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Coaching in the Workplace

More than 70% of organisations with any formal leadership development activities use coaching as an important part of that (Zenger & Stinnett) . This figure is supported by a recent learning and development survey conducted by the Chartered Institute of Personnel and Development (CIPD) which states “just over 70% of organisations use coaching and 80% report that line managers are using coaching methods with their staff.” It goes on to state that line managers were typically delivering 36% of the coaching to their reports, while HR and Training and Development specialists were delivering 30%.

The evidence certainly suggests that there is an expectation for line managers to deliver more coaching. We will look later in increased detail at the benefits and the implications that it presents.

In this report I am going to analyze the main topics coaching in the workplace. I will start with defining what is coaching in the workplace, and what it is not. I will cover how it works as a development device and its purpose. I’ll then cover the main topics the Manager as coach. What their roles and duties are; the deliverables towards the continuing business and look at the pros and cons of delivering coaching.

Your reader will be taken through then how can a manager coach, who will they coach and to what end. This will also look at different styles and methods. To conclude I will discuss the issues they can be recognised and some potential solutions that it may raise, how.

Finally during my writing, we will be including my own ideas, as well as reference material and drawing comparisons through a case study of my experience as a manager in a multi national manufacturing organisation, where we had been involved with coaching hand that is first. This I hope will add some realism to the theory and reference material.

The purpose of the report will give you the reader an insight into the area that is subject together views, proof, and real life perspective (the writers).

How does it work?

Coaching versus mentoring: a difference in name only? Before I proceed any further, it is at this point I feel it is important to define for the reader the difference between the two approaches. Although a body that is large of is done on both, there is certainly still a difference of understanding. Sean Weafer claims “that a mentor is involved in transferring job specific skills or culture specific knowledge to someone junior to them, but perhaps not inside their direct line of administration within an organisation”. He then goes on to state “coaches frequently focus on the clients perception of the challenges they face”.

Jennifer Wright argues that the difference is mentoring traditionally involves an individual with expert knowledge passing the knowledge in a specific domain.” Coaching is defined as a process in which the coach facilitates learning in the client and furthermore elicits solutions through the clients.

These definitions came from a coaching perspective; therefore to keep the balance, from a mentoring dimension a definition is presented by me from Meggison and Clutterbuck . In their book “Mentoring in Action, their view is that mentoring is help that is“off-line one person to another in making significant transitions in knowledge, work or thinking.

To summarise these definitions for the true purpose of this report, mentoring is the passing of knowledge and a approach that is directional coaching is the facilitation of learning and in doing so non-directional. I hope that the reader will accept my condensed definitions for this purpose.

Organisations now realise that they can improve both the motivation and performance of their people through coaching. In Julie Starr’s book she states “increasingly a coaching style of management is preferred to the command and control traditional approach”. This is supported in an article by Sue Weekes that “old style management that is directional unlikely to get the best out of younger employees”.

Alternatively of telling people what to do, there appears to be a shift to encouraging individuals and allowing them to think for by themselves and come up with their own solutions. Rather than interjecting and solving the presssing issues, a coaching manager would look to provide support, challenge, feedback and guidance.

Managers can also make use of this skill for example during team meetings to enable the united team to take responsibility for their activities. One to one meetings can also be used as coaching sessions if the manager uses a supportive, challenging and developmental approach.

There have also been some developments that are recent which has pushed coaching higher up on the management agenda. Coaching raises awareness, and an awareness of balance is coming to the fore. “Business has taken over too much of too many peoples lives at too high a personal cost” . This statement echoes to me of many people I have come across. Organisations have to recognise that their values and ethics are failing and in some full cases failing under the scrutiny of staff and customers. Coaching works well at eliciting values and values that are producing both individuals and organisations. These are perhaps not always in alignment.

Coaching is a more a management style rather than a tool. The application of coaching has many examples, some conventional ones are (but not restricted to) delegating, problem solving, team building, planning and reviewing, appraisals and assessments.

Coaching embraces 2 principles that are fundamental that of awareness and responsibility . Huge potential lies within all of us, and this is supported by a study to determine the percentage of people’s potential manifests itself in the workplace. Surprisingly it was as low as 40% . The top three statements from the participants were, things people do so well outside the workplace, how well people respond in a crisis, and I know that I could be so much more productive. What then blocks this potential that is unleashed? The report came ultimately back with “restrictive structures and practices of my company”, the “lack of encouragement and possibilities offered by the organisation”, and “the management style of the business and/ or my manager”. The single most common internal block was that of self belief. Building self awareness, responsibility and self belief could be the goal of a coach.

The first element that is key of is awareness . This can be raised by focussed attention and by practice. It is much more than hearing and seeing. It's the clear perception of the relevant facts and information. It is an understanding of systems, characteristics and of relationships between things and people. Also it helps in recognising when and how emotions or desires distort our own perception.

Obligation is the other element that is key. When we accept, choose or take responsibility for our thoughts that are own actions, our levels of commitment increase, and so does our performance. Performance is more likely to improve if someone chooses to rather take action than being told to do so.

It is questions, and in particular questioning that is effective a conversation that best generates awareness and responsibility. The function of questions is to elicit information. The information is however of secondary importance to the coach. It is more important to raise awareness with the coachee. The types of questions used are important. They should be open questions, usually beginning with words like what, whenever, how (much/many), and who. Why is discouraged themselves, and therefore a tendency to become defensive as it often suggests criticism, or a need for the individual to justify. Coaching is non judgemental, and therefore this approach is not effective.

The concerns should start broadly, and then concentrate in more detail. To maintain interest and focus of the coachee in order to bring into their consciousness things that otherwise may not be apparent. The questioning will follow the coachee’s train of thought. I notice we haven’t talked about”, helps bring things back on course if they appear to be going way off track a simple interjection like &ldquo. Leading questions and criticism that is implying be avoided. The coach should be attentive towards the answers as this will frequently form the question that is next the conversation, and in doing so allow the process to flow naturally.

We ask, and in what sequence so we now have the questions, but what should? There have been coaching that is several offered up to deal with this. One of the absolute most familiar is the (T) GROW model . The G is for Goal, setting the agenda for the session as well as the term aspiration that is long. The R is for reality, checking to explore the situation that is current. The O follows for options and alternative strategies or courses of action. Finally W is for what is to be performed, when, by whom (sometimes known as the real way forward). Readers will notice that I have omitted the T. This was added by Noble Manhattan as identifying the Topic is advance of setting the Goal. This makes sense for me as the coach should not presume to know what the conversation will probably be about, and produces clarity for both parties.

Other coaching models exist, such at the SHOOTS model developed by Leeds University and adopted by the Wirral Hospital NHS Trust . Here they cover Seek to understand, Hone the goals, Objectives set, Options and action planning, Try it out, triumph review. One coaching that is further of mention the “Coaching path”, is another model that can be used . Although I personally prefer the TGROW model, it is appropriate to pick one that works for you. Following a model sequence combined with effective questioning will yield the best results.

To conclude the coaching cycle it is up to the coach to give the coachee a clear and accurate record of the action steps that the coachee has agreed and committed to take. The coach should then confirm as it constitutes the actions they will carry out that they fully understand.

The Manager as Coach the pros & cons

One of the primary concerns that come to mind is how can a manager be a coach and do their day that is own job? These days, adding one more task to their list of objectives in an ever demanding workplace with all the demands placed on managers. This eventually puts more pressure on managers.

Organisations now realise that they can improve both the motivation and performance of their associates through coaching . More than ever a “coaching style” of management is preferred to the “command and control” traditional approach. Rather than managers people that are directing they are focussing more on encouraging people to think for by themselves. Furthermore when there are issues, a coaching manager doesn’t automatically jump in and solve it for them. Coaching managers provide support, challenge, guidance and feedback, but rarely the answers.

The manager can make use of the platform of team meetings, and their coaching skills to support the combined group to take responsibility. Julie Starr then goes on to say “one to one meetings can now become coaching sessions, as the manager adopts a more supportive, challenging and developmental approach”. This surely must be a more preferable approach than the traditional performance appraisal telling the associate what they've done incorrect and “telling” them what they need to do to improve (in the eyes regarding the manager). The benefit of this towards the manager is that they can spend more time on long-term work, objective environment therefore on.

This was my experience at a BMW that is new Group that I was involved with. The one to one sessions were very much in the style of a coaching session where I encouraged associates to find the answers for themselves and have much more ownership of their tasks and responsibilities. There is however a critical mass where it may no longer be feasible for the manager to give one to one sessions to all their team.

This may then be diluted by managers coaching their first line, and then the line that is first the supervisors, and supervisors to the shop floor. In theory this may sound a idea that is good however in deployment not all supervisors and managers may make good coaches. Training resource and operational conditions may hinder the amount of the time required to complete this on a basis that is repeatable and may therefore question its effectiveness. There may also be the dimension of hidden agendas that can be present within organisations. This may cause a hindrance to the successful deployment of coaching.

In a recent learning and development survey conducted by the Chartered Institute of Personnel and Development (CIPD) it is suggested that managers who have been trained in coaching can also self coach. There is a double benefit here of both the associate and the manager developing. It goes on to say that “while operational coaching performed by line managers will help to improve performance, it is dedicated internal coaches who will produce the sort of long-lasting behavioural change that can really add value.

That is supported by (Mc Girk-CIPD) that says “line managers with coaching skills instils coaching behaviours throughout an organisation, but on its own won’t necessarily help companies to develop the coaching that is in-depth that dedicated internal coaches will offer”. He concludes that both are important

Although there is evidence here that both are to be utilized, in my experience within a manufacturing environment during the last 12 years, I have found no proof this being carried out within my own organisation, or suppliers and customers that i've interacted with. Therefore from this perspective we do perhaps not agree in totality with these statements.

The idea of dedicated internal coaches within an organisation must raise the question of value for money and cost effectiveness. My own observations of cost-cutting programmes, flatter organisations, and the need to demonstrate value for money leave little room for a coach to exist as a dedicated resource. However this is from a manufacturing perspective and other sectors may see it differently. Indeed the Workplace Coaching strategy paper issued by Wirral Hospital NHS Trust , covers having qualified workplace coaches, but continues on to state that it is not utilizing dedicated resources for this role. This paper supports my argument, nonetheless I am more than happy to hear to the contrary.

It is equally important for the manager to recognise whenever coaching is perhaps not appropriate. They are not therapists or councillors. Here they would need to seek guidance from their own HR/ Training division. Coaching is not a “catch all” and managers will have to decide when they need to coach, mentor or direct.

So far we have focussed mainly on individual coaching. There are some additional pros and cons for coaching a team . First I will look from the perspective of the coach in that a successor could be created, it avoids team members being “off the job” to develop their skills, plus it could be cost effective. The potential downside to this is it can be time consuming, and giving people responsibility may encourage them to dispute the coach’s authority that they(the manager) may feel their own job may be jeopardised. The success of the manager in coaching might lead to a feeling of lack of confidence if the coaching experience does not go well.

From the perspective of the team the positive benefits are them and their development needs that they will be coached by someone who knows. Development is part of the working job and is consequently directly appropriate and useful, and it makes work more challenging and interesting. clash of clans hack Again the downside could be if very first line management doesn’t take coaching seriously, there may be no other way to develop the group member’s potential, and of course the line that is first may not have good coaching abilities.

As mentioned earlier, coaching may not always be appropriate for all situations. Often the manager may have to switch from a coaching role to a role that is directing then back again. For example we recall while working in a press store producing human anatomy panels, we had a major tool failure. While it may have been beneficial to take the time and ask the team how we might solve the issue, and listen to everyone’s input, in this high pressure, high volume environment immediate action is required. As long as this is explained to the associates and team this should not cause an issue. If not then the manager’s behaviour can be seen as somewhat ambiguous.

In order for the manager to be successful at coaching, he needs to build rapport with the social people he is coaching. Without this coaching will have limited benefits. When starting out with the coaching relationship, the manager needs to establish the reporting hierarchy. The relationship will be one to often one, however in the case of a development or performance focus; the manager may have to report to a sponsor to give feedback. All parties will need to know this from the start. Clearly the manager cannot handle this from a start that is standing and will therefore need to undertake some form of coach training.

Just how can a Manager Coach?

In deploying coaching training the organisation needs to decide how will this be done, who will do the training (internal/external) and how many managers are to be trained. The cost and the timescale are amongst other factors. This would usually be led by the HR function, strongly supported and taken really by senior administration. A way that is good of this would be to include this in the organisations objectives and targets. By the creation of a “coaching culture” coaching will be more readily accepted. The coaching culture was suggested, and did feature in the management performance objectives (Management House Criteria) during my time with the BMW Group. Other organisations also feature it in their corporate objectives to give it an level that is appropriate of.

As part of the BMW Group to my management training, we received a 3 day coaching course, with a 2 day follow up. While this was an effective way of getting managers initially trained, unfortunately after this period there was no further follow up training, or reviews. More importantly, the coaching was only offered to associates, and none of the managers were allocated coaches to check on either their ability as coaches, or to aid them in their development.

There are various coaching models available for the manager as coach. One of the most common is understood as the (T)GROW model. This is a sequence that is used effectively and is relatively simple to use and repeat. It starts with the Topic which is the certain area to be covered. Then there is the Goal, what do you want to achieve, or what would be a outcome that is good? Followed by the Reality, what's going on now, what has already been done? Options come next, what can be achieved, who can help? Finally we end with the Way ahead, what is the next step to take?

The “Coaching path” is another model that can be used . Regardless of which model the coach chooses to take, it can give them a suitable model that is repeatable use. One of the disadvantages of having managers that are many in an organisation is that of standardisation; therefore a model will help this. This does of course presuppose that the manager has received some form of coaching training. I have only shortly covered the TGROW model and the reader might benefit from further reading to get a better understanding of this, and other models. The bibliography would be a place that is good start.

He go if we now assume that the manager has received some coaching training, and is now armed with a repeatable model to follow (TGROW), in what direction should? There are several dimensions in the coaching relationship to consider. The obvious one is between the coach and the coachee (team or individual). However we can also start thinking about a third dimension which is the one the manager will have to the organisation aswell. This may well mean reporting upwards on progress and developments of a coaching relationship, as I alluded to previously.

Peter Bolt presents other ways in which a manager can mentor as; coaching downwards, meaning coaching individuals who report directly to the coach. This works so long as coaching rules are used. Rapport additionally needs to exist, and the process must be open, honest and 2 way communication.

Coaching upwards, meaning the situation that is relatively unusual of ones superior. This is normally requested by the superior. They can get a better idea of how they are performing. However he states that this can be very dangerous as often a senior manager may ask for honest feedback, but does not want to hear the truth! I can concur with this from my experience in BMW Group, where I was asked to give feedback to a manager that is senior encouraged not to pull any punches. Of course this was exactly the opposite of what the senior manager wanted to hear! I would advise caution that is extreme this situation.

Coaching sideways, meaning ones that are coaching peers or equals in the organisation. This can occur in different areas of the organisation, and can benefit the coach, coachee and the organisation with an exchange of views and knowledge. In particular I have found coaching across functions a rewarding experience. If one is in a cross functional relationship it is often possible to see things from a non judgemental perspective. It allows challenging questions to be asked, which might not necessarily be raised if one had expert knowledge of the functional area. Here we get back to the difference between coaching and mentoring, where the coach can demonstrate that specialist knowledge is perhaps not required.

Team Coaching, this is another dynamic where a manager can apply his coaching skills. In the introduction we could see where it is increasingly common for the manager to adopt coaching skills to the team that is whole rather than the traditional “command and control style”.

Peter Bolt goes on to mention other times when coaching can be applied “in times of turbulence” . He goes on to categorise these; Organisation turbulence, downsizing, change of ownership, competition pressures, continuous change, new technologies and new work practices. Personal turbulence, this could be a job that is new change in responsibilities. It could mean a new boss, family issues, health problems, stress, and substance abuse. However I feel that the last three should at the very least involve HR and other specialists. These might be areas where coaching isn't appropriate and is referred to other specialists such as practitioners, councillors etc.

The individual or team need to be in a position to receive coaching. For the individual I will refer towards the ��Preparation stage” of the Stages of Change cycle. The preparation stage indicates that the individual is getting ready for modification.

They have decided to take action and therefore are making the steps necessary to prepare for action. The step prior for this is the “Contemplation stage”. This is where the individual might be thinking about doing something, however may procrastinate. They may insist on the perfect solution before acting. The “Pre-Contemplation stage” is where the individual is avoiding the subject, rather than responsibility that is taking it. They may even be in denial or defensive. At these stages coaching will not be effective. It might be more pragmatic to work on moving them to the “Preparation stage” first.

For a united team i will refer to the days when coaching intervention will be effective during a cycle. These are at the start, midpoint and ends. The beginning helps establish boundaries, identifies what to do regarding tasks and timings.

This assists the group to have a launch that is good and can significantly enhance member’s commitment to the team and the task. At the midpoint failures and successes can be shared, as well as experiences. The team are able to review how they have worked together and will be open for some coaching intervention. At the final end of a task or performance there should be time for lessons learnt and applied to future project work. Performance must also be reflected upon.

Hackman goes on to express that if there is a lack of coaching intervention, team members are unlikely to take initiatives after the ongoing work has been completed and to capture the lessons learnt. These 3 coaching interactions can be summarised as motivational in the beginning, consultative at the midpoint, and educational at the end. The evidence suggests that coaching a team in between these points in the cycle may have some small beneficial effects. I have used this approach in my work that is own with success.

What issues does it raise?

The coach (manager) the coachee (individual and team) and the organisation in this section I will look at the issues as they are perceived from three angles. It will give some insight to the barriers experienced to coaching, their identification, and offer some basic ideas on how they may be fixed.

Both large and small politics will have their place in all organisations. It is important to remember that as a coach your role is non-judgemental. However the manager needs to recognise when there is a conflict of interests and flag the issue at the opportunity that is earliest. There may be situations where the manager is expected to act as coach, in a situation where their values that are own not in alignment with company values and an individual. This is a potential form of stress by finding themselves “in the middle&rdquo. Managers should therefore bear in mind and take early action if they are to avoid this situation.

In most commercial organisations, the Return on Investment (ROI) or at least a very clear measure of how coaching will impact the organisation is required. Very few initiatives will be approved or deployed unless there is a measurement system that is clear. This is where a “coaching culture” may support the initiative. Being incorporated into the organisations missions, and values as well as clearly being one of the organisations corporate objectives will support its success and adoption.

In a recent study, Zenger Folkman reveals that managers who are highly effective in coaching their direct reports make a impact that is significant. It states specifically the correlation that is positive employee satisfaction with the organisation, confidence in the organisations ability to achieve goals, employee commitment to go “the extra mile” and intention to stay. It goes further to say that employees working for an coach that is ineffective leader are nearly 2.5 times more likely to be thinking about leaving the organisation.

Tracking the success of coaching can pose a headache. However to determine the effectiveness this needs to be carried out. Adopting certain process tools & guidelines will help with this. For example specifying how long the coaching will last for, specifying the assessment instruments and agreement of the process as part of the contracting phase. This will help managers as well as the organisation in controlling the activity. Wirral NHS Trust has adopted coach and learner evaluation documentation to support this, aswell as their coaching strategy.

One of the presssing issues a manager will face when coaching in an organisation is that of standardisation. I have covered previously some of the coaching models, however there are other topics such as the real way info is recorded, and how the coaching sessions are performed and so on. It would be right here that the HR/ Training function should provide the lead with guidelines and documentation. While coaching in the BMW Group there was limited resource available to do this and the manager that is individual on adopting their own.

One of the barriers to coaching is the perception of finding the right time to do it. Small companies and some owner managers are likely to complain that they simply don’t have the right time to do everything . Smaller companies tend to have fewer dedicated resources. However it was accepted that some smaller businesses fail as a consequence because they had perhaps not adequately developed their key staff.

The coaching relationship will only have effect that is meaningful both participants want to be there. If one or both are reluctant it will not be effective. It could pose an issue for the manager who may feel that they are obliged to demonstrate their people development abilities, & could be linked to their very own performance that is personal and pay structure. This could present a source of stress to the manager. If both parties are open to receiving and delivering coaching both will benefit as well as the organisation.

Managers as coaches may well come across the dimension that is international. My previous employer (German led) had a approach that is common the world. With different cultures perhaps this was not the best approach. There is a difficulty in altering the attitudes and behaviour for deep cultural or reasons that are religious. The idea of “ONE” technique for the combined group worldwide, in my view is not sustainable. This does not go far enough although some managers on international assignments received a few hours cultural training as part of their induction.

This isn't research of cultural differences; however this is an aspect that the manager as a coach needs to bear in mind of, even within a organisation that is single. This is particularly relevant in these days of a more diverse workforce. This is supported in a full case research, Engineering Co, very similar to my own employer.

The same implementation and process issues can be applied to implementing coaching although they talk about a mentoring programme. As it is just a different, albeit similar kind of development tool, and management style.

The manager ought to understand how development impacts on people in the organisation in becoming a coach. This was missing within the BMW Group organisation. Managers who have had no positive experience of coaching by themselves, raises a question how can they coach effectively. As I previously mentioned, there were no coaches for managers who were expected to deploy coaching to their teams and individuals although I was trained to be a coach within BMW Group. My personal observations were that only those managers who adopted self coaching, and peer coaching made progress.

Managers need genuine interest; otherwise they may only spend lip service to the “coaching culture” or their organisations “strategy and vision”. In hostile environments (such as fast manufacturing that is paced with aggressive attitudes and styles, change needs to happen quickly, for example at the end of a shift, or whenever a serious process issue arises. This does not automatically provide itself to a coaching style.

In an environment that is autocratic management “tell” their associates they display language and behaviour that is in direct conflict to the coaching style. I recall one at a management meeting with the Manufacturing Director, who simply told us that none of the management team can leave until the issue at hand is solved, which did not lend itself to the coaching style evening. Particularly in the light that the specialists who could solve the problem had gone home an hour previously, and the company had no mechanism to recall their associates back into work at the end of their shift.

There may be times when managers will have to “tell” their associates. However they can remove any ambiguity in their role as coach if they handle this well. As long as this is explained to the associates and team this should not cause an issue. If this is not done, then the manager’s behaviour could be seen as somewhat inconsistent. John Whitmore breaks this down nicely into 3 decisions ; then telling will be the fastest way if time is predominant. If the quality of the result is predominant, then coaching for high awareness and responsibility is likely to deliver the most. And finally if maximising learning is predominant, then coaching will optimise learning and retention.

I have indicated before that coaching is a tool for individuals development. A question this raises is what if there is nowhere for the social people to develop to? On the face of it this may seem an question that is odd. To put it into context, with organisations adopting flatter and leaner structures, particularly in the light of current economic situations there might be scope that is little of to move in organisations unless somebody leaves. Succession planning helps here but people may have to “stand still” for many time.

In one of my operational roles with BMW Group, I was coaching an associate in their career development where they found themselves “stuck”. Recognising that there were no opportunities on the site which was being downsized, where they had worked for 9 years, I enabled them to move to a new role at one of the groups other sites. Although the individual was lost to another site, they were still employed as part of the combined group and therefore their knowledge and experience was retained at a group level. This was a outcome that is good both parties.

In fact as due to downsizing individuals may find themselves with an even higher workload than before. Enterprises typically shed jobs and restructure with small thought as to how the continuing business processes and people will be affected. My experience that is own of was that in an attempt to reduce headcount a production control function was taken out that covered the 24 hour 7 day operating cycle regarding the plant. Although new organisation charts had been agreed at senior level, it absolutely was not clear which processes were now required, which ones were not, which ones needed to be developed, and how would these responsibilities be distributed. The conclusion result was that the manufacturing and planning teams spent several weeks disputing who would do what and discovered that the evenings and weekends were no longer covered. Had a coaching style approach been used, I believe that the transition would have been far less painful and any process issues would have been identified and solved a lot earlier.

There are other organisational barriers to success that is coaching. In David Pardey’s book , he highlights 6 specific barriers, but all of them come from a common root cause which was a lack of commitment towards the idea of coaching as a tool to improve performance. First there was a lack of time, where the managers did not feel that they had the time; they want things done now so revert back to “command and control”.

The fear of abilities used in coaching, for managers who can’t or won’t coach will oppose its use. It was suggested that they may feel weakness in their ability as they are not able to do everything. There is the fear through the associates side that the mangers are not confident in their role as coach, and that some associates may be better at it than them. From the manager’s side there is the fear of the coach, that the coach can do better as a threat than them and perceive it. There is the fear of risk, that if it does not bring the results that are expected (whether reasonable or not) that it would be a waste of money (externally provided), or resources and time (internally provided).

Lastly is the unwillingness to recognise and address difficult performance issues. Telling someone that they are not performing well is a difficult and uncomfortable task. If it can't be solved by coaching or other means, there are more consequences that are serious the associate. This also involves more hours for the manager, and can be a greater cause of stress.

We touched earlier that coaching is not a “catch all” for everything and everyone in the organisation. It is equally important for the manager to recognise when coaching is not appropriate. A manager may question if coaching is appropriate as a guide but by no means exhaustive, when faced with the following situations. If a act that is criminal committed, serious health or emotional problems, stress, and substance abuse. The manager should seek advice initially from HR. HR will then chose to refer this to other specialists such as practitioners, councillors etc.

Conclusion

I've demonstrated that coaching has been officially recognised as including value in the workplace, and earning its place not only for high achievers and executives, but also on the shop floor. I have identified that the responsibility for delivering the coaching still rests mainly with the relative line administration team in an organisation. Some reports suggest as much as 70% is delivered by them.

Increasingly a coaching style of management is preferred to the command and control traditional approach. This shift encourages people to think for themselves and release an amount that is enormous of.

In order to facilitate learning, coaching is applied in a non-directional, non-judgemental way. Before you can improve performance the two key elements of awareness and responsibility need to be raised in the subject (individual or team). This is conducted in a approach that is structured effective questioning skills. Several coaching models exist to assist the manager coach through this process, the most being that is common (T)GROW.

On the face from it, it may appear that coaching is just an extra task over the top of the manager’s already heavy workload. However when done correctly, it actually allows the manager more time on their core tasks such as long-term planning, objective environment and so on. A benefit that is further that those managers trained as coaches, are then able to coach themselves. In developing staff it avoids them being “off the job” to develop skills. The effectiveness of coaching can be diluted in a multi level organisation, and from my research there is little evidence of having the luxury of dedicated full time coaches within organisations. There will be occasions where a manager will have to ”tell” staff and this needs to be handled by them in an manner that is appropriate.

Once the manager is trained, they could be involved in coaching at various levels within their organisation. This will be with team or individuals, their peer team, their superiors or indeed themselves. They will identify when a coaching intervention is required, and at what point teams and folks are ready to receive coaching. It is equally important for the manager to recognise when coaching is not appropriate and look for assistance from other resources like HR.

The manager needs to be aware of any conflicts of interest, especially when this is in the certain area of values and beliefs. Often the return on investment (ROI) is questioned; by having a measurement that is demonstrable this can positively support the coaching approach. The standard of training and support that is ongoing coaches is important to ensure that a coach does not have a negative effect on the workforce. The cultural and diversity dimension also needs to be considered in this ever changing world. Then all parties need to be willing and open, and managers in particular need to demonstrate interest if coaching is to be effective.

Coaching is clearly not a “catch all” or a sticking plaster for a manager to heal over their areas of responsibility. Other routes are available and the manager should recognise this quickly. It is however extremely powerful when used as a management style, supported by a strong and coaching that is visible within an organisation.

The question that is final would raise to any organisation not using, or considering making use of coaching is why would they not wish to benefit from the overriding benefits that it could yield?

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Buddhism The Thread That Binds Leh and Thailand

Bangkok, on the other hand is a completely different place. In complete contrast to the barren lands of Leh and Laddakh, Thailand is a place bustling with activity, green forested expanses, swaying fertile rice fields, well developed urban metropolitan culture and plenty of lovely and happening beaches. Bangkok, the capital of Thailand, is a great place for shopping and houses merchandize of every kind and international brands. The streams of Bangkok are home to the markets that are floating which are a highlight of Thailand tourism. But what strikes the tourists here is the huge crowds of people who form very irregular and chaotic population in the world. The traffic is haywire and people are everywhere. Despite the chaos, tourists fall in love with Bangkok because of the hospitality that is amazing by the people here. The Thais regard guests as gifts of Gods and ensure that their guests are well taken care of.

So, exactly what do be similar between the Moon Land and a accepted place which is a bee hive of activity? There is an aspect which is beyond the materialism of our commercial world – spirituality. The deep rooted spirituality and truths of Buddhist are what binds these two completely diverse places in a thread that is single. clash of clans free gems Be it Thailand tourism or a Leh Ladakh tour, you will find Buddhist monasteries scattered all over the place. A visit to these accepted places can be very refreshing and rejuvenating. In fact, you can plan your Bangkok tour or a Leh Ladakh tour as a retreat and find solace that is immense meditating in the Buddhist centers of spiritual magnanimity.

Bangkok tour is famous for visits to the Buddhist centers that are spiritual. In addition to visits to the Buddhist monasteries, you should plan to spend some right time in the meditation centers. Meditation centers are scattered all over Thailand, with several of them being right in the capital city. When you step into the doors of these monasteries, they take you miles away from the chaotic life which exists just beyond their doors. A visit to these centers can be the best decision in your Bangkok tour. Thailand tourism is famed for these centers of spiritual realization. Leh Ladakh tour also has equally enchanting Buddhist centers, although in a slightly scaled down form. Nevertheless, the energy that is spiritual you feel here is second to none.

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Catering Diploma and Catering Certificate Why these Cooking should be taken by you Courses

First of all, it involves what everyone needs and wants – meals. Cooking courses are always practical to take because the topic is forever relevant. Apart from satisfying taste buds, people’s health also depends heavily on food. About it will surely be advantageous in many ways so it doesn’t matter where you are or what you do for a living; food will always be important and knowledge.

Secondly, whether your objective is to exclusively prepare food for family and friends or you are going to start a catering business, a catering diploma or catering certificate will come in handy. After all, cooking shouldn’t be a hit-or-miss especially when you are dealing with a huge order or serving food for a special family occasion. Most ingredients are not cheap too so you can’t afford to waste them with bad flavour.

Lastly, in the event that you are looking at a profession that is new business, your catering diploma or catering certificate can be your key to achieve this. It is said that among many businesses, the ones involving food has the chance that is least of failing because most people will scrimp on anything but food. Additionally, today’s fast-paced lifestyle indicates that people will always have a need to dine away or get food catered

Perhaps you aren't yet thinking about earning money from your cooking skills but you may consider this in the future. Catering Diploma and Catering Certificate Why these Cooking should be taken by you Courses Catering is among the fastest-growing segment of the food service industry so it’s definitely worth a shot you welcome the business side of it if you are passionate about cooking and. Taking cooking courses can ease many challenges involved in a catering business.

Make sure you are considering only the cooking courses that are best though because there are tons of worthless cooking courses advertised. Good ones should include modules on food and nutrition as well as comprehensive discussions on the continuing business aspect of catering. Best business practices and management tips should also be component of any good catering diploma or catering certificate course.

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4 Great Backyard Design Ideas to Spice Up Your Summer

A responsibility is felt by me to my backyard. It is wanted by me to be taken care of and protected. ~ Annie Leibovitz

It’s nearly summertime and if you’d like to give your garden an facelift that is interesting here are some great backyard design ideas to make that happen and give a new twist to enjoyment during our hottest months.

Create an Outdoor Shower. That’s right! You can have one right in your backyard. Just find the water source that is closest and a plumber will install one for you. It might be a stand alone shower with a shower that is round around it for privacy. It might be up against one for the walls on a wooden lathe to your house surround and floor. There are books on Amazon.com about outdoor showers. Plumbing suppliers sell outdoor shower kits. Imagine the joy of showering your kids outside during the hot summer nights; and imagine the joy of having them all be asleep while you luxuriate in your own outdoor, evening shower, maybe with their daddy in the warm summer air.

Build a Fire Pit. Picture your family hunkered down around a fire pit roasting marshmallows this summer time. http://clashofclanscheats.us/ Is there a perfect spot in your back yard for a fire pit? Be safe when you create your entertainment feature that is newest. Do a little bit of research. Your local hardware store can offer you the highlights and they might know a contractor who can build it for you. You will find dozens of designs online. Be sure your city doesn’t have laws against fire pits before you start this project. Your new fire pit can be the beginning of sleeping outdoors as a family; a gathering that is regular for dinners with friends, and certainly, a beautiful feature for your backyard. Be sure to keep water nearby to extinguish the fire at the conclusion for the day.

Outdoor Kitchen. How much of one's kitchen can you move outside this summer? Would a simple pass through from a convenient window do the trick and make eating outdoors easier? Would a new barbeque and some form of refrigeration for cold drinks do the trick? Perhaps you have room and the means to build a complete kitchen that is outdoor. There are design professionals and construction professionals who can help you with this project. Look up “Outdoor Kitchen Designs” on the internet and see what seems best for you. You’ll find so enjoyment that is much there this summer.

How About a Gazebo? - Gazebos are defined by Wikipedia as gazebo is a pavilion structure, sometimes octagonal, that may be built, in parks, gardens, and spacious areas that are public.

They date back into the 18th century and provide a shaded area where you can read, meditate, have a band concert, simply relax, have a shaded play area for your children, or have a cool drink in the evening. A screened-in gazebo will keep the bugs out, and, they’re most economical. Close your eyes for a brief moment and imagine just what a gazebo in your garden can do to enhance your enjoyment this summer.

I hope you’ll act on one of these backyard that is great ideas so that your summer is new, different, and enjoyable this year.

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Abney Associates Comments on KIA Motors Corporation's Growth

KIA was founded in 1944, starting its first integrated construction line in 1973 as South Korea's oldest automobile company it expanded to become the country's second largest manufacturer. KIA is part of the Hyundai-KIA industrial group one of the world's leaders in the automotive industry. KIA motors have dealerships in 172 countries with more than 40,000 employees worldwide, they are strategically placed to challenge their Japanese and U.S. Competitors. As Asian car manufacturer's sales increase throughout all sectors, KIA Motor Corporation is well placed exceeding review that is analytical.

“Abney Associates analytical reports for the previous 5 years sales and profits indicate that they have more than doubled in the given period to date, revenue in 2012 exceeded 47 trillion South Korean Won giving 10.7 trillion won profit compared to figures in 2009 of 25.5 trillion won revenue and 4.6 trillion profit for the year ending. In a climate of economic unrest it is refreshing to see strong sales figures increasing year on year with 2013 forecast on target to increase last year's figures by over 4 percent I will be closely monitoring any developments of the company to see an increase in profit ratio,” explained James Carter, Senior Vice President of Mergers and Acquisitions at Abney Associates.

KIA have managed to gain market share by transforming themselves over the last five years, providing their customers industry leading warranty's and by employing top design talent from European automakers like Audi. They have also been setting trends with their cars and SUVs that are a blend of design, performance and fuel economy.

In the U.S. they have three cars in the top twenty selling cars of 2012 with their Optima sedan, the Sorento CUV and the Soul passenger vehicle, sales have continued to dominate other markets with the K3 sedan topping sales in China and the Sportage ranking high in Europe's SUV market. With little coverage within Europe and North America up until five years ago KIA have exemplified what marketing that is good design and solution can deliver.

Abney Associates Senior Research Analyst Mr Chris Ouyong added, “In the first quarter results of this year KIA's global sales are up 2.7%, with orders been already delivered for the second and third quarters the annual increase will be marginally over 4.5%. It is hard to miss KIA's aggressive advertising campaigns sponsoring sports events from the Open that is australian to's Soccer World Cup as well as dozens of professional sports teams around the globe. With this brand and growth recognition it is hard to see the company's share price staying as low as it is right now.”

The Korean car manufacturers share price listed on the KOSPI was in line having its development as they expand globally, within the last few few months the share holdings succumbed to a drop in value that has been the trend across global markets allowing investors to take advantage of sound undervalued holdings. As the markets recover, KIA is set to surpass expectations with rising sales underway across all regions.

schmuck selber machen wien Abney Associates are a Hong Kong based company that provides a selection of financial services to individual consumers, portfolio companies, corporate investors and entrepreneurs who wish to take unbiased advice that is financial.

Abney Associates are primarily a team of financial specialists who pride themselves on having a high level of expertise and experience that is vast diligently monitoring any positive or negative developments to companies currently listed on exchanges globally, especially those that may affect client investment interests. This is done in order to ensure the financial advice given is factually correct and delivered in an effective way.

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Ampere Meter

An instrument for the measurement of electric current. The unit of current, the ampere, is the base unit on which rests the International System (SI) definitions of all the units that are electrical. The operating principle of an ammeter depends on the nature associated with current to be measured and the accuracy required. Currents may be broadly classified as direct(dc that is current, low-frequency alternating current (ac), or radio frequency. At frequencies above about 10 MHz, where the wavelength of the signal becomes comparable with the dimensions of the instrument that is measuring current measurements become inaccurate and finally meaningless, since the value acquired is dependent upon the position where the measurement is made. In these situations, power measurements are usually used. See measurement that is also current.

The measurement of current in terms of the voltage that seems across a resistive shunt through which the current passes is among the most most frequent basis for ammeters, primarily because of the very wide range of current measurement that it makes feasible, and more recently through digital techniques to its compatibility

The moving-coil, permanent-magnet ammeter remains crucial for direct-current measurement. Generally speaking they are of modest accuracy, no better than 1%. Digital instruments have taken over all measurements of greater precision because associated with greater ease of reading their indications where resolution that is high required.

Moving-iron instruments are widely used as ammeters for low-frequency ac applications.

High-frequency currents are measured by the heating effect of the present passing through a resistance element that is physically small. The temperature of the center of the wire is sensed by a thermocouple, the output of which is used to drive a moving-coil indicator in modern instruments.

Ammeter history:

The relation between electric currents, magnetic fields and physical forces was noted by Hans Christian Ørsted who in 1820 observed a compass needle was deflected from pointing North when a current flowed in an adjacent wire. The galvanometer that is tangent used to measure currents using this effect, where the restoring force returning the pointer to the zero position was supplied by the Earth's magnetic field. This made these instruments usable only when aligned with all the Earth's field. Sensitivity of the instrument was increased through the use of extra turns of wire to multiply the effect - the instruments were called "multipliers".

Ammeter design:

A meter designed to measure electrical current is popularly called an "ammeter" because the unit of measurement is "amps."

In ammeter designs, external resistors added to extend the usable range of the movement are connected inparallel with all the movement rather than in series as is the situation for voltmeters. This is because we want to divide the measured present, not the measured voltage, going to the movement, and because current divider circuits are always formed by parallel resistances.

Taking the same meter movement as the voltmeter example, we can see that it would make a very limited instrument by itself, full-scale deflection occurring at only 1 mA:

As is the case with extending a meter movement's voltage-measuring ability, we would have to correspondingly re-label the movement's scale in order that it read differently for an extended range that is current. For example, if we wanted to design an ammeter to have a full-scale range of 5 amps using the same meter movement as before (having an intrinsic full-scale range of only 1 mA), we would have to re-label the movement's scale to read 0 A on the far left and 5 A on the far right, rather than 0 mA to 1 mA as before. Whatever extended range provided by the parallel-connected resistors, we would have to represent graphically regarding the meter movement face.

In real life, the shunt resistor of an ammeter will usually be encased within the protective metal housing of the meter unit, hidden from sight. Note the construction of the ammeter in the photograph that is following

This ammeter that is particular an automotive unit manufactured by Stewart-Warner. The meter as a whole has a range of +/- 60 amps although the D'Arsonval meter movement itself probably has a full scale rating in the range of milliamps. The shunt resistor providing this high range that is current enclosed within the metal housing of the meter. Note also with this meter that is particular the needle centers at zero amps and can indicate either a "positive" current or a "negative" current. http://clashofclanscheats.us/ Linked to the battery pack charging circuit of an automobile, this meter is able to indicate a charging condition (electrons flowing from generator to battery pack) or a discharging condition (electrons flowing from battery to the rest associated with car's loads).

As is the situation with multiple-range voltmeters, ammeters can be provided with more than one usable range by incorporating several shunt resistors switched with a multi-pole switch:

Notice that the range resistors are connected through the switch to be able to be in parallel with the meter movement, rather compared to series as it was in the voltmeter design. The five-position switch makes contact with only one resistor at a time, of course. Each resistor is sized accordingly for a different full-scale range, in line with the specific rating associated with meter movement (1 mA, 500 Ω).

With such a meter design, each resistor value is determined by the same technique, using a known total current, movement full-scale deflection rating, and movement resistance. The shunt resistances would be as such for an ammeter with ranges of 100 mA, 1 A, 10 A, and 100 A

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A short history On Qlaira and Cerazette Birth Prevention Pill

Everyday methods that are contraceptive very popular amongst women in today’s society for preventing pregnancy. Until recently, condoms were the most popular method that is contraceptive for preventing pregnancy. However, this did not give complete control to women where their sex lives were concerned. With the introduction of hormonal contraceptive methods, women have gained more freedom in living their sex life. The three popular hormonal methods that are contraceptive oral contraceptive methods, contraceptive patches and contraceptive rings. The oral pills that are contraceptive become the most popular of all of the three methods. However, the other two methods are gaining popularity at a pace that is fast well.

These dental contraceptive pills are required to be studied on a daily basis and at the same time as the previous dosage. A contraceptive pill consists of synthetic female hormones, which help avoid pregnancy in women. These hormones alter the environment that is natural of womb, which leads to prevention of pregnancy. A pill that is contraceptive separated into different categories based on the synthetic hormones present in them. A pill that is contraceptive be a combination pill, which consists of two synthetic female hormones, oestrogen and progestogen. It is often referred to as ‘the pill’. A combination pill can protect you against pregnancy in three ways that are different.

A combination pill is further separated into the categories of monophasic pill, biphasic pill, triphasic pill and pill that is multiphasic. This separation is carried out on the basis of dosages you are required to take throughout your menstrual cycle. A monophasic pill is a pill which consists of consistent dosages of both oestrogen and progestogen to be taken throughout. A biphasic pill consists of similar dosages of oestrogen, while the dosage of progestogen changes during your menstrual cycle. A pill that is triphasic a pill which again has similar dosages of oestrogen but different dosages of progestogen that you are required to take.

weihnachts schmuck basteln holz racing atv One of the popular triphasic pills is TriNovum. This pill consists of ethinylestradiol, synthetic oestrogen, and norethisterone, synthetic progestogen, as its active ingredients. You are required to take this pill for 21 days of your 28 day cycle that is menstrual. Another form of combination pill, the pill that is multiphasic a pill which consists of the same dosages of oestrogen but multiple dosages of progestogen. A classic example of a contraceptive that is multiphasic is Qlaira. The different dosages of the pill are distinguished by different pills that are coloured. The different progestogen dosages basically help in imitating your natural cycle, which proves to be more effective in preventing pregnancy.

The other category into which a pill that is contraceptive separated into is the mini-pill. This pill consists of only one female that is synthetic, progestogen. As a total result, it is often referred to as ‘the progestogen only pill’. This pill can help prevent pregnancy in two ways that are different. Firstly, it thickens the mucus that is cervical your womb, which prevents the entry of a sperm. It thus prevents fertilising of an egg if produced. Secondly, a mini-pill alters the womb lining so that an egg, if fertilised and produced, cannot attach itself because of the womb and grow further. Cerazette and Femulen are popular mini-pills used by women.

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Atlantis Bahamas: Sightseeing In The Bahamas

Considering a travel to the Atlantis Bahamas? If you have really never ever before been to the Bahamas, you have no concept exactly what you have in fact been missing out on. The Bahamas have several of the considerable tourist destinations in the world, and they provide a experience that is truly unique. Lots of people envision a journey in the Bahamas, whether they advance via company opportunity or contentment. You could intend to consider concentrating your journey on the Atlantis Bahamas, a hotel that is world-class the significant town area of Nassau. A travel to your Atlantis Bahamas need not be as costly as you could think.

There are 2 isles that are primary New Divine superintendence Island and Grand Bahama Island. http://budapesturbanguide.com/ There are likewise numerous smaller islands, that include Abacos, Acklins, Andros, The Berry Islands, Bimini, Cat Island, Eleuthera, The Exumas, Inagua, Mayaguana, and San Salvador. Each of the islands offer lovely sites to getaway. All function crystal blue-green waters, endless stretches of white sand coastlines and weather that is lovely integrate to make a trip that's hard to duplicate anywhere else.

Many commercial airlines fly to your Bahamas, which is an trip that is actually short Florida. Then take a short taxi ride to Sanctuary Isle (simply a brief drive over a bridge connecting Haven Island to the mainland ) if you prepare your travel around a stay at the Atlantis Bahamas, you can fly directly to Nassau,. Another option is to take a cruise. Nassau is a preferred stopover for cruise liner from virtually every line. Get in touch with your trip representative regarding exactly what identification and papers are required for travelling to the Bahamas. Ticket and Visa laws have gone through some adjustments just recently, and you do not wish to end up without some essential recognition.

Had to unwind? Your selections are limited just by your creativity. The beaches are unrivaled, and walking through the mild wavelets where ocean satisfies land is an experience you will not desire to miss. If you such as to sunbathe, there are loads of deserted (or reasonably deserted) shorelines. Grab a section of beach to by yourself, and enjoy some sunshine! If you such as to golf, there are a true number of world-class golf links situated in the Bahamas. As you wish to linger if you like games, there are a variety of wagering ventures that offer all kinds of sporting activities gambling, fruit equipment and table games to keep you stressful for as long. Again, if you plan your Bahamas trip around a work from the Atlantis Bahamas, all these tasks will be a stroll that is brief your resort location!

The citizens are friendly, and they like welcoming visitors that are brand-new. Shopping is truly an one-of-a-kind experience; with great deals of companies that supply products you can't return house. English is the language that is primary the Bahamas, so you don't have to bother with a language barrier.

At the really least stray with Atlantis Bahamas, the most significant resort in the country if you check out the Bahamas, guarantee you. Atlantis Bahamas is aworld-class, and houses the most wagering that is significant in the islands. Atlantis Bahamas is the destination for several households, seminars, conventions, and can in shape numerous thousand participants.

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Due Dads

Most fathers-to-be will politely page through the pregnancy books their wives give them and throw them in a drawer. Dads like to learn on the job. For an alternate approach, you can check out Due Dads, The Man's Survival Guide to Pregnancy. It's a 75-minute DVD that provides a relatively painless way to get all the information you need to know. It covers everything about what goes on behind the scenes in a pregnancy, with a dose that is heavy of humor thrown in. Due Dads is alternating goofy and fact-filled, mostly because the stars, Clay Nichols and Brad Powell, from DadLabs.com take an Abbot and Costello approach to the whole story telling. The video starts with the pregnancy that is first through the birth itself.

Due Dads takes you in to the OB/GYN office for the first visit and provides enough information so you don't feel totally like an being that is alien. As the Due Dads say, knowing a little bit about a lot of the pregnancy subjects you will encounter over the seven or eight months, will go a long way toward showing your wife that you're involved, that you care, and that you'll also make a dad that is great.

schmuck lumber company hanover pa restaurants best Nichols and Powell divide the video into trimesters so dads-to-be can break the experience up into three bite-size nuggets, each of which already holds a lot of information to be digested. They even throw in primers on and how to fix a meal, clean your bathrooms and give a foot massage.

Not all dads are going to appreciate the Dads that is due advice cut down on the drinking, help with the housework, and be more sensitive. As Nichols and Powell whine, “How can any self-respect is kept by me?” The video does have a message that is strong of to be an involved partner, starting with the pregnancy, since that sets the tone for how you'll be as a dad. Part of being a man is making the necessary sacrifices to be a great dad, and that starts during the pregnancy itself.

Due Dads is a primer that is good new dads to be or makes a funny, and useful, gift for clueless guys who don't have time to read the publications their wives keep giving them.

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Always Use Protection! Trailing Sell-Stops for Safe Investing

For most individuals, whether to sell a stock is the decision that is hardest in stock investing.

It sounds simple at first: "Sell your losers and let your winners run." Sure, obviously. But how do you know which stocks are your future long-term winners and losers? More to the point, how do you tell the difference--right now--between a stock that is only on a short-term losing streak as opposed to one which is destined to be a long term loser?

Demonstrably, it's easy to list your winners and losers as of right now. But that's not what this decision that is particular about. This is about future events--unknowable by definition. Even if your stock is falling in price, you don't want prematurely to decide it or that its prospects have reversed from bright to dim that you made a mistake buying. It might not be a loser at all. It just may have hit a patch that is bad. Your original positive outlook on the company and its stock may be correct, and the optimum decision may be to give the stock more time to reach its profitable destination. A stock in a short-term stall can become a long-term winner.

On the other hand, we all know Rule #1 of investing: Don't lose. http://categoriashop.com/ So that you can't wait forever to make your decision when a stock's price keeps falling.

Every Sensible Stock Investor wishes to take a whimsical--approach that is strategic--not making sell decisions. You intend to contain losses and sidestep risks.

The trailing sell-stop order is a very effective device for sticking with a strategic approach. Let's make sure we understand what this order is. Then we are going to talk about utilizing them.

A trailing sell-stop order--which is a standard type of order available from all brokerages--has these characteristics:

• It is a "sell" order with a condition attached. You select the condition and attach it. When the condition is satisfied, the order to sell is executed--whether you are at work, in the bathroom, on holiday, or wherever.

• The condition is the "stop" price. That may be the price you pre-select to trigger the sell order. The sell order is executed if the stock's price falls to or through that point. You pre-select the trigger price when you are thinking objectively and strategically, not in the heat of a fast-moving market situation.

• It is a "trailing" order. A little higher--say once per week over time, as the price of your stock moves up, you reset the trigger price. That method, the stop price trails along behind the stock's real price, protecting you on the downside whilst not limiting your upside.

• It is a "standing" order. That means it just sits there until (1) it is executed, (2) it expires (3) it is changed by you, or (4) you remove it.

Of course if the stock's price is going down, you leave the stop that is existing alone. The whole idea is that it is there to protect you against losses. It does not take long to review and reset all the stop prices in a small portfolio--maybe a minute per stock online.

So trailing sell-stops are used to limit losses from your price or to lock in the gains of your stocks as they advance. The trailing stops get you out if the stock suddenly starts to tumble. They work like ratchets, letting your stock price move up but not down through the trigger price you've got selected.

I follow one rule that is hard-and-fast Sell a new purchase before losing 10 percent in it. So as soon as I purchase a stock, I enter a sell-stop order too, usually at 8 percent less than I paid for it.

After a stock gains 10 percent for you, your stop price will have reached what you paid for it, so you will never lose money on that stock. After that hurdle has been cleared, how do you set the stop price? The goal is to provide the stock room that is enough normal volatility, while at the same time being restrictive enough so as not to let profits escape if the stock starts to go backwards.

There are two methods that are main set stop prices. First, you can set the stop price as a percentage below today's price (but never ever below what you paid after the initial ten percent hurdle is cleared). The percentage is used by me approach most of the time. My "default" percentage is 15 percent, although I might change that (up or down) in certain circumstances.

• I might make use of a looser stop (such as for example 20 or even 25 %) for a "blue chip" company that I really expect to hold onto for a long time. This would typically be a company that has a dividend yield that is fat.

• I usually use ten percent if the "stock" is an ETF (exchange-traded fund). This really is because funds are typically less volatile than company stocks, so they don't need as wiggle room that is much.

• And I might use a stop as low as 2 percent or 3 percent for a stock that I have actually decided to sell. The tight stop price lets me squeeze out any unexpected upside that the stock may have left in it, but it still gets me out with negligible damage if the stock falls at all.

The way that is second set the stop price is to examine the stock's chart for the past year or so. You may see that while overall the stock has been rising, some significant surges and drops are part of its normal behavior. The dips may exceed any percentage that is reasonable that you would normally set. But you don't want to sell the stock on such dips, because can see that the trend that is overall been upward, and you believe that it will be continue to be that way.

If that's the case, what We usually do is have the charting software (available on most financial websites) draw the stock's moving line that is averageMA). Try MA's between 50 and 200 days. What you might discover is that although the stock has its ups and downs, it essentially never falls below one of those moving average lines--it always seems to "bounce" off the MA line and head back up. If that's the full case, use that MA as the stop price.

If you employ trailing sell-stop orders, you will find from time to time that you are "stopped out" of a stock that, as things turn out, you would have been better off just hanging on to. But that's OK. Cutting losses and preserving gains are so important to overall success that the risk of getting stopped out is preferable to the risk of taking a loss that is large. And, if a stop-out proves to be a mistake, you can reverse it. As the situation clarifies, nothing prevents you from repurchasing the stock.

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Would You Know Time Delay Fuses?

An electric fuse is a current interrupting device that protects an circuit that is electrical. It is mounted within the circuit and is activated when excess current, which could damage the circuit, enters the circuit.

Fuses are used generally as a conduit between an electrical power source, and an electric component arranged in an circuit that is electrical. They are designed for one time use only, hence, once it shuts down a device, it must be replaced.

Electrical fuses are section of the electrical systems in cars, trucks, motorcycles, boats and other type of vehicles. They function to stop the flow of electricity to a certain component of the system by making an open circuit, arising from an unsafe electrical condition.

There are three basic types of fuses. These are the blow that is slow the fast acting fuses and the very fast acting fuses. The other terms for slow blow are time lag and time delay fuses or the TL for time delay fuses.

A type that is major of delay fuse is the dual-element. It consists of a short circuit strip, spring connection and soldered joint. During current overload, the soldered joints get hot and start to melt. Then the spring shears the junction loose.

The short circuit element works to open the circuit during short circuit. The slow-blow electric fuse allows a temporary and harmless rush of current to move into the circuit without breaking open. Rather it starts on the sustained overloads and circuits that are short. Slow-blow fuses are ideal for circuits with a surge that is transient of. This lets current to continue flowing into the circuit at close to the fuse rating. This prevents the fuse from breaking open and having to be replaced. Usually, these are typically rated between 125% and 150% of the circuits' full load amperes.

alles fuer schmuck basteln zubehör glaskugelblasen If you should be looking for fuses for home use, the TL fuses are the best choice. Not only are they medium duty; but these are typically the recommended fuses for home uses. The TL fuses uses an Edison base, while the SL fuses utilizes a Rejection base.

The acting that is fast are also called S and T fuses. They are heavy duty time delay fuses used for circuits that have critical or high motor loads. An S or T electrical fuse is also used for circuits that have motors which cycle on and off more often like the sump pump. It features longer time delay than the TL fuse. The difference between S and T fuses are their bases. An Edison is used by the T fuse base, while the S fuse uses a Rejection base.

The very fast acting fuses are also called mini breakers. They are able to convert a fuse to a circuit breaker. A mini breaker electric fuse is a retrofit circuit breaker fuse that screws into an Edison base fuse socket. It is exceptional as it converts a fuse into a push-button circuit breaker.

The mini breaker electric fuse has a little push button which pops out. Whenever the circuit is overloaded, you just need to reset the fuse by pressing a button. These types of fuses are designed to meet your needs.

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3 brain that is little-Known Tips That Enhance Your Mental Agility

Brain gym tricks refer to strategies that are various can engage in challenging the brain for maximum performance. It is technically refers to a unique program that is aimed at enhancing the various processes going on in the brain that is human. This program that is typical about 26 different activities designed to help the brain function maximally.

In the recent times, there’s a great brain gym website on the internet where you can learn lots of tricks that can help you challenge your brain. This site contains lots of anecdotal reports and pilot studies that help a complete lot in enhancing brain activity. The founder of the website, Paul Dennison in addition has come up with lots of publications on these kinds of tricks which unraveled strategies that are various can use in enhancing brain life and activity.

In the ordinary parlance, brain gym can refer to simple movements which can be used to stimulate brain function. There are simple tricks you can make use of.Let&rsquo easily;s take a look at 3 of the simplest tricks:

1. Brain Buttons

That is a brain gym trick that helps a complete lot in improving the flow of blood to mental performance. When this is properly done, you can easily improve your concentration in reading and writing. To make use of brain buttons, follow these recommendations:

- Place one of your hands in a way you can create an area between your index finger and the thumb.

- Then place your thumb and index finger into the indentations below your collar bone and then push on slowly in a manner that is pulsing.

- Place your other hand over your navel and gently press on for about 2 minutes.

2. Cross Crawl

This type of trick helps a lot in coordinating your right and left brain well. This is usually achieved by exercising the given information flow between the right and left brain. This brain gym trick is very vital for writing, listening, reading and spelling. To practice this trick, follow these steps:

- Sit down or operate

- Place your right hand across your body to the knee that is left then raise it up. Do same to the left hand on your right knee and it has to be as if you’re marching as you place it.

- You may do the above either sitting or standing for about 2 minutes.

3. Hook Ups

This trick is very useful for the nerves especially when a test is had by you to take or a speech to make in an event. You can always use the trick to quench tension or nervousness before any event. To engage in this trick, follow these steps:

- Sit down or Stand up

- Cross your leg that is right across remaining leg at the ankles.

- your right wrist should be on top

http://mdrcomputersolutions.com/ - Bend your elbows and then turn your fingers in gently towards your body until they come to rest on the breast bone (sternum) at the center of your chest.

- Keep your ankles and your wrists crossed. Then breathe out gently and evenly as you stay in that position for some minutes.

With the above brain gym tricks, you can always enhance your mental agility any time your desire.

Read More Articles about 3 brain that is little-Known Tips That Enhance Your Mental Agility on my blog http://postwomanmovie.tumblr.com/

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A Cup Using Their Tea!

Okay so now you have bought a small amount of tea to try so what is next? Having the right cup is huge on making sure your spot of tea experience is perfect.

Now, grasshopper, you must read about tea Tea Cupcups, saucers, mugs or infuser mugs. And you thought selecting the right tea was difficult to learn. Let's begin with the tea that is simple and its accompanying saucer.

Tea Cups and Saucers

The first tea cups and saucers came from China and were imported to Europe during the 17th century which in turn decided to improve on the design and materials used as with tea.

There are many different kinds of tea cups available today. The most used tea cups tend to lean toward the afternoon tea cup that is traditional. The traditional afternoon tea cup is either footed or flat. The footed version usually comes with a matching saucer and can be used for either coffee or tea. It actually will easily fit into the saucer which has an indented area made specially for that function.

Flat tea cups also generally are combined with a matching saucer but are flat on its bottom instead of fitted as the footed version is. Flat tea cups can also be used for tea or coffee.

Deciding on porcelain or china

Numerous tea cups manufactured are either porcelain or china and both are used for tea parties or tea socials today. The Vintage Tea Cupdifference between the two can be quite dramatic as one takes the right time to handle and inspect each one individually. First is porcelain and this type of tea cup is fired, then it really is glazed and finally re-fired again. It makes a very refined tea cup with often detail designs which are generally really dainty.

schmuck lumber hours for costco The next classification for tea cups would be china and actually bone china. Although very similar to porcelain in construction there is a difference that is marked that fine ground bone ash is put into the clay mixture. Bone china is more powerful china and is a very pale white.

A cousin to the bone china should be mentioned right here and that would be fine china or sometimes known as fine ivory china. This type is very similar to bone china but often has additional treatments done during firings that will add energy.

Now it is time to journey on to a different type of cup that you have an understanding of the differences between porcelain and the other fine chinas.

Stone and Earthenware

Much less well known asJapanese Tea Cup its porcelain and china cousins. Being a lower cousin stone or earthenware is heavier than any of its cousins and is not made of porcelain or any of the chinas' at all. Another drawback is that stone or earthenware is not dainty at all and most tea parties will frown upon its use. Often made without a handle at all and more for placing both tactile hands around the edges of the cup it is more popular in eastern countries.

The choice is yours whether you might be looking for something dainty, old-fashioned or more earthy. Some of the choices were created to enlighten your tea experience and so, grasshopper, you just choose one.

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An Approach To Recovery Using Alchemy And The Twelve Steps

What is alchemy?

Many of us are drawn to your secrets for the past to enlighten the product quality of the present. Mythology, astrology, the tarot, runes, and I-Ching have drawn the interest of many in recent years, and is being enjoyed and utilized in fresh and innovative ways. Ancient wisdom imbued by myths, legends and symbols can generate transformation, and transformation is what alchemy is all about. More commonly known as the art of turning lead into gold, few people realize what a vast philosophical foundation this very early science has. Alchemy is a process that continues to grow and expand, offering deeper understanding, awareness, and has a profound potential to improve your life. This fountain of ancient wisdom has nourished seekers of spiritual enlightenment throughout the ages.

The first product of alchemy, the prima materia (primal material), is a substance known to all yet recognized by only the astute. The outward form of the prima materia must be destroyed because it is pure chaos. Treatment of the prima materia in the vessel that is alchemical heat leads to its death, a moment known as the ‘nigredo,' or blackening. With a methodical treatment and heat, the prima materia ‘whitens,' indicating that the elixir is perfected in its first degree, a moment known as the ‘albedo,' or whitening. To attain the gold-promising tincture of the sun, further treatment is necessary until the elixir reddens, which is referred to as the ‘rubedo.' There is also a ‘citrinitas,' a yellowing in the ancient process, but it isn't used in most texts that delineates the alchemical process, especially the psychological and philosophical treatises, and more particularly to the process of which I will correlate to this regarding the alchemical process of recovery from addiction.

Alchemy transforms consciousness, which is the project of depth psychology. http://thecreativeprinter.com/ When non- Jungians study Jung's concept of the transference, they are often struck by how heavily it draws on alchemical symbolism. I won't be relying much on alchemical symbolism in my approach, but transference is always an presssing issue between sponsors and the people they sponsor in 12-step programs.

In a way, sponsorship is practicing psychotherapy without a license. Unlike therapists, however, sponsors don't get paid for it. Members of 12-step programs have been practicing psychotherapy without a license since the 30s under the guise of sponsorship. With this model of sponsorship, transformation through the process that is alchemical be achieved using a modified version of the steps.

History:

Alchemy has a history stretching back at minimum 2,500 years and has been practiced in Eastern, Arabic and Western societies. Historically, alchemists were more interested in the chemical techniques, others in the philosophical aspects, and some saw alchemy as a path to the true meaning of Christianity, while others saw the possibilities of producing medicines and other concoctions. A more coverage that is comprehensive of can be obtained on any search engine.

12-step programs, however, have a much shorter history, originating in 1935 when two alcoholics, Dr. Bob Smith and Bill Wilson, met. The 12-steps are now universally known from two people to millions just in AA, not to mention all the other 12-step programs. Carl Jung, a pioneer depth psychologist, had a key role in the founding of AA, in which he has written extensively on the psychologically and spiritually transformational aspects of alchemy.

Alchemical formula for recovery:

The mercurial spirit of the prima materia is otherwise known as chaos, and the newcomer to recovery definitely fits that description. It is the job associated with the alchemist to kill the prima materia and in the process the prima materia is turned into the blackening state of nigredo. This sets the stage for a transformation--the first conuinctio (conjunction).

The conuinctio that is first when the ego (consciousness) discovers the reality of the unconscious and makes an effort to pay attention to it. If recovery is being sought for intrinsic purposes, then the ego has acknowledged an unconscious need; therefore, the first conuinctio is the transformation from the dregs of active addiction to the clamor of abstinence (and I emphasize clamor because at this time abstinence is often as chaotic as active addiction). This part of the transformation is tentative and unstable.

The conuinctio that is second the transformation from abstinence to recovering. What was previously only an ideal becomes a reality that is living. This phase of recovering can be thought of as the whitening of the albedo--the ego having reached a new level of being. The addict (which includes the alcoholic), at this new level of being, now has hope.

The third conuinctio is the transformation from recovering to recovered. This can take anywhere from about six months to years that are many and often it never happens. There are those too who even stay static in the simple-abstinence phase (albedo) indefinitely, and a regression can happen during any stage of transformation. There are also those who return to the chaos associated with the negredo--that prima materia that existed prior to the recovery process, which can be translated as relapse.

Application:

The purpose that is main of is to guide the newcomer through the 12-steps. There are many methods to this.

When a newcomer ask someone to sponsor them, that some body sets the parameters of the sponsorship. Listed here is a crude example: I might ask the newcomer to squat down and quack like a duck around an football field that is entire. Then i won't sponsor him if he tells me where to stick the football field. Outlaw bike gangs and college fraternities do comparable things. Anyway, his first homework assignment will be for him to read some literature on alchemy, then give me a report on it.

The Twelve Steps:

The first conuinctio has gotten the newcomer to abstinence also to meetings--if recovery is being looked for for intrinsic purposes, then ego has acknowledged an unconscious need. Before the transformation to the conuinctio that is second occur, he has to get a sponsor and begin working the steps. There is not any schedule that is specific working the steps, and with this model the steps are modified.

Those recovery that is seeking a sponsor using the alchemical method, are most likely the ones who have issues with the traditional Christian sky-God--that is, the agnostics and atheists. The 12-steps are fraught with the expressed word God, so I have reformatted the wording where the word God seems. We have made other changes that are minor wording and process to conform to my approach.

1. We admitted we were powerless over addiction--that our life had become unmanageable

This really is the first step of recovery. While still in the nigredo state, the newcomer must admit he has a problem. He can actually be working this step when an alchemical sponsor that is oriented him as a candidate for sponsorship, and this is when the sponsor determines whether the prospect's reasons for being in the program are intrinsic or extrinsic. If he is in the program as a result of a nudge from the judge, or to get his wife back, or for any other extrinsic purpose, then they can't go any farther until the sponsor is convinced the prospect is there for himself. If the prospect is there for himself, then he is no longer a prospect, but a sponsee. The sponsor will then give the series that is following of as a homework project.

Have you seriously damaged other people to your relationships because of your addiction? If so, list the relationships and how they were damaged by you. If others have told you how they have been hurt by you, write down what they said. Describe times and ways that you have significantly neglected or damaged relationships with your loved ones in order to indulge in your addiction. Describe any illnesses caused by your addiction. Describe incidents where you expressed inappropriate anger toward other people. Describe embarrassing or humiliating incidents in your life related to your addiction. Describe attempts that you have made in the past to control your addiction. How successful have they been? Can you feel any remorse from the {real} ways that you have acted in your life? If so, explain. Describe any irrational or {crazy set of events|set that is crazy of} that have {happened|occurred} {since you|as you|because you} began your addiction. Did you rationalize this behavior? If so, in what {way|means|method}? Have you avoided {people|individuals} because they did not share in or {approve|accept} of your addictive behavior? {If so, list these people and situations|These people and situations if so, list}. Can you pinpoint when your life began to become unmanageable? If so, describe that period of time and what was happening. Is there one {incident or insight|insight or incident} that made you {realize that|understand that|recognize that} your life was unmanageable? If {so|therefore}, describe it in {detail|information}. {How|Just how|Exactly how} would you summarize the powerlessness and unmanageability {of your|of one's|of the} life in the {real} face of your addiction?

2. Came to believe that a power greater {than ourselves could restore us to sanity|us to sanity than ourselves could restore}

The sponsee can use whatever he wants as a higher power, but for the sake of this article, we'll use the group, since this approach will {be used primarily|primarily be used} by non-religious persons. Once the sonsee really believes the group (or whatever he's adopted as a {higher power)|power that is higher} can restore him to sanity, the sponsor will begin to see the blackening contents of the alchemical vessel starting to whiten. The sponsor will then assign the {following questions as|questions that are following} homework.

What was the {religion|faith} that your family of origin practiced? List the {positive and negative|negative and positive} aspects of your family's religion. Recall some of your best friends from {childhood or adolescence|adolescence or childhood}. Describe {what|exactly what} you liked best {about them and what they liked best about you|they liked best about you about them and what}? Do you think that {these qualities have any relationship|any relationship is had by these qualities} to a Higher {Power|energy}? Explain. Describe any dreams {that you have had about a "Higher Power" or God, and what they mean to you|they mean to you that you have had about a "Higher Power" or God, and what}.

3. Made a decision to turn our will and our lives over to the care of the {group|team}

This step {doesn't|does not} mean for the newcomer to turn his {will|might} and his life over to the care of a sponsor or the group. It does {mean|suggest}, {however|nevertheless|nonetheless|but}, {that he will make a decision to, if that's what it takes|it takes that he will make a decision to, if that's what}. It also means that he {will|shall} take suggestions such as attending 90 meetings in 90 days. By monitoring his attendance, and listening to {what|exactly what|just what} the sponsee has to share in meetings, when 90 {days|times} has passed, the sponsor will have an {basic} idea whether he is serious or not. {At the sponsor's chosen time, since all sponsees respond differently to treatment, the following questions will be given as homework|The following questions will be given as homework at the sponsor's chosen time, since all sponsees respond differently to treatment}.

What are your greatest fears about giving up {temporary control over|control that is temporary} your life to the group? Do you think that the group can help {handle your life better|better handle your life} than you have? How do you feel overall about turning your life over to the {group|team}? In what ways will you keep {up the process|the process up} of turning {your life|your daily life|yourself|everything} {over to|up to} the group? {Possibilities|Opportunities} include going to {religious|spiritual} services, 12- step meetings, meeting with others in recovery, {writing|composing} a journal, service to others, meditation, reading, physical exercise, contacting your sponsor or engaging in psychotherapy. Describe {who|whom} or {what|exactly what|just what} you trust and to what degree. What changes do you {expect to|be prepared to|expect you'll} make and {how|just how|exactly how} will this look in specific detail?

4. Made a searching and fearless {moral inventory of ourselves|inventory that is moral of}.

Step four and five are major action steps. Step four is an inventory which sets the stage for the {fifth step|step that is fifth}. This inventory should include not only the {deep dark immoral|dark that is deep} secrets of hedonistic and ignominous turpitude, but also the more admirable traits that have often gone unnoticed. Homework assignment:

Have you had any broken relationships? If so, describe them and {how they|the way they} hurt others {or you|or perhaps you}. Describe any grudges, {anger or resentment|resentment or anger} that you have over these relationships. Have you ever behaved self-righteously? Explain. Was this justified? What caused you to begin your addictive behavior? Describe situations, feelings, events or people that were a {right} part {of your life|you will ever have|in your life} just before your addictive lifestyle. Have you held grudges? Did you get revenge? If so, explain and include whether or not someone else was hurt. Describe the faults that you most detest in others. {Do you have|Have you got|Are you experiencing} {any of these|some of these} {traits|characteristics|faculties} yourself?

5. Admitted to our sponsor or to another {human being|person|individual} the {exact nature of our|nature that is exact of} wrongs

All of those despicable things the newcomer has done during his addiction have been kept a secret and needs to be {shared|provided} with another {human being|being that is human}. {If he or she doesn't wish to share things with their sponsor, then they should find another|Then they should find another sponsor if he or she doesn't wish to share things with their} sponsor. Most sponsors, during their addiction, have done most {of the|for the|regarding the} {things that|items that} their sponsees have done, so there's {really|actually} not a valid {reason|explanation} to refuse to disclose {past behavior|behavior that is past}. Homework assignment:

After working through the {fourth step questions|step that is fourth}, what do you realize about your limitations and capabilities? Describe what it was like sharing the {fifth step|step that is fifth}. How did you feel before, during, and after the process? Are you glad that you've done this?

Usually by this time the sponsor will have already witnessed the {contents|articles} of the {alchemical vessel transform|vessel that is alchemical} from the blackening of the nigredo to the whitening of the albedo. The sponsor will discuss {with him at what point of the alchemical process he's at--if he has internalized his recovery as an alchemical process and recognizes the importance of the transformation of the second conuinctio, then they can continue their journey of transformation|he has internalized his recovery as an alchemical process and recognizes the importance of the transformation of the second conuinctio, then they can continue their journey of transformation with him at what point of the alchemical process he's at--if}. {Hopefully|Ideally} the sponsee has internalized the death of his {old self and the|self that is old and} birth of the new. The benefit of the fourth and fifth steps, if the sponsee is successful, are the completion of the second conuinctio--the whitening of the {alchemical vessel has|vessel that is alchemical} turned red. He is in the rubedo {phase|stage|period}.

12-step programs recognize various lengths of sobriety. In an alchemical {recovery|data recovery} system we {eliminate|remove|prevent|minimize} receiving chips during the first year and celebrate {only the|just the} 2nd conuinctio instead, {which is|that is|which can be|which will be|that will be} done after the {fifth step|step that is fifth}. {If the sponsor doesn't believe that his charge has achieved the 2nd conuinctio, then the sponsor should discontinue sponsorship|Then the sponsor should discontinue sponsorship if the sponsor doesn't believe that his charge has achieved the 2nd conuinctio}. However, {if the two of them celebrate the 2nd conuinctio, then the sponsee can get the first annual chip when that time comes|then the sponsee can get the first annual chip when that time comes if the two of them celebrate the 2nd conuinctio}.

6. Were entirely ready to have the {combined} group remove all these defects of character

It' time now for the sponsee to {really get down to|get down to really} working on himself. The rubedo is the {third stage and|stage that is third} its color is red. Red was thought by alchemists to contain the essence of life. Medieval people believed that the soul resided in the blood and the heart was therefore the spiritual and {physical center of a|center that is physical of} person's life. From here on, it's all about change. The sponsee has only one thing to change, and that's everything, so all the baggage he's carrying from the wreckage of the {past needs to|needs that are past} be {disposed of|discarded|removed}. Homework:

Do you have any fairy tales or myths that you feel a {special affinity with|affinity that is special}? Why? Describe situations and events where you have been full of pride. What has this brought into your life that you like? What problems has {it caused you|you were caused by it}? Describe activities you {really enjoy|enjoy} (excepting addictive behavior). What are some {healthy eating or|eating that is healthy} exercise habits that you could start? What are some {unhealthy eating habits|eating that is unhealthy} that you could give up? Describe some secret ‘good' deeds {that you|you} have done or would like to do. Describe situations and events where you have been greedy, overly {needy or materialistic|materialistic or needy}. Describe situations where you have given in to lust without regard for others or morality. What problems has {it caused you|you were caused by it}? Describe situations where you have been dishonest. What problems has {it caused you|you were caused by it}? Are you ready to depend upon the {combined} group to help keep you honest? Describe situations where you have been {envious or jealous|jealous or envious} of others. What problems has {it caused you|you were caused by it}? {Are you|have you been|are you currently} ready to share these situations in meetings? Describe situations where you have avoided responsibility for your actions or {lack of|not enough} actions. What problems has {it caused you|you were caused by it}? Are you ready to allow the {combined} group {to help you|that will help you|to assist you} take responsibility for your actions? List your major defects of character. What do {you plan|you want} to do when these major defects of character begin to become evident? {List|Record} each defect individually along {with the|with all the|aided by the|because of the|utilizing the|using the} proposed {preventive behavior and|behavior that is preventive} {how|just how|exactly how} you will allow the group and/or your sponsor to {help you|assist you to|allow you to} in your battle against these defects.

7. Humbly ask the {combined} {group|team} to {help|assist} remove our shortcomings

Timing is an {essential factor in|factor that is essential} inner alchemy. Twelve-steppers have noticed repeatedly that a member will {hear something clearly|clearly hear something} {only when|only if|only once} the time is right. Sponsors may continually point out something with no results. Then the sponsee comes informs him {that he or she has discovered a great truth that is exactly what the sponsor had been trying to get across all along|she has discovered a great truth that is exactly what the sponsor had been trying to get across all along that he or}. Timing is a {great mystery,|mystery that is great} for it cannot be controlled by us. {At a certain moment, an experience that would have been impossible a week before unfolds with no difficulty|An experience that would have been impossible a week before unfolds with no difficulty at a certain moment}. The alchemists warned that all haste was of the devil; rushing violates the {gradual evolution that|evolution that is gradual} accords with time. As the {Chinese philosophers well|philosophers that are chinese} knew, {to be|become} in accord with the time make the {difference|distinction|huge difference} between success and failure. It's not conducive to our recovery to beat ourselves up when his happens, {but it is|however it is} conducive to our recovery to listen to {what|exactly what|just what}'s being said in meetings and by sponsors. {Homework|Research}:

{What|Exactly what} have you heard in meetings {that you have actually chosen to ignore because maybe you didn't like who was speaking|you didn't like who was speaking that you have actually chosen to ignore because maybe}? What other defects will be most difficult to give up? In what order do you plan to give them up? What kind of situations, stressors or pressures cause you to regress back into your defects of character? What can you do to lessen the likelihood of that stress occurring? What makes you lose hope? Can you avoid {such situations|situations that are such}? If {so|therefore}, how? {What|Exactly what|Just what} ({person|individual}, situation, event, thought) restores your hope? Describe in detail {how you|the way you|the method that you|the manner in which you} think your life {will|shall} be different without your defects of character. What are you grateful for? (I've heard it said that grateful people are happy people). When were you the happiest? Describe your typical day's activities in terms of how {much time you|time that is much} spend on each type of {activity|task}. Describe your typical {day|time}'s activities {if you knew that you had only one year to live|that you had only one year to live if you knew}. Have you decided how {much time you|time that is much} spend with loved ones? {What|Exactly what|Just what} can you do to {contribute|add} to the anima mundi (soul of the world)--making the {global} {world|globe} a better {place|spot|destination}?

8. Made a list of all persons we had {harmed and became|became and harmed} willing to make amends to {them all|all of them}

{Like the fourth and fifth steps, the next two action steps are imperative for an enduring peace of mind, and essential for the third conuinctio|The next two action steps are imperative for an enduring peace of mind, and essential for the third conuinctio like the fourth and fifth steps}. It's very unlikely that anyone can live a happy and productive life if they're carrying {around unresolved baggage|baggage that is around unresolved}. The third conuinctio is our final destination, but we have the rest of our lives to sustain it. The third conuinctio is the philosopher's stone, individuation of the recovery process--the Gold. Homework:

What {important relationships did|relationships that are important} you destroy or damage because of your addiction? List all those that you have possibly harmed by your addiction. List the effect on {them as and on you and on your relationship with them|you and on your relationship with them on them as and}. Take the {list of|listing of|set of|directory of|variety of|range of} people that you have harmed and list {possible amends for|amends that are possible} each of them. What consequences do you fear in making amends? List the worst and the best things that can happen? What is likely to happen? Do you feel angry or resentful toward any {social} people on your amends list? If so, write them a letter of anger, but {don't|do not|never} {send|deliver} it to them. Describe any {other ways|different ways|alternative methods} that {you have|you've got|you have got} used {to get rid of|to eliminate|to eradicate} the {anger and resentment|resentment and anger} toward anyone on your list. Depth psychology is the psychology of the unconscious, which dreams are a part. Describe any dreams, if any, that relate to {making amends to|amends that are making} others.

9. {Made direct amends to|made amends that are direct} such people whenever possible, except {when to|when you should} do {so|therefore} would inure them or others

Once the list is made, and the {essential homework in|homework that is essential} {connection to|link with} {the list|record}, then the sponsee {is ready to|is able to|is preparing to} start a process that sometimes takes years. This is one of those steps {that doesn't|that does not|it doesn't} always get finished, but it's necessary to keep it {in mind|in your mind|at heart} and {apply it|put it on} whenever the opportunity arises. {Homework|Research}:

What amends do you {think|are thought by} you have already made? These can include apologies already made, helpful tasks for those that you have hurt, changed attitudes and so forth. Remember, however, amends are more than just apologies, but often an apology is all you can do. From your list of amends, if there are apologies {that you need to make, write them down first|them down first that you need to make, write}. Read your apologies to the group, a friend or your sponsor {and ask|and get|and have} if it sounds {sincere or if it sounds defensive or like an attack on the other person|defensive or like an attack on the other person if it sounds sincere or}. Record what response they have about them. After you have had your {first encounter with making|encounter that is first with} amends, record what happened. How did you {feel about|experience} it? How did the other person respond? What have you learned from this? What would you do {differently next time|time that is differently next}? After having done your first several amends, record your {overall impressions|impressions that are overall}. Is there {anything|such a thing|any such thing} common? Has anything {surprised or disappointed|disappointed or surprised} you? Which amends have or will be the most difficult? What do you need to do to be able to make these amends? How are you dealing with being compelled to defend yourself? Again, have {you had any dreams|any dreams were had by you} about making amends? If so, describe them in detail. Yes, recovery is a {complete} lot of work.

10. Continued to {take|just take|simply take} {personal inventory and|inventory that is personal} when we were wrong promptly admitted it

This is a maintenance step that will {be worked periodically|periodically be worked} for the rest of the sponsee's life, providing he remains abstinent that long. We have a {natural tendency to|tendency that is natural} not admit when we're {wrong|incorrect}. The philosopher's {stone|rock} {cannot be|can't be|can not be|may not be} achieved {unless we are capable of doing this-- despite how embarrassing or humiliating it might be|it might be unless we are capable of doing this-- despite how embarrassing or humiliating}. Individuation of the recovery process is a status not all people in recovery {actually achieve|achieve actually}. How can a sponsor elevate his sponsee to your {ultimate level if|level that is ultimate} he is still operating on an external locus of control. The philosopher's stone--the Gold--cannot be achieved unless an {internal locus of control|locus that is internal of} has been {achieved|accomplished}. {If we place the blame for everything ‘out there' and not take ownership of our part in it, then we're in an external locus of control|Then we're in an external locus of control if we place the blame for everything ‘out there' and not take ownership of our part in it}. {If we are truly accountable for all of our actions and are unhesitatingly willing to admit our wrongs, then we can say that we are really operating on an internal locus of control|Then we can say that we are really operating on an internal locus of control if we are truly accountable for all of our actions and are unhesitatingly willing to admit our wrongs}. But this is a process, we get better and better {at it as time progress, providing we are actively and continually working on it|we are actively and continually working on it at it as time progress, providing}. Homework:

What is your plan to allow time for reflection each day? What new behaviors {would you|can you|could you} {like to|want to|prefer to} {try to|attempt to|make an effort to|you will need to} make your {alchemical journey more effective|journey that is alchemical more}? How would you go about implementing these? What strategies do you need to stay away from the {stinking thinking that|thinking that is stinking} so many addicts have such {a hard time|difficulty|trouble} {letting|permitting} go of? What are your triggers for addictive behavior? How {can you|are you able to|is it possible to} guard against them or prepare for them?

11. Sought through introspection or meditation to improve our {conscious contact with humanity|contact that is conscious with}

{If we were contumacious (assholes) during our addiction, then this step serves as a monitor to keep us in check and not be that way anymore|Then this step serves as a monitor to keep us in check and not be that way anymore if we were contumacious (assholes) during our addiction}. Everybody needs introspection, but far from everybody participates in this {spiritual notion|notion that is spiritual}. The {world|globe} we {live in|inhabit|reside in|are now living in} can {be viewed|be looked at|be considered} as {hostile or amicable|amicable or hostile}. We can't achieve the level of individuation--the Gold--we desire if we don't view our {fellow men and|men that are fellow} women as partners rather than antagonists. Homework:

Can you recall a time when your life {was|ended up being|had been} heading in the {wrong direction|direction that is wrong}? If so, what brought you back? Describe this in detail. How would you describe your outlook and beliefs {concerning humanity|humanity that is concerning}? What are {your favorite|your preferred|your chosen} sources of {wisdom and knowledge|knowledge and wisdom} about healthy values? {If you were stranded on a desert island with only one book, which book would you take|You take if you were stranded on a desert island with only one book, which book would}? Why? {If you had only one week to live and unlimited resources, who would you gather around you and how would you pass the time|Around you and how would you pass the time if you had only one week to live and unlimited resources, who would you gather}? Write a {full page of what|page that is full of} you would {like your|such as your} obituary to say.

12. Having had a {spiritual awakening as|awakening that is spiritual} the {result of|consequence of|results of|outcome of} these {steps|actions}, we tried to carry this message to addicts, and {to practice|to rehearse|to apply} these principles in all our affairs

{If a sponsee is uncertain what a spiritual awakening/experience is, like I was for ten years into my recovery, then he or she can read my research on spiritual experience available on my website|Then he or she can read my research on spiritual experience available on my website if a sponsee is uncertain what a spiritual awakening/experience is, like I was for ten years into my recovery} @

Under Ezine Articles entitled Spiritual Experience. This really is original research where {I|we} interviewed and tape-recorded addicts and alcoholics, asking {that they tell me about their spiritual experiences|about their spiritual experiences that they tell me}. Homework:

{Have you been|Are you currently|Are you} {able to|in a position to} reach {out|away|down} to another {recovering addict|addict that is recovering}? If so, describe the situation and how it feels to you. What do you say if someone asked how the {12-step program has|program that is 12-step} worked for you? How {do you|would you|can you} usually handle conflict? Do you know of any {real} way to be more effective in conflict resolution? If so, how would you become more effective? How {much time are|time that is much} you {willing|prepared|ready} to devote to working with others {on their|on the} program? What outside resources can you {call|phone} on when you need help as a sponsor? {Do you want|Would you like|Are you wanting} to be a sponsor? List the {good} reasons why or why not.

{Once the|When the|After the} {third conuinctio has|conuinctio that is third} occurred, which can be from six months to several years, the addict has achieved individuation of the recovery process. The content of the {alchemical vessel has|vessel that is alchemical} turned into Gold. He has {become the|get to be the|end up being the} philosopher's {stone|rock}. {He has|He's|He's got} recovered from a {seemingly hopeless case of mind|case that is seemingly hopeless of} and body. Again, the {alchemical imagery and|imagery that is alchemical} processes will continue to be used, and hopefully the sponsee will {also have|also provide|likewise have|have} found a life worth {living|residing} and an enduring interest in the spiritual aspects of recovery and of alchemical transformation and alchemy in general.

Archetypes & Culture:

The wounded healer is an archetypal dynamic that may be constellated in an {analytic relationship|relationship that is analytic}. Whereas sponsors don't practice psychoanalysis without a license {like they do in the psychotherapeutic relationship of sponsor and sponsee, what we sometimes have in common, however, is a relationship with those we sponsor that lasts for years and sometimes the duration of our lives|we sometimes have in common, however, is a relationship with those we sponsor that lasts for years and sometimes the duration of our lives like they do in the psychotherapeutic relationship of sponsor and sponsee, what}. The term wounded healer derives from the legend of Asclepius, a Greek doctor who in recognition of his {own wounds established|wounds that are own} a sanctuary at Epidaurus where others could be healed of theirs. The wounded healers in the {12-step environment are|environment that is 12-step} sponsors, and sponsors are addicts, and addicts personify two archetypes--the puer aeternus and the trickster.

Adolescents usually live for the moment. Practicing addicts and alcoholics also live for the moment. Emotionally, addicts and alcoholics act like adolescents and are often described as adolescent in {behavior and attitude|attitude and behavior}. After all, a {complete} lot of issues that they struggle with are the same that face adolescents. The difference {is that|is the fact that} addicts {stay|remain} trapped in an {adolescent stage as|stage that is adolescent} long as their disease is in progress. Though this {describes|defines} the addict, it also describes the puer aeternus. Von Franz agrees--she says that "in general, the {man|guy} {who is|who's|that is} identified with the archetype of the puer aeternus remains too long in adolescent psychology."

The trickster however is more obvious because tricksters are constantly on the con, and their behaviors are {wide and varied|varied and wide}. A {good example is|example that is good} the addict who steals his friend's dope, then helps him {look for|search for|try to find} it. Here's an allegory of the wily trickster--the coyote:

In the {old days sheep|days that are old} farmers tried to get rid of wolves and coyotes by putting out animal carcasses laced with strychnine. The wolves, they say, were killed in great numbers, but the coyotes wised up and avoided these traps. Another story has it that when trappers set {metal leg traps|leg that is metal} {they will|they are going to} catch muskrat and mink and fox and skunk, but the coyote only rarely. Coyotes develop their {own relationship to the|relationship that is own to} trap; as one naturalist has written, "it is difficult to escape the conclusion that coyotes . . . have a sense of humor. How else to explain, for instance, the {well-known propensity of experienced|propensity that is well-known of} coyotes to dig up traps, turn them over, and urinate or defecate on them?"

Addicts are tricky, {but most|but the majority} of them are intelligent, and that combination makes addiction very difficult to overcome. {That's|That is} why recovery is so {much work|work that is much}.

Puer and trickster psychology of the chemically dependent is a {cultural phenomenon|phenomenon that is cultural}. From the {time I|right time i} started using, it didn't matter where I went, I could spot people of my own ilk. Going to jail {was|ended up being|had been}n't much of a threat because my type of people was {there|here} (read my {autobiographical sketch, No|sketch that is autobiographical} Ordinary {Happiness|joy} @

The {cultural ethos of 12-step|ethos that is cultural of} programs is similar. We can go to a meeting and get help from people just like us. Those who adapt to the ethos of 12-step programs usually recover. Hopefully we can put a dent in the amount of people who leave, or don't try 12-step programs, because of {their discomfort with all the God|all the God to their discomfort} talk--which is the reason {I've|i have} developed the alchemical approach to recovery using the twelve steps. I am fascinated with alchemy and 12-step programs, and I believe this {alternative method is|method that is alternative} an effective option for those who are interested.

Read More Articles about An Approach To Recovery Using Alchemy And The Twelve Steps on my blog http://postwomanmovie.tumblr.com/

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Best Solution for Landscaping Brisbane

Nature has endowed the sub that is best tropical climate and features to Australian land, which makes it ideal for landscaping trade. The excellent features and attributes such as productive land, mixed warm and cold climate, facilitate the landscaping companies that are mushrooming and flourishing across Australia.

Landscaping is among the popular and skilfull businesses in the country due to the superb features of land, which has high level of compatibility with the climate creating favourable conditions for outstanding and landscaping work that is amazing. The landscaping Brisbane companies are expertise in providing excellent and landscape that is exhaustive and construction services.

The landscapers of Brisbane are extensively unique and creative in terms of offering landscaping designs and constructions solutions in aspects various kinds of landscaping.

schmuck basteln zubehoer fuer kia The beauty of land around your property as landscaping is related to the art and skills of transforming the external and exterior space outside home into an exotic landscape that enhances. Most of the time landscapers of Brisbane prefer sloppy areas for landscaping due to various reasons such as proper drainage facility for the water to find seep way, it gives natural tranquil essence to the land, and it gives unique attractions to the eyes of viewers.

There are fundamentally town types of landscaping can be done outside your property such as hard landscaping and landscaping that is soft. The various areas are taken into consideration such as wall, driveway, pathways, swimming pool, parking lot, porch and facade in hard landscaping. The materials used for hard landscaping are stones, rocks, bricks, concrete, timber, glass, etc. Nowadays, concrete masonry walls Brisbane is really famous due to the ancient and elegant looks it offers to your house. This type of wall construction employs enduring strength and fixture to walls. It uses wide variety of natural stones i.e. granite stones, slate stones, marble stones to give an look that is exotic the wall.

On the other side, soft landscaping comprises the basic components of nature such as rich soil, flowers, green grasses, etc. The integration of natural elements in the landscape around your property adds immense freshness and natural beauty to the area. The soft landscaping of landscapers Brisbane assists in creating lush green area and environment around the property, which adds great quality to life. The soft and hard landscaping well blended together making an ordinary land look like picturesque scenery. The concrete retaining walls Brisbane look amazing with colourful flowers, vegetations with lush green surface.

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Trends In Interior Customization

While the outside is what most people notice, it is the inside that matters most, since that is where the driver and the passengers spend most of their time during the ride. Customization and adding a few elements of style to your car is not just limited to your body paint, the hood, and the wheels. Revamping those floor mats, seats, stick shifts and stock dashboard covers are just some trends of interior customizing.

Most people think that getting the car’s interiors customized means simply getting a set of custom seat covers. Over the years, however, remodeling the interior of your car has come to mean more than just replacing your old floor mats with personalized ones. Nowadays, seat and dashboard covers are becoming more diverse in terms of specifications and designs, while amplified audio and visual entertainment system installations are also getting quite popular. Personalized detail services for custom seat covers are also stacking up.

Giving the whole interior of car that customized look does not come cheap; but the finished product is well worth the money. Having a car rigged with a new theme using seat covers and floor mats are compulsory, but the following trends give the car’s insides a personal touch:

• Car PC / entertainment combo system – basically a computer inside a car, with the motherboard, 1 Gig memory and a CD-RW/DVD drive. Works best with a Touch Screen LCD

• Car audio installation – consists mostly of speakers, tweeters, amplifiers and equalizers. This customization is highly recommended for audiophiles on wheels or for those who like live and loud music while driving

• Satellite Radio installation – comes with exclusive programming with almost non-existent censorship, this interior addition to give your car an extra oomph for those long rides with no iPods needed to provide the sound

• Car DVD/Game system – allows you and your passengers to play a DVD or do some video game skirmishes while snaking though a traffic jam

• GPS Navigation system – very useful for those long drives. Helps you locate the nearest motels or gas stations. Points you to the right direction if you get lost, too

• Bluetooth connectivity – another hot trend in car interiors, having a Bluetooth system inside your car gives you and your passengers the experience of going totally wireless

Speaking of customization, you can’t really count out the following materials. They might not be as highly technological, but they will still give your car some boost and help assert your individuality:

• Customized steering wheels – you can either pick from a long range of custom-made steering wheels or even create your own details

Kingston KMBVM Series Brass Mini Ball • Custom-made shift knobs –adds spunk to a car’s interior, replacing that stock shift knob with a customized one is a good option as far as personality assertion is concerned.

• Racecar seats – if you still have the need for speed yet your car does not look the part, having your stock car seats replaced with racecar-themed seats might just do the trick

• Set of custom engine pedals – you don’t see them much, but you use them every time you drive. So it’s also nice to give them the feel that you want

• Custom gauges and dials – you look at them from time to time, checking the speed and the fuel you still have in your tank. Changing the way they look can to fit your specifications is one way of getting an interior some boost

From any standpoint, if you decide to change the interior of your car, it is always best that you know exactly what you need, what you want, and what you expect. That way, you can achieve the custom feel that you desire.

Read More Articles about car audio and video satellite radio on my blog http://postwomanmovie.tumblr.com/

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Live a healthy, energetic life naturally by following Dr. Mark Stenglers revolutionary program, and break free of your caffeine addiction!

Dr. Mark Stengler has a better way to gain energy instead of using stimulants like caffeine. His innovative, astounding program High Energy For Life promises extraordinary changes in your energy levels in just 5 weeks!

In todays' society, we find that we admire people who are busy. It means they have so much stuff to do, they could simply not have one more thing added to their plate! But being busy and stressed out all the time will lead to exhaustion.

Regularly consumed across the world to counteract our exhaustion is a stimulant called caffeine. This boosts our energy and awareness for a limited period of time, and can be found in energy drinks and coffee.

Like most stimulants, caffeine consumption comes with a price. The milder side effects include digestive problems and some anxiety. Addiction occurs with regular use, which has been known to cause sleep disorders… which in turn leads to more caffeine to stay awake!

Our everyday life has lead to extensive consumption of caffeine. 90% of adults in the US use it daily. A rising trend is the use of "super" energy drinks that include caffeine as well as several other stimulants.

We all have heard the advice from doctors and health-enthusiasts alike: that the best way to have energy is to eat well, exercise, and get enough sleep. Despite our good intentions, it seems that this is not a reality for most of us. Using caffeine is a hard habit to break out of!

There may be something to solve that problem! Newly revealed as the best, and safest way to increase your energy and stamina naturally- High Energy For Life, created by Dr. Mark Stengler.

Live a healthy, energetic life naturally by following Dr. Mark Stenglers revolutionary program, and break free of your caffeine addiction! High Energy For Life is a 5-week course online designed to get your energy soaring without the use of stimulants! Dr. Stengler, known as America's Natural Physician, saw the need in his patients and decided to do something about it.

The suggestions he gave his patients were so astounding, that now he's offering it to everyone who is interested in gaining energy and vitality in their lives, in a natural and safe way!

The High Energy For Life program addresses common topics known to affect energy levels, such as depression, and hormone imbalances, and comes fully loaded with a multitude of options to help you live a life full of excitement and passion!

Don't decide on anything right away. A limited free online presentation by Dr. Mark Stengler is available to watch if you act now. Hear from the man himself on how in just 5 weeks your life can be changed forever.

I strongly recommend you at least watch the free presentation so you can make an educated decision on what is best for you and your family! Get your health back in just 5 weeks…naturally!