Email OF The Day

Tuesday, 22 July 2014

[www.keralites.net] America's 20 youngest billionaires...

America's 20 Youngest Billionaires by Forbes

20. Ken Griffin, 44, is worth an estimated $4.4 billion. He made his money through his Citade return in 2012.(ImageCredit)

19. Jerry Yang, 44, left, is worth an estimated $1.7 billion. Yang made his money by founding January 2012.(ImageCredit)

18. David Einhorn, 44, is worth an estimated $1.4 billion. He made his money by founding Greenlight Capital.(ImageCredit)

17. Milane Frantz, 44, is worth $5.5 billion and is the daughter of the late Dan Duncan, who Houston. Duncan died in 2010. (ImageCredit)

16. Eric Lefkofsky, 44, is worth an estimated $1.75 billion. He made his money as an investor and founder of Groupon.(ImageCredit)

15. Elon Musk, 42, is worth an estimated $8 billion. Musk has numerous projects, but he is most notably associated with Tesla, a luxury electric carmaker. (ImageCredit)

14. Daniel Ziff, 41, is worth an estimated $4.6 billion. He is the son of publishing czar Williams Ziff Jr., who died in 2006.(ImageCredit)

13. Michael Rubin, 41, is worth an estimated $2.3 billion. He made his money from the e-commerce company GSI Commerce. The company was purchased by eBay for $2.4 billion in 2011. (ImageCredit)

12. Kevin Plank, 41, is worth an estimated $1.7 billion. He made his money by starting Under Armour Inc. (ImageCredit)

11. Larry Page, 40, is worth an estimated $24.9 billion. Page co-founded Google with Sergey Brin. (ImageCredit)

10. Sergey Brin, 40, is worth an estimated $24.9 billion. He made his money by co-founding Google with Larry Page.(ImageCredit)

09. John Arnold, 39, is worth an estimated $2.8 billion. He made his fortunes working in the hedge fund business. He is one of two young billionaires from Houston. (ImageCredit)

08. Chase Coleman, 38, is worth an estimated $1.4 billion. He made his money through his Tiger Global hedge fund.(ImageCredit)

07. Nick Woodman, 38, is worth an estimated $1.3 billion. He made his money by founding GoPro. (ImageCredit)

06. Jack Dorsey, 36, is worth an estimated $1.3 billion. He made most of his wealth by investing in the mobile payment company Square. Oh, he also started Twitter. (ImageCredit)

05. Robert Pera, 35, is worth an estimated $1.95 billion. He made his money by starting Ubiquiti Networks. He purchased the Memphis Grizzlies in 2012. (ImageCredit)

04. Sean Parker, 33, is worth $2 billion. Parker started Napster, and he also served as Facebook's first president. He did all of that before turning 25. (ImageCredit)

03. Scott Duncan, 30, is worth an estimated $5.5 billion. He inherited his fortune from Dan Duncan, founder of Enterprise Products billionaire and one of two young billionaires from Houston. (ImageCredit)

02. Mark Zuckerberg, 29, is worth $19 billion. Zuckerberg made his cash after starting up Facebook. (ImageCredit)

01. Dustin Moskovitz, 29, is worth $5.2 billion, and he's the world's youngest billionaire. Moskovitz was Mark Zuckerberg's former roommate, and he helped launch Facebook with Zuckerberg. (ImageCredit)

www.keralites.net

__._,_.___

Posted by: krishnan iyer <krish4949@yahoo.co.in>

Reply via web post

•

Reply to sender

•

Reply to group

•

Start a New Topic

•

Messages in this topic (1)

Yahoo Groups

Improved Group Homepage!

The About page of your Group now gives you a heads up display of recent activity, including the latest photos and files

Yahoo Groups

Control your view and sort preferences per Yahoo Group

You can now control your default Sort & View Preferences for Conversations, Photos and Files in the membership settings page.

KERALITES - A moderated eGroup exclusively for Keralites...

To subscribe send a mail to Keralites-subscribe@yahoogroups.com.
Send your posts to Keralites@yahoogroups.com.
Send your suggestions to Keralites-owner@yahoogroups.com.

To unsubscribe send a mail to Keralites-unsubscribe@yahoogroups.com.

Homepage: http://www.keralites.net

Visit Your Group

New Members 23

• Privacy • Unsubscribe • Terms of Use

__,_._,___

[www.keralites.net] Something special for Iftaar [1 Attachment]

Arabic Chicken Shawarma

Ingredients

For the Marinade
2 lb. boneless, skinless chicken breasts (about 4 large breasts)
¼ c. extra virgin olive oil
2 tsp. cumin
2 tsp. paprika
1 tsp. allspice
1 tsp. turmeric
¼ tsp. garlic powder
¼ tsp. cinnamon
Pinch of cayenne
⅛ tsp. salt
⅛ tsp. black pepper
Nonstick cooking spray
To Finish
6 Tbsp. extra virgin olive oil, divided
½ tsp. cumin
½ tsp. paprika
¼ tsp. allspice
¼ tsp. turmeric
Instructions
Pour the ¼ cup of olive oil into a large plastic zipper bag. Add in the marinade spices, then seal the bag and shake to combine.
Cut the chicken breasts into sixths, then place the pieces into large plastic zipper bag. Seal the bag and use your hands to work the marinade into the chicken. Place the bag of chicken into the fridge to marinate 8 hours or overnight.
Preheat your oven to 400 degrees Fahrenheit, then prepare a baking sheet by lining it with foil and spraying it with nonstick cooking spray. Arrange the chicken pieces evenly on the baking sheet in a single layer.
Bake for 8 minutes, flip the chicken pieces over, then bake for another 8 minutes.
Remove the chicken from the oven and let sit until cool enough to touch. Slice the chicken into thin pieces using a sharp knife.
Heat 2 Tbsp. of the olive oil in a large skillet over medium-high heat.
While it is heating, mix the remaining spices together in a small bowl and set it near the stove.
Once the oil is hot, add one third of the cooked chicken into the pan along with one third of the spices next to the stove. Cook, stirring, until the spices are spread amongst the meat and the chicken is heated through (just a minute or two).
Repeat this process with the remaining oil, chicken, and spices so that it is cooked in three batches (or, if you have a really, really big pan you could do it all at once). Serve warm with Tabbouleh salad and pita bread.
Engr Sulthan

www.keralites.net

__._,_.___

View attachments on the web

Posted by: "er_sulthan@yahoo.com" <er_sulthan@yahoo.com>

Reply via web post

•

Reply to sender

•

Reply to group

•

Start a New Topic

•

Messages in this topic (2)

Check out the automatic photo album with 2 photo(s) from this topic.

Yahoo Groups

Did you Know?

Dealing with inactive moderators or owners

Visit Your Group

New Members 20

• Privacy • Unsubscribe • Terms of Use

__,_._,___

[www.keralites.net] 5 Qualities of Remarkable Bosses

Consistently do these five things and the results you want from your employees--and your business--will follow.
Getty

Remarkable bosses aren't great on paper. Great bosses are remarkable based on their actions.
Results are everything—but not the results you might think.
Consistently do these five things and everything else follows. You and your business benefit greatly.
More importantly, so do your employees.

1. Develop every employee. Sure, you can put your primary focus on reaching targets, achieving results, and accomplishing concrete goals—but do that and you put your leadership cart before your achievement horse.
Without great employees, no amount of focus on goals and targets will ever pay off. Employees can only achieve what they are capable of achieving, so it's your job to help all your employees be more capable so they—and your business—can achieve more.
It's your job to provide the training, mentoring, and opportunities your employees need and deserve. When you do, you transform the relatively boring process of reviewing results and tracking performance into something a lot more meaningful for your employees: Progress, improvement, and personal achievement.
So don't worry about reaching performance goals. Spend the bulk of your time developing the skills of your employees and achieving goals will be a natural outcome.
Plus it's a lot more fun.

2. Deal with problems immediately. Nothing kills team morale more quickly than problems that don't get addressed. Interpersonal squabbles, performance issues, feuds between departments... all negatively impact employee motivation and enthusiasm.
And they're distracting, because small problems never go away. Small problems always fester and grow into bigger problems. Plus, when you ignore a problem your employees immediately lose respect for you, and without respect, you can't lead.
Never hope a problem will magically go away, or that someone else will deal with it. Deal with every issue head-on, no matter how small.

3. Rescue your worst employee. Almost every business has at least one employee who has fallen out of grace: Publicly failed to complete a task, lost his cool in a meeting, or just can't seem to keep up. Over time that employee comes to be seen by his peers—and by you—as a weak link.
While that employee may desperately want to "rehabilitate" himself, it's almost impossible. The weight of team disapproval is too heavy for one person to move.
But it's not too heavy for you.
Before you remove your weak link from the chain, put your full effort into trying to rescue that person instead. Say, "John, I know you've been struggling but I also know you're trying. Let's find ways together that can get you where you need to be." Express confidence. Be reassuring. Most of all, tell him you'll be there every step of the way.
Don't relax your standards. Just step up the mentoring and coaching you provide.
If that seems like too much work for too little potential outcome, think of it this way. Your remarkable employees don't need a lot of your time; they're remarkable because they already have these qualities. If you're lucky, you can get a few percentage points of extra performance from them. But a struggling employee has tons of upside; rescue him and you make a tremendous difference.
Granted, sometimes it won't work out. When it doesn't, don't worry about it. The effort is its own reward.
And occasionally an employee will succeed—and you will have made a tremendous difference in a person's professional and personal life.
Can't beat that.

4. Serve others, not yourself. You can get away with being selfish or self-serving once or twice... but that's it.
Never say or do anything that in any way puts you in the spotlight, however briefly. Never congratulate employees and digress for a few moments to discuss what you did.
If it should go without saying, don't say it. Your glory should always be reflected, never direct.
When employees excel, you and your business excel. When your team succeeds, you and your business succeed. When you rescue a struggling employee and they become remarkable, remember they should be congratulated, not you.
You were just doing your job the way a remarkable boss should.
When you consistently act as if you are less important than your employees—and when you never ask employees to do something you don't do—everyone knows how important you really are.

5. Always remember where you came from. See an autograph seeker blown off by a famous athlete and you might think, "If I was in a similar position I would never do that."
Oops. Actually, you do. To some of your employees, especially new employees, you are at least slightly famous. You're in charge. You're the boss.
That's why an employee who wants to talk about something that seems inconsequential may just want to spend a few moments with you.
When that happens, you have a choice. You can blow the employee off... or you can see the moment for its true importance: A chance to inspire, reassure, motivate, and even give someone hope for greater things in their life. The higher you rise the greater the impact you can make—and the greater your responsibility to make that impact.
In the eyes of his or her employees, a remarkable boss is a star.
Remember where you came from, and be gracious with your stardom.

Jeff Haden learned much of what he knows about business and technology as he worked his way up in the manufacturing industry. Everything else he picks up from ghostwriting books for some of the smartest leaders he knows in business. @jeff_haden

Junaid Tahir
www.DailyTenMinutes.com