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• Ground Control by David Baum

  - by JuergenKress

  As cloud computing moves out of the early-adopter phase, organizations are carefully evaluating how to get to the cloud. They are examining standard methods for developing, integrating, deploying, and scaling their cloud applications, and after weighing their choices, they are choosing to develop and deploy cloud applications based on Oracle Cloud Application Foundation, part of Oracle Fusion Middleware. Oracle WebLogic Server is the flagship software product of Oracle Cloud Application Foundation. Oracle WebLogic Server is optimized to run on Oracle Exalogic Elastic Cloud, the integrated hardware and software platform for the Oracle Cloud Application Foundation family. Many companies, including Reliance Commercial Finance, are adopting this middleware infrastructure to enable private cloud computing and its convenient, on-demand access to a shared pool of configurable computing resources. “Cloud computing has become an extremely critical design factor for us,” says Shashi Kumar Ravulapaty, senior vice president and chief technology officer at Reliance Commercial Finance. “It’s one of our main focus areas. Oracle Exalogic, especially in combination with Oracle WebLogic, is a perfect fit for rapidly provisioning capacity in a private cloud infrastructure.” Reliance Commercial Finance provides loans to tens of thousands of customers throughout India. With more than 1,500 employees accessing the company’s core business applications every day, the company was having trouble processing more than 6,000 daily transactions with its legacy infrastructure, especially at the end of each month when hundreds of concurrent users need to access the company’s loan processing and approval applications. Read the complete article here. WebLogic Partner Community For regular information become a member in the WebLogic Partner Community please visit: http://www.oracle.com/partners/goto/wls-emea ( OPN account required). If you need support with your account please contact the Oracle Partner Business Center. Blog Twitter LinkedIn Mix Forum Wiki Technorati Tags: WebLogic,WebLogic Community,Oracle,OPN,Jürgen Kress

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• Twitter & Identi.ca-In-One Add-on for Firefox?

  - by NoCanDo

  Is there an add-on around that allows me to log into my twitter AND identi.ca account simulateously? I'm tired of having IdentiFox and Echofon (formerly Twitterfox) running at the same time.

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• Informal Interviews: Just Relax (or Should I?)

  - by david.talamelli

  I was in our St Kilda Rd office last week and had the chance to meet up with Dan and David from GradConnection. I love what these guys are doing, their business has been around for two years and I really like how they have taken their own experiences from University found a niche in their market and have chased it. These guys are always networking. Whenever they come to Melbourne they send me a tweet to catch up, even though we often miss each other they are persistent. It sounds like their business is going from strength to strength and I have to think that success comes from their hard work and enthusiasm for their business. Anyway, before my meeting with ProGrad I noticed a tweet from Kevin Wheeler who was saying it was his last day in Melbourne - I sent him a message and we met up that afternoon for a coffee (I am getting to the point I promise). On my way back to the office after my meeting I was on a tram and was sitting beside a lady who was talking to her friend on her mobile. She had just come back from an interview and was telling her friend how laid back the meeting was and how she wasn't too sure of the next steps of the process as it was a really informal meeting. The recurring theme from this phone call was that 1) her and the interviewer got along really well and had a lot in common 2) the meeting was very informal and relaxed. I wasn't at the interview so I cannot say for certain, but in my experience regardless of the type of interview that is happening whether it is a relaxed interview at a coffee shop or a behavioural interview in an office setting one thing is consistent: the employer is assessing your ability to perform the role and fit into the company. Different interviewers I find have different interviewing styles. For example some interviewers may create a very relaxed environment in the thinking this will draw out less practiced answers and give a more realistic view of the person and their abilities while other interviewers may put the candidate "under the pump" to see how they react in a stressful situation. There are as many interviewing styles as there are interviewers. I think candidates regardless of the type of interview need to be professional and honest in both their skills/experiences, abilities and career plans (if you know what they are). Even though an interview may be informal, you shouldn't slip into complacency. You should not forget the end goal of the interview which is to get a job. Business happens outside of the office walls and while you may meet someone for a coffee it is still a business meeting no matter how relaxed the setting. You don't need to be stick in the mud and not let your personality shine through, but that first impression you make may play a big part in how far in the interview process you go. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• Social Media Talk: Facebook, Really?? How Has It Become This Popular??

  - by david.talamelli

  If you have read some of my previous posts over the past few years either here or on my personal blog David's Journal on Tap you will know I am a Social Media enthusiast. I use various social media sites everday in both my work and personal life. I was surprised to read today on Mashable.com that Facebook now Commands 41% of Social Media Trafic. When I think of the Social Media sites I use most, the sites that jump into my mind first are LinkedIn, Blogging and Twitter. I do use Facebook in both work and in my personal life but on the list of sites I use it probably ranks closer to the bottom of the list rather than the top. I know Facebook is engrained in everything these days - but really I am not a huge Facebook fan - and I am finding that over the past 3-6 months my interest in Facebook is going down rather than up. From a work perspective - SM sites let me connect with candidates and communities and they help me talk about the things that I am doing here at Oracle. From a personal perspective SM sites let me keep in touch with friends and family both here and overseas in a really simple and easy way. Sites like LinkedIn give me a great way to proactively talk to both active and passive candidates. Twitter is fantastic to keep in touch with industry trends and keep up to date on the latest trending topics as well as follow conversations about whatever keyword you want to follow. Blogging lets me share my thoughts and ideas with others and while FB does have some great benefits I don't think the benefits outweigh the negatives of using FB. I use TweetDeck to keep track of my twitter feeds, the latest LinkedIn updates and Facebook updates. Tweetdeck is a great tool as it consolidates these 3 SM sites for me and I can quickly scan to see the latest news on any of them. From what I have seen from Facebook it looks like 70%-80% of people are using FB to grow their farm on farmville, start a mafia war on mafiawars or read their horoscope, check their love percentage, etc...... In between all these "updates" every now and again you do see a real update from someone who actually has something to say but there is so much "white noise" on FB from all the games and apps that is hard to see the real messages from all the 'games' information. I don't like having to scroll through what seems likes pages of farmville updates only to get one real piece of information. For me this is where FB's value really drops off. While I use SM everyday I try to use SM effectively. Sifting through so much noise is not effective and really I am not all that interested in Farmville, MafiaWars or any similar game/app. But what about Groups and Facebook Ads?? Groups are ok, but I am not sure I would call them SM game changers - yes there is a group for everything out there, but a group whether it is on FB or not is only as good as the community that supports and participates in it. Many of the Groups on FB (and elsewhere) are set up and never used or promoted by the moderator. I have heard that FB ads do have an impact, and I have not really looked at them - the question of cost jumps and return on investment comes to my mind though. FB does have some benefits, it is a great way to keep in touch with people and a great way to talk to others. I think it would have been interesting to see a different statistic measuring how effective that 41% of Social Media Traffic via FB really is or is it just a case of more people jumping online to play games. To me FB does not equal SM effectiveness, at the moment it is a tool that I sometimes need to use as opposed to want to use. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• Making a Job Change That's Easy Why Not Try a Career Change

  - by david.talamelli

  A few nights ago I received a comment on one of our blog posts that reminded me of a statistic that I heard a while back. The statistic reflected the change in our views towards work and showed how while people in past generations would stay in one role for their working career - now with so much choice people not only change jobs often but also change careers 4-5 times in their working life. To differentiate between a job change and a career change: when I say job change this could be an IT Sales person moving from one IT Sales role to another IT Sales role. A Career change for example would be that same IT Sales person moving from IT Sales to something outside the scope of their industry - maybe to something like an Engineer or Scuba Dive Instructor. The reason for Career changes can be as varied as the people who make them. Someone's motivation could be to pursue a passion or maybe there is a change in their personal circumstances forcing the change or it could be any other number of reasons. I think it takes courage to make a Career change - it can be easy to stay in your comfort zone and do what you know, but to really push yourself sometimes you need to try something new, it is a matter of making that career transition as smooth as possible for yourself. The comment that was posted is here below (thanks Dean for the kind words they are appreciated). Hi David, I just wanted to let you know that I work for a company called Milestone Search in Melbourne, Victoria Australia. (www.mstone.com.au) We subscribe to your feed on a daily basis and find your blogs both interesting and insightful. Not to mention extremely entertaining. I wonder if you have missed out on getting in journalism as this seems to be something you'd be great at ?: ) Anyways back to my point about changing careers. This could be anything from going from I.T. to Journalism, Engineering to Teaching or any combination of career you can think of. I don't think there ever has been a time where we have had so many opportunities to do so many different things in our working life. While this idea sounds great in theory, putting it into practice would be much harder to do I think. First, in an increasingly competitive job market, employers tend to look for specialists in their field. You may want to make a change but your options may be limited by the number of employers willing to take a chance on someone new to an industry that will likely require a significant investment in time to get brought up to speed. Also, using myself as an example if I was given the opportunity to move into Journalism/Communication/Marketing career from my career as an IT Recruiter - realistically I would have to take a significant pay cut to make this change as my current salary reflects the expertise I have in my current career. I would not immediately be up to speed moving into a new career and would not be able to justify a similar salary. Yes there are transferable skills in any career change, but even though you may have transferable skills you must realise that you will also have a large amount of learning to do which would take time. These are two initial hurdles that I immediately think of, there may be more but nothing is insurmountable. If you work out what you want to do with your working career whatever that may be, you then need to just need to work out the steps to get to your end goal. This is where utilising the power of your networks and using Social Media can come in handy. If you are interested in working somewhere why not proactively take the opportunity to research the industry or company - find out who it is you need to speak to and get in touch with them. We spend so much time working, we should enjoy the work we do and not be afraid to try new things. Waiting for your dream job to fall into your lap or be handed to you on a silver platter is not likely going to happen, so if there is something you do want to do, work out a plan to make it happen and chase after it. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• Speaking at SQLSaturday #44 in Huntington Beach, CA (Los Angeles Area)

  - by Ben Nevarez

    I'll be presenting a session at SQLSaturday #44 in Huntington Beach, the first SQLSaturday on Southern California. The event takes place on Saturday, April 24 at the Golden West College on 15744 Goldenwest St, Huntington Beach, CA 92647.. For more information visit the following link   http://sqlsaturday.com/44/eventhome.aspx   My session is “How the Query Optimizer Works”. I hope to see you there. Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!

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• Eclipse DemoCamp, June 13, Redwood Shores, CA

  - by Tori Wieldt

  Oracle is hosting an Eclipse DemoCamp next week, Wednesday, June 13, in Redwood Shores, CA (@Oracle HQ) from 6pm - 9pm. Come view presentations from folks who are developing exciting technologies for the Eclipse platform and network with your colleagues and peers over beer and pizza.  The evening have a nice mix of technology and vendors.  The following presenters are currently scheduled : The evolution of Java persistence, Doug Clarke, EclipseLink Project Lead, Oracle Integrating BIRT into Applications, Ashwini Verma, Actuate Corporation Developing Rich ADF Applications with Java EE, Greg Stachnick, Oracle Leveraging OSGi In The Enterprise, Kamal Muralidharan, Lead Engineer, eBay NVIDIA® Nsight™ Eclipse Edition, Goodwin (Tech lead - Visual tools), Eugene Ostroukhov (Senior engineer – Visual tools) Did we mention beer and pizza? Learn more.  Register now!

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• Looking for Your Next Challenge...Don't Stretch Too Far

  - by david.talamelli

  In my role as a Recruiter at Oracle I receive a large number of resumes of people who are interested in working with us. People contact me for a number of reasons, it can be about a specific role that we may be hiring for or they may send me an email asking if there are any suitable roles for them. Sometimes when I speak to people we have similar roles available to the roles that they may actually be in now. Sometimes people are interested in making this type of sideways move if their motivation to change jobs is not necessarily that they are looking for increased responsibility or career advancement (example: money, redundancy, work environment). However there are times when after walking through a specific role with a candidate that they may say to me - "You know that is very similar to the role that I am doing now. I would not want to move unless my next role presents me with the next challenge in my career". This is a far statement - if a person is looking to change jobs for the next step in their career they should be looking at suitable opportunities that will address their need. In this instance a sideways step will not really present any new challenges or responsibilities. The main change would be the company they are working for. Candidates looking for a new role because they are looking to move up the ladder should be looking for a role that offers them the next level of responsibility. I think the best job changes for people who are looking for career advancement are the roles that stretch someone outside of their comfort zone but do not stretch them so much that they can't cope with the added responsibilities and pressure. In my head I often think of this example in the same context of an elastic band - you can stretch it, but only so much before it snaps. That is what you should be looking for - to be stretched but not so much that you snap. If you are for example in an individual contributor role and would like to move into a management role - you may not be quite ready to take on a role that is managing a large workforce or requires significant people management experience. While your intentions may be right, your lack of management experience may fit you outside of the scope of search to be successful this type of role. In this example you can move from an individual contributor role to a management role but it may need to be managing a smaller team rather than a larger team. While you are trying to make this transition you can try to pick up some responsibilities in your current role that would give you the skills and experience you need for your next role. Never be afraid to put your hand up to help on a new project or piece of work. You never know when that newly gained experience may come in handy in your career. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• install CA root trust certificate in Cent OS

  - by Shyamin Ayesh

  i install SSL certificate in my web site and now i have some questions about it. my web site is working correctly in google chrome web browser but it's not working in firefox browser. one of my friend is say's me the CA Root Trust certificate is not installed in the server. now i need to know how can i confirm the CA Root Trust is not installed and how to install CA Root Trust certificate in Cent OS 6.4 minimal with Apache. my SSL certificate issued AlphaSSL and it's domain validating wildcard certificate CA - G2. thank you very much for prompt reply !

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• SonicWall and Windows CA

  - by Nathan C

  I'm attempting to import a certificate created by a CA I've set up in Windows using AD CS. I've done the following: 1) Created my own CA (MyCompany) 2) Enabled web services (mostly for ease of configuration) 3) Generated a certificate request on the Sonicwall itself 4) Used web services to sign the certificate 5) Imported the sign certificate into the Sonicwall ...this caused the certificate to show "No" for the Verified field. 6) Imported the CA's certificate. This is where I get stuck. I attempted to import the CRL list, but get the following error: CRL Error - Verification failed using CA certificate. No further errors appear in the logs. Without the CRL list the certificate won't verify and it doesn't appear under the "Administration" page so I can select it for use via HTTPS. Any ideas?

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• Docs for OpenSSH CA-based certificate based authentication

  - by Zoredache

  OpenSSH 5.4 added a new method for certificate authentication (changes). * Add support for certificate authentication of users and hosts using a new, minimal OpenSSH certificate format (not X.509). Certificates contain a public key, identity information and some validity constraints and are signed with a standard SSH public key using ssh-keygen(1). CA keys may be marked as trusted in authorized_keys or via a TrustedUserCAKeys option in sshd_config(5) (for user authentication), or in known_hosts (for host authentication). Documentation for certificate support may be found in ssh-keygen(1), sshd(8) and ssh(1) and a description of the protocol extensions in PROTOCOL.certkeys. Is there any guides or documentation beyond what is mentioned in the ssh-keygen man-page? The man page covers how to generate certificate and use them, but it doesn't really seem to provide much information about the certificate authority setup. For example, can I sign the keys with an intermediate CA, and have the server trust the parent CA? This comment about the new feature seems to mean that I could setup my servers to trust the CA, then setup a method to sign keys, and then users would not have to publish their individual keys on the server. This also seems to support key expiration, which is great since getting rid of old/invalid keys is more difficult then it should be. But I am hoping to find some more documentation about describe the total configuration CA, SSH server, and SSH client settings needed to make this work.

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• Setting up self signed cert and CA [plesk / linux]

  - by microchasm

  I'm about ready to give up and do a clean wipe of this machine and start over with ISPConfig or some other variant. I installed Plesk on this machine to help with some of the handiwork. It is the free version (single domain); I don't need it for much. It's nice, though, to use to set up db's email, etc. Anyway, I would like to set it up as a CA (which I can add to users' trusted root servers to alleviate those warnings). It seems like Plesk does all it can to obfuscate where things are. Despite trying to find the conf files, and crt/pem/key etc. I am (5 hours later) now left with a machine that won't even get to the ssl page. The browser will sit there, until a 'connection reset' error comes up. In error_log, I get messages saying CN doesn't match server name -- which it does. ssl_error_log: [Thu May 13 16:02:14 2010] [warn] RSA server certificate is a CA certificate (BasicConstraints: CA == TRUE !?) [Thu May 13 16:12:19 2010] [warn] RSA server certificate is a CA certificate (BasicConstraints: CA == TRUE !?) not very helpful. If anyone has any experience, and/or recommendations (including other software), I'd be much obliged. NB RHEL5; 1 domain, 3 subdomains; everything local only. Thanks.

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• Migrate an intermediate CA to a new root

  - by Tim Brigham

  Using the Microsoft CA is there any way to cut over to a new certificate authority from an intermediate authority? Both my systems are Microsoft CAs - I have a 2008 R2 Enterprise CA (intermediate) and an old 2003 CA (root). The 2003 box bit the dust and I don't have good backups. I still have a few months before the CRL expires; instead of having to cut over to a new intermediate authority is there a ready way to simply point this intermediate authority to a new offline CA?

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• Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

  - by david.talamelli

  DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to david[email protected] or contact David on +61 3 8616 3364

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• Is HR/Recruitment Really Ready For Innovative Candidates

  - by david.talamelli

  Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad. Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is. Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager. I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say: 1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http:// 2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...) These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for? I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual. Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• Book Review Charlene Li's New Book: Open Leadership

  - by david.talamelli

  A few weeks ago, I was surprised when I looked in our mail box. I had received an Advance Copy of Charlene Li's new book titled "Open Leadership: How Social Technology Can Transform the Way You Lead". Charlene sent a tweet a while back asking anyone interested in receiving the book to submit their details. I sent off my details and didn't think I would hear anything back, so it was a pleasant surprise. With that I almost feel bad that it has taken me 3 weeks to read her book. It took this long mainly because it has been hard to fit in some quality reading time for myself with work, the kids, volunteering, etc..... I am happy to report I have finished her book and wanted to run through my initial thoughts with you. I first came across Charlene Li after reading her book "Groundswell" a few years ago, her latest book "Open Leadership" is a follow on from Groundswell and to me it seems like a natural progression from the question "Ok the business landscape is changing, what do we do now?" For me these two books have a different writing style to them. Groundswell from memory spoke about broad social media concepts and adoption and alerted us to some of the changes taking place in the SM landscape. Open Leadership seems to be focussed on taking those broad concepts and finding ways to implement them into your environment. That is breaking broad concepts down into individual action items that can be measured and analysed. As the business world changes Leaders must change their approach and let go of control to more control. One of the things I love reading about is seeing real life examples of how people and organisations are making these things happen. In this book Charlene has collected some great collateral and case studies from companies such as Cisco, Best Buy, The Red Cross and The State Bank of India (as a side-note, I wish now that I submitted my input for the Leaders I work with here at Oracle - there are some great examples here of people who empower their staff). As society becomes more adept at using social media it is inevitable that Leaders must become open with their employees, clients and partners. From the book some of the key points I took away are (I actually took away a lot more from this book, this is just an overview) : 1) Organisations should encourage risk taking. Without being a "hacker", how can we improve ourselves, our processes, our business, etc... The old saying you only fail by not trying applies here. If Leaders create a culture where people are afraid to stick their neck out - how will you innovate? 2) Leaders need to lead by example - if you want to promote an open and transparent business, a Leader needs to exemplify the traits they would like to see out of their employees. 3) The definition of a Leader is changing, open leadership is about being a catalyst to change that uses networks to spread a vision as opposed to traditional leadership that is viewed as a role. 4) There is a cultural and business shift taking place. Information is more wide-spread and is being disseminated faster than any other time in the past. Leaders who are open and transparent will thrive in this new business environment. 5) Leadership is not defined by a title - it is defined by a person's actions. Also anyone can be a Leader or has Leadership potential in them- it is a matter of drawing that out of people. I found this book useful and I also found myself looking at my own actions and the actions of others around me (including my management) to see how open and transparent I am in my work. For me I am glad I read this book as it validated my own thoughts of the changes we are seeing take place. This book has certainly given me some new ideas and helped me push my own boundaries of what I can do. The book has a number of action plans at the end of some of the chapters such as "Conducting you Openness Audit" that I think have helped me take thoughts and ideas and turn them into concrete action items. I have included a link to the introduction of the book here if anyone wants to have a read of it. If anyone else has read this book, it would be great to hear your thoughts/comments/review. Leave your comments below. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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• apt sources.list disabled on upgrade to 12.04

  - by user101089

  After a do-release-upgrade, I'm now running ubuntu 12.04 LTS, as indicated below > lsb_release -a No LSB modules are available. Distributor ID: Ubuntu Description: Ubuntu 12.04 LTS Release: 12.04 Codename: precise However, I find that all the entries in my /etc/apt/sources.list were commented out except for one. QUESTION: Is it safe for me to edit these, replacing the old 'lucid' with 'precise' in what is shown below? ## unixteam source list # deb http://debian.yorku.ca/ubuntu/ precise main main/debian-installer restricted restricted/debian-installer # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu/ precise main restricted # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu/ lucid-updates main restricted # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu/ lucid-updates main restricted # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu/ precise universe # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu/ precise universe # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu/ precise multiverse # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu/ precise multiverse # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu lucid-security main restricted # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu lucid-security main restricted # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu lucid-security universe # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu lucid-security universe # disabled on upgrade to precise # deb http://debian.yorku.ca/ubuntu lucid-security multiverse # disabled on upgrade to precise # deb-src http://debian.yorku.ca/ubuntu lucid-security multiverse # disabled on upgrade to precise # R sources # see http://cran.us.r-project.org/bin/linux/ubuntu/ for details # deb http://probability.ca/cran/bin/linux/ubuntu lucid/ # disabled on upgrade to precise deb http://archive.ubuntu.com/ubuntu precise main multiverse universe

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• How to set CA cert file for LDAP backend server in smbpasswd configuration

  - by hayalci

  I am having a problem with smbpasswd, an LDAP backend server and SSL/TLS certificates. The client machine that I run smbpasswd on is a Debian Etch machine, and the Ldap server is Sun DS running on Solaris. All the following occurs on the client. When I disable SSL, by setting "ldap ssl = no" in smb.conf, the smbpasswd program works without errors. When I set "ldap ssl = start tls", the following messages are printed by smbpasswd and there is a long timeout period before any password is asked by it Failed to issue the StartTLS instruction: Connect error Connection to LDAP server failed for the 1 try! ..... long delay ..... New SMB password: Retype new SMB password: Failed to issue the StartTLS instruction: Connect error Connection to LDAP server failed for the 1 try! smbpasswd: /tmp/buildd/openldap2-2.1.30/libraries/liblber/io.c:702: ber_get_next: Assertion `0' failed. Aborted I conducted some tests with "ldapsearch -ZZ". It was not working at first, but after I added the TLS_CACERT line to /etc/ldap/ldap.conf, /etc/libnss-ldap.conf and /etc/pam_ldap.conf, it started working. So relevant TLS sections in all those files are: ssl start_tls tls_checkpeer no tls_cacertfile /path/to/ca-root.pem TLS_CACERT /path/to/ca-root.pem But the smbpasswd program continued giving the error. I tried creating /etc/smbldap-tools/smbldap.conf file with following content (after consulting debian docs for smbldap-tools package) But as I see, smbpasswd comes with samba-common package and does not use the configuration for smbldap-tools utilities. verify="optional" cafile="/path/to/ca-root.pem" My question is: How can I set which SSL CA Certificate is used by smbpasswd program ?

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• My self-generated CA is nearing it's end-of-life; what are the best practices for CA-rollover?

  - by Alphager

  Some buddies and me banded together to rent a small server to use for email, web-hosting and jabber. Early on we decided to generate our own Certificate Authority(CA) and sign all our certificates with that CA. It worked great! However, the original CA-cert is nearing it's end-of-life (it expires in five months). Obviously, we will have to generate a new cert and install it on all our computers. Are there any best practices we should follow? We have to re-generate all certs and sign them with the new CA, right?

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• Install new root certificate authority (CA) in windows

  - by er4z0r

  I am trying to use ninite to get my new laptop set up quickly. However when I try to install, windows complains about the CA. The website ninite.com also shows certificate problems. They use a root CA (COMODO Certification Authority) that is not included into windows 7 by default. However I am not able to install that CA. I can view the certrification path for the ninite.com cert. I can view the cert for COMODO. However I cannot see any option to install it. Any clues?

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• Check if root ca certificate is installed

  - by Zulakis

  We are having a custom CA for our local-domains. The Root CA certificate is installed on all the corporate machines by default, but sometimes it happens that we have someone here who doesn't have it installed. If the user a) accesses our intranet using http or b) accepts the server-certificate I would like to redirect the user to a site which tells it what happened and how they can install the root CA. The only solution I found was the following: <img src="https://the_site/the_image" onerror="redirectToCertPage()"> This is barely a work-around and not really a solution. It can be triggered by other problems then the missing certificate. Are there any better solutions on how to solve this problem?

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• XCA: sign IPsec certificates with own CA

  - by sbrattla

  I'm trying to establish a LAN to LAN connection through a VPN tunnel. There's a Zywall at the remote office which will be responsible for establishing a connection to a Draytek at the main office. I'm able to establish the connection if I use shared keys, but I'd like to use certificates instead. I've downloaded the XCA application for Ubuntu which allows me to first create a CA certificate, and then sign "certificate signing reqests" using this CA. However, I'm uncertain if I am doing things right. More specifically<, which basic keys/extended keys should the CA certificate and the certificates themselves have? Right now I just skip selecting any keys at all, but is that right? All hints and help appreciated!

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• Microsoft CA certificate templates expires sooner than expected

  - by Tim Brigham

  The certificates my Microsoft CA is generating do not match the time period indicated in the template used. How can I resolve this? I recently created a new certificate template for use on my Linux boxes on my Microsoft CA (2008 R2 Enterprise). This template is approved for server and client authentication purposes with a validity period of 10 years - the expected lifetime of our Linux boxes - and the subject name supplied in the request. I have checked both the intermediate and offline CA - both have more than 10 years of life listed. Is there some kind of hard limit I'm hitting here?

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• [SSL] Becoming Root CA

  - by Max13

  Hi everybody, I'm the founder of a little non-profit French organization. Currently, we're providing free web and shell hosting. Talking about that, is there a way to become a Trusted Certificate Authority, in order to give free SSL certificates to my customers, but also to avoid being an intermediate (and pay a lot for that), and/or avoid paying a lot for each certificate... Thank you for your help.

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• CA Expands Cloud Computing Portfolio With 3Tera Buy

  The cloud computing startup's AppLogic software helps companies build and deploy applications to public and private clouds.

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