but I also know how frustrating that can be for an employee who just wants to get the work done as effectively as possible. Why am I sitting in on another meeting when I could be getting work done? Why am I filling out more paperwork instead of actually doing the work?

    Here are some ideas to get to the action and cut out the bureaucracy:

    1. Know what you want to get done. Often bureaucracy happens when people focus on processes and forget about what the end result should be. Where are you trying to go? Find the shortest route to get there, rather than making things complicated. Visualize your desired result, and keep the focus on that.

    2. Know your priorities. Keep in mind the most important work your company or organization does. It almost certainly isn’t paperwork or meetings (with a few exceptions, possibly). Of course, if you’re going to have a meeting with a potential client in order to sign him up, that’s probably a priority. But for many employees, the real work will be something else: writing code, writing articles, designing, making calls, crunching numbers, etc. Know the important work, and focus on that.

    3. Eliminate paperwork whenever possible. How many forms does your company have? Much of that uses the same information. Can a simple computer program or online form be used instead, so people don’t have to fill out paperwork but can just fill in an online form where the basic information is stored and re-used so it doesn’t have to be re-entered? Often using a computer program (online or off) will also automate things so paperwork isn’t needed. Or just eliminate the paperwork altogether if it’s possible — sometimes it’s just better to take action without having to fill in things.

    4. Cut out processes. Are there steps and approvals and work that people have to do that can be eliminated altogether? Keep an eye out for these processes and eliminate when possible. Every time someone is doing something routine, ask whether it’s really necessary, or if can be reduced or eliminated. Can several steps be cut out to make things quicker? Often the answer is a resounding “yes”.

    5. Empower people. Often a manager becomes a bottleneck, requiring his approval before anything can get done. Worse yet is when approval is needed several times along the way, meaning it has to be bounced back and forth a bunch of times. Better: give people clear instructions about how to handle things and when approval is authorized, and allow them to handle it. Monitor things closely at first to ensure that they know how to follow the instructions, then give them more room to work independently and just report to you every now and then. Make sure the instruction include the circumstances when they need to alert you to any major problems.

    6. Don’t put off decisions. Worse than a manager becoming a bottleneck is a bottleneck where decisions are delayed and things pile up. When a decision is required, try to make it quickly. Make sure you have all necessary info, know what criteria you’re using to make the decision, and then make the decision immediately. The longer you wait the worse the problems become. Indecision is the enemy of action.

    7. Have the information you need ready. If you don’t have information, you can’t make decisions properly. This is often the reason people put off decisions, but they don’t always realize it. As a result, they sit on a decision for awhile. Instead, go and get the info you need so you can make the decision immediately. Better yet, have the information sent to you beforehand, so you have everything you need to make the decision when it’s time. Figure out what information is needed for your regular decisions and have it regularly on hand.

    8. Keep “Action” at your forefront. Put up a sign on your desk that says “Action”. Make this your mentality throughout the day. When you are putting something off, remind yourself to take action. When you have a bunch of steps you have to do, remind yourself that eliminating steps leads to taking action sooner. When you’re in a regularly scheduled meeting (like, every day), ask yourself if this is preventing action.

    9. Look for action-oriented people. When hiring or selecting a team, look for people who get things done. This can be seen in their track record. Give them a trial and see if they tend to focus on actions and decision, or processes and paperwork. Action-oriented people will get things done more effectively.

    10. Reward action. Reward team members as well as yourself for action taken. Rewards could be as simple as praise or as big as a promotion or a bonus to the most action-oriented employees. These rewards tell your company or organization — or yourself — that action is a top priority.

    “Action is eloquence.” – William Shakespeare
    Article by Leo Babauta
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    Posted in Leadership

    Difference between Boss and Leader

    Every leader is a boss. But every boss is not the leader. This defines the difference between a boss and a leader. The biggest difference between a boss and a leader is one. The boss is respected and obeyed because of his/her seniority. A leader is respected and looked up to as an example not only because of seniority but mainly because of the qualities of character and ability.

    Those who aspire to become leaders must lead by example. The team must always have a firm belief that the leader will be there during every crisis. Not to fix the blame, but fix the problem. If the team members find that the leader does not follow what he/she preaches, they will have no respect for him/her. They may obey him/her, but the respect will be missing. Leaders gain this respect by their actions. They look and act sincerely. There is no mismatch between their words and actions. They look integral in approach and character.

    To be a leader, every boss must display characteristics such as knowledge, planning, anticipation, foresight, action, result oriented approach, perspective, respect every team member, earn their respect, act as a friend and act as a mentor. This is quite a list, but if you want to become a good leader you need these qualities. This is true not only for national leaders but for persons in every leadership position in any organization. Once a person earns the respect of his /her team members he/she ceases to be only a boss and transforms into a leader.

    Posted in Leadership