วันอังคารที่ 31 มกราคม พ.ศ. 2555

One helpful tip during your career transition - For-profit to Non-Profit & Sector Switchers

One helpful tip during your career transition - For-profit to Non-Profit & Sector Switchers Video Clips. Duration : 2.17 Mins.


www.thenonprofitcareercoach.org - Mark McCurdy, author of Strategic Volunteering and founder of The Nonprofit Career Coach and the Social Impact Academy talking about the up-and-coming workshop for career transitioners. Mark also gives one tip to help folks in their job search going forward in the social impact space.

Keywords: Career Transition, For-profit to Non-Profit, Non-Profit career coaching, Social Impact Academy, Social Impact Coach, howto

Effective Internal Coaching: Babson Dean Elaine Eisenman

Effective Internal Coaching: Babson Dean Elaine Eisenman Video Clips. Duration : 1.55 Mins.


Elaine Eisenman is dean of Executive Education at Babson College, the No. 1 school in the world for entrepreneurship education. In this role, she is a member of the Babson President's Cabinet, and is responsible for the strategy and growth of this Financial Times-top rated executive education division, as well as for the public sector educational and foundation partner programs in entrepreneurship. She also is responsible for the management of the top‐rated Babson Executive Conference Center. Her career includes experience as a business leader and general manager, HR executive, private and public board member, and organizational consultant. Her areas of expertise include executive selection, transition, and succession, and the alignment of strategy, selection, compensation, and performance during periods of growth and transformation. Additionally, she has managed the human side of acquisition and integration through multiple acquisitions for three companies.

Tags: Babson, Executive Education, Elaine Eisenman, business, training, coaching, success

TEDxSTLAWRENCECOLLEGE - TimCork - Straight A's

TEDxSTLAWRENCECOLLEGE - TimCork - Straight A's Video Clips. Duration : 17.67 Mins.


Tim's career spans twenty five years in the hi-tech, commercial real estate, communications and career transition industies where he held progressively senior positions both nationally and internationally with companies like Xerox, Regus, SkyDome, TCS Telecom and NEXCareer. He has extensive expertise in leading major sales initiatives, leadership, coaching people, and change. Tim is the President of Straight A's Inc. an International provider of Leadership Development, Organizational Development, Coaching and Sales Training. He is a sought after speaker and has been published in numerous magazines & papers. The Globe & Mail and Breakfast Television call him "The Networking Guru" and The Star and Sun call him "The Career Guru". Tim lives in Toronto with his wife and his 2 children. He uses his name as an acronym for his purpose in life which is to Touch, Inspire and Move people to take Action on their passion and goals. His bestselling book "Tapping the Iceberg" focuses on getting Straight A's (Attitude, Aptitude & Action) in life through unleashing your possibilities.

Tags:

วันจันทร์ที่ 30 มกราคม พ.ศ. 2555

Beginner Triathlete: how to improve your transition with elastic laces

Beginner Triathlete: how to improve your transition with elastic laces Tube. Duration : 1.33 Mins.


beginnerstriathlontrainingsecrets.com For your free beginners triathlon training /beginners triathlon guide and exclusive videos sign up to the link above. Remember, by signing up to this page beginnerstriathlontrainingsecrets.com you will not only be getting the free report covering the 7 insider secrets so you can start triathlon on the right foot, but also other exclusive videos

Keywords: beginners triathlon, triathlon beginner, beginner triathlon training, beginners triathlon training, how to train for a triathlon, triathlon tips, triathlon coaching, triathlons training, training for triathlon, training for a triathlon, train for triathlon, triathlon train, triathlon trainer, my first triathlon, your first triathlon, first triathlon, triathlon training tips, triathlon workouts, training for triathlons, triathlon transition tips

วันอาทิตย์ที่ 29 มกราคม พ.ศ. 2555

Willow Ryan Vlog #1 - Minimalism Running (Vibram Five Fingers & Barefoot)

Willow Ryan Vlog #1 - Minimalism Running (Vibram Five Fingers & Barefoot) Video Clips. Duration : 3.67 Mins.


Just for the love of running...I began running in my Vibram Five Fingers after continuous running injuries and loved the idea of running the way we were intended to run...with our feet and legs as our springboards for locomotion. Since I began my transition, my neck, back, legs and feet have all undergone tremendous change. My neck is not as chronically tight, my low back feels relaxed and my legs are so much STRONGER! A special thanks goes out to Coach Jim for being so supportive of my ventures to assist other runners with Yoga & Massage as well as happily supporting my minimalist running. For those of you with questions how to SAFELY and SLOWLY transition part or full time minimalist wearing, I welcome your questions and will be uploading your top 10 soon. Namaste' -Willow Ryan, CYT, LMT imagine@willowryan.com www.willowryan.com "Imagine Yourself Doing Great Things...Now open your eyes and make them your Reality"

Keywords: mobile

ZvP with Machine - Roach/Hydra Mid-Game - Part 2 of 9

ZvP with Machine - Roach/Hydra Mid-Game - Part 2 of 9 Tube. Duration : 13.70 Mins.


In this coaching session Machine goes over a Roach/Hydra build designed to control Protoss 6-Gate pressure. Machine explains the timings of a basic roach build, with an emphasis on the use of burrow to punish the lack of detection from the Protoss as well as force the production of immortals. Machine couples this with a transition into hydras that allow for an entry into stable late-game play.

Keywords: Zerg, Machine, Starcraft 2, Video Game, mrbitter, Flabulous, Lesson, Coaching, Real Time Strategy

Women in Business and Leadership

Women in Business and Leadership Tube. Duration : 2.20 Mins.


White Water Group (whitewatergroup.eu is a London based Leadership Consultancy. We work with established and emerging leaders across industries using robust evidence based tools and techniques.

Keywords: leadership, coaching, white water, executive coaching, first 100 days, first 90 days, confidence, career transition, middle age crisis, women leadership, glass ceiling, glass labyrinth, on ramping, onramping, resilience, positive psychology, cognitive behavioural, cognitive behavioral, gravitas, visible leader, IPO preparation, presentation training, fit to lead, board preparation, non-executive, strategy, strategic leadership, WWS, Helen Goodier, women in business

RAW FOOD 2011 - POWER KICK! - BURNING MAN

RAW FOOD 2011 - POWER KICK! - BURNING MAN Tube. Duration : 2.32 Mins.


vitalcoaching.com A quick transition before we go to the next battle plan tactics! - Just for fun ;) - I love burning man! It's good to play!

Tags: Raw Foodism, Burning Man, raw, food, diet, nutrition, eating, enzymes, francisco, bujan, life, coaching, coach, burning, man, 2011, health, healthy, longevity, live, Recipe, Cooking, Kitchen, Burn, cravings, substitution, chocolate, cacao, cocoa, suppression

Trap Interview Questions - Career Coach Ford R. Myers

Trap Interview Questions - Career Coach Ford R. Myers Tube. Duration : 4.78 Mins.


Career expert Ford R. Myers discusses -

Keywords: Ford, Myers, career, coach, coaching, consultant, counselors, Philadelphia, consulting, transition, change, job, plan, planning, services, success, outplacement, advice, advisor, help, search, information

วันเสาร์ที่ 28 มกราคม พ.ศ. 2555

SeeHowtheycoach.com Pop Warner Presents 30 Partner Stunts for Youth Cheerleading

SeeHowtheycoach.com Pop Warner Presents 30 Partner Stunts for Youth Cheerleading Tube. Duration : 1.63 Mins.


Pop Warner Presents 30 Partner Stunts for Youth Cheerleading * Discover over 30 stunts in basic, intermediate and advanced areas * Get your best stunters in the best positions for each stunt * Discover little secrets that add additional creativity to your routine with Jen Schower, Pop Warner Cheerleading Coach Get expert advice and instruction from Pop Warner Cheerleading Coach Jen Schower with demonstrations from Championship cheerleaders from Jersey Shore Pop Warner! With a focus on building stunts through the proper progressions, Coach Schower shows you how to perfect each element of stunting as you create more complex stunts. Her basic stunts include thigh stands, shoulder stands, extension preps and basic dismounts. Coach Schower next demonstrates extended stunts and straddle sits then shows you several more difficult stunts wherein she incorporates one leg extended stunt variations such as liberties, heel stretch cradle, arabesque straight cradle, scorpion, bow and arrow and the scale. To make your routine look more original, Coach Schower shows you creative Ins, Outs and Transitions to give you additional flair and also demonstrates how to execute creative dismounts and basket tosses. By building off the basic elements, you will be able to create rock solid stunts and earn extra style points for your squad! Filmed on site at an Eastern Region Pop Warner Coaches' Clinic and at the Pop Warner National Championship venue in Orlando, FL.

Keywords: 30, Partner, Stunts, for, Youth, Cheerleading

Multi Direction Transition Game

Multi Direction Transition Game Tube. Duration : 1.02 Mins.


Coaching Points: 1. Create space as a team 2. Heads up play - scan the field as the ball travels to you 3. Look for the furthest pass first - no need for 2-3 extra passes if one can advance the ball accurately 4. Reactions at the point of transition, both attacking (switch quickly to the opposite end) and defensively/when ball is won/lost.

Keywords: CDO, Soccer, Club, Training, Practice

วันศุกร์ที่ 27 มกราคม พ.ศ. 2555

Networking: Practical Advice to Get Better Results - Kathy Simmons, Netshare

Networking: Practical Advice to Get Better Results - Kathy Simmons, Netshare Tube. Duration : 14.73 Mins.


In this episode of the Executive Interview Series, I talk to Kathy Simmons, Founder of Netshare, about Networking and How to Get Better Results. She shares how to avoid being transactional and ensure you are building realtionships plus a number of other tips you can put to work today.

Keywords: kevin kermes, kermes consulting, executive coaching, career attraction, netshare, kathy simmons, career transition, executive transition, ceo interview, networking

How To Not Feel Deprived On Your Diet, Ep331

How To Not Feel Deprived On Your Diet, Ep331 Tube. Duration : 6.50 Mins.


Today I give some tips on how to make getting off of sugar, breads, processed food, gluten, etc.. much easier! Changing your diet doesn't have to be tortuous, it's all about how we go about the change and where we put our attention! www.rawradianthealth.com FREE Juices & Smoothies Recipe eBook www.rawradianthealth.com Health & Wellness Coaching http 10-Day Juice Fasting Program: www.rawradianthealth.com 7 Day Raw Food Challenge: www.rawradianthealth.com Acne Program: www.rawradianthealth.com Affiliate Program: www.rawradianthealth.com Website: www.rawradianthealth.com Blog www.rawradianthealth.com Facebook: www.facebook.com Twitter: twitter.com Donations: tinyurl.com To learn more about the Raw Food Diet, Weight Loss, Consultations/Coaching, Juice Fasting and the 7 Day Challenge, go to: www.rawradianthealth.com

Keywords: raw food, raw food diet, transition, transitioning, cravings, carbs, bread, sugar, how to, fruit, new diet, change diet, weight loss, lose weight, diet, dieting, inspiration, motivation, coach inspirational health

Laura Berman Fortgang Media Reel

Laura Berman Fortgang Media Reel Video Clips. Duration : 7.37 Mins.


Watch this reel of Laura's appearances on Oprah, Today, Good Morning America, CBS Early Show, CNN and more. See Laura talk about the power of coaching... watch her coach people to achieve big results... and find out what made Oprah say "WOW! That's good! That's a quotable!"

Tags: Laura Berman Fortgang, Life Coach, Life Coaching, TV Life Coach, Self Help, Today Show, CBS Early Show, CNN, Goal Setting, New Years Resolutions, Career Coach, Career Transition

วันพฤหัสบดีที่ 26 มกราคม พ.ศ. 2555

Retreaters Information

Retreaters Information Video Clips. Duration : 7.10 Mins.


Final information for retreaters - 11-13 November 2011

Tags: Busyness, overwhelm, personal, growth, mindset, life, coaching, transition, transformation, living, on, purpose

Lost London 1879 - 1945

Lost London 1879 - 1945 Video Clips. Duration : 1.72 Mins.


Title: LOST LONDON 1870-1945 Author: PHILIP DAVIES Format: Hardback Details: The photographic archive of the former London County Council has been in the possession of English Heritage for over 25 years. The author is the organisation's Planning and Development Officer for London and here he has selected over 500 of the best images from that vast archive. Most were taken to provide a permanent record of areas which were vanishing (particularly those taken after the Blitz, prior to the sites' rebuilding or flattening) and the quality of the images are of the highest quality manageable at the time, and are pin-sharp in their clarity even by modern standards. Primarily the book is concerned with the lost buildings and streets of London, and why some have remained and flourished, whilst others have been swept away, and opens windows onto a vanished past, one which is at once familiar but also hauntingly remote. The 75 years it covers were a period of great transition, from the early railways, coaching inns and horse-drawn travel of the late Victorian age through the arrival of the car, the Underground and buses to the devastation of WWII, and images range from Little Dorrit's lodgings in Marshalsea Prison to the Baldwin's bedroom at 10 Downing Street, the opulence of St James's to the squalor of the East End slums, the top people's shops in the West End to the Docks, and the mansions of Whitehall and their offices of state to Mary Smith of Limehouse, paid sixpence a week to ...

Keywords: london, photo history, old photographs, monuments, london buildings, book reviews, bibliphilebooks

Integrity Coaching- Next Generation - Video 1: Overview

Integrity Coaching- Next Generation - Video 1: Overview Video Clips. Duration : 7.30 Mins.


Join Derek Roberts and Dave Larter from INTEGRITY SOLUTIONS as they discuss INTEGRITY COACHING - the 'Next Generation'. Their conversation includes such topics as the upgrades from the 'Legacy' version, the 'Personal Case for Coaching', the 'Business Case for Coaching', the expanded 1-Day Seminar, the Facilitator Manual and Participant Manual changes, and the true business impact that coaching makes on an organization. This is #1 of 3 videos, which are to be viewed prior to joining a transition webinar, or coming to Scottsdale for a certification transition.

Keywords: training

วันพุธที่ 25 มกราคม พ.ศ. 2555

P90X Day 8

P90X Day 8 Tube. Duration : 4.22 Mins.


Day number 8 of my P90X 90 Day transition. For more information and information on coaching visit www.beachbodycoach.com/krimsonreign

Tags: P90X, Chest and Back, Fitness, Workout, Beachbody, Shakeology, Training

Do You Worry About Life After Sport?

Do You Worry About Life After Sport? Video Clips. Duration : 3.30 Mins.


Charlie Mulraine, Founder of Career Coaching Consultancy "My Mission Mentor.com" and a former Professional Sportsman, presents the new programmes that are already helping sportspeople create their 'Success after Sport'.

Keywords: success after sport, career coaching, mentoring, life after sport, career transition, professional sport, Charlie Mulraine, Mulraine Sport, My Mission Mentor, athletes

(2 of 8) Transition: 1 & 2 Dribble Pull Ups - Shooting off the Dribble Series by IMG Basketball

(2 of 8) Transition: 1 & 2 Dribble Pull Ups - Shooting off the Dribble Series by IMG Basketball Video Clips. Duration : 2.18 Mins.


Basketball Tips and Basketball Drills - Shooting off the DribbleSeries Learn from IMG Basketball Academy coach Vince Walden how to improve your jump shooting off the dribble and how to create space and get your shot off in transition and in the half court. This is the second video in a series of eight basketball drills and basketball tips designed to help you improve your jump shooting off the dribble. The IMG Basketball Academy, located in Bradenton, Florida is the premier basketball training facility in the world with basketball camps and a full-time residency program, the IMG Basketball Academy can help you become THE TOTAL ATHLETE!

Keywords: img basketball academy, basketball, basketball training, vince walden, basketball tips, jump shooting, shooting off the dribble, basketball videos, basketball drills, basketball instruction, basketball coaching, basketball camps, basketball academy, how to, shooting a basketball, dribbling a basketball, sports

Transition Slowly or Do A 30 Day Raw Food Challenge? Ep176

Transition Slowly or Do A 30 Day Raw Food Challenge? Ep176 Video Clips. Duration : 8.97 Mins.


What's the best way to do a raw food diet-- a 30 Day Challenge or just transition slowly? www.rawradianthealth.comFREE Juices & Smoothies Recipe eBook www.rawradianthealth.com Health & Wellness Coaching http 10-Day Juice Fasting Program: tinyurl.com Acne Program: tinyurl.com Website: www.rawradianthealth.com Blog www.rawradianthealth.com Facebook: tinyurl.com Twitter: twitter.com Donations: tinyurl.com To learn more about the Raw Food Diet and individual, group or donation based coaching to lose weight, have more energy and get healthy, go to: www.rawradianthealth.com

Tags: raw, food, diet, 30, Day, challenge, transitioning, to, transition, how, dieting, lose, weight

วันอังคารที่ 24 มกราคม พ.ศ. 2555

Soccer: Transitional Play with Matt Driver

Soccer: Transitional Play with Matt Driver Tube. Duration : 37.25 Mins.


All of these activities were specifically designed around the demands of the modern game. Effective transitional play requires players who are physically fit and psychologically prepared to work hard. Included here are small sided activities designed to train the physical, psychological and tactical aspects of transitional play. Quick counter attacking and quick defensive recovery are essential in today`s high intensity game and these competitive match related exercises will create the aggressive playing habits necessary to be effective when a change of possession occurs.

Tags: soccer, coaching, football, training, matt, driver, sports, reedswain, drills, practice

social-networking-with-linkedin-.avi

social-networking-with-linkedin-.avi Tube. Duration : 10.85 Mins.


www.change-your-life-forever.com Career coaching tip- you need to create a profile on LinkedIn if you are looking for the right job. LinkedIn is the social networking site for anyone in a career transition. Can also help with small business marketing.

Keywords: career coaching, career coaches, career goals, career transition, right job, dream job, career advancement, career guidance, career expert, career professional, social networking

วันจันทร์ที่ 23 มกราคม พ.ศ. 2555

How to Write Rap Song Lyrics in 5 Steps

With the strong emergence of hip-hop in today's music scene, a lot of people are interested in learning to rap and want to know how to write rap song lyrics. While there is no "exact" way, these 5 quick tips will definitely help you to write a better rap song.

1. Find a Beat to Inspire You. Ever wonder how the pros beginning writing a rap song? 9 times out of 10 they begin by looking for beats to inspire them. They are looking for something that touches them in way that inspires and motivates them to write lyrics to. Everyone has a different taste in music, so find a beat that YOU like and can write naturally to. Find something that instantly grabs you and relates to you. You can find beats easily on the internet. Just search Google and Soundclick and you will be sure to find a beat to write rap song lyrics to.

Transition Coaching

2. Choose a Main Topic. Once you find a beat that you want to use, begin thinking of a topic that goes nicely with the beat you chose. Remember to choose a topic that relates with both YOU and the beat. If you chose a sad, emotional-sounding beat, then pick a topic that is sad and emotional and that you relate with. If you pick a club style beat then choose a topic that is relevant to the club scene. Listen to your beat, ask yourself what kind of impact you would like your rap song lyrics to have on people, and decide on your main topic. Remember that how you write rap song lyrics will greatly depend on your topic.

How to Write Rap Song Lyrics in 5 Steps

3. Write Your Hook. A lot of rappers and producers alike find it best practice to begin a rap song by first writing the hook. Now that you have your beat and main topic selected, you have a great foundation to begin writing your hook lyrics to.

To explain how to write rap hooks, I've broken hook-writing down into a few steps that I have found to be very effective.

a.) Consider these things: Do you want the hook to be catchy? Do you want it to be deep and emotional? Do you want to sing it or rap it out?

b.) Listen to the hook part of your beat. Vibe with the beat and start freestyling some ideas. Even if your words aren't making sense, freestyle to the beat to establish some different flows. Experiment and figure out what you like.

c.) Now that you have some ideas flowing, begin writing lyrics down. Make a list of words that you might want to incorporate into the hook.

d.) Look at your word list as you listen to the beat and begin freestyling some new ideas with these words.

e.) Once you come up with some strong ideas, it may be a good idea to quickly record them to see which one sounds the best. Once you've decided, we can move on with the verses!

4. Begin Writing the Verses. Now that the hook is finished, you have everything laid out for the verses. So how do you write rap song verses?

a.) Start each verse off strong in order to develop a connection with the listener right away. A good way to do this is to begin with a controversial, funny, bold, or catchy opening line.

b.) Now that you've got the listeners attention, finish out your verses with content that is relevant to your topic. Rhyme more than just the last word in each sentence when you can. Try to use different flow structures throughout instead of just sticking to one the whole time.

c.) If you are having trouble or writer's block, write out a list of rhyming words that relate to your topic (use a dictionary and thesaurus if necessary) and refer to this list to spark ideas.

d.) Just as you started off strong, end the verse lyrics strong too! Make sure you transition into the hook smoothly and finish with a bang!

5. Practice! Perhaps the most underrated part of rapping...practice! It's one thing to know how to write rap song lyrics, but putting it into action is something else. Once you have your song written, practice it over and over until you know it by heart and can recite it perfectly with no flaws. Trust me this is important!

I hope you now know how to write rap song lyrics more efficiently and effectively. Apply what you've learned to your next rap song and I am sure you will notice a difference!

How to Write Rap Song Lyrics in 5 Steps

fullswing6i Kevin coaching.wmv

fullswing6i Kevin coaching.wmv Tube. Duration : 0.15 Mins.


Working with PGA pro to ingrain the transition weight shift

Tags: fullswing6i, Kevin, coaching

True Balance Life Coaching - Powerful Women

True Balance Life Coaching - Powerful Women Video Clips. Duration : 4.88 Mins.


Shann Vander Leek talks about her experience coaching powerful women in Transition. www.truebalancelifecoaching.com

Tags: professional women, powerful women, women, life coaching, true balance life coaching, Shann Vander Leek, Martha Beck, inspirational, stress, anxiety, transition, Executive women, Transformation for women

วันอาทิตย์ที่ 22 มกราคม พ.ศ. 2555

Presentation Topics

Great news, you have a second interview. As part of the hour long meeting they want you to present for twenty minutes on... oh my goodness, the subject of your choice. Where on earth do you start with deciding a subject. Should you go professional, serious, fun, talk about something you have done, something you are doing, somewhere you have been?

If you are working with a recruiter ask them if they know what previous candidates have presented on and which of those people were successful. If three out of the last ten people interviewed were hired and they all presented on how to sell widgets in an emerging market then that is probably a topic that the interviewers like; or if you don't think you could do that subject justice you at least know that work related is a good route.

Transition Coaching

In general, a good starting point for your choice is subjects you are passionate about. People say that sex sells (although I wouldn't recommend that as a presentation topic unless you are going for a sex industry related job). I would suggest that passion sells and that sex and passion, at least sometimes, are related. One thing we know you are passionate about is this job. This is the role you have envisioned and dreamed about. You are truly passionate about getting it and what a good fit you will be once you're hired. What a compelling topic; how about 'My first six months as 'XYZ''? Six slides either month by month or subject by subject if the role has six categories within it. Think it through carefully. What will you do? How will you do it? Who will you do it to? When will you get a previously mentioned desired result? Why are you going to be successful? Write notes as and when you think of them. Keep a sheet of paper near you over the next couple of days and just keep scribbling things down. Then sit and start to make sense of what you have. Format it. Add some pictures, graphs, charts. Write notes to go with the slides. Review them again the following day. Rehearse your presentation. Is it sounding good? Does it give the message you are trying to convey? Are you passionate in your presenting of it?

Presentation Topics

Oh this is so exciting... good luck; go and wow them with your thoughts, ideas and enthusiasm!

For help putting together a presentation or making the transition from where you are to where you want to be please contact one of our Consultant Coaches at churchillbrook@gmail.com

Presentation Topics

LifePlan Coach

LifePlan Coach Video Clips. Duration : 3.22 Mins.


www.lifeplanningcoach.net This video describes a two day one-on-one workshop for those individuals facing a life transition, or who find themselves longing for that missing something in life. LifePlan™ helps them find their mission in life by looking at their God given talent, gifts, desires, and bent. It's a life transforming two days.

Keywords: Tom Paterson's Lifeplan, coaching, lifeplan, life, faith, purpose, career, personal, connection, whole life, future, hope, life planning™, planning

Free Tele-Seminar 3 Strategies to Change your Mindset and Attract A life of Abundance

Free Tele-Seminar 3 Strategies to Change your Mindset and Attract A life of Abundance Video Clips. Duration : 3.85 Mins.


tinyurl.com Register Today! **Are you facing a major transition in your life and you're not sure how to deal with it? **Do you lack the resources and support you need to breakthrough? **Do you feel inadequate and lack focus and direction? I'm Coach Linda of Destined 2 BU Empowerment Group and in my NEW, content-packed teleseminar, I'm going to tell you exactly how to manifest and attract what you want to get MAJOR RESULTS. Register Now!! In this 60-minute, high-value call, you'll discover how to: **Increase your income **Gain more flexibility in your life **Improve your relationships **Get that promotion you deserve **Live a more healthy life with less stress **Attract wealth **and much more! DID I mention it is FREE!!! Register Today! tinyurl.com Cant make the call? No worries... You can still register and get the recording of the call within 24 hours. Register Today tinyurl.com "Coach Linda is a fantastic motivational coach. I highly recommend her to anyone looking for an empowerment coach to help you get to the next level!" Monique B. Owner of Five Dollar Jewelry Sale

Keywords: webcam, video, thatsmscoach2u, tele, seminar, linda, hillman, december, Coach, Success, Coaching, Attraction, Development, Personal, Secret, Speaker, Motivation, Inspiration, Marketing, Life, Training, Business, Speaking, Leadership, Entrepreneur, Motivational, Positive, Inspirational, Testimonial, Self, Wealth, Growth, Economic Growth, Communication, Education, Professional

วันเสาร์ที่ 21 มกราคม พ.ศ. 2555

Benefits of Having A Career Coach 2

Benefits of Having A Career Coach 2 Video Clips. Duration : 3.17 Mins.


Do you want a successful Career? Plan your career change. Take away your worries and confusion by consulting a career expert. For more info, log on to LifeDirectionsInstitute.com http RedesignRetirement.com http

Tags: Career Coach, Career, coach, clarity, career clarity, jenniproctor, worklife, lifestyle, career change, career transition, career empowering, life directions, empowering career change, Training, Work, Success, Progress, Personal, Business, Work (physics), Success (company), Coaching, Working, Attraction, Development, Fun, Research And Development, Motivation

Kevin Sutton 'KSBA' Basketball Academy

Kevin Sutton 'KSBA' Basketball Academy Video Clips. Duration : 1.18 Mins.


From the eBA-Stats.com Best Basketball DVDs Reviews. Kevin Sutton Monteverde Basketball Academy 'KSBA' Read the Full Review here: eba-stats.com & Order at www.eba-stats.com ~ Basketball Books Reviews

Tags: sports, basketball, baloncesto, offense, defense, training, Transition Workout, coaching style, Kevin Sutton, basketball drills, eba-Stats.com

Sam Pilcher Success Story - SMP Solutions

Sam Pilcher Success Story - SMP Solutions Tube. Duration : 2.58 Mins.


Watch and listen to Sam relay her her successful career transition story having had career coaching with SMP Solutions Breakthrough Career Development programme

Tags: career development, career coaching, career advice, personal development, career transition, career change, success

วันศุกร์ที่ 20 มกราคม พ.ศ. 2555

Winning it All! Vol 2 - Advanced Stunts

Winning it All! Vol 2 - Advanced Stunts Tube. Duration : 0.52 Mins.


Winning it All! Vol 2 - Advanced Stunts with Saleem Habash 8X UCA National Championship Coach former University of Kentucky Head Coach Coach and choreographer of the Dunbar (KY) HS Cheer squad featured in Cheerleader Nation (Lifetime TV) Coach Habash moves the squad beyond the basic stunts taught in the Basics for Partner Stunts and Transitions DVD and goes deeper into the importance of progression and athlete assessment. Spotting techniques are emphasized along with muscle memory. Each stunt is demonstrated from the front and the back followed by a step-by-step explanation and breakdown. With this training added into your practices the ability level of the squad will naturally progress to higher and higher levels at a safe yet fast pace. * 540 Liberty * 1 and a quarter High Torch * 1 and a quarter Arabesque * Grin and Bear It * 360 Transition into Liberty * 360 Heel Stretch * Half-In Half-Out Extension * Single Base Extension

Keywords: Seehowtheycoach.com, Advanced, Stunts, cheerleading

Success Wizard - Program Overview

Success Wizard - Program Overview Video Clips. Duration : 1.98 Mins.


www.SuccessWizard.com Personal Growth and Development and Online Life Coaching Programs How to get success in life

Keywords: Personal Development Programs, Online Life Coaching Programs, Midlife transition, life after 40, Personal Improvement plan, Personal Growth Plan, Success, Wizard

Sequential Passing

Sequential Passing Video Clips. Duration : 0.30 Mins.


for detailed instructions, see my blog at footballer21.com

Keywords: soccer, coaching, training, passing, receiving, drills, footballer21, footballer21.com

วันพฤหัสบดีที่ 19 มกราคม พ.ศ. 2555

Leadership Coaching: How To Manage New Employees

You can do one or the other when you're managing new employees. You can do great things for them, for the company and for your career, or you can do the otherwise- damage their career and yours, as well as the dealings of the company.

New employees are new people that joined the company, but this does not necessarily mean that they are new to the workforce or the industry. Managing new employees well means bringing out creativity and productivity from them, which in turn boost their career, yours and the company's operations. Here are some tips to manage new employees.

Transition Coaching

Tips To Manage New Employees

Leadership Coaching: How To Manage New Employees

Train them well, the sooner, the better. This involves training in all the aspects of their job and employment with the company - procedures, expectations, common mistakes, resources and so on.
Listen to their ideas. Although the employees are new in the company, listen to their ideas. Doing so cultivates their creativity and innovation. Acknowledge their opinions and suggestions even in doing things differently. Consider that newbies in the company needs to feel welcomed and valued. Listening to them, although not necessarily implementing their ideas makes them feel appreciated.
Don't neglect senior employees. Senior employees are a valuable resource to the company, so protect them even if new employees join the company. Keep on being sensitive to the needs of earlier employees. Managing newbies is going to drain a lot of your time, but be sure to take care of the needs of the rest of the team, too.
Let senior employees mentor new employees. Doing so cuts both ways. You'll be saving time and effort if you let senior employees train new employees. At the same time, senior employees would feel valued. Most importantly, it builds the whole team spirit.
Set realistic goals and communicate them. Set achievable goals for starters, and communicate them clearly to new staff members. New personnel will be spending a lot of time in their training and familiarizing with new procedures. You ought to assign simple tasks that are suited to their skills and expertise at the moment.
Frequently give feedback. As beginners, newbies are likely to commit mistakes. At this point, you have to constantly monitor and give them feedback, or else their mistakes will become habits. See to it that your feedback is positive and constructive. Focus on the behavior, not the employee.
Be fair, don't play favorites. You should not play favorites among new employees, because in their initial stage of joining the company, they would be vying for your attention. Don't let other new employees feel at a disadvantage because of how you treat their other peers.

Leadership Coaching: How To Manage New Employees

Holiday Greeting 12.21.11

Holiday Greeting 12.21.11 Video Clips. Duration : 2.43 Mins.


maxpotential.com http kenchristianonline.com Ken Christian is author of "Your Own Worst Enemy: Breaking the Habit of Adult Underachievement" and founder of the Maximum Potential Project. He works with organizations and individual entrepreneurs, sales professionals, executive recruiters, authors and others on a mission, teaching them how to make good on their talent and opportunities and pursue goals that have special resonance for them. This a heartfelt Christmas and Hanukkah greeting encouraging you to prepare for the transition to the New Year

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Why Low Fat Raw Vegan?

Why Low Fat Raw Vegan? Video Clips. Duration : 6.43 Mins.


Hi Guys - this video is just to explain the transition I am going through right now. I wanted to share this with you all because I think it's important for you to know my viewpoint. As a health coach I want to work with people that I have a natural synchronicity with. The 80/10/10 Diet by Dr. Douglas N. Graham was a great resource for me. Be sure to check it out if you are interested in following a Low Fat Raw Vegan Diet. You can get a copy and read reviews here www.amazon.com My health coaching website glow-health.com

Tags: Low, Fat, Raw, Vegan, LFRV, 80/10/10, Diet, 811, Fruitarian, Vegetarian, Health, Wellness

วันพุธที่ 18 มกราคม พ.ศ. 2555

Career Consulting: "Life Changing"

Career Consulting: "Life Changing" Video Clips. Duration : 2.00 Mins.


There are 4 steps in our Career Consulting Program. The first is to identify your 3 Key Success Factors, second is to identify the direction you most want to pursue, the third is to write up a simple plan and the fourth is Career Coaching to help you accomplish your goals. Foundations of Brilliance, Inc. An International Education and Career Consulting Company Find us on Facebook and click "Like" to support the Foundations of Brilliance. www.facebook.com Our vision is to help people discover their unique areas of brilliance and become passionate, inspired and successful in their careers. www.foundationsofbrilliance.com

Tags: Career, Consulting, Purpose, Talent, Job, Development, Coaching, Business, Success, Counselor, Counseling, Coach, Consultant, Personality, Interest, Consult, Profession, Occupation, Transition, Employment, Work, Education

One To One Women Coaching Women [2 of 2]

One To One Women Coaching Women [2 of 2] Tube. Duration : 7.87 Mins.


A belief in the transformative power of life coaching stands at the base of everything we do. Life Coaching provides a safe and supportive relationship in which individual dreams and desires are translated into practical, realistic and actionable life plans. Through One to One's network of professionally trained life coaches, we provide 26 weeks of life coaching to women in transition. Coaching is provided at no cost to the client, and sessions take place by telephone. Visit us at OneToOne.info

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วันอังคารที่ 17 มกราคม พ.ศ. 2555

Management Styles - A History and Case Study

Introduction Lewis Jeans has been operating as a manufacturer of jeans for ten years, and is currently one of the UK's leading manufacturers. 300 employees are divided over 3 geographic areas, with the head office in Croydon.

Due to an array of contributory factors, there has been a downturn in sales and profits over the previous 12 month period.

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Sales - 20% reduction
Profit - 40% reduction
Returns due to quality issues - 15%

Management Styles - A History and Case Study

These figures, coupled with a worrying turnover of staff, and high manufacturing costs have ensured that a fundamental review of the whole structure of the company is necessary to halt further degeneration, and to allow the company to re-establish itself as a market leader.

This report will investigate the following areas:
Organisational and Managerial Structure
Organisational Culture
Staff Motivation

Each of these areas will be considered within the Lewis Jeans framework and formal advice will be given covering: Inherent strengths and weaknesses within Lewis Jeans. Recommendations for improvement.

Organisational and Managerial Structures

"An organisation is a system, having an established structure and conscious planning, in which people work and deal with one another in a coordinated and cooperative manner for the accomplishment of recognised tasks"

The above paragraph is a typical definition of what makes an organisation. The type of structure will influence everything about the organisation, including the relationships between individuals, who is empowered within the authority to make decisions, and how information is communicated throughout the organisation. Getting the correct structure in place to suit the objectives of the organisation, and the aspirations of its staff is imperative if the business is to flourish.

Lewis Jeans currently operates with a geographical structure. Three manufacturing facilities are located in the Northern, Central, and Southern areas of the United Kingdom. This geographic grouping of functions can be a viable option for some organisations, Tesco PLC being a prime example. Tesco needs retail outlets in most towns to allow it's customers to purchase the goods it offers.

The geographical structure can have a number of distinct advantages: Responding quickly to local needs and issues, allowing the organisation to become more sensitive to customer and employee needs. Bureaucratic 'red tape' can be reduced if each division is empowered with more decision making authority. There is a greater ability to tailor operations to local differences, such as language, law etc.

However, there can also be significant disadvantages: The duplication of facilities and roles. Additional management positions are required. Lack of unity in objectives and direction of semi-autonomous units.

Lewis Jeans has little necessity for a geographic structure to the organisation and many of the disadvantages discussed manifest themselves within the company. The argument for three plants could reasonably be made if Lewis Jeans were manufacturing multiple products which required different processes, staff specialisations, tooling and machinery, and supplying these products to differing markets with unique needs. A company which essentially manufactures one product range may benefit from one central production plant. It could be argued that additional storage and distribution depots may be advantageous, and could result in a more economical production process, with efficient distribution throughout the UK.

The simplified organisational chart below demonstrates how the organisation could be streamlined. The links flowing from top to bottom demonstrate the hierarchical structure (the direction of authority from top to bottom). The horizontal lines demonstrate the lines of communications which should exist between functional areas. Each 'area' forms a specialized team which will encourage team-working.

A Central Management Team consisting of specialists in each field make strategic decisions on company objectives and policy. Daily meetings will allow current and future issues to be decided quickly and efficiently. Lower level managers, who must be developed through training, appraisals etc, will make decisions on the day to day running of their departments. This allows the management team to look at 'the bigger picture' and not be consumed by the day to day production, sales and distribution issues.

Functional Structure

The simplified organisational chart above demonstrates how a functional structure may work for Lewis Jeans. The business is divided according to the business function performed by each department. Each functional area plays its own specialist role in working towards the objectives of the organisation. Groups of specialists are delegated control over specific work areas, thus avoiding duplication within the company. Potential problems regarding inter-departmental transfers and rivalry can occur but it is for the management team to resolve such issues before they occur.

Product Based Structure

An organisation is divided by the products it sells. Each product division performs all of its business functions, whilst working towards the organisations aims and objectives. With only one main product, or a variation on the theme, this structural framework would not benefit Lewis Jeans.

Matrix Structure

In a large organisation it may be useful to allow members of the company to be within more than one functional group. The introduction of 'Product Development Teams' which may produce more than one product (jeans, denim jackets) may be useful. Marketing and Sales could be linked, with specialists working in both areas.

Matrix structures do have a number of advantages: The organisation can focus on a number of aims at the same time. Flexibility to adapt and respond to changing demands and resources. Exchange of ideas between multi-role staff, instead of the insular approach of isolated departments.

The 'matrix approach' can result in an overcomplicated structure, with employees losing sight of the major aims of the organisation, a due to more than one chain of command, power struggles can occur.

The geographical structure of Lewis Jeans cannot be justified at the present time. One central production unit would make good business sense, providing premises could be adapted, or new premises located. Alternatively, North and South production facilities with an additional central distribution depot may allow suitable financial savings, coupled with an increased efficiency. A new single production unit may allow for a reduction in staff by as much as 30 - 40%, dependant on improvement in processes, technology etc. Relocation of staff may be possible if local distribution depots are introduced. Final consideration to locations would need to take into account customer locations, export markets and the need for storage. If products are transferred very quickly then a single distribution unit may suffice.

A further advantage of a single production unit would be the ability to implement a robust quality control system to ensure satisfactory standards. There may be additional factors involved in the quality issue, which will be discussed later.

Managerial Structure

At present, authority and decision making is firmly centralised at head office, with Mr. Bart Lewis making all decisions, and cascading those decisions down to his managers at the production units. The flow of communications is very much in a downward direction, with managers purely responsible for carrying out the directions of the Managing Director. The hierarchical principle stemmed from the theories of Bruno Lussato. The 'Scalar Concept' viewed an organisation as a group of grades, arranged in a sequence. Superior grades carried authority which could be delegated to the grade immediately below. Lower grades carried no authority at all. Authority descended from the top to the bottom along a well defined scale of posts. In the current system within Lewis Jeans, little authority is delegated at all, with managers little more than supervisors, passing down the orders from above.

Management Styles

Lippitt & White are among many researchers who have identified a range of leadership styles. Tightly controlled (autocratic) The leader alone makes decisions, with staff being informed of these decisions and then carrying out the task. Democratic (Persuasive or Consultative) The leader makes the decisions, and then persuades workers that his decision is the correct one. The leader consults staff before a decision is made. The leader has the final say, but takes staff views into consideration. Laissez-faire (loose) Opinions are not forced on staff, with no formal structure for decision making.

None of the above is the correct approach, but they do have differing effects on those within the organisation. The style adopted at Lewis Jeans is autocratic in nature. This type of management style may have a negative effect on middle managers and workers alike. Managers may feel that they are not trusted or empowered to manage their departments. The organisation is output orientated, and this will certainly affect motivation of all staff. A supportive management style, as argued by Charles Handy is said to foster: Worker satisfaction. Lower staff turnover and grievance rates. Fewer inter-group conflicts.

With extremely high levels of staff turnover, the style of management may have an important role to play in this area. Motivation is also significant and this will be discussed further on in this report.

Spans of Control

The span of control within an organisation is important. General Sir Iain Hamilton once said that, "No one brain can effectively control more than 6 or 7 other brains". It has been proven through research that the span of control (the number of subordinates that a person is directly responsible for) should be 3-6.

At present Mr. Lewis controls sixteen managers at present, five in each of the factories and a centralised sales manager. Each factory has eleven managers and three supervisors. This is not an efficient allocation of power and authority. One person having day to day responsibility for all areas of an organisation, some of which may not be his area of expertise can create failings in certain functions. As the organisational chart on page 4 demonstrates, with a higher level of trust and authority vested in professional, skilled managers, the 'span of control' could be significantly reduced for Mr. Lewis, but widened for lower level management staff. This would allow Mr. Lewis to concentrate on the 'strategic' decision-making of the organisation within a central management team, whilst allowing lower level managers to concentrate on the day to day issues of production, distribution, sales, and marketing. Regular managerial meetings would allow for updates on production, sales targets and organisational objectives which may change due to the dynamic nature of the clothing industry. A suitable structure would include weekly or monthly targets communicated to the responsible managers. Daily communication as happens at present will only reinforce managers opinions that they are not allowed to 'manage'. The flow of communication will be up as well as down the chain of command, giving local managers and subordinates a role in decision making. Those in the local facilities will be able to supply quality feedback on problems of stock, quality, retention issues etc. This will allow the management team to adjust their aims and objectives according to the latest information available. In addition to this, a well-organised system of recording and monitoring will ensure that all communication, orders, sales, returns and forecasts can be used as historic data to support future decisions.

Organisational Culture

The structure of an organisation is strongly influenced by the culture within it. A definition of culture is "the way we see and do things around here". History, traditions and structure are influencing factors on a company's culture. Behaviour of new workers within an organisation is often influenced by the 'norms' of behaviour already prevalent. The need to 'fit in' and be 'accepted' can often put pressure on individuals to conform. Culture can change over time as new people join the organisation, and as external factor change.

Charles Handy observed behaviour in a large number of organisations and described four main types of culture.

Power Culture

The centralisation of power is the main factor of this type of organisation. One person makes all the decisions. Individuals may feel suppressed by those with power. A 'Power Culture' is evident within Lewis Jeans.

Role Culture

Typically found in large organisations divided into layers of offices and officials. Power is hierarchical and determined by a person's position within the company. Strict job descriptions and communications prevail. Very little scope for individual growth or development.

Task Culture

A job or project orientated organisation. The task dictates how a team works, not strict, set down rules and regulations. The freedom and flexibility can make for a rewarding work environment. Due to the lack of formality, the management and control of a task culture can be difficult.

Person Culture

An organisation with a cluster of people, all working at the same level. Hierarchies cannot be formed without mutual consent.

Changing a culture to fit the objectives of the organisation is not straightforward. Some writers believe that the culture is created by the people, and a manager cannot change it on a whim. It is widely agreed that the actions of managers can have a profound influence on the culture within an organisation, far more so than written statements about what should happen.

A move away from the 'power culture' within Lewis Jeans could have profound effects on the attitude of workers. Empowering managers to make decisions, to run their departments, and to build confidence and desire within the workforce, to succeed for both themselves and for the organisation. A narrower span of control for the management team will force them to concentrate on the direction of the business and not be directly involved in the intricacies of production, distribution, and marketing. Providing suitable structures, quality managers, systems of work, and staff motivation needs are met, the Managing Director and his team need to be figureheads for the organisation, inspiring confidence, fairness and trust in all.

Staff Motivation

Lewis Jeans has developed a trend for a rapid turnover of staff. Less than 50% have been within the company for more than a year. This creates problems for the organisation: A lack of specialised and skilled staff. Low Morale amongst current staff. Poor image in the wider community, from where new employees may come. A lack of team vision. Little motivation to excel, and to rise to the challenges facing the company.

Managers can only perform well, and achieve the objectives required if they have an equally motivated team working with them.

To make a realistic analysis of the workers at Lewis Jeans, it is necessary to relate to some research into motivation, and lack of it.

Abraham Maslow

Maslow popularised the theory that people have needs. Maslow developed a 'Hierarchy of Needs' and concluded that when the needs of an individual were met at one level a higher level of motivation would develop. The levels from lowest to highest are: Physiological Needs Shelter & Safety Love & Belonging Esteem Self Actualisation

When applied to the workplace it can be seen that work can provide a means of helping people satisfy their needs. Not everyone has the same needs, so this must be taken into account.

Frederick Hertzberg

Hertzberg carried out research based on interviews to find out what satisfied and dissatisfied workers. He found a number off areas which were a potential cause for dissatisfaction. He called these 'Hygiene Factors'. Only when the hygiene factors have been adequately met can other factors improve performance. These are called 'Motivators'.

By considering the structure, management style, leadership and culture at Lewis Jeans, and then considering the factors mentioned above, it becomes clearer as to why the retention of staff is at a low ebb. The giving of financial bonuses and such incentives can provide short term solutions. It is necessary to consider that these production bonuses, coupled with low levels of motivation within the company are the major factor affecting the poor quality of goods. Staff have little loyalty to the organisation, and can see that turning out large quantities of goods, regardless of quality can result in useful additions to wage packets. There is a wider range of needs and motivators for most staff. If they feel used, undervalued, and have little chance of self improvement then motivation to perform will suffer. Whether it involves leaving the company, or working at levels that reduce quality purely to realise financial bonuses. These symptoms are all clearly visible within the company.

However, it is also a basis to design strategies which will alleviate such problems. Motivating the workforce through empowerment, delegation, recognition and a chance to improve themselves will promote a real change in the workforce.

Staff Appraisals

Regular staff appraisals are an essential part of developing a company's human resources. A yearly meeting with each member of staff allows both sides to highlight areas where performance has been good, and to look at areas of difficulty which may need some attention. It allows the appraisee to highlight development needs they may have; this could include training courses or aspirations for promotion. The appraiser needs to ensure that a fair and non-confrontational approach is adopted, and to make it clear that the meeting is for the benefit of both parties. Ideally, the appraiser and appraisee should have suitable paperwork to record their views at least 2-3 weeks before the appraisal meeting. When the discussion takes place, a 'meeting of minds' should occur, with both sides agreed on a way forward for the next year. An appropriate system of referral to another manager should be in place in case agreement cannot be reached. The process needs to be transparent and honest. Staff can become resentful of appraisal systems if they are not treated to all the facts surrounding the system.

Recommendations for Change

Lewis Jeans as been running under the same organisational and managerial structure for some ten years. In recent times performance has dropped and most of the problems have been created by the organisation itself. This can be changed. Changes in structure can be made fairly quickly. Cultural change can take considerably longer. Strong leadership will play a vital role in changing this culture. The recommendations below should be implemented as soon as practicable to ensure that change takes place. With a change such as this there will have to be a transitional period, but the impetus for change must be immediate.

Initiate changes to a functional structure for the company. Considerable planning will be required to implement changes in property use and re-deployment of staff. This may not be possible in certain cases and decisions will have to be made. Redundancies may be unavoidable, but should be a last resort. There is no reason why the organisation cannot introduce multiple structures to afford the best options to functional departments. Within the Finance Department there is a need for formal structures due to the procedural systems which need to be adopted. This would almost certainly set down fairly prescriptive definitions of what staff should do. Within a production or distribution department there will be considerably more scope for staff to demonstrate individual flair and team-working qualities. There is more option for an informal structure to these departments. This does not imply that an autocratic management style is suitable for any department, but demonstrates that different organisational and management structures can co-exist within one organisation.

Management and Leadership style must change. A Central Management Team will decide on aims and objectives. This should consider input from all levels of the organisation. A Staff Council allowing workers to contribute to the success of Lewis Jeans will undoubtedly motivate workers. Meetings with all levels of management will ensure that managers feel trusted and empowered to deal with their own departments, the areas in which their expertise lies.

Changes in management style will certainly affect the 'culture' within Lewis Jeans. The 'power culture' which currently exists is detrimental to the future success of the business. People will determine the success or failure of this organisation. A move towards a 'task culture' where staff work in teams, where there is little need for authoritarian management, where people feel that they can succeed and develop, should be the aspiration of the company. There can still be a discipline within the culture, but it should be more orientated towards 'self discipline' rather that autocracy.

Motivation of staff needs to be a focal point. All the recommendations above will contribute to this. Financial incentive, if delivered correctly can to a certain extent motivate workers. There are many other factors involved. A share of profits rather than production bonuses will focus staff on company success rather than short term individual gain. The need to ensure quality of goods thus increasing the good reputation of Lewis Jeans will lead to success and higher profits. These successes, which the workforce will have played a direct role in, will lead to financial reward and personal pride.

Communication between all sections must improve. Within this report we have discussed various strategies to enhance inter-personnel communication. There is also a need to communicate organisational plans to the correct areas. The Central Management Team meetings will agree strategy. This should be a consultative process. It is essential to draw on all areas of expertise within the organisation. Consultations with key staff and trades union officials / staff council members will assist co-operation. Weekly team meetings will allow concerns to be passed up the chain of command if necessary. Senior managers need to communicate directly with team leaders where possible. The telephone should be in place as a backup system. The use of electronic communication / video conferencing can be utilised for remote locations.

For growth to occur for Lewis Jeans, a wholesale evaluation of the marketing strategy needs to take place. The previous ten years have allowed Lewis Jeans to fall behind the current market leaders, with regard to diversification of the product base. The days where one style of jeans suited all are gone. There needs to be a thorough evaluation of current and future trends, and a marketing strategy adopted to reflect this. There may be a need for project team to be developed (this could draw on expertise from throughout the company) to create a radical marketing plan. This will need to consider product development, publicity, distribution methods (mail order catalogues, internet based sales, retail outlets). New products need to satisfy the needs of the existing clientele, but to drive the products into the 21st Century.

The image of the product is important. Potential users need to feel that these products can make a fashion statement. A large scale public relations exercise should be used to change opinions among the targeted public. This can consist of press releases, product publicity, advertising to show this exciting brand. If packaging is necessary it can be used to make the product noticeable, to convey the brand image, and to make it appeal to customers. Marketing therefore, needs to be at the forefront of the strategy.

Conclusion

This report places some exacting demands on Lewis Jeans. There are no simple solutions to its current problems. However, the organisation can turn its fortunes around if it accepts this report as the first building block towards future success. There will be no room for egos in the revitalised Lewis Jeans. Everyone MUST pull together to make this happen. People are the strength within this organisation, and with a unified, dynamic, progressive team, success is certain.

Management Styles - A History and Case Study

The Importance Of Marketing

Some people believe that just by being in business they will get clients or customer. They ascribe to the theory that "if they build it they will come." It rarely happens that way. If you don't let people know about your business, not only do you lose but so do they. Every business owner and solo professional needs to understand the importance of marketing.

My town had an election for town meeting representatives in April. I live in a bedroom community and the local paper had recently reported that there were not enough town meeting candidates for the required number to get elected. The town was even considering reducing that number of town meeting members because so few seemed interested.

Transition Coaching

Shortly before the election I got a flyer under my door requesting a write in vote. The woman was clear about why she wanted to be elected. She stated her qualifications and she also explained how to write in her name since her name was not on the ballot.

The Importance Of Marketing

I admired her courage, recognized her name and did in fact vote for her. Turnout was light as you might expect and she got 15 votes but she was elected.

In discussing this with my neighbor who was the one who put the flyer under my door, he told me that at the last minute her husband decided to run. Since he didn't "campaign" he was not elected. My comment to my neighbor was "I wish I had known I would have voted for him."

What a disservice people do when they have something to offer that others would benefit from but they don't let others know about it!

Do you understand the importance of marketing? Is your marketing like the woman or the man in this story? Both were well qualified for the position they were seeking. One kept it a secret and one introduced herself and made a request for a vote. Are you letting people know about your practice or keeping it a secret?

Many shy away from marketing because they think they are being pushy or that they seem desperate. In fact they are being more like the man in my story. Think of marketing as a way to alert those people who really need your services about what you have to offer.

How did my neighbor get involved in this marketing effort? He happened to be having coffee at a local coffee shop when he saw a friend having coffee with her friend. His friend's friend was the candidate. The candidate asked my neighbor to support her and he offered to help by canvassing his neighborhood. She gave him some flyers.

Marketing can be that simple. Notice what happened here. It is all about relationships. My neighbor met the candidate through a friend. I knew the woman from other organizations. You'd be surprised at how many people you know and your marketing action can start with them.

Of course your friends may not be in your target market but they may know someone who is in your target market or someone who could be a referral source for you. It is said that everyone knows about 250 people and each of them knows 250 etc.

Marketing can be as simple as tapping into your social network and asking people to help you. The importance of marketing to any business venture cannot be underestimated.

Take Action

1. Who are your 250? Have you told them what you are doing? Start with those you feel most comfortable with first and begin calling them.

2. Use your elevator speech when contacting them. http://www.asparker.com/rts0507.html

3. Practice giving examples of how you have used your strengths in job situations. Sometimes just saying something out loud can get you beyond the discomfort. Practice with someone listening to you after you've done it alone for a while.

4. Try creating your own network at LinkedIn http://www.linkedin.com Anyone who does this can add me to their network.

The Importance Of Marketing

The Journey From Comfort to Possibility by Stefanie Zizzo Career & Life Coach Raleigh NC

The Journey From Comfort to Possibility by Stefanie Zizzo Career & Life Coach Raleigh NC Video Clips. Duration : 0.92 Mins.


www.stefaniezizzo.com Stefanie Zizzo, Career Coach, Life Coach and Speaker gives a brief overview of her book, The Journey From Comfort to Possibility 5 Steps to Gaining Clarity, Confidence and Direction in Your Life and Career. This is one of the resources she offers to keep you focused and moving forward in your career and life. Would you like some help on your journey? Contact Stefanie Zizzo Career & Life Coach for a free consultation at 919-744-9722, stefanie@stefaniezizzo.com or www.stefaniezizzo.com To learn more about or purchase the workbook go to http bit.ly

Tags: Stefanie Zizzo, Career Coach, Life Coach, self help workbook, personal transition, professional development

Butch Lauffer: Tactical Flexibility with the 4-2-3-1 System

Butch Lauffer: Tactical Flexibility with the 4-2-3-1 System Video Clips. Duration : 0.42 Mins.


In this DVD, Coach Lauffer demonstrates how this system can be adjusted for stronger defensive or offensive formations, the roles of the players, winning the ball, transition, angles of recovery, pass timing, and attacking.Check out the entire soccer DVD at: www.championshipproductions.com If you're interested in more instructional soccer DVDs, visit: www.championshipproductions.com Since 1976, Championship Productions has been the world's #1 producer and distributor of instructional DVDs for coaches and athletes!

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วันจันทร์ที่ 16 มกราคม พ.ศ. 2555

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

Transformational leadership theory is all about leadership that creates positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole. James MacGregor Burns first brought the concept of transformational leadership to prominence in his extensive research into leadership.

"Essentially the leader's task is consciousness-raising on a wide plane. The leader's fundamental act is to induce people to be aware or conscious of what they feel - to feel their true needs so strongly, to define their values so meaningfully, that they can be moved to purposeful action."

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In this leadership style, the leader enhances the motivation, moral and performance of his follower group. So according to MacGregor - transformational leadership is all about values and meaning, and a purpose that transcends short-term goals and focuses on higher order needs.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

At times of organisational change, and big step change, people do feel insecure, anxious and low in energy - so in these situations and especially in these difficult times, enthusiasm and energy are infectious and inspiring.

And yet so many organisational changes fail because leaders pay attention to the changes they are facing instead of the transitions people must make to accommodate them.

In my view it is the responsibility of the director leading the change to supply an infusion of positive energy.
The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

The transformational approach also depends on winning the trust of people - which is made possible by the unconscious assumption that they too will be changed or transformed in some way by following the leader.

This is often seen in military commanders and wartime political leaders. An example of this would be the way in which Lady Thatcher - as Prime Minister of the UK Government during the Falklands War in 1982 - was able to engender an enhanced feeling of British national identity amongst the UK population.

Sounds like this leadership style is ideally suited to change management, doesn't it? However - this approach requires absolute integrity and personal behaviour that is consistent and resonant with your vision and message.

I can recall a ridiculous situation, at one UK company I was involved with, where the directors were attempting to effect a culture change of greater inter-departmental trust and communication yet still retained a separate directors dining room and specially allocated car parking places closest to the office front door!

OK here's the important bit - how NOT to apply transformational leadership theory to change management

- Be preoccupied with power, position, politics and perks
- Stay focused on the short-term
- Be hard data oriented
- Focus on tactical issues
- Work within existing structures and systems
- Concentrate on getting the job done
- Focus processes and activities that guarantee short-term profits

Doesn't all this just sound like a description of a typical good project manager with a task driven mentality?

And hey, I have nothing against this style of leadership and management. There is a time and place for the Attila the Hun school of leadership. I have done it many times myself and very effectively - and with no regrets.

But, this leadership style is not enough in a change management situation and particularly in the current climate.

The four components of the transformational leadership style are:

(1) Charisma or idealised influence - the degree to which the leader behaves in admirable ways and displays convictions and takes stands that cause followers to identify with the leader who has a clear set of values and acts as a role model for the followers.

(2) Inspirational motivation - the degree to which the leader articulates a vision that is appeals to and inspires the followers with optimism about future goals, and offers meaning for the current tasks in hand.

(3) Intellectual stimulation - the degree to which the leader challenges assumptions, stimulates and encourages creativity in the followers - by providing a framework for followers to see how they connect [to the leader, the organisation, each other, and the goal] they can creatively overcome any obstacles in the way of the mission.

(4) Personal and individual attention - the degree to which the leader attends to each individual follower's needs and acts as a mentor or coach and gives respect to and appreciation of the individual's contribution to the team. This fulfills and enhances each individual team members' need for self-fulfillment, and self-worth - and in so doing inspires followers to further achievement and growth.

Transformational leadership applied in a change management context, is ideally suited to the holistic and wide view perspective of a programme based approach to change management and as such is key element of successful strategies for managing change.

And, to ensure that you ARE employing successful strategies for managing change - that are appropriate to your organisation - you need to know how to apply: (a) these transformational leadership skills, AND (b) how to apply the supporting programme management based processes - to ensure that you avoid the catastrophic 70% failure rate of ALL business change initiatives.

Transformational Leadership Theory - The 4 Key Components in Leading Change & Managing Change

Life Coach Oriah Miller Welcoming

Life Coach Oriah Miller Welcoming Video Clips. Duration : 0.47 Mins.


What is re-birth? In the current times that we are living, you may have noticed a shift in consciousness in the planet. We are aware of this shift, as it permeates every ounce of our lives, especially with the people that we encounter and meet along the way. People are searching for more, reaching higher and demanding a healthier, better and happier life. These are exciting times to be alive on this planet, as we are challenged by so much, and are growing so quickly. I believe spiritual awakening a process of divine timing which is different for everyone. Introducing rebirth, or even walking them through phases of it without the organic process in which they get there themselves, seems unnatural to me. I have guided people through this process, but they have already come to me after much of the labor is underway, and the ego death is immanent. I would never dream of introducing someone to the awakening process unless they are already in process. I simply am a guide. oriahlifecoaching.wordpress.com Are you tied up in knots? "Manifesting Your Dreams" by Oriah Miller 'Law Of Attraction In Action' Welcome! No one does it alone. We are all in need of support. Leaders in the community, teachers, CEO's, small business owners, artists, coaches themselves, women, men and children- every successful person got to where they are with the help and support of an individual or team. If you have determined you may need coaching, counseling or support in your personal life, endeavors ...

Tags: law of attraction, personal, physical, purpose, quantum reality, secret, life coaching, re-birth, death of the ego, acceptance, meditation, spiritual awakening, rebirth, channeling, reawakening

วันอาทิตย์ที่ 15 มกราคม พ.ศ. 2555

RunBare Reviews: GoMotion innovative lighting gear for night runners

RunBare Reviews: GoMotion innovative lighting gear for night runners Tube. Duration : 3.60 Mins.


www.RunBare.com Chief Coaching Officer, Michael Sandler reviews GoMotion lighting gear to aid in night and early morning running. www.gomotiongear.com

Keywords: barefoot running, barefoot runner, barefoot run, running barefoot, barefoot minimalist shoes, transition shoes, minimalist shoe, transition shoe, barefoot ted, chris mcdougall, runbare, michael sandler, running, athletic gear, christopher mcdougall, running gear, runner, running tips, running info, running advice, night running, trail running, road running, distance running, jogging, ultra running, trail race, road race, gomotion, lighting gear

dress for success

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The mission of Dress for Success Erie is to promote the economic independence of women in transition by providing professional attire, a network of support and the career development tools to help women thrive in work and in life. This video tells how Dress for Success has helped these three women. erie@dressforsuccess.org www.dressforsuccess.org/erie

Tags: dress, for, success, sucess, dress for success, business, training, coach, personal coaching, attraction, development, speaker, motivation, inspiration, non-profit, erie, pa erie pa, succeed, frank strumila, clothing, bayfront convention center, purse and pearls, luncheon, awesome, amazing, women, fstrumila

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Finding Time to Network tip - be seen as an export in your field. Examiner.com is a way to be seen as an expert and get paid

Tags: Laura Lee Rose, lauraleerose.com, Blooming entrepreneurs, Freedom, Balance, Transition, Transition strategies, Rose Coaching, next chapter, 360 degree, success, inspire, growth, personal development, entrepreneurs, time management

7 Rules For Managing Grief and Loss

Grief and loss are inherent parts of life. No one gets off scott free from facing the emotional and physical pain of accepting the death of a loved one. Yet, all too frequently, we maximize our pain out of a lack of insight into the reality of major change and the common problems of adapting to life without the beloved.

Here are seven rules that will help in the challenge to deal with the inevitable changes to be faced and re-orienting to a new and different life.

Transition Coaching

1. Never allow thoughts to turn into actions without your full consent. Negative thoughts pervade most loss experiences. We tend to look back at what we lose and ahead to all the real and imaginary obstacles that have to be faced. This occurs in an atmosphere of fear and confusion which maximizes our concerns. Then a universal law takes effect: what we focus on expands. In this case, fear grows and the obstacles appear insurmountable. There is nothing wrong with being scared in facing the new and here is how you can deal with it.

7 Rules For Managing Grief and Loss

Full consent always implies deliberation. Deliberation means reasoned dialogue and thinking. Frequently, get with those you trust to share all concerns and ask for feedback on your thoughts. Let the fear, guilt, or loneliness out. Not easy to do, but the results will be essential in making the right choices and defusing limiting beliefs and fears. Doing the right thing will take courage that you can muster with help from friends. Use them with humility.

2. Be open to new ideas, assumptions, and beliefs. Loss challenges our beliefs about life and death. Grief is a time when reevaluating the way we were taught that life is, usually has to be challenged. There is more to its mystery than our little version. For most, there is a lot to learn, especially in how to accept impermanence.

Big, life-changing events often cause us to examine our values and put things in perspective. Revising beliefs will also bring new meaning to loss and an easier reinvestment in life. In reality, loss is a great teacher of the importance of relationships, humility, and gratitude.

3. Allow failure to be viewed as a normal part of coping well. Accepting failure as a tool for learning always spawns success. Having been utilized for centuries, it is just as true for coping with loss as it has been with some of the greatest inventions.

Be aware that we are programmed early in life to expect immediate success or to feel we are not up to the task. Examining where we make mistakes, and taking action to rectify them, is the road to follow. See failure when grieving as a friend, as part of your education about loss and life.

4. Start reconnecting as soon as possible. Loss and the emotions that accompany it are strong forces of isolation. Isolation especially hinders your ability to adapt and accept the new conditions of existence. Everyone needs a variety of connections; they are surefire lifelines. Do this: strengthen connections to your faith, friends, work, and mission because it is critical to reinvesting in life and developing new routines.

New routines are an absolute must due to the absence of our loved one. Make these new routines into new habits, which is an important key to coping well.

5. Cultivate solitude on a regular basis. Take time out each day just for yourself. This is just as important as building your circle of interpersonal relationships. It is a positive state time leading to comfort, enhanced spirituality, and creative coping with your great loss.

Find a place where you enjoy being alone, a particular room in your home, an area in a park, at the Beach, or some other natural setting. Give yourself permission to take a cry break or listen to soothing music. Take a walk by yourself. Meditate. Meditation will reduce your stress and raise your energy level. Give yourself a pep talk. Do what is best for you.

6. Trust your inner knowing. This resource is seldom consciously used. So listen to what your intuition and your body tell you about the choices to be made and the direction to travel. You have wisdom within, if you will take the time to be honest with yourself and listen. Then make yourself take that first difficult step in tackling whatever problem you have to face that day.

When discouraging thoughts start to build take action to stop the downward spiral by asking yourself "What do I need to do right now?" Listen to what comes up from your intuitive treasure, trust it, and reverse your direction. Keep repeating this new action.

7. Make the "D" word the cornerstone of your new life. Determination is a commitment you can make. Talk to yourself and say that you are going to prevail in this difficult adaptation. Write specific inspiring phrases on a 3 by 5 card that you can whip out and read when you start feeling the blues.

Then combine your self-coaching with getting up and moving into another room or going outside when things seem unmanageable. Consider calling a best friend or develop a method (create any affirmation) to interrupt the pattern of thoughts causing discouragement. With conscious determination you can redirect emotion.

All of the above can be worked on, one rule at a time. Remember what was said earlier: what you focus on expands. This not only holds true for fear and negative thoughts. It is just as powerful for visualizing yourself meeting and successfully negotiating a particular problem. It holds true for focusing on a positive memory or a gratitude memory. Those positive events will expand in importance and assist your transition.

7 Rules For Managing Grief and Loss