Quit the quitting habit

Overcoming obstacles of poverty and sadness with dogged persistence

Never enough to eat and doing odd jobs at a young age

But a lot of stubborn to persist till the end to make things happen

That’s why he is so well known today as Charlie Chaplin!

The iron hand of his conquerors pushed him to the limit

His people sometimes thought of his approach as obsolete

Little did it tell about him from his appearance when people saw him

But he didn’t retreat and that’s why he is known as Mahatma Gandhi today!

His associates told that he didn’t have the face or grace to make it

And the initial career graph showed a downward curve for others to mock at

When the odds were against him, he worked hard toward his ideal

That is the reason he is known today as Arnold Schwarzenegger!

Just a small garage as his office to work with and nothing else

But had great ideas boiling between his ears and the desire to execute them

No education, but determined and undertook great entrepreneurial ventures

That is why he is today popularly known as Steve jobs!

Experiencing educational difficulties because of her alcoholic dad

And shook off the gender criticisms and doubts by others on her ability

And conquering the air with her sheer guts and stick-to-itiveness

That’s why she is known as today as Amelia Earhart!

Schooling was the remotest thing to approach for this child

For he had little or no schooling and a “Hopeless” for many

Nature was harsh on him; stole his hearing faculty

But never could his “will to win”, for today he is well known as Thomas Alva Edison!

“what’s in store for me in my life?”, this person had been wondering

Until one day God showered His blessings on this child more than ever

That little soul relinquished the “Quitter” cloak and resolved to be courageous

after that wonderful soul stumbled upon a few lines of truth written for it;

Behold! And record your name here:— —–, for it is you who are to be the great among people!!

Wish you all the riches to come with God’s blessings

Peter Anand

Tiba-tiba keinget ma judul lagu jadul yang satu itu n sepertinya cocok banget ma suasana hati sekarang ini.

Tuhan lagi sayaaannkk banget sama kami..me n my family..setelah kejadian blue-yellow ribbon..yang sampai sekarang masih belum ada hasil akhirnya, diselingi ama tingkah laku family member lainnya…sekarang nyampe to my dear lil’ babe.. Hix, kemarin sempet di-diagnosa TB. Setelah googling sana-sini n mantapin hati, alhamdulillah ternyata pemeriksaan lanjutan hasilnya negatif semua. But, here comes the new one… ukuran jantungnya mencurigakan!!! Jadilah this weekend, we’re going to see a new doctor to get echo test. Cross my finger..that everything will be alright…!!!

I also have to prepare for the worst. Gak berenti2 minta sama Tuhan supaya diberi ketabahan…n wish all the best (hopefully what I think the best is the same with His’….boleh gak sih berpikir seperti itu? I want my lil babe’ sehat2 aja, jd anak sholeh, pinter… I also want my dear hubby bisa cepet dapet kerjaan baru… n I also wish God will always give me strength n His blessing so I can keep my job n hev a SaMaRa family… Is it too much to asked???

I’m sure about one thing…whatever happened I can’t lost my faith on Him…so : you just have to KEEP THE FAITH!!!

tonight i’ve got call from someone…

he was my ex-boyfriend and we were dating for almost 7 years..

a long time to knew each other

well after almost a year he called me and guess we still have the connection

he has been thinking of me lately…uhmm that was he said to me

we were talking about our day and life

our dreams and hopes

and finally he said he will be with me

always be with me until i can fix all my problem

someone from the past

come after a year we lost contact

he seemed my mind reader

he seemed my guardian angel

always be my side when i feel world is not fair for me

he is the one that i always love…though he was engage with other girl but we still being a best friend

I am so oober excited about this one-day retreat coming up in December! If this isn’t just what you need to get things going, I don’t know what is! The part that gives me butterflies is that 2 people have already registered and I haven’t sent invites out yet! 2 people may sound like a low number, but not when there’s only 10 spots. I want us to be able to talk to one another, listen and learn as well as ask questions from the guests who are sharing their time and really maximize on that intimate setting… that’s why only 10 spots are available. I really want you to come! Not for me, but for you! The registration is $125, and believe me, this isn’t something I’m making a dime on. The cost totally encompasses the wide range of services, activities and goodies you’ll get! So get lifted with me! 2010, New Skin. Luke 5:27-29. ~Victoria

Lips are sealed.

Eyes are open.

Words are thought,

Though never spoken.

Can the habit of a lifetime ever be changed?

It is more difficult than it sounds.

But with the right amount of willpower,

Can it be done?

Can the stitched sewing the lips together be torn?

Can they be picked away?

Can the dam be removed,

So that a river of words may flow?

Flow into a sea of opinion,

Be released into the world.

Not locked up in a pond,

Waiting to wither and die,

To evaporate without ever being heard.

The dam must be smashed.

With the right amount of willpower,

The words may be free.

Everything he touches crumbles to dust

The feeling of his fingertips destructing all they hold.

Every song he listens to eventually stops playing

With silence the only sound daring to approach his ears.

Every book he reads falls apart

It’s pages withering as his eyes consume the words.

Every person he loves soon departs

Recoiling away from the heart he offers.

The Beginning

I love him and then I didn’t. I loved it and now I hate it. I loved it, then I lost it. The switch happens at times without notice. Normally, we move from one mode of thinking to another. Some call it growth, others call it fickle. No matter which side of the path you walk there are always borders trying to keep you steady. Sigmund Freud and his theories busily boxed in your emotions, tendencies, social parameters, and answered the whats and whos of normalcy. If he were alive today would any of us be normal? So why not create your own normal. Throw out the mirror stage with the paradigms. Release yourself for one day. Dive into his perception of madness, just for a second. Dare to see someone else in that mirror and see what happens. Now do not go out and commit some heinous crime for giggles. This is an internal deconstruction. Keep it neat. Go back and rewrite the messages you were fed from birth. In other words, re-become self. I chose to exaggerate this methodology because it must be a complete, no holds barred washing. Embrace the Afterdeath experience.

Going through a trial shakes loose everything we know and love about ourselves. Standing on line at a food pantry for the first time puts one in a place outside of the self we knew already. Picture a construction worker, Mike, who has made a good living for 15 years. In his mind, this life will go on forever – he is still young at 33. There are 3 cars in his driveway; one family car, a brand new pick up, and his toy. He may also have a boat. Not yacht size, but still a sign of prosperity as neighbors pass his neatly kept home. He has three children; 10, 7, and 3. His wife, Ellen, has never worked since their marriage. Before that, she was a waitress in a corner restaurant.

Ellen watches the home shopping channels between clipping coupons and catching sales at the malls. Their home is a collage of Southern Living, Better Homes & Garden, House & Home, and Chicago Home & Garden magazines. Lunch with the girls is always at her home. It always concludes with a replication of the latest infomercial, along with product demonstration and price. The girls fawn, and one by one excuse themselves for another appointment.

 Mike falls from a 15 ft. ladder at work and is rushed to the hospital. His leg is fractured in three places. No matter, he has also severed his spinal cord on a metal shard poking out of the ground. Mike has minimal health insurance, which includes a $500 co-pay. There is no savings nor retirement plan deep enough to cover his rehabilitation or mortgage costs.  After two years, the couple is financially, mentally, and socially dead.

The couple has sells their home to pay for hospital and aftercare costs. Their lives in the small apartment on the other side of town, affords them little after rent and utilities. Ellen is forced to seek out the food pantries in her area. This is the beginning of her life in the Afterdeath.

The Beginning

I love him and then I didn’t. I loved it and now I hate it. I loved it, then I lost it. The switch happens at times without notice. Normally, we move from one mode of thinking to another. Some call it growth, others call it fickle. No matter which side of the path you walk there are always borders trying to keep you steady. Sigmund Freud and his theories busily boxed in your emotions, tendencies, social parameters, and answered the whats and whos of normalcy. If he were alive today would any of us be normal? So why not create your own normal. Throw out the mirror stage with the paradigms. Release yourself for one day. Dive into his perception of madness, just for a second. Dare to see someone else in that mirror and see what happens. Now do not go out and commit some heinous crime for giggles. This is an internal deconstruction. Keep it neat. Go back and rewrite the messages you were fed from birth. In other words, re-become self. I chose to exaggerate this methodology because it must be a complete, no holds barred washing. Embrace the Afterdeath experience.

Going through a trial shakes loose everything we know and love about ourselves. Standing on line at a food pantry for the first time puts one in a place outside of the self we knew already. Picture a construction worker, Mike, who has made a good living for 15 years. In his mind, this life will go on forever – he is still young at 33. There are 3 cars in his driveway; one family car, a brand new pick up, and his toy. He may also have a boat. Not yacht size, but still a sign of prosperity as neighbors pass his neatly kept home. He has three children; 10, 7, and 3. His wife, Ellen, has never worked since their marriage. Before that, she was a waitress in a corner restaurant.

Ellen watches the home shopping channels between clipping coupons and catching sales at the malls. Their home is a collage of Southern Living, Better Homes & Garden, House & Home, and Chicago Home & Garden magazines. Lunch with the girls is always at her home. It always concludes with a replication of the latest infomercial, along with product demonstration and price. The girls fawn, and one by one excuse themselves for another appointment.

 Mike falls from a 15 ft. ladder at work and is rushed to the hospital. His leg is fractured in three places. No matter, he has also severed his spinal cord on a metal shard poking out of the ground. Mike has minimal health insurance, which includes a $500 co-pay. There is no savings nor retirement plan deep enough to cover his rehabilitation or mortgage costs.  After two years, the couple is financially, mentally, and socially dead.

The couple has sells their home to pay for hospital and aftercare costs. Their lives in the small apartment on the other side of town, affords them little after rent and utilities. Ellen is forced to seek out the food pantries in her area. This is the beginning of her life in the Afterdeath.

di 2 carrefour ayamnya abis. kehabisan stok kah?

hari ini saya sukses memuaskan nafsu tidur saya

The phone in my office rang. It was Frank Clegg, President of Microsoft Canada. Frank had just heard that my brother was very ill, and he wanted me to know that my place was to be with my family. His message was clear: go home. Microsoft will survive. My obligations would all be covered. In bold words, he told me that Microsoft cared. I was on a flight to see my brother that night. He passed away that same week. Now it’s ten years later and I still remember Frank’s voice — and I know he meant every word. The company cared.
 
Each year, we set aside a day — Valentine’s Day — to say we care. It’s kind of funny isn’t it?  Is a “caring” day really necessary, and is it effective? Do you feel more “cared” for when you receive a dozen roses at three times the price?  Do you feel any more appreciated waiting in line at your favourite restaurant all because other people are out caring too?  Stop the insanity! You can’t schedule caring, it just won’t work. You either care, or you don’t.
 
Now I realize I run the risk of being considered flaky when I bring up the notion of being a caring organization. After all, business is all about the profit and loss, right? It’s about creating shareholder value. Well, I don’t have to tell you that it’s the employees who are our real corporate value. I’ve read it, you’ve read it, and we all know it. So why is it that the number one reason employees leave is because they think we’ve stopped caring? They think they’re no longer valued or that their contributions are just not appreciated. Why is it you think you cared but your employees didn’t get it? What can you do about it? And do you even bother? This is the essence of my message this month.
I will be honest: caring is painful. It means making sacrifices, committing time you don’t have and putting the needs of your employees well in front of your own. Why are some companies so bent on caring? I think there are two main reasons. First, the law of reciprocity teaches us that people give back in kind what is given to them. You go the extra mile and they will be there for you. I may be an optimist, but I believe it’s true that employees want to be cared for and that they’ll give it back to you in spades. They will give many hours to your company, and they’ll go beyond their employee commitment if you go beyond yours. Caring organizations create employees who want to raise the bar.
 
I should warn you, though, that you can’t force reciprocity. It has to be natural, it has to be intentional, and it has to come from the heart. If people feel your caring is focused on personal gain, it won’t work. Sales professionals are notorious for calling up and inviting managers for lunch when there is a new sales opportunity on the rise. They don’t show up at any other time, but when there is an opportunity to be had, they’re right there. The best time to buy someone lunch is when they least expect it. That’s when you really show you care. Many managers are just as guilty; they give employees lots of attention when they think the employee is a flight risk or they need the employee to take on more responsibility. That’s not reciprocity, that’s manipulation and you will get caught. Caring organizations do thoughtful things without condition. They do things because it’s the right thing to do.
 
The second reason organizations choose to become caring organizations is because it is extremely expensive to replace great talent. The Workforce Consulting Group states that the cost of replacing an employee ranges from 42 percent to 244 percent of base salary, and this does not include the lost intellect that just left your building. 
 
So what can you do? First, put yourself in your employee’s shoes. If you were in their position, what might you want? A few years ago I was president of a struggling business. While cash flow was an immense struggle, we needed the undying commitment of our employees to survive. Here are some of the things we did:

• We created a relationship with a local counsellor for any employee who needed help. 
• We provided babysitting assistance for the spouse of any employee who was required to be out of town more than a week. 
• When needed, we reimbursed expenses immediately to ensure that no employee was ever inconvenienced.

Being a caring organization doesn’t mean you forget about the bottom line, it just means you think about the impact your actions will have on others. Since I was president, it was my role to make tough decisions about layoffs. I made those decisions, but I did it with dignity. We extended benefits, we provided career counselling and we looked closely at each person’s situation to ensure we always did the right thing.
 
When Valentines comes around, I will no doubt have flowers and chocolates for my wife because I really do care, but it’s when I show up that one day in June and I hand her a single rose then she (and I) will know how much I really do care. Now, what are you going to do?

Day 11:  Finding it hard today, grey clouds hanging around my head, making it hard to see the good in things.  I am alive and breathing, healthy and surrounded by good people, for this I am grateful.

Day 11: Be still my grey thoughts

I remember standing on stage, speaking to 300 people on how difficult it is to demonstrate our hidden value.  My point was most people don’t trust what they can’t see and for us to prove our worth we have to make it visible.  I really thought I had this group convinced when one person stood up and said, “Curt, if people don’t trust what they can’t see, why does three quarters of the world believe in God?” Well, I will tell you I had a divine intervention; I looked back and said, “I think God has a better sales team!”

Think about it. There are two times in your life you adopt religion: first, you are cultured through those you trust, or second, you come to a point in your life (i.e. crisis) where you see how life would be different with God in it.  It’s now five years later and I still believe that this is one of the most powerful lessons I’ve learned, and I believe this simple lesson is the foundation on which powerful employee relationships are built. Employees need to see how their life will be different with you, the employer, in it and they have to see how the company’s life is different with them in it.  Employees want to appreciate what they do, and they absolutely need to know that what they do is appreciated.  So how can you make their contribution visible?  I say take the time to show them the numbers.  Let them see, first hand, how they make a difference.

When I was President of ExecuTrain Canada, I made a decision that every employee should be invited to review our corporate financial statements and learn the basics of how their involvement impacted our performance.  What happened was that we started to see employees take ownership for managing their business and making great decisions.  Even though our business was struggling, they could see how their commitment and efforts were moving us in the right direction.  For example, when the employees saw the huge amount of money we had tied up in accounts receivable, everyone made a commitment to collect the money that was rightfully ours.  Every week we reviewed the numbers, we strategized new ideas, and the employees got further excited about the difference their contribution was making.

Our business was in very bad shape. We were trying to fend off bankruptcy. But because the employees could see how their work was making a difference, we were able to keep them focused and motivated on the task at hand —  surviving.  By letting your employees see under the hood and truly understand the challenges and opportunities of the business, you can also improve morale.  When employees are not given access to information they tend to fill in the blanks on their own.  Their thinking can often be very different from reality.  This can result in employees distrusting senior management and, more importantly, distrusting what is being communicated to them.  In fact, according to a study by Discovery Surveys, just 53 percent of employees believe the information they receive from senior management.

So let me ask you, are your employees invited to participate in a financial review?  Do they understand where and how their contribution impacts the business?  Are they empowered to suggest ideas that could help to reshape the business?  I am always surprised by how many businesses keep financial performance a secret.

Stephen Semple, president of Thinc Strategies, a Toronto based management consulting firm says that employees today want to be tied to clear actionable results.  He also says employers need to minimize performance review surprises by communicating clear expectations throughout the year.  He says that surprising employees during their performance review is a great way to lose trust and deflate morale.  He wholeheartedly believes tying performance back to financial or objective business indicators is the best way to open communication.
At ExecuTrain I created a very simple one-page report that allowed our management team to see the basic business indicators all in one view.  The report contained more than just numbers. It looked at financial performance, customer metrics, employee satisfaction, business process and investments in R&D.  It contained all of the indicators against which our business performance was measured.

This month, take the time to educate your team on the numbers.  Show them clearly how they can make a difference in the business.  Create a one page scorecard that shows them these numbers.  In the end there are no surprises, and you may just be pleasantly surprised to find your employees showing more ownership and taking more responsibility.

Relax… it’s just an expression! I wouldn’t really do it to my baby!!

You got to admit that calling your baby ugly would be a pretty darn tough thing to do. After all this would be the epitome of personal slander, wouldn’t it? I say this because sometimes the best thing you can do is take a good long hard look at yourself and call your own bluff.

I do a ton of executive coaching (business and career) and my favourite question is.. now that you know what you know would you hire you? You may be surprised how many people say no. If you are one of them it’s time to call that baby ugly and rapidly change.

Many things inspired this blog (including my own self reflection) but today was the last straw. I met an executive who has struggled for over 10 years and they can’t understand why. To me, as an outsider, the answer was pretty obvious – they needed to step back, swallow their pride and re-launch. While I hate suggesting this to a once successful executive I have to ask which is worse.. calling the baby ugly or letting the person drown? I bet if you think about it you can come up with many examples where companies (or people) held onto a failing proposition for too long and the results were devastating. We all have personal attachment to what is ours but lets not let that blind our judgement.

So, is it time to call your baby ugly? Is your business struggling because of your leadership? Is your career search stalled because of your lack of effort? Are your skills/product obsolete for today’s active market? These are tough questions to swallow but they could be real life savers for you! A favourite book when I was growing up was “That was then.. this is now.” It was about the pain of admitting things had changed and making the tough decisions to right it all. Remember: what was king yesterday might not cut it tomorrow. Companies fail because they don’t get it, just make sure that you don’t too.

This month, have the guts to sit down and ask the question that none of us want to hear… Is my baby ugly? I guarantee whether you like the answer or not it will put you on the path to a brighter future. You can blame me if you wish but I bet some day you just might be writing to say a big thanks!

Save Our Spirit (162 MB download)
After a whirlwind honeymoon, a mysterious secret society has kidnapped Mary Longstep for her mystical powers, which connect her with precious talismans from famous world destinations. Lord Longstep has set off on a grand adventure across the globe to save the love of his life and stop the DARK soceity from using the mystical treasures for their own evil purposes! Embark on a turn of the century adventure in a tale of intrigue and mystery!

exhibitions

Nu îşi dorea decât să îşi ridice cât mai des fusta cu buline, în aşa fel încât păsărica ei neepilată să fie văzută de cât mai mulţi bărbaţi. Şi făcea asta ori de câte ori avea ocazia. La bancă, în metrou, la job, la piaţă, în pasaj la Sf. Gheorghe, prin malluri sau chiar şi pe la Cărtureşti. Iar de fiecare data mustea de mulţumire.  Şi de plăcere.

Photo source here.

During a meeting with a friend of mine who’s a medium, we had a rather instructive conversation. She said that our pain and lessons bring us what we have to offer. Our gifts to others arise from where we have suffered. We can thus support others through that experience.

This struck me as similar to the idea that you have to suffer to be creative, that art arises from suffering. I think there is something valuable to see here but we can understand life better by framing this a little differently.

Often we can point to an incident in our childhood somewhere in the 7 to 11 year-old range when we were first confronted with a challenge to our sense of things. When we began to become.

For the most part, the reason we suffer is from fighting what is. Resisting what arises in our life and thus building a stash of incomplete feelings and action. When the flow of life moves through us, it runs up against these unresolved barriers. We experience this friction and resistance as discomfort, pain, and suffering. Even illness.

There is an irresistible force that is moving through our lives. The same force that creates and sustains the universe. It is the flow of love. The creative force of God. And we stand there pushing back, turning our lives into a storm. Wondering why it’s not working. That we are not knocked flat is a testament to our power.

That flow through our life that causes our biggest challenges is indeed our gift. It is what life intends for us to give by moving through us. We just have to get out of the way. Then magically, the lesson becomes a flow, the pain becomes love. Instead of suffering, we radiate.

It’s very curious really. It is only our battling with windmills (a la Don Quixote) that creates this sense of difficulty. All we have to do is stop fighting. Then the battle ends, both inside and outside.

But this can take some time. We have not been trusting life for a very long time. Our heart has been closed, our mind shadowed, our senses blinkered. We have been living a dream of separation. Yet we stand in an ocean of love.

It’s who we are. How do we miss it?  That’s why they call it the illusion.
Davidya

MindManager es una aplicación comercial que sirve para crear mapas mentales. Se puede encontrar más información aquí.

MindManager

There’s a science to having a delicious Thanksgiving.

In America, health care has some interesting demographics.

If there are no editors, does wikipedia exist?

Mental illness is not cheap.

Russia is investing in loonies.

In a number of posts here, I have spoken of the cycles of growth. Typically I refer to balance, disintegration, growth, integration, and repeat.

In a talk recently, we discussed Teilhard de Chardin’s view of evolution. He spoke of 3 phases:
1 – divergence (diversity)
2 – convergence, consolidation
3 – emergence, a step to a higher level

The first can be seen as the stages of disintegration and growth. The second integration, and the third, the new balance. The ideas are similar, but it offers another perspective. One that encourages the conception of a spiral or rising growth pattern. This does not occur in a circle.

He describes what emerges as increasing levels of complexity that result in consciousness rising. (emergence) From my perspective, I would suggest it’s more that complexity (diversity) can reflect or reveal more of the underlying process. Consciousness does not arise from complexity, rather it drives diversity to reflect itself more fully. This error is a common modern concept, similar to the idea that consciousness arises from the increased complexity of the brain – that it’s a side effect of something physical. This completely misses it’s causative and inherent nature.

He suggested evolution works through stages: geosphere > biosphere > hominization (humans) > planetization > noosphere (collective mind) > Christogenesis (divinity)  > Omega point, the goal.

As he was a Jesuit priest, his works were published posthumously.
Davidya

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