Individuals Make A Team Quotes

Individual commitment to a group effort -- that is what makes a team work, a company work, a society work, a civilization work.

[T]his readiness to assume the guilt for the threats to our environment is deceptively reassuring: We like to be guilty since, if we are guilty, it all depends on us. We pull the strings of the catastrophe, so we can also save ourselves simply by changing our lives. What is really hard for us (at least in the West) to accept is that we are reduced to the role of a passive observer who sits and watches what our fate will be. To avoid this impotence, we engage in frantic, obsessive activities. We recycle old paper, we buy organic food, we install long-lasting light bulbs—whatever—just so we can be sure that we are doing something. We make our individual contribution like the soccer fan who supports his team in front of a TV screen at home, shouting and jumping from his seat, in the belief that this will somehow influence the game's outcome.

Most people seem to get bored easily when having an easy life, and need to feed on drama and conflicts to feel alive. They are like vampires and zombies, that feed on the anger of others. The flesh and blood is replaced here by life energy. Now, the main point here is that toxic women and toxic men do make us sick. And life goes nowhere around such decadent souls. Alone, we have choices. With a mentally sick person in our life, you can’t make plans for the future. It's impossible to make long-term plans when teaming with people that are too obsessed with conflicts and selfish needs. And hopefully, there will come a time when such individuals are segregated from society and put in mental hospitals. Until that moment comes, we can only avoid them and label them toxic personalities.

It makes sense that so many introverts hide even from themselves. We live with a value system that I call the Extrovert Ideal—the omnipresent belief that the ideal self is gregarious, alpha, and comfortable in the spotlight. The archetypal extrovert prefers action to contemplation, risk-taking to heed-taking, certainty to doubt. He favors quick decisions, even at the risk of being wrong. She works well in teams and socializes in groups. We like to think that we value individuality, but all too often we admire one type of individual—the kind who’s comfortable “putting himself out there.

A talented individual without the right attitude can’t be a long-term sustainable winner. A person with great attitude but with limited talent could still be a great champion member of the team. A combination of these two will make the person a real winner.

The strength of individual greatness makes a great team.

The goal for us as individuals is to know our WHY so that we can more easily find the right tree and the right nest. The goal for an organization is to know its WHY in order to attract the right birds. And the goal for each team within the company is to make sure that they have the right birds in each nest—those who will work together most effectively to contribute to the organization’s higher purpose and cause.

A well-meaning team of people can sometimes make horrible decisions that no single individual would make. Groupthink, and an unwillingness to disagree with the bosses, was too often a problem at NASA... None of us is as dumb as all of us.

What roles do you want to play? Consider, for example the roles of: team builder; manager; individual contributor; change agent; technical expert; relationship builder; trouble shooter; someone who makes things happen; consolidator; problem solver; conceptualizer; big picture thinker; marketer; decision-maker; talent spotter/nurturer; mentor; turnaround artist; mediator.

It seems to me that the greatest triumph of any human rights movement, be it fighting for racial, religious, sexual or gender equality – is to achieve that moment where eyes are opened so wide that a sort of blindness sets in. I don’t care if someone is black, white, gay or straight. I don’t care if a woman has children or no – I just want to know who they are. [...] At the end of the day, gender differences seem to me to be just a tiny, tiny drop in the great expanse of things that make people unique. Unique, not ‘different’, not ‘other’ merely another piece of that great teaming mass that makes up the wonderfully rich, thrillingly varied definition of ‘humanity’." [Playing Butch: Blog entry, February 24, 2014]

If an individual on the team is not performing at the level required for the team to succeed, the leader must train and mentor that underperformer. But if the underperformer continually fails to meet standards, then a leader who exercises Extreme Ownership must be loyal to the team and the mission above any individual. If underperformers cannot improve, the leader must make the tough call to terminate them and hire others who can get the job done. It is all on the leader.

Meeks was telling him about the value of work. He said that it had been his personal experience that if you wanted to get ahead, you had to work. He said this was the law of life and it was no way to get around it because it was inscribed on the human heart like love thy neighbour. He said these two laws were the team that worked together to make the world go round and that any individual who wanted to be a success and win the pursuit of happiness, that was all he needed to know.

So we ran the experiment. For a period of time, in our control groups of Googlers, people who were nominated for cash awards continued to receive them. In our experimental groups, nominated winners received trips, team parties, and gifts of the same value as the cash awards they would have received. Instead of making public stock awards, we sent teams to Hawaii. Instead of smaller awards, we provided trips to health resorts, blowout team dinners, or Google TVs for the home. The result was astounding. Despite telling us they would prefer cash over experiences, the experimental group was happier. Much happier. They thought their awards were 28 percent more fun, 28 percent more memorable, and 15 percent more thoughtful. This was true whether the experience was a team trip to Disneyland (it turns out most adults are still kids on the inside) or individual vouchers to do something on their own. And they stayed happier for a longer period of time than Googlers who received money. When resurveyed five months later, the cash recipients’ levels of happiness with their awards had dropped by about 25 percent. The experimental group was even happier about the award than when they received it. The joy of money is fleeting, but memories last forever.

Each part is necessary to make a whole.

The athletes and coaches are the team, but the parents and families make it a program.

An individual can make a difference, but a team makes a miracle.” Doug Pederson, Head Coach of the Philadelphia Eagles, after winning 2018 Super Bowl LII

An individual can make a change but a team can make a revolution.

It's imperative for leaders to empower individuals to make decisions. This demonstrates trust and fosters a sense of ownership within the team.

Tortured Genius.” By this, he did not mean the artist or musician who suffers from mental health issues, but in the context of ownership. No matter how obvious his or her failing, or how valid the criticism, a Tortured Genius, in this sense, accepts zero responsibility for mistakes, makes excuses, and blames everyone else for their failings (and those of their team). In their mind, the rest of the world just can’t see or appreciate the genius in what they are doing. An individual with a Tortured Genius mind-set can have catastrophic impact on a team’s performance.

A title or promotion does not make anyone a leader. Leadership emerges from the character, qualities, and capacities of the individual. Make no mistake about it, authentic leadership is personal.

Normally, the easiest way to [use money to get more money, i.e. capitalism] is by establishing some kind of formal or de facto monopoly. For this reason, capitalists, whether merchant princes, financiers, or industrialists, invariably try to ally themselves with political authorities to limit the freedom of the market, so as to make it easier for them to do so. From this perspective, China was for most of its history the ultimate anti-capitalist market state. Unlike later European princes, Chinese rulers systematically refused to team up with would-be Chinese capitalists (who always existed). Instead, like their officials, they saw them as destructive parasites--though, unlike the usurers, ones whose fundamental selfish and antisocial motivations could still be put to use in certain ways. In Confucian terms, merchants were like soldiers. Those drawn to a career in the military were assumed to be driven largely by a love of violence. As individuals, they were not good people, but they were also necessary to defend the frontiers. Similarly, merchants were driven by greed and basically immoral; yet if kept under careful administrative supervision, they could be made to serve the public good. Whatever one might think of the principles, the results are hard to deny. For most of its history, China maintained the highest standard of living in the world--even England only really overtook it in perhaps the 1820s, well past the time of the Industrial Revolution.

NBA superstar David Robinson remarked, “I think any player will tell you that individual accomplishments help your ego, but if you don’t win, it makes for a very, very long season. It counts more that the team has played well.

alignment is the necessary condition before empowering the individual will empower the whole team. Empowering the individual when there is a relatively low level of alignment worsens the chaos and makes managing the team even more difficult:

Ironically, for peer-to-peer accountability to become a part of a team’s culture, it has to be modeled by the leader. That’s right. Even though I said earlier that the best kind of accountability is peer-to-peer, the key to making it stick is the willingness of the team leader to do something I call “enter the danger” whenever someone needs to be called on their behavior or performance. That means being willing to step right into the middle of a difficult issue and remind individual team members of their responsibility, both in terms of behavior and results. But most leaders I know have a far easier time holding people accountable for their results than they do for behavioral issues. This is a problem because behavioral problems almost always precede results. That means team members have to be willing to call each other on behavioral issues, as uncomfortable as that might be, and if they see their leader balk at doing this, then they aren’t going to do it themselves.

With such variation in individuals on the team, the challenge for any leader was to raise the level of every member of the team so that they could perform at their absolute best. In order to do that, a leader must make it his or her personal mission to train, coach, and mentor members of the team so they perform to the highest standards—or at least the minimum standard. But there is a dichotomy in that goal: while a leader must do everything possible to help develop and improve the performance of individuals on the team, a leader must also understand when someone does not have what it takes to get the job done. When all avenues to help an individual get better are exhausted without success, then it is the leader’s responsibility to fire that individual so he or she does not negatively impact the team.

I like innovation. I like ideas. I like people and I like being part of winning teams. I don't gamble, I don't watch sports, I don't do any of those things. What I like to do is bet on people in the innovation business, so as soon as I had the capacity, that’s what I started doing as an individual—writing some small checks, and then some bigger checks.

For God’s sake, enough. Fauci isn’t your friend. He’s a fiend. Franklin was one of our beloved Founding Fathers, but Fauci is an unfounding deadbeat dad. Nearly every premise he has asserted from the beginning has either been a well-intentioned or purposeful undermining of truth, the Constitution, the rule of law, common decency, and individual liberty. A year under Fauci’s thumb makes King George III’s madness look like the JV team, and that’s not even talking about the mental health cataclysm that awaits. His time as the Wormtongue-esque shadow casting a pall over our nation must come to an end. But for that freedom to return, our own fear that has become our idol has to go. Time to throw that idol into the fire…

I have always noticed in high school yearbooks the similarity of all the graduate write-ups—how, after only a few pages, the identities of all the unsullied young faces blur, how one person melts into another and another: Susan likes to eat at Wendy’s; Donald was on the basketball team; Norman is vain about his varsity sweater; Gillian broke her arm on Spring Retreat; Brian is a car nut; Sue wants to live in Hawaii; Don wants to make a million and be a ski bum; Noreen wants to live in Europe; Gordon wants to be a radio deejay in Australia. At what point in our lives do we stop blurring? When do we become crisp individuals? What must we do in order to end these fuzzy identities—to clarify just who it is we really are?

In fact, a nation that is full of hives is a nation of happy and satisfied people. It’s not a very promising target for takeover by a demagogue offering people meaning in exchange for their souls. Creating a nation of multiple competing groups and parties was, in fact, seen by America’s founding fathers as a way of preventing tyranny.60 More recently, research on social capital has demonstrated that bowling leagues, churches, and other kinds of groups, teams, and clubs are crucial for the health of individuals and of a nation. As political scientist Robert Putnam put it, the social capital that is generated by such local groups “makes us smarter, healthier, safer, richer, and better able to govern a just and stable democracy.”61

The only way you can light other people on fire is to be lit yourself, from the inside. Professional, cool, focused. If you had a bad night and you can’t show up the next day ready to go, or you can’t show up at all, that doesn’t affect just you, it affects everyone around you. A professional doesn’t let other people down just because of personal issues. If you need to show up, you show up. You might detest every individual in the room, but if your presence makes them all feel better, if it pulls the team together, if it results in better performances, then you’ve helped yourself to get one step closer to your own goal. That’s how you get others to come up to your level: show them where it is, and set the example that allows them to get there.

After identifying the adaptable and networked nature of Al Qaeda, the general and his team explored why traditional organizations aren’t adaptable. One conclusion they reached was that agility and adaptability are normally limited to small teams. They explored the traits that make small teams adaptable, such as trust, common purpose, shared awareness, and the empowerment of individual members to act.

That is one of the most difficult dichotomies of leadership.” “What is?” the regional manager asked. “The fact that you care about your people more than anything—but at the same time you have to lead them. And as a leader, you might have to make decisions that hurt individuals on your team. But you also have to make decisions that will allow you to continue the mission for the greater good of everyone on the team.

When subordinates aren’t doing what they should, leaders that exercise Extreme Ownership cannot blame the subordinates. They must first look in the mirror at themselves. The leader bears full responsibility for explaining the strategic mission, developing the tactics, and securing the training and resources to enable the team to properly and successfully execute. If an individual on the team is not performing at the level required for the team to succeed, the leader must train and mentor that underperformer. But if the underperformer continually fails to meet standards, then a leader who exercises Extreme Ownership must be loyal to the team and the mission above any individual. If underperformers cannot improve, the leader must make the tough call to terminate them and hire others who can get the job done. It is all on the leader.

Where Are You Holding Up Your Team? If you are not asking the members of your team how you can serve them, you may be holding them up. To find out, go to each team member individually and ask, “What could I do for you that would make your job easier, make you more successful, and make the team better?” Listen without interrupting to what people have to say, and then try to figure out ways to do what you can to serve them.

Survivorship bias can become especially pernicious when you become a member of the ‘winning’ team. Even if your success stems from pure coincidence, you’ll discover similarities with other winners and be tempted to mark these as ‘success factors’. However, if you ever visit the graveyard of failed individuals and companies, you will realise that its tenants possessed many of the same traits that characterise your success.

Here we’ll describe four signs that you have to disengage from your autonomous efforts and seek connection. Each of these emotions is a different form of hunger for connection—that is, they’re all different ways of feeling lonely: When you have been gaslit. When you’re asking yourself, “Am I crazy, or is there something completely unacceptable happening right now?” turn to someone who can relate; let them give you the reality check that yes, the gaslights are flickering. When you feel “not enough.” No individual can meet all the needs of the world. Humans are not built to do big things alone. We are built to do them together. When you experience the empty-handed feeling that you are just one person, unable to meet all the demands the world makes on you, helpless in the face of the endless, yawning need you see around you, recognize that emotion for what it is: a form of loneliness. ... When you’re sad. In the animated film Inside Out, the emotions in the head of a tween girl, Riley, struggle to cope with the exigencies of growing up.... When you are boiling with rage. Rage has a special place in women’s lives and a special role in the Bubble of Love. More, even, than sadness, many of us have been taught to swallow our rage, hide it even from ourselves. We have been taught to fear rage—our own, as well as others’—because its power can be used as a weapon. Can be. A chef’s knife can be used as a weapon. And it can help you prepare a feast. It’s all in how you use it. We don’t want to hurt anyone, and rage is indeed very, very powerful. Bring your rage into the Bubble with your loved ones’ permission, and complete the stress response cycle with them. If your Bubble is a rugby team, you can leverage your rage in a match or practice. If your Bubble is a knitting circle, you might need to get creative. Use your body. Jump up and down, get noisy, release all that energy, share it with others. “Yes!” say the people in your Bubble. “That was some bullshit you dealt with!” Rage gives you strength and energy and the urge to fight, and sharing that energy in the Bubble changes it from something potentially dangerous to something safe and potentially transformative.

Pooled interdependence is least demanding. That’s when organizations combine, or “roll up,” the separate and independent efforts of people or parts. They have little need—or it is impossible—for them to communicate or collaborate. Think of the team gymnastics competition at the Olympics. Teammates give one another advice and support. But team performance is based solely on adding up individual scores on the floor exercise, parallel bars, and such.

A social organism of any sort whatever, large or small, is what it is because each member proceeds to his own duty with a trust that the other members will simultaneously do theirs. Wherever a desired result is achieved by the co-operation of many independent persons, its existence as a fact is a pure consequence of the precursive faith in one another of those immediately concerned. A government, an army, a commercial system, a ship, a college, an athletic team, all exist on this condition, without which not only is nothing achieved, but nothing is even attempted. A whole train of passengers (individually brave enough) will be looted by a few highwaymen, simply because the latter can count on one another, while each passenger fears that if he makes a movement of resistance, he will be shot before anyone else backs him up. If we believed that the whole car-full would rise at once with us, we should each severally rise, and train-robbing would never even be attempted. There are, then, cases where a fact cannot come at all unless a preliminary faith exists in its coming. And where faith in a fact can help create the fact, that would be an insane logic which should say that faith running ahead of scientific evidence is the 'lowest kind of immorality' into which a thinking being can fall. Yet such is the logic by which our scientific absolutists pretend to regulate our lives!

1. Recruit the smallest group of people who can accomplish what must be done quickly and with high quality. Comparative Advantage means that some people will be better than others at accomplishing certain tasks, so it pays to invest time and resources in recruiting the best team for the job. Don’t make that team too large, however—Communication Overhead makes each additional team member beyond a core of three to eight people a drag on performance. Small, elite teams are best. 2. Clearly communicate the desired End Result, who is responsible for what, and the current status. Everyone on the team must know the Commander’s Intent of the project, the Reason Why it’s important, and must clearly know the specific parts of the project they’re individually responsible for completing—otherwise, you’re risking Bystander Apathy. 3. Treat people with respect. Consistently using the Golden Trifecta—appreciation, courtesy, and respect—is the best way to make the individuals on your team feel Important and is also the best way to ensure that they respect you as a leader and manager. The more your team works together under mutually supportive conditions, the more Clanning will naturally occur, and the more cohesive the team will become. 4. Create an Environment where everyone can be as productive as possible, then let people do their work. The best working Environment takes full advantage of Guiding Structure—provide the best equipment and tools possible and ensure that the Environment reinforces the work the team is doing. To avoid having energy sapped by the Cognitive Switching Penalty, shield your team from as many distractions as possible, which includes nonessential bureaucracy and meetings. 5. Refrain from having unrealistic expectations regarding certainty and prediction. Create an aggressive plan to complete the project, but be aware in advance that Uncertainty and the Planning Fallacy mean your initial plan will almost certainly be incomplete or inaccurate in a few important respects. Update your plan as you go along, using what you learn along the way, and continually reapply Parkinson’s Law to find the shortest feasible path to completion that works, given the necessary Trade-offs required by the work. 6. Measure to see if what you’re doing is working—if not, try another approach. One of the primary fallacies of effective Management is that it makes learning unnecessary. This mind-set assumes your initial plan should be 100 percent perfect and followed to the letter. The exact opposite is true: effective Management means planning for learning, which requires constant adjustments along the way. Constantly Measure your performance across a small set of Key Performance Indicators (discussed later)—if what you’re doing doesn’t appear to be working, Experiment with another approach.

-The world, even the smallest parts of it, is filled with things you don't know. (page 97) -If you let people into your life a little bit, they can be pretty damn amazing. (page 129) -Well, life is a constant struggle between being an individual and being a member of the community. (page 132) -It's okay, Coach said to me, but he was talking to the whole team. If you care about something enough, it's going to make you cry. But you have to use it. Use your tears. Use your pain. Use your fear. Get mad, Arnold, get mad. (page 144) -The quality of a man's life is in direct proportion to his commitment to excellence, regardless of his chosen field of endeavor. (page 148) -My grandmother's last act on earth was a call for forgiveness, love, and tolerance. (page 157) -I used to think the world was broken down by tribes, I said. By black and white. By Indian and white. But I know that isn't true. The world is only broken into two tribes: The people who are assholes and the people who are not. (page 176)

To say that feminism is good for boys, that diversity makes a stronger team, or that collective liberation promises a greater, deeper freedom than the individual freedoms we know is comforting and true enough. But just as true, and significantly less consoling, is the guarantee that some will find the world less comfortable in the process of making it habitable for others. It would be easier to give up some privileges if it weren’t so traumatic to lose, as it is in our ruthlessly competitive and frequently undemocratic country.

The Paradox of Being Human HUMAN BEINGS EXIST as individuals and as members of groups at all times. I am one and I am one of many . . . always. This also creates some inherent conflicts of interest. When we make decisions, we must weigh the benefits to us personally against the benefits to our tribe or collective. Quite often, what’s good for one is not necessarily good for the other. Working exclusively to advance ourselves may hurt the group, while working exclusively to advance the group may come at a cost to us as individuals.

Music written by teams makes the authorship of a piece indistinct. Could it be that when hearing a song written by a team, a listener can sense that they aren't hearing an expression of a solitary individual's pain or joy, but that of a virtual conjoined person? Can we tell that an individual singer might actually represent a collective, that he might have multiple identities? Does that make the sentiments expressed more poetically universal? Dan eliminating some portion of the authorial voice make a piece of music more accessible and the singer more empathetic?

But Berns’s study also shed light on exactly why we’re such conformists. When the volunteers played alone, the brain scans showed activity in a network of brain regions including the occipital cortex and parietal cortex, which are associated with visual and spatial perception, and in the frontal cortex, which is associated with conscious decision-making. But when they went along with their group’s wrong answer, their brain activity revealed something very different. Remember, what Asch wanted to know was whether people conformed despite knowing that the group was wrong, or whether their perceptions had been altered by the group. If the former was true, Berns and his team reasoned, then they should see more brain activity in the decision-making prefrontal cortex. That is, the brain scans would pick up the volunteers deciding consciously to abandon their own beliefs to fit in with the group. But if the brain scans showed heightened activity in regions associated with visual and spatial perception, this would suggest that the group had somehow managed to change the individual’s perceptions. That was exactly what happened—the conformists showed less brain activity in the frontal, decision-making regions and more in the areas of the brain associated with perception. Peer pressure, in other words, is not only unpleasant, but can actually change your view of a problem.

The first dysfunction is an absence of trust among team members. Essentially, this stems from their unwillingness to be vulnerable within the group. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust. This failure to build trust is damaging because it sets the tone for the second dysfunction: fear of conflict. Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. Instead, they resort to veiled discussions and guarded comments. A lack of healthy conflict is a problem because it ensures the third dysfunction of a team: lack of commitment. Without having aired their opinions in the course of passionate and open debate, team members rarely, if ever, buy in and commit to decisions, though they may feign agreement during meetings. Because of this lack of real commitment and buy-in, team members develop an avoidance of accountability, the fourth dysfunction. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team. Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team.

Hauling the dogs up to the Artic at the beginning of every season was hectic to say the least. Most mushers’ trucks are equipped with two story dog boxes that slide nicely into the bed of the truck. They can fit a whole team comfortably in individual cubbies. That might work for 45 lb racing dogs, but dog boxes make no sense for a team of 25 burly malamutes. Not only would it require a five story box, but I’d also have to lift dogs in excess of 100 lbs up over my head to get them in. That’s just unreasonable. So, instead I tethered 11 dogs in the back of the truck, and 11 in the trailer and off we went up the Dalton Highway looking like some insane combination of the Beverly Hillbillies and a clown car with the dogs drooling on each other and their bushy tails waving in the breeze.

I knew the kind of culture we needed to create and I defined it for the team. The seven responsibilities everyone had were to: Have fun, work hard, and enjoy the journey. Show respect for every person you have contact with in the organization. Put the team first. Successful teams have teammates that are unselfish and willing to put their individual goals behind the team's goals. Do your job. It is defined, but you must always be prepared for it to change (especially if you're a player). Appropriately handle victory and defeat, adulation and humiliation. Do not get too high in victory or too low in defeat. Be the same person every day. Understand that all organizational decisions aim to make the team better, stronger, and more efficient. Have a positive attitude. Use positive language (both verbal and body language).

It makes sense that so many introverts hide even from themselves. We live with a value system that I call the Extrovert Ideal—the omnipresent belief that the ideal self is gregarious, alpha, and comfortable in the spotlight. The archetypal extrovert prefers action to contemplation, risk-taking to heed-taking, certainty to doubt. He favors quick decisions, even at the risk of being wrong. She works well in teams and socializes in groups. We like to think that we value individuality, but all too often we admire one type of individual—the kind who’s comfortable “putting himself out there.” Sure, we allow technologically gifted loners who launch companies in garages to have any personality they please, but they are the exceptions, not the rule, and our tolerance extends mainly to those who get fabulously wealthy or hold the promise of doing so.

Are you afraid that our Verified Paytm Account service will be Dropped? Don’t Worry; We are not like the rest of the fake PVA account providers. We provide 100% Non-Drop PVA Accounts, Permanent PVA Accounts, and Legit PVA Accounts Service. We’re working with the largest team, and we’re instant start work after you place order. So, Buy our Service and enjoy it. Our Service Always Trusted Customers with sufficient Guarantee ✅ 100% Customer Satisfaction Guaranteed. ✅ 100% Non-Drop Verified Paytm Account ✅ Active Verified Paytm Account ✅ Very Cheap Price. ✅ High-Quality Service. ✅ 100% Money-Back Guarantee. ✅ 24/7 Ready to Customer Support. ✅ Extra Bonuses for every service. ✅ If you want to buy this product, you must Advance Payment. If you want more information,j ust contact us now. 24 Hours Reply/Contact ✅➤E-mail: pvatopservice@gmail.com ✅➤Telegram:@Pvatopservice ✅➤WhatsApp:‪ +1 (667) 206_8019‪ FAQs When it comes to navigating the digital payment landscape, having a verified Paytm account can make all the difference. Whether for personal use or business purposes, these accounts offer security and access to numerous features that enhance your financial transactions. For those considering purchasing verified Paytm accounts, several questions often arise. Here are some frequently asked questions: What is a verified Paytm account? A verified Paytm account has undergone identity verification processes to ensure authenticity and compliance with regulations. Why should I buy a verified Paytm account? Purchasing a verified account provides you with increased trust from users and merchants alike, allowing smoother transactions. Is it safe to buy confirmed accounts? Yes, when sourced from reputable providers who follow legal guidelines, buying a verified Paytm account is generally safe. Can businesses benefit more from verified accounts? Absolutely! Businesses gain credibility and open up multiple avenues for customer interactions through reliable payment methods. How do I know if an online provider is trustworthy? Look for reviews and testimonials from past customers. A transparent service will provide clear information about their verification process. Are there any risks associated with buying accounts? If not purchased from legitimate sources, there’s always the chance of fraud or invalid documentation being used. It’s crucial to do thorough research before making any purchase decisions. By understanding these aspects of buying verified Paytm accounts, individuals and businesses can make informed choices tailored to their needs in this dynamic digital world.

It truly is a team sport, and we have the best team in town. But it’s my relationship with Ilana that I cherish most. We have such a strong partnership and have learned how we work most efficiently: I need coffee, she needs tea. When we’re stressed, I pace around and use a weird neck massager I bought online that everyone makes fun of me for, and she knits. When we’re writing together she types, because she’s faster and better at grammar. We actually FaceTime when we’re not in the same city and are constantly texting each other ideas for jokes or observations to potentially use (I recently texted her from Asheville: girl with flip-flops tucked into one strap of tank top). Looking back now at over ten years of doing comedy and running a business with her I can see how our collaboration has expanded and contracted. But it’s the problem-solving aspect of this industry, the producing, the strategy, the realizing that we could put our heads together and figure out the best solution, that has made our relationship and friendship what it is. Because that spills into everything. We both have individual careers now, but those other projects have only been motivating and inspiring to each other and the show. We bring back what we’ve learned on the other sets, in the other negotiations, in the other writers’ rooms or press situations. I’m very lucky to have jumped into this with Ilana Rose Glazer, the ballsy, curly-haired, openhearted, nineteen-year-old girl that cracked me up that night at the corner of the bar at McManus. So many wonderful things have happened since we began working together, but there are a lot of confusing, life-altering things in there too, and it’s such a relief to have someone who completely understands the good and the bad.

Nearly a century ago, French engineer Max Ringelmann (reported by Kravitz & Martin, 1986) found that the collective effort of tug-of-war teams was but half the sum of the individual efforts. Contrary to the presumption that “in unity there is strength,” this suggested that group members may actually be less motivated when performing additive tasks. Maybe, though, poor performance stemmed from poor coordination—people pulling a rope in slightly different directions at slightly different times. A group of Massachusetts researchers led by Alan Ingham (1974) cleverly eliminated that problem by making individuals think others were pulling with them, when in fact they were pulling alone. Blindfolded participants were assigned the first position in the apparatus and told, “Pull as hard as you can.” They pulled 18 percent harder when they knew they were pulling alone than when they believed that behind them two to five people were also pulling.

made some teams much better than others. What they found was that individual intelligence (as measured by IQ) didn’t make the big difference. Having a high aggregate intelligence or just one or two superstars wasn’t critical. The groups that surfaced more and better solutions shared three key qualities. First, they gave one another roughly equal time to talk. This wasn’t monitored or regulated, but no one in these high-achieving groups dominated or was a passenger. Everyone contributed and nothing any one person said was wasted. The second quality of the successful groups was social sensitivity: these individuals were more tuned in to one another, to subtle shifts in mood and demeanor. They scored more highly on a test called Reading the Mind in the Eyes, which is broadly considered a test for empathy. These groups were socially alert to one another’s needs. And the third distinguishing feature was that the best groups included more women, perhaps because that made them more diverse, or because women tend to score more highly on tests for empathy. What this (and much more) research highlights is just how critical the role of social connectedness can be. Reading the research, I

Knowledgeable observers report that dating has nearly disappeared from college campuses and among young adults generally. It has been replaced by something called “hanging out.” You young people apparently know what this is, but I will describe it for the benefit of those of us who are middle-aged or older and otherwise uninformed. Hanging out consists of numbers of young men and young women joining together in some group activity. It is very different from dating. For the benefit of some of you who are not middle-aged or older, I also may need to describe what dating is. Unlike hanging out, dating is not a team sport. Dating is pairing off to experience the kind of one-on-one association and temporary commitment that can lead to marriage in some rare and treasured cases. . . . All of this made dating more difficult. And the more elaborate and expensive the date, the fewer the dates. As dates become fewer and more elaborate, this seems to create an expectation that a date implies seriousness or continuing commitment. That expectation discourages dating even more. . . . Simple and more frequent dates allow both men and women to “shop around” in a way that allows extensive evaluation of the prospects. The old-fashioned date was a wonderful way to get acquainted with a member of the opposite sex. It encouraged conversation. It allowed you to see how you treat others and how you are treated in a one-on-one situation. It gave opportunities to learn how to initiate and sustain a mature relationship. None of that happens in hanging out. My single brothers and sisters, follow the simple dating pattern and you don’t need to do your looking through Internet chat rooms or dating services—two alternatives that can be very dangerous or at least unnecessary or ineffective. . . . Men, if you have returned from your mission and you are still following the boy-girl patterns you were counseled to follow when you were 15, it is time for you to grow up. Gather your courage and look for someone to pair off with. Start with a variety of dates with a variety of young women, and when that phase yields a good prospect, proceed to courtship. It’s marriage time. That is what the Lord intends for His young adult sons and daughters. Men have the initiative, and you men should get on with it. If you don’t know what a date is, perhaps this definition will help. I heard it from my 18-year-old granddaughter. A “date” must pass the test of three p’s: (1) planned ahead, (2) paid for, and (3) paired off. Young women, resist too much hanging out, and encourage dates that are simple, inexpensive, and frequent. Don’t make it easy for young men to hang out in a setting where you women provide the food. Don’t subsidize freeloaders. An occasional group activity is OK, but when you see men who make hanging out their primary interaction with the opposite sex, I think you should lock the pantry and bolt the front door. If you do this, you should also hang up a sign, “Will open for individual dates,” or something like that. And, young women, please make it easier for these shy males to ask for a simple, inexpensive date. Part of making it easier is to avoid implying that a date is something very serious. If we are to persuade young men to ask for dates more frequently, we must establish a mutual expectation that to go on a date is not to imply a continuing commitment. Finally, young women, if you turn down a date, be kind. Otherwise you may crush a nervous and shy questioner and destroy him as a potential dater, and that could hurt some other sister. My single young friends, we counsel you to channel your associations with the opposite sex into dating patterns that have the potential to mature into marriage, not hanging-out patterns that only have the prospect to mature into team sports like touch football. Marriage is not a group activity—at least, not until the children come along in goodly numbers.

When we get down to potential versus reality in relationships, we often see disappointment, not successful achievement. In the Church, if someone creates nuclear fallout in a calling, they are often released or reassigned quickly. Unfortunately, we do not have that luxury when we marry. So many of us have experienced this sad realization in the first weeks of our marriages. For example, we realized that our partner was not going to live up to his/her potential and give generously to the partnership. While fighting the mounting feelings of betrayal, we watched our new spouses claim a right to behave any way they desired, often at our expense. Most of us made the "best" of a truly awful situation but felt like a rat trapped in maze. We raised a family, played our role, and hoped that someday things would change if we did our part. It didn't happen, but we were not allowed the luxury of reassigning or releasing our mates from poor stewardship as a spouse or parent. We were stuck until we lost all hope and reached for the unthinkable: divorce. Reality is simple for some. Those who stay happily married (the key word here is happily are the ones who grew and felt companionship from the first days of marriage. Both had the integrity and dedication to insure its success. For those of us who are divorced, tracing back to those same early days, potential disappeared and reality reared its ugly head. All we could feel, after a sealing for "time and all eternity," was bound in an unholy snare. Take the time to examine the reality of who your sweetheart really is. What do they accomplish by natural instinct and ability? What do you like/dislike about them? Can you live with all the collective weaknesses and create a happy, viable union? Are you both committed to making each other happy? Do you respect each other's agency, and are you both encouraging and eager to see the two of you grow as individuals and as a team? Do you both talk-the-talk and walk-the-walk? Or do you love them and hope they'll change once you're married to them? Chances are that if the answer to any of these questions are "sorta," you are embracing their potential and not their reality. You may also be embracing your own potential to endure issues that may not be appropriate sacrifices at this stage in your life. No one changes without the internal impetus and drive to do so. Not for love or money. . . . We are complex creatures, and although we are trained to see the "good" in everyone, it is to our benefit to embrace realism when it comes to finding our "soul mate." It won't get much better than what you have in your relationship right now.

Where to stash your organizational risk? Lately, I’m increasingly hearing folks reference the idea of organizational debt. This is the organizational sibling of technical debt, and it represents things like biased interview processes and inequitable compensation mechanisms. These are systemic problems that are preventing your organization from reaching its potential. Like technical debt, these risks linger because they are never the most pressing problem. Until that one fateful moment when they are. Within organizational debt, there is a volatile subset most likely to come abruptly due, and I call that subset organizational risk. Some good examples might be a toxic team culture, a toilsome fire drill, or a struggling leader. These problems bubble up from your peers, skip-level one-on-ones,16 and organizational health surveys. If you care and are listening, these are hard to miss. But they are slow to fix. And, oh, do they accumulate! The larger and older your organization is, the more you’ll find perched on your capable shoulders. How you respond to this is, in my opinion, the core challenge of leading a large organization. How do you continue to remain emotionally engaged with the challenges faced by individuals you’re responsible to help, when their problem is low in your problems queue? In that moment, do you shrug off the responsibility, either by changing roles or picking powerlessness? Hide in indifference? Become so hard on yourself that you collapse inward? I’ve tried all of these! They weren’t very satisfying. What I’ve found most successful is to identify a few areas to improve, ensure you’re making progress on those, and give yourself permission to do the rest poorly. Work with your manager to write this up as an explicit plan and agree on what reasonable progress looks like. These issues are still stored with your other bags of risk and responsibility, but you’ve agreed on expectations. Now you have a set of organizational risks that you’re pretty confident will get fixed, and then you have all the others: known problems, likely to go sideways, that you don’t believe you’re able to address quickly. What do you do about those? I like to keep them close. Typically, my organizational philosophy is to stabilize team-by-team and organization-by-organization. Ensuring any given area is well on the path to health before moving my focus. I try not to push risks onto teams that are functioning well. You do need to delegate some risks, but generally I think it’s best to only delegate solvable risk. If something simply isn’t likely to go well, I think it’s best to hold the bag yourself. You may be the best suited to manage the risk, but you’re almost certainly the best positioned to take responsibility. As an organizational leader, you’ll always have a portfolio of risk, and you’ll always be doing very badly at some things that are important to you. That’s not only okay, it’s unavoidable.

The various ways of creating a culture of innovation that we’ve talked about so far are greatly influenced by the leaders at the top. Leaders can’t dictate culture, but they can nurture it. They can generate the right conditions for creativity and innovation. Metaphorically, they can provide the heat and light and moisture and nutrients for a creative culture to blossom and grow. They can focus the best efforts of talented individuals to build innovative, successful groups. In our work at IDEO, we have been lucky enough to meet frequently with CEOs and visionary leaders from both the private and public sectors. Each has his or her own unique style, of course, but the best all have an ability to identify and activate the capabilities of people on their teams. This trait goes far beyond mere charisma or even intelligence. Certain leaders have a knack for nurturing people around them in a way that enables them to be at their best. One way to describe those leaders is to say they are “multipliers,” a term we picked up from talking to author and executive advisor Liz Wiseman. Drawing on a background in organizational behavior and years of experience as a global human resources executive at Oracle Corporation, Liz interviewed more than 150 leaders on four continents to research her book Multipliers: How the Best Leaders Make Everyone Smarter. Liz observes that all leaders lie somewhere on a continuum between diminishers, who exercise tight control in a way that underutilizes their team’s creative talents, and multipliers, who set challenging goals and then help employees achieve the kind of extraordinary results that they themselves may not have known they were capable of.

CELEBRATE YOUR SUCCESS The more you praise and celebrate your life, the more there is in life to celebrate. —Oprah Winfrey How do you know if your scrappy effort was successful? There’s positive movement—cause to celebrate. It either moves your intention forward or you come closer to achieving your goal. You will know it worked because you feel the win, big or small. I’m a huge believer in champagne moments (or celebratory beer, ice cream, night on the town, whatever your preference). You have to celebrate! This journey is supposed to be fun. Stop and take the time to recognize and enjoy the big wins, little wins, and everything in between. Research shows there is bonus value to celebrating. In her article “Getting Results Through Others,” Loraine Kasprzak writes, quoting her coauthor Jean Oursler, “When others have worked hard to achieve the desired results, celebrate it! ‘It’s important to celebrate because our brains need a memorable reference point—also called a reward—to make the whole journey worthwhile.’” Celebrating creates a positive benchmark in your brain for future reference. According to an article in the Journal of Staff Development by Richard DuFour: Ritual and ceremony help us experience the unseen webs of significance that tie a community together. There may be grand ceremonies for special occasions, but organizations [and individuals] also need simple rituals that infuse meaning and purpose into daily routine. Without ritual and ceremony, transitions become incomplete, a clutter of comings and goings. Life becomes an endless set of Wednesdays. An endless set of Wednesdays? Yuck. Who needs that? Whether you are an individual, a small team, or a large organization, celebrate your scrappy wins as part of the experience and enjoy the ride.

Can I Change the Name on My Reservation for a Group Booking? Call for Assistance Changing the name on a group booking with Delta Airlines +1(844)634-0511 can be more complex than changing it on an individual reservation. Group bookings often have different rules and restrictions for +1(844)634-0511 name changes due to the number of passengers involved and the coordination required. If you need to change the name on a group reservation, +1(844)634-0511 the first step is to contact Delta Airlines customer service at +1(844)634-0511. A live representative will help you understand the specific policies for group bookings and guide you through the process. +1(844)634-0511 Delta Airlines has specific procedures in place for modifications to group reservations, and the name change policy will depend on the size of the group and the nature of the change. In some cases, if only a small number of names need to +1(844)634-0511 be changed, it may be possible to make the changes without much difficulty. However, if significant changes are required for the entire group, additional steps or +1(844)634-0511 fees may be involved. Group bookings can also have stricter deadlines for +1(844)634-0511 making name changes, so it’s best to get in touch with Delta Airlines early to avoid any delays. If the group booking was made using miles or points, +1(844)634-0511 additional restrictions or fees may apply to the name change. To make sure you are following the correct procedures, it’s essential to contact Delta Airlines at +1(844)634-0511 for detailed instructions. Delta Airlines’ customer service team can provide assistance +1(844)634-0511 with any name changes for group bookings, ensuring that the process is completed smoothly and efficiently. By reaching out to Delta Airlines early, +1(844)634-0511 you can avoid last-minute issues and ensure that your group’s reservation reflects the correct names.

Effective off-sites provide executives an opportunity to regularly step away from the daily, weekly, even monthly issues that occupy their attention, so they can review the business in a more holistic, long-term manner. Topics for reflection and discussion at a productive Quarterly Off-Site Review might include the following: Comprehensive Strategy Review: Executives should reassess their strategic direction, not every day as so many do, but three or four times a year. Industries change and new competitive threats emerge that call for different approaches. Reviewing strategies annually or semiannually is usually not often enough to stay current. Team Review: Executives should regularly assess themselves and their behaviors as a team, identifying trends or tendencies that may not be serving the organization. This often requires a change of scenery so that executives can interact with one another on a more personal level and remind themselves of their collective commitments to the team. Personnel Review: Three or four times a year, executives should talk, across departments, about the key employees within the organization. Every member of an executive team should know whom their peers view as their stars, as well as their poor performers. This allows executives to provide perspectives that might actually alter those perceptions based on different experiences and points of view. More important, it allows them to jointly manage and retain top performers, and work with poor performers similarly. Competitive and Industry Review: Information about competitors and industry trends bleeds into an organization little by little over time. It is useful for executives to step back and look at what is happening around them in a more comprehensive way so they can spot trends that individual nuggets of information might not make clear. Even the best executives can lose sight of the forest for the trees when inundated with daily responsibilities.

Easy Plans Of FIFA Mobile Hack Simplified Typically the most popular game on earth is football. Now individuals can enjoy their as an online game. FIFA Mobile online game was created so that football enthusiasts and football games can play with online. The online game FIFA Mobile is as tough as the actual football game. While playing FIFA Mobile no matter how skilled one is in other online games, he can have a difficult time. It is so tough that some people get stuck at a certain stage of the game. FIFA Mobile coin generator can be used by them if folks desire to make the game simpler. Among the numerous games, FIFA Mobile is one of the most famous games among players of various ages. Nevertheless, users should collect lots of coins to be able to get players of their choice. And getting the coins is definitely not simple whatsoever. For FIFA Mobile, Cheats in such a situation can be of great use. The program is offered by several websites at no cost as mentioned before. Users are just needed to find the perfect site to download the cheats. Once players have their teams or once they choose real life players, they have been great to go players can win distinct sort of rewards when they score goals or overcome opposite teams the benefits are in the form of coins or points users can attempt to accumulate as many coins as they can but if it is not that potential to collect the coins, they could simply use the FIFA Mobile Soccer Hack mentioned previously. The help can come in the form of FIFA Mobile Cheats. It may be said that cheats can be quite useful in games anytime. They can help users in gathering things and also help in winning games or crossing periods that are difficult. There are now plenty of cheats available online. There are various sources from where one can learn more about the FIFA Mobile coin generator software. One must see a reliable site. Because cost will be different in different sites it's also very vital to find the cost of the coin generator software out. It will not take time to install the coin generator software in the computer.

He found that when the Montreal Canadiens ice hockey team—once described as the national team of French Canada—got knocked out of the playoffs early between 1951 and 1992, Quebecois males aged fifteen to thirty-four became more likely to kill themselves. Robert Fernquist, a sociologist at the University of Central Missouri, went further. He studied thirty American metropolitan areas with professional sports teams from 1971 to 1990 and showed that fewer suicides occurred in cities whose teams made the playoffs more often. Routinely reaching the playoffs could reduce suicides by about twenty each year in a metropolitan area the size of Boston or Atlanta, said Fernquist. These saved lives were the converse of the mythical Brazilians throwing themselves off apartment blocks. Later, Fernquist investigated another link between sports and suicide: he looked at the suicide rate in American cities after a local sports team moved to another town. It turned out that some of the fans abandoned by their team killed themselves. This happened in New York in 1957 when the Brooklyn Dodgers and New York Giants baseball teams left, in Cleveland in 1995–1996 when the Browns football team moved to Baltimore, and in Houston in 1997–1998 when the Oilers football team departed. In each case the suicide rate was 10 percent to 14 percent higher in the two months around the team’s departure than in the same months of the previous year. Each move probably helped prompt a handful of suicides. Fernquist wrote, “The sudden change brought about due to the geographic relocations of pro sports teams does appear to, at least for a short time, make highly identified fans drastically change the way they view the normative order in society.” Clearly none of these people killed themselves just because they lost their team. Rather, they were very troubled individuals for whom this sporting disappointment was too much to bear. Perhaps the most famous recent case of a man who found he could not live without sports was the Gonzo author Hunter S. Thompson. He shot himself in February 2005, four days after writing a note in black marker with the title, “Football Season Is Over”:

COMPANY CONTACT INFO: WhatsApp:+1 (971) 4 8 7 - 3 5 3 8 Email: spartantech (@) c y b e r s e r v i c e s . c o m Telegram:+1 (581) 2 8 6 - 8 0 9 2 After falling victim to a fraudulent Bitcoin mining scam, I found myself in a desperate situation. I had invested $40,000 into a cloud mining website called MiningBlock, which turned out to be a complete scam. After months of trying to contact the company and being unable to access my funds, I stumbled upon SPARTAN TECH GROUP RETRIEVAL, a service that promised to help individuals recover lost funds from crypto scams. Here's my review of my experience with them. When I first reached out to SPARTAN TECH GROUP RETRIEVAL, I was skeptical. Like many others, I had been tricked into believing that my non-spendable Bitcoin was real and that it would eventually be accessible. However, after sharing my story with the recovery team, they assured me that they had helped people in situations similar to mine before. They asked for some basic details about the scam and my investment, and their team began investigating right away. The recovery process was methodical and professional. Unlike many other services that claim to help recover funds but offer little in return, SPARTAN TECH GROUP RETRIEVAL kept me informed every step of the way. They provided me with regular updates on their progress and were transparent about the challenges involved. In the beginning, I was unsure if it would work, but they assured me they had the right tools and experience to deal with these types of scams. It took several weeks, but eventually, SPARTAN TECH GROUP RETRIEVAL succeeded in recovering not only my original $40,000 investment but also the so-called profits that had been locked in the non-spendable wallet. This was a huge relief, as I thought I had lost everything for good. The entire process was handled discreetly, without any involvement from the scam company, which was crucial for avoiding further complications. What sets SPARTAN TECH GROUP RETRIEVAL apart from other services is their professionalism and commitment to customer satisfaction. They didn’t make any unrealistic promises or charge hidden fees. The recovery service was straightforward, and their fees were fair, especially considering the amount of money I was able to get back. I highly recommend SPARTAN TECH GROUP RETRIEVAL to anyone who has been scammed in the crypto world. While it's unfortunate that scams like MiningBlock exist, it’s reassuring to know that companies like SPARTAN TECH GROUP RETRIEVAL can help victims reclaim their lost funds. If you find yourself in a similar situation, don’t hesitate to contact them they may be your best chance at getting your investment back.

What would be the natural thing? A man goes to college. He works as he wants to work, he plays as he wants to play, he exercises for the fun of the game, he makes friends where he wants to make them, he is held in by no fear of criticism above, for the class ahead of him has nothing to do with his standing in his own class. Everything he does has the one vital quality: it is spontaneous. That is the flame of youth itself. Now, what really exists?" "...I say our colleges to-day are business colleges—Yale more so, perhaps, because it is more sensitively American. Let's take up any side of our life here. Begin with athletics. What has become of the natural, spontaneous joy of contest? Instead you have one of the most perfectly organized business systems for achieving a required result—success. Football is driving, slavish work; there isn't one man in twenty who gets any real pleasure out of it. Professional baseball is not more rigorously disciplined and driven than our 'amateur' teams. Add the crew and the track. Play, the fun of the thing itself, doesn't exist; and why? Because we have made a business out of it all, and the college is scoured for material, just as drummers are sent out to bring in business. "Take another case. A man has a knack at the banjo or guitar, or has a good voice. What is the spontaneous thing? To meet with other kindred spirits in informal gatherings in one another's rooms or at the fence, according to the whim of the moment. Instead what happens? You have our university musical clubs, thoroughly professional organizations. If you are material, you must get out and begin to work for them—coach with a professional coach, make the Apollo clubs, and, working on, some day in junior year reach the varsity organization and go out on a professional tour. Again an organization conceived on business lines. "The same is true with the competition for our papers: the struggle for existence outside in a business world is not one whit more intense than the struggle to win out in the News or Lit competition. We are like a beef trust, with every by-product organized, down to the last possibility. You come to Yale—what is said to you? 'Be natural, be spontaneous, revel in a certain freedom, enjoy a leisure you'll never get again, browse around, give your imagination a chance, see every one, rub wits with every one, get to know yourself.' "Is that what's said? No. What are you told, instead? 'Here are twenty great machines that need new bolts and wheels. Get out and work. Work harder than the next man, who is going to try to outwork you. And, in order to succeed, work at only one thing. You don't count—everything for the college.' Regan says the colleges don't represent the nation; I say they don't even represent the individual.

Buy Verified TransferWise Accounts 100% Best Old, USA & UK … Are you afraid that our Verified TransferWise Accounts Accounts service will be Dropped? Don’t Worry; We are not like the rest of the fake PVA account providers. We provide 100% Non-Drop PVA Accounts, Permanent PVA Accounts, and Legit PVA Accounts Service. We’re working with the largest team, and we’re instant start work after you place order. So, buy our Service and enjoy it. Our Service Always Trusts Customers with a Sufficient Guarantee ✅ 100% Customer Satisfaction Guaranteed. ✅ 100% Non-Drop Verified TransferWise Accounts ✅ Active Verified TransferWise Accounts ✅ Very Cheap Price. ✅ High-Quality Service. ✅ 100% Money-Back Guarantee. ✅ 24/7 Ready to Customer Support. ✅ Extra Bonuses for every service. ✅ If you want to buy this product, you must Advance Payment. If you are facing any problems and know more about us, then contact us via Email, Skype, WhatsApp, or Telegram. ⇔Contact For More Information⇔ ✅➤Email: usaoldsmm@gmail.com ✅➤WhatsApp:+1 (928) 4065180 ✅➤Telegram: @usaoldsmm1 Conclusion: Navigating the world of international finance can be complex. With verified TransferWise accounts, you unlock a smoother pathway for your transactions. Buying a verified account opens doors to global opportunities. It enhances credibility and streamlines money transfers across borders. The benefits are tangible, from lower fees to quicker processing times. A reliable way to manage finances in different currencies is at your fingertips. As with any financial decision, due diligence is essential. Understanding the risks involved ensures you’re making informed choices that align with your needs. Embracing this option allows individuals and businesses alike to thrive in an interconnected economy. The landscape of digital banking continues evolving, presenting new avenues for growth and efficiency every day. A Wise, formerly known as TransferWise, account is a modern financial solution designed for easy and cost-effective money transfers across borders. It enables users to send and receive funds in multiple currencies without the hefty fees often associated with traditional banks. With a Wise account, you can hold balances in several currencies. This feature makes it incredibly useful for frequent travelers or businesses dealing internationally. The platform boasts real exchange rates—meaning no hidden markups that usually come with currency conversion. Setting up an account is straightforward. Users can quickly register online and start transferring money within minutes. Security measures are robust, ensuring your funds remain safe throughout transactions. The user-friendly interface simplifies managing payments and invoices, making it an appealing choice for individuals and businesses alike seeking efficiency in their financial dealings.

The cryptocurrency space has unfortunately become a breeding ground for fraudulent schemes, with numerous con artists exploiting the enthusiasm surrounding digital assets. WhatsApp info:+12723 328 343 These scammers lure individuals in with promises of quick and massive returns, capitalizing on the excitement and potential profits that crypto can offer. What begins as an enticing opportunity often ends in disappointment, with victims losing their investments to schemes that are far from legitimate. These fraudsters are highly skilled in their deception, employing well-crafted tactics to make their scams appear credible. They typically present you with official-looking contracts and walk you through what seems like a secure and professional process. Some will even go so far as to introduce you to other supposed investors who claim to have earned significant profits, creating a false sense of legitimacy. The entire setup is designed to make you feel comfortable and confident in investing your money, which leads many people, myself included, to trust them. I was drawn in by their convincing pitch and decided to invest my money. Trusting their guidance, I deposited my funds with the expectation of seeing impressive returns. But after just a week, I realized the terrible truth: I had been scammed. I lost 5 ETH, a substantial sum, and the impact of that loss was both financially and emotionally devastating. The sense of betrayal and anger that followed was overwhelming. I immediately began searching for a way to recover my funds, but I quickly discovered how difficult it was to find any genuine helpiI reached out to several crypto recovery services, but each one turned out to be just as unreliable as the scammers who took my money. Some recovery agents seemed to be more interested in taking advantage of my situation, offering empty promises and no real support. Frustrated and desperate, I thought I would never get my funds back. That’s when a friend recommended ADWARE RECOVERY SPECIALIST. Their team offered a glimmer of hope when all seemed lost. From the very beginning, it was clear that ADWARE RECOVERY SPECIALIST was different. They were professional, knowledgeable, and genuinely committed to helping me recover my stolen funds. With their deep understanding of crypto transactions and extensive experience in handling cases of fraud, they were able to trace my lost ETH and bring it back to me. Thanks to their expertise and relentless dedication, I got every single one of my 5 ETH back. ADWARE RECOVERY SPECIALIST restored my faith in the possibility of justice in the crypto world. Their determination made all the difference, and I am now sharing my experience to warn others about the risks of crypto scams. If you’ve fallen victim to fraud, I wholeheartedly recommend ADWARE RECOVERY SPECIALIST as a trustworthy and reliable resource to help you get your funds back.

Best 11 Site To Buy Verified Cash App Account | Public APIs Buy Verified Cash App Account Buy Verified Cash App Account. Cash App is a popular mobile payment and mobile banking system and trusted platform. This platform, which allows user to send and receive money, through it. If you want to transact money and want to trade or want to buy and sell Bitcoin, and pay bills you can use cash app without a little risk. If you want to be safe and vital part of this platform buy verified cash app accounts and use it with zero harm. To access all of the features of the cash app account, you can make a verified cash app accounts and also can buy verified cash app accounts from anywhere you want. 24/7 Hours Active Here Email: usatopbuy@gmail.com Telegram: @usatopbuy WhatsApp: +1 (215) 510-3542 And to get all the features and to get all the benefits and features of Cash App, you need a verified account. In this business stage we can say we are driving our life with lacking of transaction problem. But if you use verified cash app you are fully safe in online money transaction. Here, we will discuss what a verified Cash App account is, why it is important and how to get one? Okay, let’s try to get the findings through this article. Cash App provides users with a range of benefits and features that make it a popular choice for mobile banking payments, investing in crypto trading such as Bitcoin and stocks. What is a Verified Cash App Account? A verified Cash App account is essential element for anyone who wants to use the platform to its fullest potential and want to get facilities. Full verified cash app account allows users to send and receive larger amounts of money, provides an extra layer of security, and gives access to all of the platform’s features and get all the benefits from the platform. To buy Cash App accounts, you can get a lot of online platforms in this time, but if you buy cash app accounts from us, our team will help you to solve, in future if any problem occurs. How to create a Verified Cash App Account? A verified Cash App account is one that has gone through the identity verification process. On the other hand, its marketing and trading facilities offer opportunities for individual people, and developers to integrate the service into their own operations. Now, if you want to utilize of various accounts, you should buy verified cash app accounts from us. To become verified, Cash App users must provide their full name, date of birth, and the last four digits of their Social Security number. Users may be asked to provide a photo of a valid government issued ID, such as SSN, driver’s license, passport, etc. Once you have completed the identity verification process, your Cash App account will have a verified profile on cash app. This badge indicates that you are a legitimate user and that you have provided the necessary information to use Cash App to its fullest potential.

Of course, most of us, in the service of sanity, don’t fixate on the end. We go about the world focused on worldly concerns. We accept the inevitable and direct our energies to other things. Yet the recognition that our time is finite is always with us, helping to shape the choices we make, the challenges we accept, the paths we follow. As cultural anthropologist Ernest Becker maintained, we are under a constant existential tension, pulled toward the sky by a consciousness that can soar to the heights of Shakespeare, Beethoven, and Einstein but tethered to earth by a physical form that will decay to dust. “Man is literally split in two: he has an awareness of his own splendid uniqueness in that he sticks out of nature with a towering majesty, and yet he goes back into the ground a few feet in order blindly and dumbly to rot and disappear forever.”2 According to Becker, we are impelled by such awareness to deny death the capacity to erase us. Some soothe the existential yearning through commitment to family, a team, a movement, a religion, a nation—constructs that will outlast the individual’s allotted time on earth. Others leave behind creative expressions, artifacts that extend the duration of their presence symbolically. “We fly to Beauty,” said Emerson, “as an asylum from the terrors of finite nature.”3 Others still seek to vanquish death by winning or conquering, as if stature, power, and wealth command an immunity unavailable to the common mortal. Across the millennia, one consequence has been a widespread fascination with all things, real or imagined, that touch on the timeless. From prophesies of an afterlife, to teachings of reincarnation, to entreaties of the windswept mandala, we have developed strategies to contend with knowledge of our impermanence and, often with hope, sometimes with resignation, to gesture toward eternity. What’s new in our age is the remarkable power of science to tell a lucid story not only of the past, back to the big bang, but also of the future. Eternity itself may forever lie beyond the reach of our equations, but our analyses have already revealed that the universe we have come to know is transitory. From planets to stars, solar systems to galaxies, black holes to swirling nebulae, nothing is everlasting. Indeed, as far as we can tell, not only is each individual life finite, but so too is life itself. Planet earth, which Carl Sagan described as a “mote of dust suspended on a sunbeam,” is an evanescent bloom in an exquisite cosmos that will ultimately be barren. Motes of dust, nearby or distant, dance on sunbeams for merely a moment. Still, here on earth we have punctuated our moment with astonishing feats of insight, creativity, and ingenuity as each generation has built on the achievements of those who have gone before, seeking clarity on how it all came to be, pursuing coherence in where it is all going, and longing for an answer to why it all matters. Such is the story of this book.

By the time Jessica Buchanan was kidnapped in Somalia on October 25, 2011, the twenty-four boys back in America who had been so young during the 1993 attack on the downed American aid support choppers in Mogadishu had since grown to manhood. Now they were between the ages of twenty-three and thirty-five, and each one had become determined to qualify for the elite U.S. Navy unit called DEVGRU. After enlisting in the U.S. Navy and undergoing their essential basic training, every one of them endured the challenges of BUDS (Basic Underwater Demolition/SEAL) training, where the happy goal is to become “drownproofed” via what amounts to repeated semidrowning, while also learning dozens of ways to deliver explosive death and demolition. This was only the starting point. Once qualification was over and the candidates were sworn in, three-fourths of the qualified Navy SEALS who tried to also qualify for DEVGRU dropped out. Those super-warriors were overcome by the challenges, regardless of their peak physical condition and being in the prime of their lives. This happened because of the intensity of the training. Long study and practice went into developing a program specifically designed to seek out and expose any individual’s weakest points. If the same ordeals were imposed on captured terrorists who were known to be guilty of killing innocent civilians, the officers in charge would get thrown in the brig. Still, no matter how many Herculean physical challenges are presented to a DEVGRU candidate, the brutal training is primarily mental. It reveals each soldier’s principal foe to be himself. His mortal fears and deepest survival instinct emerge time after time as the essential demons he must overcome. Each DEVGRU member must reach beyond mere proficiency at dealing death. He must become two fighters combined: one who is trained to a state of robotic muscle memory in specific dark skills, and a second who is fluidly adaptive, using an array of standard SEAL tactics. Only when he can live and work from within this state of mind will he be trusted to pursue black operations in every form of hostile environment. Therefore the minority candidate who passes into DEVGRU becomes a member of the “Tier One” Special Mission Unit. He will be assigned to reconnaissance or assault, but his greatest specialty will always be to remain lethal in spite of rapidly changing conditions. From the day he is accepted into that elite tribe, he embodies what is delicately called “preemptive and proactive counterterrorist operations.” Or as it might be more bluntly described: Hunt them down and kill them wherever they are - and is possible, blow up something. Each one of that small percentage who makes it through six months of well-intended but malicious torture emerges as a true human predator. If removing you from this world becomes his mission, your only hope of escaping a DEVGRU SEAL is to find a hiding place that isn’t on land, on the sea, or in the air.

THE ORIGIN OF INTELLIGENCE Many theories have been proposed as to why humans developed greater intelligence, going all the way back to Charles Darwin. According to one theory, the evolution of the human brain probably took place in stages, with the earliest phase initiated by climate change in Africa. As the weather cooled, the forests began to recede, forcing our ancestors onto the open plains and savannahs, where they were exposed to predators and the elements. To survive in this new, hostile environment, they were forced to hunt and walk upright, which freed up their hands and opposable thumbs to use tools. This in turn put a premium on a larger brain to coordinate tool making. According to this theory, ancient man did not simply make tools—“tools made man.” Our ancestors did not suddenly pick up tools and become intelligent. It was the other way around. Those humans who picked up tools could survive in the grasslands, while those who did not gradually died off. The humans who then survived and thrived in the grasslands were those who, through mutations, became increasingly adept at tool making, which required an increasingly larger brain. Another theory places a premium on our social, collective nature. Humans can easily coordinate the behavior of over a hundred other individuals involved in hunting, farming, warring, and building, groups that are much larger than those found in other primates, which gave humans an advantage over other animals. It takes a larger brain, according to this theory, to be able to assess and control the behavior of so many individuals. (The flip side of this theory is that it took a larger brain to scheme, plot, deceive, and manipulate other intelligent beings in your tribe. Individuals who could understand the motives of others and then exploit them would have an advantage over those who could not. This is the Machiavellian theory of intelligence.) Another theory maintains that the development of language, which came later, helped accelerate the rise of intelligence. With language comes abstract thought and the ability to plan, organize society, create maps, etc. Humans have an extensive vocabulary unmatched by any other animal, with words numbering in the tens of thousands for an average person. With language, humans could coordinate and focus the activities of scores of individuals, as well as manipulate abstract concepts and ideas. Language meant you could manage teams of people on a hunt, which is a great advantage when pursuing the woolly mammoth. It meant you could tell others where game was plentiful or where danger lurked. Yet another theory is “sexual selection,” the idea that females prefer to mate with intelligent males. In the animal kingdom, such as in a wolf pack, the alpha male holds the pack together by brute force. Any challenger to the alpha male has to be soundly beaten back by tooth and claw. But millions of years ago, as humans became gradually more intelligent, strength alone could not keep the tribe together.

Fourth and finally, I must point out that any philosophical view is unlikely to gain wide acceptance among either philosophers or the wider public. This is especially true of a view like cognitivist misanthropy. Human beings excel at ignoring or denying unpleasant ideas, regardless of strong evidence in their favor—climate change, racism, evolution, heliocentrism, and so on. The idea that one’s own species is bad is especially unpleasant, so it is untenable to think that human beings would adopt the misanthropist view at any appreciable scale. To take an analogy, we might consider the epistemic standards of the home crowd at any sporting event. When judging the quality of the officiating, the crowd relies on the standard of whether or not the officials’ calls favor the home team. The crowd approves of calls that are to the benefit of its favored team while disapproving vehemently of calls that are to that team’s detriment. It matters not to the crowd whether the officials’ calls are, in fact, correct. Even if video replay clearly shows that the home team violated one of the rules of the game, the crowd will repudiate the officials’ “unfair” treatment of its team. I suspect that the public’s estimation of cognitivist misanthropy would be similar, in the unlikely event that anyone outside academia learns of it. The view would be rejected because it is unpleasant or perhaps because it does not fit with preconceptions. In that case, there is virtually no chance for cognitivist misanthropy to cause harm, because there is virtually no chance that it will be accepted by more than a few people. One might object that my analogy is unfair. The behavior of a crowd at a sporting event should not be taken too seriously. It is merely in good fun that the crowd abandons reasonable epistemic standards for a few hours, and surely the individuals who comprise such crowds return to reason when it comes to serious matters. I wish that were true, but the analogy seems apt to me, at least in many arenas of human life. Politics is an obvious example. It is very difficult to look at elections, for example, as involving much in the way of epistemic reasonableness. Support or opposition to some candidate or policy seems to depend on cultural commitments to a far greater extent than considerations of facts, coherence, plausibility, the content of a candidate’s platform, and so on. For instance, when asked by pollsters, a high proportion of supporters of Donald Trump claim to believe many obvious falsehoods. This is puzzling if we assume that the respondents are behaving as genuine epistemic agents who seek to understand reality. How could persons capable of running their own lives believe in absurd conspiracy theories, for example? If we instead assume that the respondents are behaving as supporters of their favored “team,” their behavior makes much more sense. When it comes to politics and social issues, many people simply do not care very much about the truth. Instead, they are invested in promoting the “right” candidate, value, idea, or institution. This is not limited to false views.

Ellen Braun, an accomplished agile manager, noticed that different behaviors emerge over time as telltale signs of a team’s emotional maturity, a key component in their ability to adjust as things happen to them and to get to the tipping point when “an individual’s self interest shifts to alignment with the behaviors that support team achievement” (Braun 2010). It is better to know some of the questions than all of the answers. —James Thurber Team Dynamics Survey Ellen created a list of survey questions she first used as personal reflection while she observed teams in action. Using these questions the same way, as a pathway to reflection, an agile coach can gain insight into potential team problems or areas for emotional growth. Using them with the team will be more insightful, perhaps as material for a retrospective where the team has the time and space to chew on the ideas that come up. While the team sprints, though, mull them over on your own, and notice what they tell you about team dynamics (Braun 2010). • How much does humor come into day-to-day interaction within the team? • What are the initial behaviors that the team shows in times of difficulty and stress? • How often are contradictory views raised by team members (including junior team members)? • When contradictory views are raised by team members, how often are they fully discussed? • Based on the norms of the team, how often do team members compromise in the course of usual team interactions (when not forced by circumstances)? • To what extent can any team member provide feedback to any other team member (think about negative and positive feedback)? • To what extent does any team member actually provide feedback to any other team member? • How likely would it be that a team member would discuss issues with your performance or behavior with another team member without giving feedback to you directly (triangulating)? • To what extent do you as an individual get support from your team on your personal career goals (such as learning a new skill from a team member)? • How likely would you be to ask team members for help if it required your admission that you were struggling with a work issue? • How likely would you be to share personal information with the team that made you feel vulnerable? • To what extent is the team likely to bring into team discussions an issue that may create conflict or disagreement within the team? • How likely or willing are you to bring into a team discussion an issue that is likely to have many different conflicting points of view? • If you bring an item into a team discussion that is likely to have many different conflicting points of view, how often does the team reach a consensus that takes into consideration all points of view and feels workable to you? • Can you identify an instance in the past two work days when you felt a sense of warmth or inclusion within the context of your team? • Can you identify an instance in the past two days when you felt a sense of disdain or exclusion within the context of your team? • How much does the team make you feel accountable for your work? Mulling over these questions solo or posing them to the team will likely generate a lot of raw material to consider. When you step back from the many answers, perhaps one or two themes jump out at you, signaling the “big things” to address.

How Google Works (Schmidt, Eric) - Your Highlight on Location 3124-3150 | Added on Sunday, April 5, 2015 10:35:40 AM In late 1999, John Doerr gave a presentation at Google that changed the company, because it created a simple tool that let the founders institutionalize their “think big” ethos. John sat on our board, and his firm, Kleiner Perkins, had recently invested in the company. The topic was a form of management by objectives called OKRs (to which we referred in the previous chapter), which John had learned from former Intel CEO Andy Grove.173 There are several characteristics that set OKRs apart from their typical underpromise-and-overdeliver corporate-objective brethren. First, a good OKR marries the big-picture objective with a highly measurable key result. It’s easy to set some amorphous strategic goal (make usability better … improve team morale … get in better shape) as an objective and then, at quarter end, declare victory. But when the strategic goal is measured against a concrete goal (increase usage of features by X percent … raise employee satisfaction scores by Y percent … run a half marathon in under two hours), then things get interesting. For example, one of our platform team’s recent OKRs was to have “new WW systems serving significant traffic for XX large services with latency < YY microseconds @ ZZ% on Jupiter.”174 (Jupiter is a code name, not the location of Google’s newest data center.) There is no ambiguity with this OKR; it is very easy to measure whether or not it is accomplished. Other OKRs will call for rolling out a product across a specific number of countries, or set objectives for usage (e.g., one of the Google+ team’s recent OKRs was about the daily number of messages users would post in hangouts) or performance (e.g., median watch latency on YouTube videos). Second—and here is where thinking big comes in—a good OKR should be a stretch to achieve, and hitting 100 percent on all OKRs should be practically unattainable. If your OKRs are all green, you aren’t setting them high enough. The best OKRs are aggressive, but realistic. Under this strange arithmetic, a score of 70 percent on a well-constructed OKR is often better than 100 percent on a lesser one. Third, most everyone does them. Remember, you need everyone thinking in your venture, regardless of their position. Fourth, they are scored, but this scoring isn’t used for anything and isn’t even tracked. This lets people judge their performance honestly. Fifth, OKRs are not comprehensive; they are reserved for areas that need special focus and objectives that won’t be reached without some extra oomph. Business-as-usual stuff doesn’t need OKRs. As your venture grows, the most important OKRs shift from individuals to teams. In a small company, an individual can achieve incredible things on her own, but as the company grows it becomes harder to accomplish stretch goals without teammates. This doesn’t mean that individuals should stop doing OKRs, but rather that team OKRs become the more important means to maintain focus on the big tasks. And there’s one final benefit of an OKR-driven culture: It helps keep people from chasing competitors. Competitors are everywhere in the Internet Century, and chasing them (as we noted earlier) is the fastest path to mediocrity. If employees are focused on a well-conceived set of OKRs, then this isn’t a problem. They know where they need to go and don’t have time to worry about the competition. ==========

Throughout the history of the church, Christians have tended to elevate the importance of one over the other. For the first 1,500 years of the church, singleness was considered the preferred state and the best way to serve Christ. Singles sat at the front of the church. Marrieds were sent to the back.4 Things changed after the Reformation in 1517, when single people were sent to the back and marrieds moved to the front — at least among Protestants.5 Scripture, however, refers to both statuses as weighty, meaningful vocations. We’ll spend more time on each later in the chapter, but here is a brief overview. Marrieds. This refers to a man and woman who form a one-flesh union through a covenantal vow — to God, to one another, and to the larger community — to permanently, freely, faithfully, and fruitfully love one another. Adam and Eve provide the clearest biblical model for this. As a one-flesh couple, they were called by God to take initiative to “be fruitful . . . fill the earth and subdue it” (Genesis 1:28). Singles. Scripture teaches that human beings are created for intimacy and connection with God, themselves, and one another. Marriage is one framework in which we work this out; singleness is another. While singleness may be voluntarily chosen or involuntarily imposed, temporary or long-term, a sudden event or a gradual unfolding, Christian singleness can be understood within two distinct callings: • Vowed celibates. These are individuals who make lifelong vows to remain single and maintain lifelong sexual abstinence as a means of living out their commitment to Christ. They do this freely in response to a God-given gift of grace (Matthew 19:12). Today, we are perhaps most familiar with vowed celibates as nuns and priests in the Roman Catholic or Orthodox Church. These celibates vow to forgo earthly marriage in order to participate more fully in the heavenly reality that is eternal union with Christ.6 • Dedicated celibates. These are singles who have not necessarily made a lifelong vow to remain single, but who choose to remain sexually abstinent for as long as they are single. Their commitment to celibacy is an expression of their commitment to Christ. Many desire to marry or are open to the possibility. They may have not yet met the right person or are postponing marriage to pursue a career or additional education. They may be single because of divorce or the death of a spouse. The apostle Paul acknowledges such dedicated celibates in his first letter to the church at Corinth (1 Corinthians 7). Understanding singleness and marriage as callings or vocations must inform our self-understanding and the outworking of our leadership. Our whole life as a leader is to bear witness to God’s love for the world. But we do so in different ways as marrieds or singles. Married couples bear witness to the depth of Christ’s love. Their vows focus and limit them to loving one person exclusively, permanently, and intimately. Singles — vowed or dedicated — bear witness to the breadth of Christ’s love. Because they are not limited by a vow to one person, they have more freedom and time to express the love of Christ to a broad range of people. Both marrieds and singles point to and reveal Christ’s love, but in different ways. Both need to learn from one another about these different aspects of Christ’s love. This may be a radically new concept for you, but stay with me. God intends this rich theological vision to inform our leadership in ways few of us may have considered. Before exploring the connections between leadership and marriage or singleness, it’s important to understand the way marriage and singleness are commonly understood in standard practice among leaders today.

How to Get a Verified Payoneer Accounts Online Top Place to Buy Verified Payoneer Accounts Online – Fast & Trusted (2025) ➤➤➤Telegram: @usapvamart ➤➤➤WhatsApp: +1 579-390-7946 ✅ Meta Description: Want to buy a verified Payoneer account online? Discover the most trusted platform for secure Payoneer accounts in 2025 with fast delivery and full support. ✅ Top Place to Buy Verified Payoneer Accounts Online (2025 Guide) Payoneer is one of the world’s most trusted platforms for international money transfers, online payments, and global business transactions. Whether you're a freelancer, Amazon seller, affiliate marketer, or agency owner, having a fully verified Payoneer account is essential. But creating a verified Payoneer account can take days—or even weeks—due to ID verification, banking documents, and compliance checks. That’s why many professionals now buy pre-verified Payoneer accounts online to save time and get started instantly. So, where’s the safest and most reliable place to buy a verified Payoneer account in 2025? ➤➤➤Telegram: @usapvamart ➤➤➤WhatsApp: +1 579-390-7946 ✅ What You Receive With Your Verified Payoneer Account Feature Included Full Identity Verification ✅ Yes Linked U.S. Bank Details ✅ Yes Custom Business Name ✅ Yes IP Diversification ✅ Yes Secure Login Credentials ✅ Yes Delivery Time ✅ 1–24 Hours ✅ Why Buy a Verified Payoneer Account? Buying a ready-made Payoneer account offers several advantages: ✅ Skip lengthy verification & approval process ✅ Receive international payments in USD, EUR, GBP, etc. ✅ Withdraw to local bank accounts worldwide ✅ Get paid from platforms like Fiverr, Upwork, Amazon ✅ Access virtual bank accounts (US, UK, EU, JP) ✅ Higher limits and full account control ✅ Save time and start earning faster ✅ Top Platform to Buy Verified Payoneer Accounts Online ✅ #1 – usapvamart.com Rating: ⭐⭐⭐⭐⭐ (5/5) Delivery Time: 6–24 Hours Support: 24/7 via WhatsApp & Telegram Website: usapvamart.com ✅ Why Choose USAPVAMart? ✅ Fully verified Payoneer accounts with ID, phone, and email ✅ Access to virtual bank accounts in US/UK/EU ✅ Verified for platforms like Fiverr, Upwork, Amazon, etc. ✅ Includes full login credentials & email access ✅ Accepts PayPal, Credit Cards, Crypto (BTC/USDT) ✅ Lifetime guarantee & replacement policy ✅ Bulk accounts available for agencies or resellers ✅ WhatsApp: +1 579-390-7946 ✅ Telegram: @usapvamart ✅ What’s Included in a Verified Payoneer Account? When you buy from a trusted source like USAPVAMart, your verified Payoneer account typically includes: ✅ Login credentials ✅ Email access used for registration ✅ Uploaded identity documents (passport/NID/driver’s license) ✅ Phone number used for verification ✅ Virtual bank details (optional) ✅ Full control to change password, add bank, etc. ✅ How to Buy a Verified Payoneer Account Online (Step-by-Step) ✅ Step 1: Contact the Seller Message the support team via Telegram or WhatsApp to check availability and options. ✅ Step 2: Choose Your Account Type Select whether you need an individual or business account, and your preferred country. ✅ Step 3: Make a Secure Payment Payment options typically include: ✅ Credit/Debit Card ✅ PayPal ₿ Bitcoin or USDT ✅ Bank Transfer (optional) ✅ Ready to Get Started? For the safest and most reliable verified Payoneer accounts, the top provider in 2025 is: ✅ usapvamart.com ✅ WhatsApp: +1 579-390-7946 ✅ Telegram: @usapvamart ✅With USAPVAMart, you get: ✅ 100% real and verified accounts ✅ Lifetime support ✅ Fast, secure ✅ Final Thoughts A verified Payoneer account is the backbone of global business and freelancing. Buying a pre-verified account from a trusted seller like USAPVAMart gives you speed, security, and confidence.

Buy Verified PayPal Accounts with Confidence by GlobalPVAShop Are you looking to buy verified PayPal accounts that are ready for immediate use and hassle-free transactions? Look no further than GlobalPVAShop, the trusted marketplace offering fully verified, secure PayPal accounts tailored for individuals and businesses worldwide. 24/7 Ready to Customer Support. Email: globalpvashops@gmail.com Microsoft Teams: GlobalPVAShop Telegram: @globalpvashopofficial WhatsApp: +1(515)305-6870 Why Buy Verified PayPal Accounts? PayPal remains one of the most trusted and widely used online payment platforms globally, enabling millions to send and receive money, shop securely, and manage finances effortlessly. However, creating and verifying a PayPal account can be challenging, especially if you need an account verified with U.S. or international credentials, or want to avoid the lengthy verification process. Purchasing a verified PayPal account from GlobalPVAShop offers a fast, reliable alternative. These accounts come pre-verified with real information, allowing you to bypass the initial restrictions and start sending, receiving, and withdrawing funds instantly. Verified accounts provide increased transaction limits, access to business features, and reduced risk of account limitations. Benefits of Buying Verified PayPal Accounts from GlobalPVAShop Instant Access & Use: Our verified accounts are ready to use immediately after purchase, saving you days or weeks of waiting for verification. Secure & Legitimate: Each PayPal account is verified using genuine credentials and undergoes strict quality checks to ensure long-term usability. High Transaction Limits: Verified status unlocks higher sending, receiving, and withdrawal limits to support your growing business or personal needs. Global Compatibility: Whether you’re operating locally or internationally, our accounts are verified to function smoothly in multiple regions. Dedicated Support: GlobalPVAShop offers continuous customer support to help you with setup, troubleshooting, and guidance for safe account use. Who Should Consider Buying Verified PayPal Accounts? Freelancers and Remote Workers: Get paid quickly by clients worldwide without worrying about account verification delays. E-commerce Sellers: Manage your store’s finances efficiently and receive payments from global customers. Digital Marketers and Affiliate Marketers: Operate multiple accounts safely to handle various campaigns and payouts. Small Business Owners: Simplify financial transactions and boost cash flow with reliable verified PayPal accounts. Why Trust GlobalPVAShop? GlobalPVAShop is a renowned name in the verified accounts marketplace, recognized for transparency, quality, and customer satisfaction. When you buy verified PayPal accounts from us, you’re choosing a partner committed to: Authenticity: Only genuine verified accounts with verified email and phone credentials. Speed: Quick delivery ensures your operations don’t suffer delays. Confidentiality: Your privacy is paramount; all transactions are handled securely and discreetly. Affordability: Competitive pricing and bulk order discounts make it easy to get the accounts you need. How to Buy Verified PayPal Accounts? Buying from GlobalPVAShop is straightforward: Visit our website and navigate to the verified PayPal accounts section. Choose the account package that fits your requirements. Complete the secure checkout process. Receive your verified PayPal account credentials via email. Start using your account immediately for hassle-free transactions. Take advantage of a fully verified PayPal account to streamline your online payments today. Buy verified PayPal accounts by GlobalPVAShop — trusted, secure, and ready to empower your financial transactions worldwide!

Buy Verified Payeer Accounts – 100% safe & Secure Accounts Are you afraid to buy Verified Payeer Accounts service will be Dropped? Don’t Worry, We are not like the rest of the fake PVA Accounts providers. We provide 100% Non-Drop PVA Accounts, Permanent PVA Accounts, and Legit PVA Accounts Service. We’re working with the largest team and we’re instant start work after your placing order. So, Buy our Service and enjoy it. Our Service Always Trusted Customers sufficient Guarantee ✅ 100% Customers Satisfaction Guaranteed. ✅ 100% Non-Drop Verified Payeer Accounts ✅ Active Verified Payeer Accounts ✅ Very Cheap Price. ✅ High-Quality Service. ✅ 100% Money-Back Guarantee. ✅ 24/7 Ready to Customer Support. ✅ Extra Bonuses for every service. ✅ Country Available ( USA, CA, UK, NA, AUS, Chile, Any Country. ✅ If you want to buy this product, you must Advance Payment. If you want to know more or have any queries, just knock us here- 24 Hours Reply/Contact ✅➤Telegram:@usukseller ✅➤Whatsapp: +1(939)328-6215‪ ✅➤Email: usukseller6@gmail.com What is a Payeer account? A Payeer account is a digital wallet that allows users to easily send, receive, and exchange different currencies online. It provides a convenient platform for managing your finances and conducting various transactions securely. With a Payeer account, you can make payments for goods and services, transfer funds to other users, or even invest in cryptocurrency. One of the key benefits of having a Payeer account is its versatility. You can use it for both personal and business purposes, making it an ideal solution for individuals and entrepreneurs alike. Whether you need to pay bills, shop online, or manage your finances across multiple platforms, a Payeer account offers the flexibility you need. Additionally, Payeer’s user-friendly interface makes it easy to navigate and access all the features of your account with just a few clicks. This ensures a seamless user experience whether you’re using the platform on your computer or mobile device. Introduction to Payeer and its Benefits Looking for a secure and convenient online payment system? Look no further than Payeer. This digital wallet allows you to easily send, receive, and exchange money in multiple currencies with low fees. One of the key benefits of using Payeer is its versatility. Whether you’re an individual looking to make online purchases or a business owner seeking efficient payment solutions, Payeer has got you covered. With Payeer, you can access your funds anytime, anywhere through their user-friendly mobile app. Say goodbye to long processing times and hello to instant transactions at your fingertips. Plus, Payeer offers competitive exchange rates and supports various payment methods, making it a flexible option for users worldwide. Experience seamless financial management with Payeer today! Buy Verified Payeer Accounts – Is Payeer Wallet Safe? When it comes to buying verified Payeer accounts, a common concern is the safety of using the Payeer wallet. Payeer is a reputable online payment system that offers users a convenient way to send and receive money globally. With its robust security measures in place, many users find comfort in using the platform for their financial transactions. The verification process for Payeer accounts adds an extra layer of security, ensuring that only authorized individuals can access and use the account. By purchasing a verified Payeer account, you are not only saving time but also guaranteeing a higher level of protection for your funds. It’s important to note that like any online platform, there may be risks involved with using Payeer. However, by purchasing a verified account from reliable sellers, you can mitigate these risks and enjoy the benefits of secure transactions through Payeer without worry.

Buy verified Paypal accounts – 100% Verified & Fast Delivery. Are you afraid that our Verified PayPal Account service will be Dropped? Don’t Worry; We are not like the rest of the fake PVA account providers. We provide 100% Non-Drop PVA Accounts, Permanent PVA Accounts, and Legit PVA Accounts Service. We’re working with the largest team, and we’re instant start work after you place order. So, Buy our Service and enjoy it. Our Service Always Trusted Customers with sufficient Guarantee ✅ 100% Customers Satisfaction Guaranteed ✅ 100% Non-Drop Verified PayPal Account ✅Active Verified PayPal Account ✅Very Cheap Price ✅ High-Quality Service ✅ 100% Money-Back Guarantee ✅24/7 Ready to Customer Support ✅ Extra Bonuses for every service ✅If you want to buy this product, you must Advance Payment If you want to know more or have any queries, just knock us here- 24 Hours Reply/Contact ✅➤Telegram:@usukseller ✅➤Whatsapp: +1(939)328-6215‪ ✅➤Email: usukseller6@gmail.com Buy USA-Verified PayPal Accounts Looking to expand your online payment options in the USA? Consider buying verified PayPal accounts tailored specifically for the US market. These accounts come with additional layers of security and verification, giving you peace of mind when conducting transactions. With a USA-verified PayPal account, you can tap into a wider range of online shopping opportunities and seamlessly send or receive payments within the country. Whether you’re an individual or a business looking to enhance your financial flexibility, these accounts offer added credibility and trustworthiness. By purchasing a verified PayPal account for the USA, you ensure smoother transactions and increased convenience when dealing with American clients or customers. The process is straightforward and efficient, allowing you to start using your account almost immediately after purchase. Experience the benefits of having a verified PayPal account designed specifically for the US market by exploring reputable sellers offering top-notch services tailored to your needs. Introduction to Paypal Accounts PayPal accounts have become an essential tool for online transactions in today’s digital world. Whether you’re a buyer or a seller, having a PayPal account makes sending and receiving money easy and secure. Introduced in the late 1990s, PayPal revolutionized the way people engage in e-commerce by providing a safe platform for financial transactions. It allows users to link their bank accounts or credit cards to make payments with just a few clicks. By creating a PayPal account, users can enjoy added security features such as Purchase Protection and Seller Protection that safeguard against fraudulent activities. This gives both buyers and sellers peace of mind when conducting business online. With millions of users worldwide, PayPal is accepted by numerous online retailers and businesses across various industries. Its user-friendly interface and efficient payment processing make it a popular choice for individuals and businesses alike. In conclusion… Is it legal to buy verified PayPal accounts? Many people wonder about the legality of purchasing verified PayPal accounts. It’s important to understand that while buying and selling PayPal accounts is not illegal, it does go against PayPal’s terms of service. This means that if you are caught using a purchased account, you risk having it suspended or even permanently banned by PayPal. Buy Verified Paypal Accounts When you buy a verified PayPal account, you are essentially taking on someone else’s identity in the eyes of the platform. This can lead to issues with security and fraud prevention measures put in place by PayPal. It’s always best to create and verify your own PayPal account to ensure compliance with their policies and avoid any potential risks associated with buying an account from a third-party seller.

8 Guide to Buy Verified Chime Accounts Looking to buy verified Chime accounts that are safe, trusted, and ready for banking and payments? usaallhub provides fully verified Chime accounts that are phone-verified (PVA), ensuring smooth access, reliability, and security for personal or business transactions. Each account is carefully checked to prevent unauthorized access. This guarantees a safe and fair transaction. With usaallhub, you get fast delivery, flexible packages, and dedicated support. Whether you need a single account or multiple Chime accounts, you can confidently buy verified Chime accounts knowing they are secure, reliable, and ready for immediate use. ✅Email:usaallhub@gmail.com ✅Telegram:@usaallhub ✅WhatsApp:+1 (508) 402-5077 Trending #SEO#usaallhub#socialmedia#USAaccounts#seoservice#Digitalmarketer Buy Verified Chime Accounts – Features ✅ 100% US Verified Chime Bank Account ✅ Active Chase Account with Transaction History ✅ Instant Access After Purchase ✅ International Transfers Enabled ✅ Debit/Credit Card Linked & Verified ✅ Physical Card Activated ✅ p2p Enabled ✅ 2k -5k both limited accounts ✅24-Hour Reply/Contact – Our support team is available 24/7 for assistance. If you are feeling any problems and know more about us then contact us via Email, WhatsApp, or Telegram. ⇔Contact For More Information ✓Email:usaallhub@gmail.com ✓Telegram:@usaallhub ✓WhatsApp:+1 (508) 402-5077 #buy verified chime accounts, #chime accounts for sale, aged chime accounts for sale, buy chime business accounts, buy old chime accounts, buy verified chime accounts canada, buy verified chime accounts uk, buy verified chime accounts usa, premium verified chime accounts, secure chime accounts buy online, trusted chime account provider, verified chime accounts instant delivery, verified chime accounts with bank linked Buy Verified Chime Business Accounts for Secure Payments Businesses and entrepreneurs require trustworthy digital banking solutions to handle payments efficiently. usaallhub provides verified Chime business accounts that are designed for secure and professional usage. With these accounts, businesses can send and receive client payments, manage invoices, and streamline international transactions. Verified business accounts build client trust, reduce risks of delays, and ensure professional credibility. By purchasing verified business accounts from usaallhub, companies gain access to reliable, secure, and fully functional banking solutions. These accounts simplify financial operations and provide the flexibility businesses need to grow globally. Trusted Marketplace for Verified Chime Accounts USA Choosing a trusted marketplace is essential for purchasing verified Chime accounts. usaallhub is a leading provider in the USA, delivering accounts that are fully secure and functional. Customers can trust our platform for transparency, compliance, and professional support. Every account we provide is tested to meet Chime’s standards, giving buyers complete confidence. By purchasing through usaallhub, customers access a trusted and globally recognized marketplace for secure, reliable, and ready-to-use Chime accounts. Conclusion: Best Place to Buy Verified Chime Accounts Buying verified Chime accounts is the smartest way to simplify digital banking. usaallhub provides secure, pre-verified accounts that save time and ensure reliable financial management. These accounts enhance credibility, streamline transactions, and provide instant usability for both individuals and businesses. Whether you need accounts for savings, online payments, or professional operations, we deliver high-quality solutions. Choosing usaallhub guarantees secure, trusted, and efficient verified Chime accounts. This makes us the best place to buy Chime accounts for anyone looking to achieve smooth, reliable, and professional financial management.

The importance of buying old Gmail accounts If you want to more information just contact now ➤Telegram: @pvasellsshop ➤WhatsApp:+17819675083 ➤Email:pvasellsshop@gmail.com Buy Old Gmail Accounts holds significant importance for many users and businesses alike. Established accounts come with a history that can be beneficial in various online activities.Older accounts often have higher credibility and trustworthiness. This can enhance your reputation when engaging in marketing or outreach efforts. A long-standing account is less likely to raise red flags, helping you avoid potential issues with email delivery. Additionally, these accounts may already possess valuable features such as storage space or additional security settings. An established account can save time during setup, allowing immediate access to essential tools. If you want to more information just contact now ➤Telegram: @pvasellsshop ➤WhatsApp:+17819675083 ➤Email:pvasellsshop@gmail.com For businesses aiming to reach specific demographics, purchasing old Gmail accounts helps target audiences more effectively. These aged profiles could provide insights into different user behaviors over time.In today’s digital landscape, building an authentic presence matters deeply. Old Gmail accounts contribute significantly toward achieving this goal efficiently and effectively. Benefits of buying old Gmail accounts for online presence Buy Old Gmail Accounts can significantly enhance your online presence. These accounts often come with established credibility and a history of activity, making them more trustworthy in the eyes of potential customers or clients.An older account may also have a higher likelihood of bypassing spam filters. This advantage helps ensure that your communications reach their intended audience without unnecessary hindrances. Additionally, many businesses utilize these aged accounts to manage multiple online platforms seamlessly. With an established email address, you can streamline operations and maintain professionalism across various services. Old Gmail accounts often grant access to valuable features like Google Drive storage and other integrated tools from Google Workspace. This connectivity facilitates collaboration and improves productivity for both individuals and teams.Having an old Gmail account could open doors to exclusive offers or beta programs that newer users might not easily access. It’s about maximizing opportunities while creating a solid foundation for your brand’s digital footprint. Why purchase old Gmail from pvasellsshop.com? When considering where to Buy Old Gmail Accounts, pvasellsshop.com stands out as a trusted source. Their reputation for quality and reliability sets them apart in a crowded market.Customers can expect thorough vetting processes for every account sold. This ensures that each Gmail account has a history of good standing, reducing the risk associated with purchasing online. The user experience on the site is streamlined. Browsing through available options is easy, allowing you to find exactly what you need quickly.Additionally, their customer support team is responsive and knowledgeable. They are ready to assist with any queries or concerns throughout your buying journey. Competitive pricing makes pvasellsshop.com an attractive option for those looking to invest in old Gmail accounts without breaking the bank. The combination of affordability and service quality creates a compelling reason to choose this platform over others. The Risks of Buy Old Gmail Accounts Buy Old Gmail Accounts comes with several risks that potential buyers should carefully consider. First and foremost, there’s the issue of account security. Many older accounts may have weak passwords or outdated recovery options, making them vulnerable to hacking. If you want to more information just contact now ➤Telegram: @pvasellsshop ➤WhatsApp:+17819675083 ➤Email:pvasellsshop@gmail.com

Companies should utilize the CSIPP™ framework whenever they face crises. The 12 elements of CSIPP™, or Crisis Solution Internal Philosophy and Practice, include: 1. Immunity (Immune Systems): Organizations, akin to living organisms, possess inherent vulnerabilities. The CSIPP™ framework advocates for the establishment of proactive and self-regulating systems within an organization which autonomously identify, respond to, and mitigate threats, thereby enhancing the organization's resilience and adaptability. 2. Surveillance: Organizations need to cultivate a culture of informed awareness. This entails the implementation of judicious surveillance mechanisms to gather both internal and external intelligence. Such insights empower organizations to preemptively identify potential risks and opportunities, enabling more agile and effective decision-making. Data serves as the lifeblood of CSIPP™. It is imperative that organizations prioritize the collection, analysis, and interpretation of relevant data. This data-driven approach facilitates evidence-based decision-making, informed risk assessments, and the optimization of crisis response strategies. 3. Decisiveness: Decisiveness is particularly important during times of crisis. Leaders must be able to gather and synthesize the data, and make quick and definite decisions to move the organization forward. 4. Capital Reserves/Liquidity: Financial preparedness is a cornerstone of crisis management. Organizations must maintain adequate reserves of liquid capital to navigate unforeseen challenges. Moreover, they should proactively identify internal assets, both tangible and intangible, that can be readily redeployed in times of crisis. 5. Communication: Effective communication is pivotal during a crisis. Organizations should establish a comprehensive communication plan encompassing all stakeholders - employees, customers, investors, and the community at large. This plan should ensure timely, transparent, and accurate information dissemination, fostering trust and mitigating the spread of misinformation. 6. Response: The ability to respond swiftly and decisively is critical in crisis situations. Organizations must develop well-defined response protocols that outline roles, responsibilities, and escalation procedures. Regular drills and simulations can enhance preparedness and ensure a coordinated response. 7. Risk Evaluation: A continuous process of risk evaluation and assessment is essential. Organizations need to proactively identify, analyze, and prioritize potential risks based on their likelihood and potential impact. This enables the development of targeted mitigation strategies and contingency plans. 8. Leadership: Strong and decisive leadership is indispensable during a crisis. Leaders must be able to make difficult decisions under pressure, communicate effectively, and inspire confidence in their teams. A clear chain of command and delegation of authority are vital for effective crisis management. 9. Readiness (Drills/Training): All individuals likely to be involved in crisis response should receive comprehensive training and participate in regular drills. This ensures that they are familiar with their roles, responsibilities, and the organization's crisis management protocols. 10. Post-Crisis Analysis: Following a crisis, it is crucial to conduct a thorough post-mortem analysis. This involves evaluating the organization's response, identifying lessons learned, and implementing corrective actions to improve future crisis management efforts. 11. Nuanced Adjustment: Crisis management is not a one-size-fits-all endeavor. Organizations need to be adaptable and flexible, adjusting their strategies and tactics as the situation evolves. 12. Protocol: Clear and well-defined protocols are the backbone of effective crisis management. Organizations should establish a set of standard operating procedures (SOPs) that outline the steps to be taken in various crisis scenarios.

How does a cranky, demanding coach create the most cohesive team in all of sports? One common answer is that the Spurs are smart about drafting and developing unselfish, hardworking, team-oriented individuals. This is a tempting explanation, because the Spurs clearly make a concerted effort to select high-character individuals. (Their scouting template includes a check box labeled “Not a Spur.” A check in this box means the player will not be pursued, no matter how talented he is.)

One of the biggest challenges implementing agile is the reward system. For example, individual salary scales and rewards can be decoupled from the function and substituted by group valuation rewards linked to the capacity of both the employee and/or the team. Or, it is possible to make a distinction between the fixed salary and flexible performance bonus, detached from the annual budget and not considered a personnel expense. The reward system is always the last to change, but it is crucial to include this subject in the initial conversations with the different stakeholders around agile projects.

Jack’s secret is not just to reward people for their profit contribution in the “great game of business.” It’s to put real numbers right in workers’ faces so they make better decisions every minute, every day, for every customer. I would go one step further, and maybe Jack already has. I would give employees a minor share in the overall company, but I would also then use software to measure each individual’s or team’s contributions after fair overhead allocations and direct costs. This would mean the back-line “servers” have fair revenue recognition of their efforts on behalf of the front-line “browsers” who actually serve the end customers. Is this not possible in a light-speed world of software and business metrics? We need more real business leaders and visionaries like Jack Stack, not BS Wall Street leverage artists or old-line corporate managers who merely streamline their top-down management systems while their workers wait for their unfunded retirement and death. And we need real educators, like Neil deGrasse Tyson, who can make science understandable to everyday people. Most of all, we need people to love what they do so much that they won’t even think of retiring at age 63 or 65 or even 75. They’re so productive and happy that they don’t worry about a retirement that doesn’t make sense to them anymore, though it’s there if they have health challenges. They’re too busy satisfying their customers and creating new businesses to contemplate life without that fulfillment. They’re so focused on what they do that they’re like the champion basketball player who’s totally “in state” and one with his process. They’re certainly not bored or waiting to retire and do nothing!

Talented storytellers had found a way to make viewers care, and the evolution of this storyline made it abundantly clear to me: If you give a good idea to a mediocre team, they will screw it up. If you give a mediocre idea to a brilliant team, they will either fix it or throw it away and come up with something better. The takeaway here is worth repeating: Getting the team right is the necessary precursor to getting the ideas right. It is easy to say you want talented people, and you do, but the way those people interact with one another is the real key. Even the smartest people can form an ineffective team if they are mismatched. That means it is better to focus on how a team is performing, not on the talents of the individuals within it. A good team is made up of people who complement each other. There is an important principle here that may seem obvious, yet—in my experience—is not obvious at all. Getting the right people and the right chemistry is more important than getting the right idea.

Caring for dogs teaches kids observation skills, empathy and a sense of responsibility. Taking part in sport helps children cultivate physical strength, mental and physical resilience, self-esteem, delayed gratification, patience, courage, independence, leadership skills, good judgement and decision making, collaboration skills and a passion for teamwork. I have long held the belief that sport is worthwhile, and something that is often underestimated in the individual and team values it fosters. Who ever said that sporty types - girls included - do not like a fairy tale? Sport can be the beginning of a journey where children discover that they - and their team - whether dogs or humans, can create and fulfil their passions and their dreams

Celebrating those moments when we have made a difference in our work, whether it is in a caring profession or in something totally different, can boost our sense of purpose and our sense of efficacy. Yet how often do we do this, either on an individual or a team level? When teams learn from previous experiences it tends to be learning from mistakes. When we think back over our performance at work it is often to reflect on how we can do better. Yet we can also purposefully take the time to print out emails where people have thanked us, to look over cards from people who have acknowledged something meaningful we have done for them and to notice moments in our day where we’ve had a really nice time, or at least felt like we’ve done our job well. Even a small amount of this can make a really big difference.

Good performance management is fundamentally about results, fairness, retention, and transparency. It’s about making sure that the people who have the best skills get more responsibility if they want it, so they can have a bigger impact. That improves the results of individuals and teams collectively.

Another way to foster a sense of belonging for employees is to form teams that are encouraged to engage in collective problem-solving. This affords regular opportunities for all members of the teams to express their views and contribute their talents. But leaders of these teams should establish the norm that colleagues treat each other with respect, making room for everyone in discussions and listening thoughtfully to one another. As we saw with high-status students leading the way in establishing an antibullying norm in schools, managers, as the highest-status member of a team, can set powerful norms. A key goal is foster what leadership scholar Amy Edmonson calls psychological safety, which she describes as "the belief that the environment is safe for interpersonal risk taking. People feel able to speak up when needed--with relevant ideas, questions, or concerns--without being shut down in a gratuitous way. Psychological safety is present when colleagues trust and respect each other and feel able, even obligated, to be candid." No matter how ingenious or talented individual team members are, if the climate does not foster the psychological safety people need to express themselves, they are likely to hold back on valuable input.

It’s natural to choose people who share your beliefs and values for your team; it’s natural to select as confidants individuals who will make you feel good about yourself. The problem, of course, is that these individuals won’t challenge you to change.

A team is a group of people focused on a common goal, in which each individual adjusts their actions, habits, and work preferences in order to achieve the group’s common goal. The team’s effectiveness depends on the members’ capacity to work together. It is directly related to the group’s ability to make the best use of the individuals’ skills.

The sixth chakra is called the Agnya which is found in the forehead. The single is the reigning world. The Chakra of Agnya contains our ego and our conditioning. On the other hand the Sun forms our character and sense of being in accordance with the energy of the sign in which it is situated. "I'" is the keyword The sign in which the Sun is located is our main sign, and it signifies the stage of evolution with which we were born on this earth as well as the lessons we need to learn in life. It is what constitutes our sense of identity. We all have distinct identities which make us unique. Our family, education, friends, view of the world, the teams we support, and so on. All identities, however, are created by our ego. When our Agnya chakra opens our ego and conditioning cannot rule over us. We perceive our spirit within us which is a deeper identity. We continue to create modesty within us, and the fact that we are pure spirit. Dominant sun energy in the birth chart can make a dominant, conceited and selfish person. What blocks the sixth chakra is pride that makes a person feel superior to others. Other than this, redemption is dawning within us as we sense the pure spirit within each. •       Our Sahasrara, the seventh chakra, is the fontanelle area on top of our head which was soft when we were small. The governing planet is the Sun, which controls the Cancer sign as well. The chakra of Sahasrara is above all chakras, and consists of a combination of all the chakras on top of our head. Emotions, instincts, and mind are governed by the Moon. The opening of the seventh chakra helps integrate the chakras within us and establishes a strong connection between us and the cosmic energy. This incorporation beyond consciousness carries an individual. Throughout astrology, the moon determines our character's unconscious state, implying a region outside our consciousness. This unconscious state has always existed, and it will always exist, since it is the all-pervading power that embraces the whole universe. The Sahasrara chakra is a door that opens to the knowledge of the all-pervading forces from our individual consciousness. At the time of birth, a bright moon makes a person receptive, instinctive, imaginative, sacrificial, capable of understanding others and spiritual. The Moon also reflects prosperity, femininity and motherhood experiences that have grown within us. In a birth chart with a dominant moon, the personality has a changing nature, because the moon is the fastest to tour the zodiac. The energy which it reflects changes and flows constantly. The moon also affords a good adaptability. Likewise, the universe is constantly changing and flowing too. When our seventh chakra is open and connected to the universal energy, we feel like a drop mixed in the ocean and our being is in harmony with that great flow.

For example, teams need individuals to bring a degree of self-mastery and, at a minimum, an ability to make, track, and deliver on agreements they commit to.

live each day connected to our values. We can work toward our goals, however ambitious, with integrity and authenticity. We can treat every person the way we would like to be treated. The difference that this can make to an individual, a team, and the working atmosphere is astounding. We can still achieve all that we desire, whether as small as buying a cup of coffee or as meteoric as building a global business, by treating others with appreciation and respect.

As a leader, there is no way to escape the responsibility for walking that delicate line and making those delicate judgments between the rights of the group versus the rights of the individual.

Team meetings are a major source of open communication and information sharing between team members, hence, it is critical that team meetings are run as effectively as possible. The following guidelines will help ensure that team meetings are effective: Set an agenda before each meeting. Make sure that the agenda is communicated to each team member before the meeting, especially if they are to present something at the meeting. Allocate time allotments to each subject to ensure that the team stays focused Ensure that each member of the team contributes to the discussion or invite them to join in Stress that all views need to be heard Open each meeting by going over the purpose, objectives, and agenda of the meeting. Stress how the meeting ties into the overall goals and purpose of the team Bring closure to each agenda item. Do not let discussions remain open. Open items or viewpoints not mentioned in a meeting will creep into hallway discussions and could lead to tension within the team If decisions need to be made in the meeting, drive the discussion so that the team reaches a decision. Use the teams agreed upon method of decision making to make the final discussion (majority rule, consensus, small group, or leader) End each meeting with an action plan. Make sure that during the meeting action items are taken. Go over the actions taken in each meeting and make sure that the individual that was given the action agrees to the action item and deadline Publish meeting minutes and the action log and date for the next meeting within a timely fashion after the meeting. In the meeting minutes, publish the items discussed and all decisions made. Meeting minutes are a good way to show team progress and to keep as an active record for future meetings and discussions.

Start by redistributing a chunk of your own authority. Step back from critical decisions and let your team decide. (We’ll say more about this in chapter 15.) If your company doesn’t have a profit-sharing plan, lobby for one and make sure it’s available to every employee. In a good year, profit sharing should raise average compensation by 10 percent or more. Wherever possible, disaggregate big units into small ones. In general, keep operating units to fewer than fifty people. Give every unit a full-fledged P&L. Minimize corporate overhead allocations and avoid building targets around detailed KPIs. Expand the decision-making prerogatives of frontline operating teams. Give them responsibility for decisions around unit strategy, operations, and people. Roll back legacy policies that have truncated the freedom of frontline units. Give businesses the right to negotiate the price of centrally provided services and opt out if they don’t think they’re getting a good deal. Once every unit has a genuine P&L, significantly increase the proportion of individual or team compensation that’s at risk. Ensure that above-average performance brings above-average rewards.

Striking compromises across people. Finding ways of making teammates feel valued. Being able to agree to things that are suboptimal for you in the interest of the greater team good. Understanding people’s underlying motivations and incentives. Motivating teams and boosting morale. Relinquishing your ego and encouraging others to do the same. Setting common goals, metrics, and procedures. Balancing autonomy with team cohesion. Building the confidence of those around you. Increasing individual accountability. Setting a good example. Taking personal responsibility. Showing compassion and empathy for coworkers. Identifying and dividing responsibilities. Sharing knowledge and responsibilities. Mitigating the damage from a negative teammate or situation. Building trust across the team.

Cooperation is the act of working with others and acting together to accomplish a job. A team is a partnership of unique people who bring out the very best in each other, and who know that even though they are wonderful as individuals, they are even better together. Coming together is a beginning; staying together is progress; working together is success.

Early on in your career, when you’re an individual contributor, you’re graded on the volume and quality of your work. Then one day, all of a sudden, you’re a manager. Let’s assume you do well and move up to manage more and more people. Now you’re no longer paid for the amount of work you do; you’re paid for the quality of decisions you make. But no one tells you the rules have changed. When you hit a wall, you think, I’ll just work harder—that’s what got me here. What you should do is more counterintuitive: Stop for a moment and shut out the noise. Close your eyes to really see what’s in front of you, and then pick the best way forward for you and your team, relative to the organization’s needs. What’s neat about OKRs is that they formalize reflection. At least once each quarter, they make contributors step back into a quiet place and consider how their decisions align with the company. People start thinking in the macro. They become more pointed and precise, because you can’t write a ninety-page OKR dissertation. You have to choose three to five things and exactly how they should be measured. Then when the day comes and someone says, “Okay, you’re a manager,” you’ve already learned how to think like one. And that’s huge.