Telecommunications: The Mobile Internet Report

DFN: Mary Meeker’s report short version (92 pages), downloand from: .

The Mobile Internet Report
To receive a printed copy of The Mobile Internet Report, please contact your Morgan Stanley Representative. To purchase a copy, please click here.
For other Morgan Stanley Technology Research reports and presentations, please click here.
December 2009

Our global technology and telecom analysts set out to do a deep dive into the rapidly changing mobile Internet market. We wanted to create a data-rich, theme-based framework for thinking about how the market may develop. We intend to expand and edit the framework as the market evolves. A lot has changed since we published “The Internet Report” in 1995 on the web.

We decided to create The Mobile Internet Report largely in PowerPoint and publish it on the web, expecting that bits and pieces of it will be cut / pasted / redistributed and debated / dismissed / lauded. Our goal is to get our thoughts and data into the conversation about what may be the biggest technology trend ever, one that may help make us all more informed in ways that are unique to the web circa 2009, and beyond.

We present our thoughts in three ways:

1) “The Mobile Internet Report Setup”– a 92-slide presentation that excerpts highlights of the key themes from the report (This presentation is also available in Simplified Chinese – 移动互联网研究报告摘要).

2) “The Mobile Internet Report Key Themes” – a 659-slide presentation that drills down on thoughts covered in “The Mobile Internet Report” (Note that the presentation is 40MB and may take some time to download).

3) “The Mobile Internet Report” – a 424 page report which explores 8 major themes in depth and includes the two aforementioned slide presentations + related overview text (Note that the report is 50MB and may take some time to download. If you prefer to download individual themes of the report, please click here).

Our key takeaways are:

Material wealth creation / destruction should surpass earlier computing cycles. The mobile Internet cycle, the 5th cycle in 50 years, is just starting. Winners in each cycle often create more market capitalization than in the last. New winners emerge, some incumbents survive – or thrive – while many past winners falter.

The mobile Internet is ramping faster than desktop Internet did, and we believe more users may connect to the Internet via mobile devices than desktop PCs within 5 years.

Five IP-based products / services are growing / converging and providing the underpinnings for dramatic growth in mobile Internet usage – 3G adoption + social networking + video + VoIP + impressive mobile devices.

Apple + Facebook platforms serving to raise the bar for how users connect / communicate – their respective ramps in user and developer engagement may be unprecedented.

Decade-plus Internet usage / monetization ramps for mobile Internet in Japan plus desktop Internet in developed markets provide roadmaps for global ramp and monetization.

Massive mobile data growth is driving transitions for carriers and equipment providers.

Emerging markets have material potential for mobile Internet user growth. Low penetration of fixed-line telephone and already vibrant mobile value-added services mean that for many EM users and SMEs, the Internet will be mobile.


The Riley Guide

DFN: Job Search source of information that maybe helpful to those ‘stuck’ in areas where Job Connections is not accessible, like Washington, DC, Florida or Pennsylvania.

Founder of Web portal Riley Guide helps job hunters
By Vickie Elmer
Special to The Washington Post
Sunday, December 20, 2009

Margaret F. Dikel abruptly ended her career as a university librarian more than a decade ago, frustrated and unprepared to support herself. But she drew on her extensive research and cataloguing skills — and a well-formed network — to build a new career helping other job seekers find work.

Dikel is the creator and owner of the Riley Guide, which can be found at Online since 1994, the job search and career portal is one of the Web’s oldest career sites.

"I try to be very general," she said, to "hit the spectrum . . . of all kinds of job areas, all kinds of industries, all job levels."

Her site has a simplicity and order that shows her librarian’s mind-set of making resources easy to find. Resources cover topics from career information for actuaries to zookeepers, to adventurous work opportunities and to job hunters’ rights.

"I get so many résumés sent to me. I get international calls" seeking career advice, she said. Questions come from librarians or career counselors, and from job hunters themselves. She sends them to specific pages or resources listed on the Riley Guide. A few prompt her to research, and a new post will go up in a day or two. She’s added sections on the 30-second elevator pitch and using employment kiosks in stores. And she created a page with links to all 51 of the unemployment insurance online filing systems because of concerns about scams.

"What makes Margaret and stand out is Margaret’s attention to detail, her thoroughness, her intelligence, and — most of all — her honesty," said Susan P. Joyce, editor and publisher of Job-Hunt, at The two women are "supportive colleagues" who share opinions and ideas on job hunt information. " is the best, most up-to-date directory of job search resources available. I don’t know of an equivalent, or better, directory."

Dikel notes that she’s not a career coach or recruiter, so she tries not to give too much advice herself. Instead she shares what she’s learned from reading and research.

Still, she reminds people that they need face-to-face connections, as well as online connections through LinkedIn and Facebook. "The true connection has to be more personal," she said. She also suggested that people who have specialized careers "get into the more targeted search" by looking at specialized sites and organizations.

One of the hardest parts of running the Riley Guide is keeping up with the huge array of Internet-based employment and career information — and deciding which is valuable. "It’s a tsunami," she said. "We’re drowning in this stuff."

Before listing any article or Web site, she spends at least 15 minutes — and sometimes up to an hour — reading its pages and evaluating both the creators and the content. "Anything I list I’m generally endorsing," she said.

Networking During the Holidays (or any time)

DFN: Good points, all; as you read this, think of the song, "12 Days of Christmas".

Twelve Ways of Networking for Jobs During the Holidays
By Sheryl Dawson

Sheryl Dawson, co-author of Job Search: The Total System and COO of Total Career Success, Inc., encourages job seekers, “Pick up your spirits by following these twelve strategies for increasing your success at job search in the holiday season.” Reflecting the traditional song of the season, Dawson shared 12 tips to succeed at networking during the holiday season.

Houston, TX (Vocus/PRWEB ) December 21, 2009 — When looking for a job during the holidays, it can be depressing especially in this tough job market. Sheryl Dawson, co-author of Job Search: The Total System and COO of Total Career Success, Inc., encourages job seekers, “Pick up your spirits by following these twelve strategies for increasing your success at job search in the holiday season.” Reflecting the traditional song of the season, Dawson shared 12 tips to succeed at networking during the holiday season:

Job Search: The Total System

Pick up your spirits by following these twelve strategies for increasing your success at job search in the holiday season.

If you are a party animal, it is easy. If you tend to stay at home and watch the Christmas shows and movies, you may need to adjust your routine.

People will do everything in their creative powers to avoid cold calls. I do not blame them – it is the least favorite task in the job search for most people.

If you do not have any goal, you will likely have less success.

Whatever you do, do not send group email. There are times group email can be appropriate, but job search is usually not one of them.
If you like parties, five may be a low goal, but the point is don’t avoid parties because you are not employed.
People who are references for you are some of your best contacts. They should be on top of your network list.

The goal for every interview should be to get the offer.

Compare them and select the best opportunity among all offers to ensure not only landing
job, but a better job for better pay.

The drive wheel of networking, an A+ resume is equivalent to the Partridge in a pear tree – priceless!

Twelve Referral Names
Networking during the holidays is a natural. Dawson observed, "If you are a party animal, it is easy. If you tend to stay at home and watch the Christmas shows and movies, you may need to adjust your routine." Set a goal of achieving 12 referrals a week. That means getting on the phone and calling contacts. Wishing them a merry Christmas is reason enough to call, but check out their website and see what is going on in their company. Discuss topics of interest to them. Always ask for referrals before closing the conversation.

Eleven Christmas Notes
What better time than Christmas to send out cards, notes or email to keep in touch with one’s network. Eleven notes is just the beginning – set goals of 11 a day and really make some progress! Ask about their business and lives as appropriate and in turn they will be interested to know what’s new in the caller’s world. If they have done something to help the job seeker, thanking them is a must.

Ten Cold Calls
Depending on the job seeker’s location in the country, this can be a cold season in temperature, but when it comes to cold calling, it often feels frigid no matter where one lives! Dawson shares, "People will do everything in their creative powers to avoid cold calls. I do not blame them – it is the least favorite task in the job search for most people."

Even sales people hate cold calling. When one has done everything possible to warm up a call or contact, sometimes picking up the phone is essential to make the connection. Once again, set a goal for cold calls needed to gain access to targeted companies – maybe 10 a week is all that is required to advance one’s target list. Dawson shared a favorite client story when an introverted research chemist was in a job search. He could not seem to build up the courage to call people. Then one day he tried it and was thrilled when he got an immediate interview and ultimately an offer. That will not happen on every cold call, but without making the call, one may never know what leads were missed.

Nine Letters Mailed
Snail mail is not the favorite way of communicating in the age of e-mail, but there are times when a letter is appropriate. If one does not know the person well, or cannot get their email address or they ask to receive the resume by mail, then send a letter with resume. Emailing counts too, of course – if they ask for the resume by email, one should include a letter. A formal letter is best so they can scan it if they like, or print it and share it. Write form letters that have been carefully worded and proofed to save time. Customize the first and last paragraphs as appropriate and have a professional look and feel. Be cautious with email notes – they are as important to one’s image and brand, so write them with equal care.

Eight Network Contacts
All of the various networking strategies will lead to contacts, but have a goal for expanding one’s network. Perhaps 8 a day is attainable. Dawson emphasized, "If you do not have any goal, you will likely have less success."

Research proves that written goals increase success by 65%! One’s contacts are the life blood of a job search. Treat them with respect and courtesy. Touch base frequently asking them what can be done to help them. The amazing benefits of reciprocity can put one’s job search into high gear.

Seven Follow up Email
Follow up, follow up, and follow up — that is the name of the game. If one knows about something that is happening in someone’s company or industry – follow up. If aware of a new development about which a contact may be interested – follow up. If one has not connected with someone in awhile – follow up. Email is usually a great way to do this and it can be sent at any time. This is a productive way to use evening and weekend times. Do not over rely on email and do not follow up too frequently or contacts may be annoyed. Be considerate of other’s time. Dawson stressed, "Whatever you do, do not send group email. There are times group email can be appropriate, but job search is usually not one of them."

Six Returned Calls
Not returning calls is definitely poor etiquette. Be prompt in returning calls. When receiving contact from an unfamiliar name, checking one’s target list of contacts as a reminder of the relationship, or how one got the person’s name, or whether a letter or email was sent, is essential to avoid being caught off guard and out of the know.

Five Christmas Parties
Dawson shared, "If you like parties, five may be a low goal, but the point is don’t avoid parties because you are not employed." Face-to-face networking is the best of all networking strategies. Go to breakfast, lunch and dinner networking sessions and association meetings as much as possible. Go prepared with some information to share. Be the joy of the party – no negatives! People are there to have a good time and celebrate the season. Ask about them, their family, and their work. People love to talk about themselves. There will be opportunity to share about one’s job search and then, following up about areas of mutual interest can lead to new referrals.

Four Reference Letters
What do reference letters have to do with networking? Declares Dawson, "People who are references for you are some of your best contacts. They should be on top of your network list." Written references advance one’s networking and job search success by validating one’s accomplishments. References from a boss, bosses’ boss or colleague and a direct report are excellent. Also consider vendors, internal clients, external clients, professional relationships, such as banker, lawyer, or accountant, if they know one’s work, are also excellent.

Three Interviews
Obviously networking leads to interviews sooner or later. The more networking, the more interviews. Set a goal for interviews and one’s networking proportionately expands. It is a real motivator to obtain an interview. If the opportunity does not work out, one can convert interview contacts into network contacts. When landing an interview, be fully prepared with knowledge of the company, the interviewers and the industry. Of course, preparing responses to likely questions is essential.

Two Job Offers
Set a goal for job offers too. Dawson emphasized, "The goal for every interview should be to get the offer." Planning and preparation is the key to getting the offer. Less qualified candidates can get the offer because they are better prepared than the competition. Obtaining two offers simultaneously is all the better. One can use them as leverage for negotiations.

States Dawson, "Compare them and select the best opportunity among all offers to ensure not only landing “A” job, but a better job for better pay."

An A+ Resume
One will likely not be able to network effectively, get the interview, or get the offer, without an excellent resume. Draft a 2-page chronological resume that reflects all one’s major accomplishments with quantified results. This will build confidence in networking and result in more contacts and more interviews that will lead to more offers. Dawson exclaimed, "The drive wheel of networking, an A+ resume is equivalent to the Partridge in a pear tree – priceless!"

About Total Career Success

Total Career Success, Inc. is an internet career transition firm offering products and services to help people worldwide achieve their job search and career aspirations. Ken Dawson and Sheryl Dawson are the principals of Total Career Success and authors of Job Search: The Total System, 3rd edition. They have served corporations in outplacement and career development as well as talent management optimization for 30 years in their consulting firm Dawson Consulting Group. Ken and Sheryl Dawson also host a weekly internet radio show, Total Career Success which is broadcast on VoiceAmerica, the world leader in Internet Talk Radio, and syndicated on World Talk Radio; the show aims to engage listeners in new ways of thinking about their potential, their goals, and their future. The show presents guests who are experts in their fields to share the lessons they have learned in succeeding in their various areas of excellence and to discuss tips about a broad range of career development issues, from specific career opportunities, to industries and workplace changes, to financial and advancement considerations. The show airs Mondays at 11:00am Central. The archived shows are available for replay or download at the Total Career Success website, or from iTunes For more information, visit or and search for Total Career Success.

“7 signs of job burnout”

DFN: You will get a job, (Job Connections 100% guarantee; as long as you don’t give up and keep working your network; just can’t predict when, where, doing what, how much $, etc.) and this will be helpful information to have.

7 Signs of Job Burnout (5 Ways to Fix It)
Posted: 22 Dec 2009 09:47 PM PST
By CAREEREALISM-Approved Expert, Tai Goodwin
Just like any other relationship, your relationship with your job is going to have its’ ups and downs. In some cases it can be clear that the best solution is for the two of you to separate – meaning you will need to find a new job. In other cases, making a few changes to how you work can rekindle your passion for what you do, allowing you to keep your job and your sanity.You may not have any physical signs of burnout. The list below highlights seven red flags that signal you may be overwhelmed and could benefit from making some changes.

It’s Monday 10 am and you can’t wait for Friday
Your meeting status: unprepared and uninterested
You’re more inspired to make an excuse than make a deadline
You day dream about getting sick so you have an excuse to stay home

You avoid people because you’re afraid of getting more work
People avoid you because they don’t want to hear about your workload

You use the 50/50 rule: you spend 50% of your time trying to figure out how to get out of 50% of your work
If these behaviors have become the norm for you instead of the exception, you may have started to think of yourself as a slacker. I’ve actually met very few people who are slackers, what I encounter are people who are bored, haven’t found a way to what they are passionate about and as a result feel stuck in a job they hate. Going into “slacker” mode is also a response to the frustration of being overworked, underemployed, underpaid and poorly managed. Good news: If you identify with any of the seven signs, there’s something you can do. Here’s a short list of practical things you can do shift out of neutral and move into drive mode.

Get Real: Acknowledge how you are feeling about your work-life. Journal it, talk about it with someone you don’t have to sensor yourself with, but stop holding it in. The more you try to ignore how you really feel, the more anxiety and frustration you will feel about your situation. The sooner you identify how you feel, the sooner you can address it.

Get Inspired: Find a book, audio CD, or MP3 – something that tells someone else’s success story and read it or listen to it. The focus here is to connect with their ups and downs on their journey and the challenges they had to overcome to reach their goals. Let their success motivate you to press towards your vision despite how you feel right now.

Take Control: Are there too many meetings and tasks on your to-do list? Become a guardian of your time and energy by mastering your schedule. Limit the number of meetings you have a day: if your limit is 4 meetings, then meeting number 5 that comes to your invite box gets declined or proposed for another day and time. Set up a system for managing emails and prioritizing request. Make sure you get outside or get to connect with other people so you are not functioning in isolation everyday.

Play a Different Role: Are you the team member that organizes everything? Or are you the ad-hoc tech support person for your team? Maybe you’re the one everyone goes to when there’s a last minute crisis. Taking on a specific role within your team may have boxed you in and now you can’t get out. Whatever hat you normally wear – take it off. Changing how you engage can change how you feel about your work and your colleagues.

Make a Plan: It can be really hard to stay motivated if you can’t see a light at the end of the tunnel. Most people stay on the road to no where because they haven’t made a map to go anywhere else. Start putting together a plan for how you are going to escape or move into another role. It could mean going back to school, updating your resume for a lateral move within your company, expanding your professional network – the point here is to move from being dominated by feelings of frustration to a place of action.

Tai Goodwin, ‘The Career Makeover Coach’, has over 12 years of experience in learning and development. With a B.S. and M.S. in education, she is currently a columnist for Drexel University’s Alumni Career Center,, the Professional Development Examiner for Wilmington. She also hosts the online radio show: Career Makeover Strategies on the DivaToolbox network. Her blog, has been listed by Career Rocketeer on 100+ Must Read Blogs for Career Professionals. Connect with Tai on LinkedIn or follower her on Twitter.

Recruiting Process is Broken

DFN: Duh! Good to know that why its so difficult to find a job is because company’s recruiting processes are broken, comforting. But, I wish the article had provided more insights, any insights about how job seekers can circumvent the process. Until the process is fixed, if ever, we’ll have to be able to go around, to maximize opportunities.

It’s Not You: Recruiting Is Broken!
Posted: 23 Dec 2009 09:18 AM PST

It’s hard to tell which is more painful: the traditional Radio Silence treatment that job-seekers get from employers, or the terse, unfriendly email message containing some variation on the sentiment ”Your background does not meet our needs, but feel free to apply again. (Or drop dead – either way.)”Corporations spend millions of dollars on branding campaigns designed to endear them to consumers and business buyers. So why do they post a job ad, receive hundreds or thousands of resumes, and then actively ignore and even insult the vast majority of those respondents? They do this every day. You begin to wonder: do the Marketing chiefs at these companies, and their peers in HR, believe that people who apply for jobs don’t buy products and services, or have friends and family members who do? It’s incomprehensible, but it’s clear: the recruiting function is broken, in all but a very few hiring organizations.

Why do CEOs allow HR people to trash their brands in the talent community? Maybe CEOs don’t understand that it’s a viral world, or that smart employees have plenty of choices when choosing where to work. Maybe they don’t care. Maybe they’ve decided that it’s the most docile and uncomplaining job-seekers, versus the smartest and most creative ones, who’ll be most welcome in their companies. Either way, it’s helpful for job-seekers to remember this: It’s Not You – the recruiting process is dysfunctional.

Why is the typical recruiting process so cold and so insulting? I believe it’s because these processes are designed to screen people out, not to bring them into the fold. Corporate recruiting systems rest on the premise that there are, and will always be, far more qualified candidates than the employer can possibly interview, so the folks who don’t like the ever-raising bar, the invasions of privacy and the overall rudeness of the system can go jump in a lake.

When I was starting out as a corporate HR person, we were taught that the addition of staff members to a team is a two-step process. First comes Recruiting, and then comes Selection. In many employers, the department and/or the function are still called Recruiting and Selection. Recruiting is the early part of the process, where the company posts ads and gets the job-opening word out in other ways. Selection is the later part of the process, where the candidates are winnowed down to a small number and eventually to one lucky new hire. The whole Recruiting and Selection framework is based on the notion that people are simply dying to work for your company, and will crawl over broken glass to have the chance to interview in your shop. Little time and energy, if any, are spent figuring out how to sell candidates on the job opportunities available, or how to keep candidates feeling respected and listened-to during the process. Who needs to waste cycles on candidate TLC, when so many people are job-hunting?

Here’s who needs to: every company that cares about the quality of the people it hires. Ditto for every employer brave enough to make its lofty mission statement something more substantial than a framed plaque in the lobby. If employees are our greatest asset, we can make that plain in the way we bring people into the firm. If ‘employees are our greatest asset’ is an empty platitude, we can make that obvious, too. Large corporations do it every day.

One job-seeker sent me an email containing two links, and caused me to snort coffee out my nose laughing. The two links led me to two very different pages on the website of a local bank. One page, designed for customers, talked at length about the bank’s hometown culture and its attention to every account holder, from little Tommy with his piggy bank to dear Mrs. Whittington and her church choir fund. The other link led me to the landing page for job-seekers applying to work at the bank. Different story! In brusque, governmental gobbledygook, the good people of the bank let job-seekers know in no uncertain terms what their time as a candidate was going to be like. “Applications whitch (sic) are incomplete in any way will be rejected. Candidates scheduled for interviews who arrive late by one minute will not be considered. Failure to provide [blah, blah, blah] is reason for immediate termination of the interview process.” Hey – you have a great morning, too! Who wants to work for people who would begin a relationship that way? The juxtaposition of the “we’re just folks” marketing message and the we-hate-you job-seeker message was a priceless reminder that marketing talk is cheap. Actions are loud, and their impact lasts longer, too.

Recruiting is broken, so take heart: it’s not you that is flawed, or unworthy, or deficient somehow. You are fine. You will find a good job, and if it’s not a job in one of these talent-repelling Black Hole salt mines, all the better. I don’t want you to work in a place like that, anyway. The next time you receive a terse, bureaucratic ‘get lost’ message from a prospective employer, don’t think “Oh, too bad; I didn’t get the job.” Be happy – you dodged a bullet! Organizations that treat job candidates like cattle don’t deserve you, anyway.

Excel files / addins

DFN: This files / addins may help make you / your models more productive and allow you to go to a higher level in your analysis. Some costs $, some don’t. Have not
tried these yet, so no recommendations on my part.

US Government influences in telco’s architecture

DFN: Overview of government’s influence on telecommunications developments in new networks / technology.

Wednesday, December 23, 2009
An Introduction to Broadband Infrastructure Programs in the American Recovery and Reinvestment Act

Broadband infrastructure refers to networks of deployed telecommunications equipment and
technologies necessary to provide high-speed Internet access and other advanced
telecommunications services for private homes, businesses, commercial establishments, schools,
and public institutions. In the United States, broadband infrastructure is constructed, operated,
and maintained primarily by the private sector, including telephone, cable, satellite, wireless, and
other information technology companies. Currently deployed broadband technologies include
cable modem, DSL (copper wire), wireless systems (mobile and fixed), fiber, and satellite.
Although broadband is deployed by private sector providers, federal and state regulation of the
telecommunications industry as well as government financial assistance programs can have a
significant impact on private sector decisions to invest in and deploy broadband infrastructure,
particularly in underserved and unserved areas of the nation.

The American Recovery and Reinvestment Act (ARRA, P.L. 111-5) provided $7.2 billion
primarily for broadband grant programs to be administered by two separate agencies: the National
Telecommunications and Information Administration (NTIA) of the Department of Commerce
(DOC) and the Rural Utilities Service (RUS) of the U.S. Department of Agriculture (USDA). Of
the $7.2 billion total, the ARRA provided $4.7 billion to establish a Broadband Technology
Opportunities Program (BTOP) at NTIA, and $2.5 billion for broadband grant, loan, and
loan/grant combination programs at RUS. The ARRA also directed the Federal Communications
Commission (FCC) to develop a national broadband strategy. In comparison with previously
existing federal broadband programs in the United States, the broadband grant and loan
programs established and funded by P.L. 111-5 are unprecedented in scale and scope.

The impetus behind broadband provisions in the ARRA was two-fold: in the short term, to create
jobs through the construction and deployment of broadband infrastructure, and in the long term,
to address concerns over economic and societal impacts of inadequate broadband availability,
access, and adoption, particularly in rural and lower-income areas of the nation. The
unprecedented scale and scope of the ARRA broadband programs, coupled with the short time
frame for awarding grants, presents daunting challenges with respect to program implementation
as well as Congressional oversight.