Unknowingly I start to text him “Happy Birthday”

Finally I came back to my normal sense

After almost more that 1 year I cut our relationship because I cannot forgive and accept the reality that we weren’t destined to be together

Allah might cursed me for what I did

I hope its not too late to build our friend look-a-like relationship

Dear Allah..

You are the one that always beside me

Guide me into the right track

Kick me with loving and tender “punishment”

I know that I love that person somehow more than I love you

And you slap me straight to my face

You hit me with reality that he leaves me once I fall for him

And today you open my eyes the beauty of forgiving

And you lure me with someone that hit my humanity

Dear Allah..

I love you with all my heart.

Multitasking Mode: ON

TRANSFORMATION INTO LEARNING ORGANIZATION

Development of human civilization was influenced by science’s development and the increasing ability of humans to adapt to these changes. Human have been faced alot of changes in his/her life. Who can survive? The one who can survive is a human who are ready and able to cope with the change.

Humans have 7 skills, later on called “the 7 tools” by Sinamo (2005). Perceptional-rational thinking ability, creative-imaginative thinking ability, critical argumentative thinking ability, the power of choice, the power of independent will, the capacity of emotional feeling and the capacity of moral response.

Change that happened in the life cycle of human civilization also affect to the organization or company’s life cycle. Company can be likened to human. Companies/organization that survive until a hundred years is an organization that is always ready in facing change and its not an easy job to do. One way for the company can continue to survive and thrive is by transforming it from traditional company/organization into learning organization. Leaders are the most important actors in determining whether the company/organization is ready to deal with changes or not.

Leaders have a big role/impact in Indonesian society that embrace paternalistik working system. Leader is considered as a way of life and as a role model. Problems that exist in Indonesia today is crisis of leadership. This nation have to faced difficulties to have leaders who are brave and willing to face change. Indonesia’s current leader is too scared to out of their comfort zone and were unprepared for the changes. Leaders in indonesia are still bound and overshadowed by the success of the new order and also because of colonialism factors. Leader who are willing to change in accordance with the development of civilization would be able to bring the organization to be more stronger and can withstand any difiicult situation.

Other factors that will make the transformation success is employee’s commitment. Employees have important roles in the transformation because they’re the subject who transform the organization from traditional into learning organization. Every process in the company is done by them and each employee has different ability or skill with another employee that’s why company have to engange employee’s commitment. Problems will occur when this main employee have to retire or resign from the company. Company’s performance will be affected if the key person retire or resign without transfering their knowledge or their skill to other employee who replace her/him. To make sure that this problem not occur in the future so that’s why companies/organizations should have a process/method/system that allows employees to change their tasit knowledge into eksplisit knowledge. Company have to make sure that transfer knowledge process run and well documented. Becoming learning organization is not an easy job to accomplish. Many company only able to encourage their employee to store their knowledge but not using it so the transfer knowledge not happened.

Peter senge explain that to be a learning organization company should be able to implement  profound change. Organizational changes can be done by combining inner shift and outer shift.

TRANSFORMATION FROM TRADITIONAL INTO LEARNING ORGANIZATION

Changing traditional organization into learning organization have to follow several steps in order to make the changes sustain. Before getting start, there are several items that must be considered by the organization; learning organization formula and obstacle.

LEARNING ORGANIZATION FORMULA

There are

two learning organization formula:

Formula 1:

Learning organization = leadership x learning foundation x learning skill x learning facility x learning discipline

Leadership is the most important factor in implementation process of learning organization and should be existed in the beginning. Most organization in Indonesia is paternalistik organization. In paternalistik organization leader is the role model, as a figure who define the organization’s vision and mision strategy. Leader have to make sure that the organization can meet with its vision and mision.

First step is preparing leadership readiness. Leader should be prepared to be faced with society/employees maturity level. Strategy for each maturity level will be different. There are two maturity level in the society/emloyees:

Unmature Society

Unmature society will be devided into two types; society that act like baby and society that act like teenagers

1. Society that acts like teenagers always need guidance, not responsible, right always comes first rather that responsibilty, always copy every single move made by the leaders. This society type need leader who can give guidance, always in fron of them, becaoming thier role model (Ing ngarso sung tulodo). In Ing ngarso sung tulodo, leader position always one step ahead than his/her followers. Society will copy every single move he/her made.
2. Society that acts like teenagers is society that cann’t differentiate which one is right and which one is wrong, labile, not confident, and tend to blam others. This society need leaders who are willing to embrace them, mingle with their employee and willing to discuss about company’s vision and future target with employees. Ing madyo mangun karsa leader is perfect for people who’s in the so-called teenagers society look a like. Leader together with his/her employees set company objective and at the same time accomplish all company’s programs.

There are three types of leadership that leaders must be prepared by ing madya mangun karsa and ing ngarso sung tulodo leader:

1. Visioner Leadership
2. Sinerjestik Leadership
3. Transformasional Leadership.

 Mature Society

Mature society needs tut wuri handayani leadership style which is able to nurture and support their employees. People in this society already know what they have to do, have responsibility, and able to create conducive working environment so sharing knowledge process will be able to run.

Next step is developing learning foundation. Learning foundation is needed to create conducive atmosphere in learning organization. There are two important things in developing learning organization; mutual trust and learning culture. Mutual trust is the basic foundation in sharing knowledge process. Each person should be able to trust other people so they will be able to absorb every knowledge from other people and give their knowledge to others. Without mutual trust sharing knowledge can not run effectively and cannot give any output for employees and company. Besides mutual trust, sharing knowledge process also need learning culture.  Learning culture underlying attitudes and daily behaviour of employees and also directing the importance of sharing knowledge between colleagues and business partners.

The last step is developing learning skill. What skill? Skill that need to be develop by employees are problem solving skill and skill to implement eksplisit knowledge that they have. Various training can be followed by employees to improve their learning skill. How to make sure the success of this process? Successfully accomplish company’s project by implement those eksplisit knowledge and using those knowledge to solve problems that occur in the project.

Formula 2:

Learning organization = leadership x performance x knowledge sharing x explicit knowledge x implementation.

Guideline for learning organization

1. In this formula, leader still have important role in creating learning organization. Leader should be able to perform its roles in accordance with society matturity level. Whatever position adopted by the leaders, the main task that must be done is to maintain mutual trust and learning culture, able to develop learning skill within the company, so that the vision and mision will be consistenly running.
2. Learning organization should have performance measurement system based on target for every program to make sure the organization still run based on its vision or mision as an organization guideline. Besides system, organization also need tools to calculate organization performance  and doing gap analysis between plan and target.
3. After that, learning organization also needs mecanism for sharing knowledge process. Sharing knowledge is key process in the implementation of learning organization. Key suceess in sharing knowledge process are wilingness for sharing between each member and also depend on the availability of information technology supporting facility.
4. Output from learning organization is eksplisit knowledge. Eksplisit knowledge is an output from learning process or innovation due to sharing knowledge process. Eksplisit knowledge can overcome operational problem and bring more innovation.
5. In the end, the success of learning organization is depend on the implementation of the explisit knowledge.

There are also several obstacle that should be faced by an organization:

1. Personal obstacle
2. Weak support from realtional study factors
3. Weak support from managerial level
4. Weak study infrastructure’s support.

GETTING START

The important step to build learning organization is defining the pilot group. Pilot group has several principal and task to follow. Group pilot is cross functional team which working for special project that is favorable and urgent for all member with informal working relation. Each member should have supporting attitude and behavior in order to be productive and successful to accomplish the project. The first step to be done by pilot group is select a project or problem that really need to be solved.

IMPLEMENTATION STEPS

Picture 1. Change process to be learning organization

After all steps are completed the next step is continuous improvement, preparing new innovation to be implemented and keep digging the new knowledge. Indicator that all employees have reached the mature stage is when the process of learning and change has become a habit and is done in a sustainable manner, leader should change his/her roles to motivate his/her employee.

PROFOUND CHANGE PROCESS IN EACH STAGE.

Picture 2. Change process to be learning organization step 1

Picture 3. Change process to be learning organization step 2

Picture 4. Change process to be learning organization step 3

To check the readiness of the organization in making changes, leader can  made ​​several tests/diagnosis as following below:
1. Test habitat quality learning
2. Change readiness test.

There are eight causes of failure of a process of organizational change:

1. No sense of urgency
2. No agent of change
3. No clear vision and mission
4.  No intense socialization
5. Failure in removing barriers of change
6. No consistency and not systemic
7. Too easily satisfied
8. Failure in creating culture.

To remove all of these troublesome acts, a good vision in value maximizing for organization aspect with learning organization as its basic foundation is needed.

Some supporting materials were taken from several source (below)

Futurulog Dr Alvin Toffler in his book The Adaptive Corporation said that “ Change is not merely necessary for life, it is life”. In today’s competitive world, nobody or no organization is resistance with change because there are only two option, change or die. Change management is is not simply a collection of processes and tools applied by a change manager or a change management team. Change management is the implementation of processes and tools that are applied by key players in the organization

As we know in 2009, one of Indonesia’s state-owned company, PT Telkom Indonesia held their transformation launched at October 23rd 2010. Transformation in PT Telkom is a must to be exsit in Telecommunication industry. In Product and Company life cycle, Telkom already reach mature phase and thats mean Telkom need something new to make them keep growing and able to expand their business and fight to win the competition. Competition in Telecommunication business is no jokes, the competition is severe.

 In its cycle of life, PT Telkom had been gone through several transformation process, but today’s trasformation is the most radical in PT Telkom history. The transformation is including 4 company basic aspects; business transformation, insfrastructure, system and operation model, and also human resource transformation.

 Telkom’s CEO, Rinaldi Firmansyah, said that “ Telkom new business portofolio is in line with our new positioning, which is Life confident with new tagline ‘The World in Your Hand’. Telkom transform from separate providers into single providers”.

Since 153 years ago until today, PT Telkom is very dynamic in terms of re-organization. There are three big transformation process that been written in Telkom history; Transformation in Cacuk sudaryanto’s era, Kristiono’s era and Renaldi firmansyah’s era.

Frequent reorganizations “are like doctors treating patients with antibiotics,” says Peter Cappelli, director of Wharton’s Center for Human Resources. The medication might work short-term, but “long-term it can be harmful. The constant churning caused by these reorganizations generates costs and develops long-term cynicism about why they are done and what they mean.”

No one, of course, would argue against the need for organizational restructuring, especially as companies become more global and expand into new products and markets. And few would argue against the long-held belief that corporate strategy and structure must be aligned in a way that allows the company to manage change efficiently.

The problems arise when reorganizations are undertaken for the wrong reason, poorly implemented or fail to understand particular constraints of either the company or the market in which it operates.

“Deciding on the right strategy for the company is key,” says John Paul MacDuffie, co-director of Wharton’s Jones Center for Management Policy, Strategy and Organization. “Strategy-making processes done hastily and based on the wrong assumptions can mean moving the boxes around on the org chart without thinking through all the consequences.”

How you get to the right place depends on your perspective. “The resource capabilities view of strategy says it ought to grow organically out of a clear-eyed perception of what the company’s capabilities are and how readily they can be developed,” MacDuffie says, “as opposed to strategy-making occurring in a vacuum or from an externally focused competitive analysis that is naïve about how malleable the organization is” to change.

Whatever approach reorganizations take, they need to be more than symbolic, says Cappelli. “Changing company structure won’t accomplish much and can be very disruptive. A reorganization has to aim for something bigger – such as changing the culture, incentives and values of the organization – and trying to get people to behave differently. This could mean creating new compensation and promotion systems, developing different competencies among employees, committing to more retraining, and so forth. The usual model of work restructuring is that there are many different levers you can pull. But if all you are changing is just one lever, it won’t be very effective.”

Culture Changing

Reorganizations are frequently difficult in part because of cultural attitudes in the company that are hard to change. One way to make progress is to “reach into employees’ hearts. Another is to take a thousand small tactical steps – hiring people with a commitment to the new model or design, firing a few key people who are standing in the way, repeating over and over again why and how things are now different. After six months employees begin to realize that the company is serious about these changes.

 “Organizations have to be dynamic and people’s roles are always going to shift,”.

 “The challenge is to be thoughtful about how and why you reorganize. Done well, it’s a process of ongoing dynamic alignment.”

Telkom implementing new company culture, from 135 culture into 5C culture. This action is related to corporate identity and new positioning: Life Confident. There are five culture or values that are internalized Telkom’s brand-new to all employees; Expertise (skills), with a circle symbol indicates the completeness of product and services portofolio of new business in Telkom; Empowering (empowerment), symbolized by the hands that reach out, reflect the growth and expansion out; Assured (guarantees), symbolized by the hand fingers, reflects the rigor, attention, and trust, and also close relationship; Progressive (progress), illustrated with a combination of hands and circle like the sun rises a significant change and new beginnings; Heart (heart of life), is realized by symbol of hand, which reflects the life to reach the future.

In order to implement the new culture, Telkom’s management had run several socilatization about their new culture to the employees since 2008. Telkom knew very well that employee readiness is important to accept the transformation. Top level management keep repeating about the new culture and use the culture component in every speech to the employee. HR people also held several assesment related to the corporate new startegic business and the new culture. Employee is the key of the successfull transformation at Telkom because without its employee Telkom unable to run the transformation smoothly even in the first time all employee should  “run” to keep up with the new culture, new business, new division to satisfy the consumen and the company.

Another big transformation was happened at the biggest internet company, Google. As we know, since January 20th 2011 Google CEO was given to Larry Page from Eric Smidth. CEO postion which had been carried by Eric Scmidth officilay handed back to Larry Page on Monday(4/4/2011). At that occasion, Eric Schmidt said that Larry Page is ready to lead back the company he founded. He felt that he already give enough direct assistance or so-called adult supervision to Larry Page.

            “I’m very proud to be a CEO in the last decade and I’m sure the next 10 years the company will be better under Larry Page leadership. Larry, In my opinion,  is ready to lead” Said Eric Schmidt.

Larry’s return to Google is expected to make Google running more dynamic. On his first move, Larry Page re-organize Google structure. This re-organization is the massive reorganization that never existed in Google history. Google’s philosophy began to be changed by Larry Page with emphasis on the division of tasks and authority or decentralization.

 Here’s a new position which is under the Page after the re-organization was carried out.
1. Local and Commerce occupied by Jeff Huber
2. Search occupied by Alan Eustace
3. Advertising is occupied by Susan Wojcicki
4. Android occupied by Andy Rubin
5. Youtube occupied by Salar Kamangar
6. Social occupied by Vic Gundotra
7. Chrome occupied by Sundar Pinchai.

This time it seems Google’s re-organization is an important step that will determine their fate in the future, especially in the context of competition with Facebook. Larry Page seems to emphasize the engineer to occupy key position on Google, not to those who come from the field of management. Larry wanted decentralized organization, like practiced by Steve Jobs at Apple and Jeff Bezos at Amazon. The re-organization and decentralization has received good feedback from Google employees in Mountain View, California, United States.

Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change. Before starting organizational change, the company should ask it self: What do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change.

In transformation process, company shouldn’t forget about its employees because they will suffer in terms of re-organization. Check that people affected by the change agree with, or at least understand, the need for change, and have a chance to decide how the change will be managed, and to be involved in the planning and implementation of the change. Encourage the managers to communicate face-to-face with their people too if they are helping you manage an organizational change.

Leader cannot impose change, people and teams need to be empowered to find their own solutions and responses, with facilitation and support from managers, and tolerance and compassion from the leaders and executives. Management and leadership style and behaviour are more and employees need to be able to trust the organization.

Employee does not have a responsibility to manage change – the employee’s responsibility is no other than to do their best, which is different for every person and depends on a wide variety of factors (health, maturity, stability, experience, personality, motivation, etc). Responsibility for managing change is with management and executives of the organisation – they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate andenable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to ‘step back’, and be non-judgemental), and then to help people understand reasons, aims, and ways of responding positively according to employees’ own situations and capabilities. Increasingly the manager’s role is to interpret, communicate and enable – not to instruct and impose, which nobody really responds to well.

The leader must agree and work with these ideas, or change is likely to be very painful, and the best people will be lost in the process.

change management principles

1. At all times involve and agree support from people within system (system = environment, processes, culture, relationships, behaviours, etc., whether personal or organisational).
2. Understand where you/the organisation is at the moment.
3. Understand where you want to be, when, why, and what the measures will be for having got there.
4. Plan development towards above No.3 in appropriate achievable measurable stages.
5. Communicate, involve, enable and facilitate involvement from people, as early and openly and as fully as is possible.

JOHN P KOTTER’S ‘EIGHT STEPS TO SUCCESSFUL CHANGE’

American John P Kotter (b 1947) is a Harvard Business School professor and leading thinker and author on organizational change management. Kotter’s highly regarded books ‘Leading Change’ (1995) and the follow-up ‘The Heart Of Change’ (2002) describe a helpful model for understanding and managing change. Each stage acknowledges a key principle identified by Kotter relating to people’s response and approach to change, in which people see, feel and then change.

Kotter’s eight step change model can be summarised as:

1. Increase urgency - inspire people to move, make objectives real and relevant.
2. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.
3. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
4. Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people’s needs. De-clutter communications – make technology work for you rather than against.
5. Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders – reward and recognise progress and achievements.
6. Create short-term wins - Set aims that are easy to achieve – in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.
7. Don’t let up - Foster and encourage determination and persistence – ongoing change – encourage ongoing progress reporting – highlight achieved and future milestones.
8. Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.

“Change must involve the people – change must not be imposed upon the people”

Conclusion

The perspective on change management does not diminish the role of the change management team, but it does help clarify that managing change involves both training of your change management team and enabling the key players  (executives, managers, supervisors, employees) to play their role in managing change. Both, Telkom and Google, surely has this change management team to make all the process run smoothly and all stakeholder has the same perception about the “new face” of the organization. The top level managment or the change management team should be able to give understanding to all employee about why the transformation should happened, how it’ll be transformed, what the employees role at the transformation. If the employee couldn’t understand all that question, the transformation wouldn’t run smoothly and success.  Preparation, implementation, and evaluation will be done by this management team in order to secure all risky aspect which has significant impact to the corporate business and environment.

Change management as  effective application of change processes and tools at each level in the organization should has special portion and attention. Every organization and company cannot avoid/resistance with changes, so that’s why the change management team should be formed by top level management to secure organization/company business or environment. Based on Prosci and the Change Management Learning Center tutorial, the primary task of the change management team in this environment is to:

• assess the organization’s change readiness
• develop a change management strategy
• identify and prepare the change management resources
• assess and prepare executive sponsors
• create and manage the change management plans
• audit compliance and design methods to reinforce the change in the organization including activities to celebrate success
• transition the change management activities to day-to-day business managers.

Source:

1. http://www.change-management.com/tutorial-cm-basics-who.htm
2. http://www.businessballs.com/changemanagement.htm

Proyek gabungan tiga mahasiswi EMBA SBM ITB untuk mempopulerkan Indonesia.

Masih jauh dari perfect dan banyak kekurangan,,tapi kami anggap sebagai proses belajar.

No body is perfect and Impossible is Nothing

The survivor is the risk taker

So Please visit Our Online Store at www.mahabungas.multiply.com

Our Logo

Highly appreciate your ideas for us don’t hesitate to put your critics.

-John Dewey-

Lets begin my new day,,

Hup,,hup,,hup,, little bit nervous, curious, and excited

No jokes that we start and run our class in English, and my English is sucks

Class Participation is everything and counted as our grade.

Alhamdulillah I have super duper crazy friends from different background.

One of my Blemba 8 Friend said that:

“Being young is everything and priceless, that’s why i enroll this program,,to feel young and to be young”

Class Atmosphere with one Proffesor From Nanyang University

Merangkum semua ingatan yang mengalir liar saat wadah kisah hidup tergadai oleh sebuah kata sandi.

“Alhamdulillah” itu kata yang pertama yang harus terucap bila harus mengingat kembali apa yang terjadi tahun lalu (2010).

Alhamdulillah Allah SWT masih memberi cobaan dan hidayah, mengingatkan saya bahwa di sini saya hidup hanya sementara, ikhtiar menuju sebuah titik yang disebut dengan Takdir.

Tahun 2010

Hidup masih dihabiskan antara Jakarta-Bekasi. Kejenuhan sudah mulai timbul, perang batin sudah mulai terjadi. Mulai mempertanyakan apa lagi yang bisa saya lakukan untuk hidup saya. Kehidupan disini bukan seperti yang saya harapkan. Banyak perang batin yang saya harus lalui setiap harinya. ” Sampai kapan?” itu pertanyaan yang selalu ada setiap saya harus memulai hari disini. Improvement..itu yang tidak saya rasakan dan harus saya cari.

Tahun ini Allah SWT beri kami kesempatan untuk berbagi. Allah ambil orang yang kami sayang, dan saya hormati. Allah beri kami kesempatan untuk lebih beribadah. Allah titipkan mereka, saudaraku, untuk kami jaga dalam kedukaan ini. Kami belajar berbagi, bahwa ada anak yatim yang harus kami jaga. Allah titipkan rejeki ini kepada kami, namun didalamnya terdapat hak atas mereka (anak yatim) dan jangan sekali-kali kami lalai. Hidup dan Mati, semua sudah tertulis dalam kitab takdir setiap umatnya, namun Allah beri kami kesempatan untuk menaikkan derajat kami melalui kematian orang yang kami sayang dan saya hormati.

Hidup hanya sekali dan nyawa ini hanya satu

Menikmati hidup. Itu salah satu target untuk tahun 2010 ini. Tahun ini saya banyak melakukan perjalanan menelusuri wilayah-wilayah yang belum pernah saya jamah. “Hidup cuma sekali, mumpung masih bisa dan ada rejekinya”. Indonesia itu indah dan itu 1000% terbukti benar. Ulasan perjalanan-perjalanan tersebut akan saya tuang disini.

Mengutip kalimat Paulo Coelho ” When you really want something, the universe will conspire to make it happen”.

Teringat perbincangan dengan sahabat saya semasa kuliah dulu ” Habis lulus, cari kerja terus kuliah lagi ah,,nikahnya nanti-nanti aja ya “

Akhirnya tahun 2010 ini salah satu target saya terlaksana, kuliah. Sebuah target/impian apabila diyakini dan divisualisasikan, besar kemungkinan untuk terwujud dan sukses (The Secret). Tahun ini status saya kembali menjadi mahasiswi MBA SBM ITB. Selain untuk membunuh kejenuhan dari rutinitas hidup, saya juga butuh improvement dan insya allah ini adalah jawabannya.

Sangat bersyukur ternyata pilihan hidup saya tidak salah. Walaupun menjalani hidup sebagai mahasiswi dan pegawai itu tidak mudah, tapi saya yakin pilihan saya tepat. Ternyata bukan hanya ilmu yang saya dapat, namun disini sisi manusia saya kembali diketuk. Disini saya banyak mendapatkan nilai hidup. Etika,Integrity,Value sedikit banyak membuat saya banyak berfikir dan merenung. Ternyata masih sangat banyak PR untuk saya dan bangsa ini untuk lebih beradab dan maju. Semakin hari, semakin saya yakin apa yang harus saya lakukan untuk masa depan saya. Disini saya menemukan keyakinan dan jawaban apa yang harus saya lakukan untuk masa depan. Sangat-sangat bersyukur saya masih diberi kesempatan ini walau saya yakin jalan saya tidak mudah. Bersyukur saya bertemu dengan banyak orang hebat disini. Bersyukur setiap detik saya berada disini tidak ada yang sia-sia. Bersyukur karena setiap saya kembali ke rumah saya membawa pengalaman baru yang luar biasa dan memberi nilai lebih untuk hati dan pikiran saya.

Alhamdulillah,,,

Bersyukur bahwa pilihan ini masih yang terbaik. Semoga perjalanan dan petualangan saya disini dapat berguna untuk saya dan orang lain. Mungkin nantinya disini akan ada banyak ulasan mengenai materi kuliah dan hasil pemikiran saya. Indahnya berbagi.

Yang terindah dari tahun ini adalah Allah membuat jantung saya kembali berdegup. Semoga dia jawaban dari Allah untuk doa saya selama ini.

waaww banyak sarang laba-laba,,

Its been a long time since the last time I wrote in here ( 2 years ^_^” ).

Suddenly i forgot what was my password hehe

Different password for different account sometimes its hard to remember.

So many things had happened and so many story  hadn’t shared

Now its relieves I had new password

Its relieves that i can share my feeling with you again

Its relieves that my heart won’t be as heavy as now

Its relieves

Lets start our journey

that i  can write to you my thoughts, my point of view, my critics, and my journey.

Only with you i can share my Untold Story ‘coz you’re the one who’s never judge, never complain, and always here for me..Listen every story i want to share.

Shall I start My journey? wanna come with me?

Skyscanner’s Top 10 Personal Favourites:

01. Batman Airport (BAL) Turkey

02. Useless Loop Airport (USL), Australia

03. Black Tickle Airport (YBI), Canada

04. Mafia Airport (MFA), Tanzania

05. Moron Airport (OZP), Spain

06. Ogle Airport (OGL), Guyana

07. Brest Airport (BES), France

08. Eek Airport (EEK), USA

09. Pickle Lake Airport (YPJ), Canada

10. Raspberry Strait Airport (RSP), USA

Watch your language – airports that may offend!

01. Old Crow Airport (YOC), Canada

02. Fukui Airport (FKJ), Japan

03. Dang Airport (DNP), Nepal

04. Pratt Airport (PTT), USA

05. Ponce Airport (PSE), Puerto Rico

06. Fort Dix Airport (WRI), USA

07. Tsili Tsili Airport (TSI), Papau New Guinea

08. Gaylord Airport (GLR), USA

09. Shafter Airport (MIT), USA

10. Phi Phi Island Airport (PHZ), Thailand

11. Fak Fak Airport (FKQ), Indonesia

12. Big Bell Airport (BBE), Australia

Say what now? The strangest sounding airports

01. Gorom-Gorom Airport (XGG), Burkina Faso

02. Wee Waa Airport (WEW), Australia

03. Wagga Wagga Airport (WGA), Australia

04. Woodie Woodie Airport (WWI), Australia

05. Wuhu Airport (WHU), China

06. Xingning Airport (XIN), China

07. Puka Puka Airport (PZK), Cook Islands

08. Flin Flon Airport (YFO), Canada

09. Kar Kar Airport (KRX), Papua New Guinea

10. Linga Linga Airport (LGN), Papua New Guinea

11. Muko-Muko Airport (MAL), Indonesia

12. Mala Mala Airport (AAM), South Africa

13. Sabi Sabi Airport (GSS), South Africa

Airports you might prefer not to fly to…

01. Mafia Airport (MFA), Tanzania

02. Slave Lake Airport (YZH), Canada

03. Asbestos Hill Airport (YAF), Canada

04. Desolation Sound Airport (YDS) Canada

05. Crooked Island Airport (CRI), Canada

06. Deception Airport (YGY), Canada

07. Broken Hill Airport (BHQ), Australia

08. Warroad Airport (RRT), USA

09. Battle Mountain Airport (BAM), USA

10. Battle Creek Airport (BTL), USA

11. Mysore Airport (MYQ), India

12. Bloodvein Airport (YDV), Canada

13. Storm Lake Airport (SLB), USA

14. Red Devil Airport (RDR), USA

15. Rifle Airport (IRD), USA

16. Deadhorse Airport (SCC), USA

17. Cue Airport (CWT), Australia

18. Alert Airport (YLT), Canada

19. Danger Bay Airport (DGB), USA

20. Colon Airport (ONX), Panama

21. Gaspe Airport (YGP), Canada

Airport or Zoo – airports for animals?

01. Monkey Mia Airport (MJK), Australia

02. Murnansk Monkey (MMK), Russia

03. Squirrel Cove Airport (YSZ), Canada

04. Big Trout Airport (YTL), Canada

05. Snake River Airport (YXF), Canada

06. Goose Bay Airport (YYR), Canada

07. Whale Cove Airport (YXN), Canada

08. Beaver Creek Airport (YXP), Canada

09. Muskrat Dam Airport (MSA), Canada

10. Sheep Mountain Airport (SMU), USA

11. Elk City Airport (ELK), USA

12. Deer Park Airport (DPK), USA

13. Hawk Inlet Airport (HWI), USA

14. Big Bear Airport (RBG), USA

15. Red Dog Airport (RDB), USA

16. Moose Jaw Airport (YMJ), Canada

17. Mammoth Lakes Airport (MMH), USA 1

8. Wolf Point Airport (OLF), USA

19. Chicken Airport (CKV), USA

20. Fox Airport (FOX), USA

21. Duck Airport (DUF), USA

22. Atlanta Beaver Ruin Airport (JAO), USA

And finally, a little fun with IATA Airport Codes:

01. DIK – Dickinson Airport, USA

02. NOB – Nosara Beach Airport, Costa Rica

03. KOK – Kokkola/Pietarsaari Kruunupyy Airport, Finland

04. BOG – Bogota Airport, Columbia

05. BUM – Butler Airport, USA

06. PEE – Perm Airport, Russia

07. POO – Pocos De Caldas Airport, Brazil

08. SEX – Sembach Airport, Germany

09. EAT – Wenatchee Airport, USA

10. FAT – Fresno Yosemite Airport, USA

11. DOH – Doha Airport, Qatar

12. CAT – Cat Island Airport, Bahamas

13. DOG – Dongola Airport, Qatar

Takken from www.traveldailynews.com

lets sing together lah

“LUCKY”

Do you hear me,
I’m talking to you
Across the water across the deep blue ocean
Under the open sky, oh my, baby I’m trying
Boy I hear you in my dreams
I feel your whisper across the sea
I keep you with me in my heart
You make it easier when life gets hard

I’m lucky I’m in love with my best friend
Lucky to have been where I have been
Lucky to be coming home again
Ooohh ooooh oooh oooh ooh ooh ooh ooh

They don’t know how long it takes
Waiting for a love like this
Every time we say goodbye
I wish we had one more kiss
I’ll wait for you I promise you, I will

I’m lucky I’m in love with my best friend
Lucky to have been where I have been
Lucky to be coming home again
Lucky we’re in love every way
Lucky to have stayed where we have stayed
Lucky to be coming home someday

And so I’m sailing through the sea
To an island where we’ll meet
You’ll hear the music fill the air
I’ll put a flower in your hair
Though the breezes through trees
Move so pretty you’re all I see
As the world keeps spinning round
You hold me right here right now

I’m lucky I’m in love with my best friend
Lucky to have been where I have been
Lucky to be coming home again
I’m lucky we’re in love every way
Lucky to have stayed where we have stayed
Lucky to be coming home someday

Ooohh ooooh oooh oooh ooh ooh ooh ooh
Ooooh ooooh oooh oooh ooh ooh ooh ooh

“I’M YOURS”