When I am not vain, I am ...

Also check these out:
http://growthtext.com/free-stock-photos/

I'm a sucker for beautiful presentations. Blame it on being in that company for 4 years.

One of the thing that we use most is stock images and here's a blogpost from someone who'd exhaustively gathered the best and free:

http://www.catswhocode.com/blog/50-sites-to-find-free-stock-images

http://www.powstock.com/

From the lists above, good sites:

http://www.freedigitalphotos.net/ & http://absfreepic.com/

http://www.sxc.hu

http://www.morguefile.com

http://freerangestock.com

Free icons:
http://www.hereisfree.com/

http://www.everystockphoto.com (searches from a few sites, some may not be free)

http://www.brandsoftheworld.com/ - Collection of brands & logos from the world

EDIT: 2015 May

I've found new love for making quotes tailored for social media and that requires a different type of stock photos.

Here's the new list for quote creation stock photos:

https://www.lum3n.com/

http://www.entrepreneur.com/article/238646

https://designschool.canva.com/blog/free-stock-photos/

I need to check this out too:

http://benrequena.com/find-free-stock-images/

LOVE

Not searchable

https://unsplash.com/ - Creative Commons Zero. Oh my! Quantity and quality! Score!

http://picography.co/ - Creative Commons Zero

http://getrefe.com/ - Creative Commons Zero, might be searchable soon.

http://jaymantri.com/ - Creative Commons Zero

http://publicdomainarchive.com/ - Creative Commons Zero, Gorgeous!!! Professional!

http://www.gratisography.com/ - Woah!!! Absolutely gorgeous artistic creations. One of a kind. Very specific! Creative Commons Zero

http://travelcoffeebook.com/archive - Gorgeous one of a kind. Creative Commons Zero.

http://skitterphoto.com/ - Toooooo gorgeous! One of a kind. Creative Commons Zero.

http://littlevisuals.co/ - Beautiful small library. One of a kind. Creative Commons Zero.

http://www.lifeofpix.com/- Quite beautiful

http://epicantus.tumblr.com/ - Not bad :)

http://www.designerspics.com/ - Mostly specific stock photos with thematic use.

Attribution

http://superfamous.com/ - Creative Commons 3.0 (credit)

http://raumrot.com/ - OMG OMG! Too gorgeous. Attribution required. But so gorgeous! Small library :)

http://foodiesfeed.com/ - Only on food. GORGEOUS!

With categories

http://www.upicm.com/ - Not bad :)

http://stokpic.com/ - Not bad. Require attribution.

SEARCHABLE

https://picjumbo.com/ - Searchable! Yes! Gorgeous!

http://pixabay.com/ - Also searchable. Also gorgeous!

http://isorepublic.com/ - Woah so gorgeous. One of a kind.

http://www.rgbstock.com/ - Check for attribution. Gorgeous :)

http://www.pexels.com/ - Very gorgeous!!! Require attribution.

http://magdeleine.co/browse/- Tooooo beautiful. Attribution required.

http://kaboompics.com/ - Gorgeous! Attribution.

http://finda.photo/ - META SEARCH for the unsearchable sites above. Search by colours.

PATTERNS

http://thepatternlibrary.com/ - with attribution.

TEXTURES

http://www.cgtextures.com/

VECTOR GRAPHICS

http://www.freepik.com/

INSPIRATIONAL

https://niice.co/

COLOUR PALETTE

http://www.pictaculous.com/

http://www.colourlovers.com/

An article by canva: https://designschool.canva.com/blog/color-tips/

Monday, March 4, 2013

The Single Most Important Trait of Personal Success by Lou Adler

Reproduced from here (https://www.linkedin.com/today/post/article/20130204210649-15454-the-single-most-important-trait-of-personal-success?_mSplash=1&sessionid=bfrpwHmVtRvGV8cVDWJ4)

Here are some ideas on how more accurately assess the most important trait of success:

Replace traditional job descriptions with performance profiles. The process used to promote people internally is a pretty accurate predictor of success since it’s based on the person’s past performance. A similar result can be achieved when hiring people from the outside by clarify job expectations upfront using a performance-based job description, or performance profile. Rather than box check skills, dig deep into the candidate’s accomplishments and compare these to what needs to get done. Patterns of performance and motivation will soon emerge.
Emphasize cultural and situational fit. While drive for results is a critical factor for on-the-job success, motivation to do the actual work is far different than motivation to get the job. Motivation to do the work is dependent on the content of the actual work itself, the leadership style of the hiring manager, and fit with the company culture. Hiring someone fully competent but a misfit on these factors is a surefire way to decrease motivation, reduce job satisfaction and increase turnover.
Wait 30 Minutes! More hiring mistakes are made in the first 30 minutes of the interview than any other time. If an interviewer instantly likes the candidate, he or she asks self-fulfilling questions to confirm this initial judgment. Candidates who fail the first impression bias are asked tougher questions for the same reason. By scripting the initial part of every interview, it’s possible to get past the first treacherous 30 minutes unscathed. Too many interviewers use the level of assertiveness to assess motivation. Waiting 30 minutes will clarify what’s actually being assessed.
Ask the Most Significant Accomplishment (MSA) question for every performance objective listed in the performance-based job description. In an earlier post I suggested that the Most Important Interview Question of All Time was to dig deeply into the candidate’s most significant job-related accomplishments. Since each of these MSA questions takes about 15-20 minutes to fully understand, it’s best to divide them among the interviewers. This ensures each interviewer is measuring the candidate against the same criteria and using a similar objective assessment approach.
Never (ever) violate the “No 2s!” rule. The NO 2s! rule refers to the 1-5 ranking system used as part of the debriefing process described in The Essential Guide for Hiring & Getting Hired. A Level 2 person is someone who’s not motivated to do the actual work required even though the person’s perfectly competent. These type of mistakes can be prevented by digging deep into what motivates a person to go the extra mile or take the initiative during the MSA questioning process.

You don’t need to be a Vince Lombardi to know that drive for results, motivation to succeed or will to get it done, is the most important trait of success. While it’s more difficult to accurately assess in people you don’t know, misjudging motivation to do the work you need done, is a sure way to hire the wrong person.

“If it doesn’t matter who wins or loses, then why do they keep score?” – Vince Lombardi

_____________________________________________________

Lou Adler is the Amazon best-selling author of Hire With Your Head (Wiley, 2007) and the award-winning Nightingale-Conant audio program, Talent Rules! His latest book, The Essential Guide for Hiring & Getting Hired, was published on February 1, 2013.

Monday, July 30, 2012

Keep the grey cells working

Now that I've graduated, well... everything seems to bore me.

But fret not. A friend sent this to me: https://www.coursera.org/

Yay! Loads of fun.

Monday, October 17, 2011

10 Secrets of Successful Leaders

Copied from entrepreneur.com for later reading!

http://www.entrepreneur.com/article/220518

1. Assemble a dedicated team.
Your team needs to be committed to you and the business. Successful entrepreneurs have not only social and selling smarts, but also the know-how to hire effectively, says leadership trainer Harvey Mackay, who wrote Swim with the Sharks Without Being Eaten Alive (Ivy Books, 1995). “A colossal business idea simply isn't enough. You have to be able to identify, attract and retain talent who can turn your concept into a register-ringing success,” he says.

]When putting your team together, look for people whose values are aligned with the purpose and mission of your company. Suzanne Bates, a Wellesley, Mass.-based leadership consultant and author of Speak Like a CEO (McGraw Hill, 2005), says her team members rallied around each other during the worst part of the recession because they all believed in what they were doing. “Having people on your team who have tenacity and a candid spirit is really important," she says.

2. Overcommunicate.
This one’s a biggie. Even with a staff of only five or 10, it can be tough to know what’s going on with everyone. In an effort to overcommunicate, Bates compiles a weekly news update she calls a Friday Forecast, and emails it to her staff. “My team is always surprised at all the good news I send out each week,” Bates says. “It makes everyone feel like you really have a lot of momentum, even in difficult times.”

3. Don’t assume.
When you run a small business, you might assume your team understands your goals and mission -- and they may. But, everybody needs to be reminded of where the company’s going and what things will look like when you get there. Your employees may ask, “What’s in it for me?” It’s important to paint that picture for your team. Take the time to really understand the people who are helping you build your business.

“Entrepreneurs have the vision, the energy, and they’re out there trying to make it happen. But, so often with their staff, they are assuming too much,” says Beverly Flaxington, founder of The Collaborative, a business-advising company in Medfield, Mass. “It’s almost like they think their enthusiasm by extension will be infectious -- but it’s not. You have to bring people into your world and communicate really proactively.”

4. Be authentic.
Good leaders instill their personality and beliefs into the fabric of their organization, Flaxington says. If you be yourself, and not try to act like someone else, and surround yourself with people who are aligned with your values, your business is more likely to succeed, she says.

“Every business is different and every entrepreneur has her own personality,” Flaxington says. “If you’re authentic, you attract the right people to your organization -- employees and customers.”

5. Know your obstacles.
Most entrepreneurs are optimistic and certain that they’re driving toward their goals. But, Flaxington says, it’s a short-sighted leader who doesn’t take the time to understand his obstacles.

“You need to know what you’re up against and be able to plan around those things,” she says. “It’s folly to think that just because you’ve got this energy and enthusiasm that you’re going to be able to conquer all. It’s much smarter to take a step back and figure out what your obstacles are, so the plan that you’re putting into place takes that into account.”

6. Create a 'team charter.'
Too many new teams race down the road before they even figure out who they are, where they’re going, and what will guide their journey, says Ken Blanchard, co-author of The One-Minute Manager (William Morrow & Co., 1982) and founder of The Ken Blanchard Cos., a workplace- and leadership-training firm. Just calling together a team and giving them a clear charge does not mean the team will succeed.

“It’s important to create a set of agreements that clearly states what the team is to accomplish, why it is important and how the team will work together to achieve the desired results,” says Blanchard, who is based in Escondido, Calif. “The charter provides a record of common agreements and can be modified as the business grows and the team’s needs change.”

7. Believe in your people.
Entrepreneurial leaders must help their people develop confidence, especially during tough times. As Napoleon Bonaparte said, "Leaders are dealers in hope." That confidence comes in part from believing in your team, says Maxwell, who is based in West Palm Beach, Fla. “I think of my people as 10s, I treat them like 10s, and as a result, they try to perform like 10s,” he says. “But believing in people alone isn't enough. You have to help them win.”

8. Dole out credit.
Mackay says a good salesperson knows what the sweetest sound in the world is: The sound of their name on someone else's lips. But too many entrepreneurs think it's either the crinkle of freshly minted currency, or the dull thud of a competitor's body hitting the pavement.

“Many entrepreneurs are too in love with their own ideas and don't know how to distribute credit,” Mackay says. “A good quarterback always gives props to his offensive line.”

9. Keep your team engaged.
Great leaders give their teams challenges and get them excited about them, says leadership expert Stephen Covey, author of The Seven Habits of Highly Effective People (Free Press, 1989). He pointed to the example of a small pizza shop in a moderate-sized town that was killing a big fast-food chain in sales. The big difference between the chain and the small pizza joint was the leader, he says.

Every week he gathered his teenage employees in a huddle and excitedly asked them: “What can we do this week that we’ve never done before?” The kids loved the challenge. They started texting all their friends whenever a pizza special was on. They took the credit-card machine to the curb so passing motorists could buy pizza right off the street. They loaded up a truck with hot pizzas and sold them at high-school games. The money poured in and the store owner never had problems with employee turnover, says Covey, who is based in Salt Lake City, Utah.

10. Stay calm.
An entrepreneur has to backstop the team from overreacting to short-term situations, says Mackay, who is based in Minneapolis. This is particularly important now, when news of the sour economic environment is everywhere.

“The media has been hanging black crepe paper since 2008,” he says. “But look at all the phenomenal companies and brands that were born in downturns, names like iPod, GE and Federal Express.”

Sunday, September 4, 2011

Engineering to Business

The things I do in the office these days are not exactly what I thought I'd be doing but still, it's quite refreshing (and draining as well).

I guess that's what career maturing is all about. And inline with that, I find these articles interesting...

On selling

http://techcrunch.com/2011/09/03/how-to-sell-your-company/

On negotiating

http://www.jamesaltucher.com/2010/12/osama-bin-laden-stockpickr-and-everything-i-know-about-negotiation/

Priceless pictures from Google Maps...

http://9-eyes.com/

Tuesday, November 23, 2010

A better visio diagram

Believe in making the best of anything I do, so I've decided to follow these rules in my visio network diagrams:

Add title block to the network diagrams
Third-party network shapes
Manage network information
Generate custom network reports
Show IP addresses on network diagrams with "Label Shapes"
Link the network diagrams together
Save the network diagrams as web pages for ubiquity's sake

http://office.microsoft.com/en-au/visio-help/7-keys-to-better-visio-network-diagrams-HA001111912.aspx

Stage Backdrop Design

So before I forget, we needed a backdrop for the stage. So I've amalgamated the poster designs to come up with this. It was a hit!

Friday, November 5, 2010

Tears from the heart

Today, I received an email for my demoreel. I thought they'd forgotten. Turns out the process took a loooooong time.

But I had a problem. A real big one. I haven't finish my thesis yet. So I did not spend any time at all on my demoreel. And I'd like to graduate. I'd like to graduate first. Oh but I am so close. So close I can taste it. I am so close to my dream.

So I cry. I cried for a lost opportunity. But then I realise... I am employable! Somebody actually didn't think I am all garbage. And I am motivated. I am so motivated now.

Let's go thesis. Allons y!

Monday, November 1, 2010

Final Poster of Year 2010

I've taken inspiration from these 2 sites:

http://ratemyhagwon.com /2009/05/21/seoul-fashion-report-book-michael-hurt/

http://bloggingprojectrunway.blogspot.com/2009/04/note-from-blayne-wals h.ht ml

And was planning to use images similar to these:

http://fc06.deviantart.net/fs44/f/2009/115/f/b/Legs_And_The_Pink_Tights_by_bluenote70.jpg

http://buttertoastboutique.files.wordpress.com/2010/03/dscn1162.jpg

But since I've already coloured the cartoons provided by Emily, I've decided to just use those cartoons anyway. And borrowing ideas from the first 2 runway posters, made these 2 for printing:

Sunday, October 31, 2010

Design website

This webbie is an absolute delight! I heart.

http://www.septemberindustry.co.uk/

Found from a new random love : http://www.missmoss.co.za/

Wednesday, October 27, 2010

Digitizing traditional media

Well, not really.

But what happened was Emily didn't have enough time to colour her drawings. So she sent me her sketch.

To which I had to digitize in Photoshop (still using CS2) and then add colours.

Here's how: http://www.wikihow.com/Add-Color-to-a-Scanned-Picture-Using-Photoshop

And this is the final result!!

Skin swatches from: http://www.curvemeister.com/tutorials/Video/Using_Pinning_for_Skin_Tones.htm and http://www.curvemeister.com/tutorials/Video/PrepressTargetValuesForSkin.jpg

Thursday, September 30, 2010

Scientific Resume

I know I will have to prepare a scientific resume soon. So here's some really good reference with a good mix of science but not so much that is it a pure scientific resume. Basically people like me, Master level degree but most probably not getting a phD or going into the academic track.

Scientifically based

http://www.nealen.net/prof.htm : What I like about Nealen's page is the publications layout with small graphical examples and the quick pages view on the research papers right beside the abstract.

Graduate Students' CV

http://www.kcc3.com/code.php : Displaying all the projects done as student but not too shabby.
http://www.cs.princeton.edu/~jingwanl/CV.htm : Clean CV. Very pleasing to read.

Fluid Dynamics - Smoke

As I'm doing my survey for the dissertation, I've come across some newer papers on this subject that improves the complexity / limitation of some of the popular methods.

Here they are. I will need them when I start my project.

Starting out with Fluid Dynamics

http://www.efluids.com/

PAPERS

Energy-Preserving Integrators for Fluid Animation

http://www.cs.caltech.edu/~keenan/project_epifa.html

Washington Uni: http://grail.cs.washington.edu/projects/

TUTORIALS

http://software.intel.com/en-us/articles/fluid-simulation-for-video-games-part-1/

http://ta.twi.tudelft.nl/isnas/report94-24/isrep2.html

WIKIS

CFD : http://www.cfd-online.com/Wiki/Main_Page

FLUID PEOPLE

Bridson - http://www.cs.ubc.ca/~rbridson/
Treuille - http://www.cs.cmu.edu/~treuille/
Stam - http://www.dgp.toronto.edu/~stam/reality/Research/pub.html
Fedkiw - http://physbam.stanford.edu/~fedkiw/
Selle - http://physbam.stanford.edu/~aselle/

Nielsen - http://www.daimi.au.dk/~bang/

APPLICATIONS

http://www.cs.cornell.edu/courses/cs567/2007sp/a4SmokeControl/index.html : Interactive Smoke Control, java based.

http://www-evasion.imag.fr/Membres/Fabrice.Neyret/Etudiants/sujet3Master2009_10-en.html : Amplifying smoke simulation, C++ & OpenGL - no sample codes.

http://www.win.tue.nl/~alext/COURSES/INFO_VIS/SOFTWARE/smoke.html : Real-time smoke simulation, C/C++ & OpenGL (using FTTW) - sample codes provided.

The Little Grasshopper - graphics programming tips

FANTASTIC SITE WITH FREQUENT PAPERS UPDATE

By Christopher Batty

http://animationphysics.wordpress.com/

The infamous Ke-Sen Huang

http://kesen.realtimerendering.com/

Focused:

Thyson Brochu - interest in fluid dynamics

http://www.cs.ubc.ca/~tbrochu/Tyson_Brochu.html

Philip Fu - Prof in NTU, good general links to many important graphics knowledge.

http://www3.ntu.edu.sg/home/cwfu/

HAPPILY FLUID DYNAMICS DUDES

(Pure Mechanical Engineering Numerical Method, Computer Graphics almost always reduces some terms)

I was reading this forum and thought it is a good one and everyone should read this too:

http://www.physicsforums.com/showthread.php?t=287547

Here it is recommended to read: http://courses.cit.cornell.edu/fluent/cfd/intro.pdf

Computational Fluid Dynamics: The Basics with Applications by John David Anderson

Sunday, June 24, 2018

Tuesday, March 27, 2018

Beginner's antiques know how

Biggest Source for Antiques & Collectables

Biggest Source for Vintage Clothing Labels

Why you should thrift

How to care for fur

How to wash & fluff your down jacket

FB Groups

To identify antiques

Beginners start here:

Some information about glass

Crystal Identification Database

Compare by Pattern: Replacements

By Marks

By Name & then by Pattern

American Cut Glass

Pressed Glass

How to identify pressed glass

Miscellaneous

Cute history of Bohemia & Waterford

How to identify Waterford

Glass Bottle History

Monday, March 26, 2018

Japanese Pottery Marks

One of the most accurate and complete site

Most Complete For Chinese & Japanese Marks

Canada Pottery Mark Identifier

Modern American Studio Ceramics (1946 onwards)

West Germany Pottery (from 1950s to 1970s)

British Studio Pottery Marks

To ID pottery marks

Cute handmade pottery

Wednesday, March 30, 2016

Thursday, March 10, 2016

Monday, May 11, 2015