Circuit expands into the UAE with multi-million dollar projects

Circuit expands into the UAE with multi-million dollar projects

Specialised commercial and residential automation consultancy opens new office in Dubai to capitalise on business potential in UAE and wider Gulf region
Circuit Gulf, an extra low voltage (ELV) automation systems consultancy, has inaugurated an office in Dubai Silicon Oasis, to consolidate its growing residential and corporate business throughout the UAE.

The Egyptian company offers full consultancy and installation services, spanning all residential and commercial properties. Circuit also provides full technology management systems, such as smart video analysis, touch screens and surfaces, as well as integrated controls and state of the art biometric solutions, to name but a few.

Nathan Williams, Circuit Gulf General Manager, clarifies that despite the tough economic climate of late, the company has continued to thrive over the past 12 months. It has completed multi-million dollar projects in the UAE, including contracts for the royal family in both Abu Dhabi and Al Ain and various residential and commercial projects on Palm Jumeirah and Emirates Hills, cementing its enviable market reputation.
Williams added: “As the commercial hub of the GCC countries, Dubai is an ideal location to service our existing clients as well as compete for potential new business not only in the UAE, but throughout the Gulf economies.”

Circuit will also be showcasing a number of innovative products at this month’s Professional Audio, Light, Entertainment, Music and AV Exhibition (PALME), the region’s leading AV trade show, taking place at Dubai International Exhibitions Centre from April 18 to 20. Circuit is featuring the very latest in-home technology including AMX touch panels, Sony video conferencing, and video walls in a fully integrated home set up.

Circuit also has a specialist consulting team of engineers to assist clients from conceptualisation through to completion bringing with them experience of many top international automation brands. As well as being KNX certified (the worldwide standard for home and building control), the company has recently become the first Egyptian company and one of very few in the GCC region to be accredited by the Custom Electronic Design and Installation Association (CEDIA).
With such a broad range of expertise, Circuit is able to provide a full service offering from consultation to the latest bespoke fit-out, adapting to the requirements of all customers and catering to all budgets.

Williams said: “Implementing the latest technology has many long-term economic and environmental benefits, including reducing power consumption and manpower requirements for corporations by centralising equipment control and administration.”
A subsidiary of Circuit Holding, Circuit Gulf aims to add value to its customers’ projects and developments through the application of a wide variety of effective and efficient system integration techniques, solutions and products for ease of operation.

For more information, please visit www.circuit-holding.com

About Circuit Gulf: Circuit Gulf is a subsidiary of Egypt-based Circuit Holding, a company specialised in integrating extra low voltage (ELV) systems for residential and commercial projects. There are three companies under the Circuit Holding umbrella, servicing clients in Egypt, the Gulf and Europe. Circuit Gulf is the Engineering Service Provider that will enable MEP, real estate developers, consultancy offices, light current system integrators, and the hospitality industry achieve better and more cost efficient results when implementing comprehensive ELV solutions.

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Top 10 Tips on Managing People

1. Set clear direction: Might seem obvious that you need to have clear goals and yet almost 40% of employees in UK companies are not sure what their employer expects of them.

2. Link individual goals to the strategy of the company: As a manager you might know what your company is trying to achieve but the likelihood is that your people don't. Only 30% of UK employees understand how their job role impacts and contributes to their organisation reaching its strategic vision. It's your job to make this link clear and you can only do that by talking about it - all the time!

3. Know what your people have natural aptitude for: Your key function as a manager is to know your people well enough to understand what they do best. Where they have natural aptitude, they can excel. Practise doesn't make perfect unless you are practising in an area of natural talent.

4. Know your people's weaknesses: Where your people have no natural talent, they will not excel. Best case scenario, they can become average with practise and training but let go of the notion that they will ever become high performers in those areas.

5. Recruit, promote and performance manage according to the strengths needed and weaknesses that are acceptable for each role.

6. Create the right attitude: You can motivate your people by providing them with clear direction and playing to their strengths - but you also need to find out what makes them tick as individuals. What motivates you rarely motivates your people. Everyone is different and you would be wise to ask as opposed to making too many assumptions.

7. Give praise when praise is due: This is the most under utilised tool for motivating your people. Don't wait for perfection! Notice and praise situations and behaviours that went well, pointing out specifically what was good and the positive impact they had. 70% of UK employees report that they don't receive praise regularly. What an easy thing to do that makes a lot of difference.

8. Manage yourself: As a manager, you are a mini celebrity and your team watch your every move - including the inconsistencies between what you say and what you do. Don't expect your people to be something you are not.

9. Handle critical conversations: Learn how to tackle giving negative feedback and handling difficult situations (like behaviours and performance issues) with your people. It's a skill, usually something we either want to avoid or end up doing badly.

10. Deal with change: Dealing with a constantly changing environment is hard for many people. Especially when they don't see the benefits themselves. Every manager needs to be a change expert, not in theory but in practise. Delivering the message and getting buy in is one thing, where the real difference is made is by executing with consistency.

Read more: http://www.articlesbase.com/management-articles/top-10-tips-on-managing-people-612457.html#ixzz0wTkLClKi
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Effective Leadership, Managing People: 10 Timeless Principles

In my management and effective leadership skills seminars, I often ask participants, based on their years of experience, to list their top do's and don'ts for effectively managing people. After conducting workshops and keynotes all over the world for over 12 years, I've come up with ten timeless principles, or tips for managing people. Here are the top ten:

1. Set goals collaboratively with your employees. You're more likely to have employees who are accepting of the solution because they were involved in the process.

2. Follow through. Always do what you say you're going to do. Otherwise, your credibility is destroyed. As the saying goes, they remember your last act.

3. In managing people, be empathetic and compassionate when the situation calls for it. For example, when a good employee is experiencing personal problems. Remember, your employees are your most important asset. And, you are managing people.

4. Be honest, trustworthy, fair and respectful. In managing people, if you employees don't perceive you as trustworthy, you're less likely to have real influence over them.

5. Lead by example. Be a good role model. If you are honest, trustworthy, respectful, and hardworking, you're training them to be the same.

"Effective leadership in managing people = getting along with others."

6. Communicate clearly with your staff on a regular basis. The importance of good communication sounds so obvious, it's as if it shouldn't need to be mentioned! But over and over, I hear about managers who don't communicate effectively.

7. Take care of important issues. Don't procrastinate working on projects you don't want to do. And promptly address performance issues with a difficult employee. Otherwise, these problems only get worse.

8. Have goals and objectives clearly defined in writing for accountability. Include dates, deadlines, and numbers so it's very clear what's expected. For example, if someone is in customer service they are to, "Respond to all customer inquiries and complaints within 12 hours of receiving them.This way, the employee clearly understands what's expected of them and is less likely to say, "Well,that's just your perception. You're just picking on me."

9. In managing people, be available. Be approachable.

10. Empower and motivate the team not just in terms of completing tasks, but also in terms of good communication and managing conflict.

Effective leadership when managing people correlates to successfully managing conflict. Learn to get along with others. It's not just what you know, or who you know, but how well you get along with others.