Manager Praise Quotes

Life was not easy, nor was it happy, but she did not expect life to be easy, and, if it was not happy, that was woman's lot. It was a man's world, and she accepted it as such. The man owned the property, and the woman managed it. The man took credit for the management, and the woman praised his cleverness. The man roared like a bull when a splinter was in his finger, and the woman muffled the moans of childbirth, lest she disturb him. Men were rough of speech and often drunk. Women ignored the lapses of speech and put the drunkards to bed without bitter words. Men were rude and outspoken, women were always kind, gracious and forgiving.

Secret #2 : One Minute Praising Help People to Reach Their Full Potential. Catch Them Doing Something Right

Isn't it a riddle . . . and awe-inspiring, that everything is so beautiful? Despite the horror. Lately I've noticed something grand and mysterious peering through my sheer joy in all that is beautiful, a sense of its creator . . . Only man can be truly ugly, because he has the free will to estrange himself from this song of praise. It often seems that he'll manage to drown out this hymn with his cannon thunder, curses and blasphemy. But during this past spring it has dawned upon me that he won't be able to do this. And so I want to try and throw myself on the side of the victor.

Will someone fucking tell me how that fucking lucky bastard managed to catch the best cook in Kentucky who actually wants to wait on him hand and foot, is rich as shit, has the best tits I’ve ever seen, and from the sounds coming from downstairs, is fucking his brains out?” Lucky gave praise to the one responsible. “I give thanks every day for her.” Shade gave him an unnerving grin. “You’re welcome.

From my experience, I see a high number of change initiatives fail, so why is it that change experts and leadership coaches continually praise organisations for their great efforts?

Remember the Golden Rule? "Treat people as you would like to be treated." The best managers break the Golden Rule every day. They would say don't treat people as you would like to be treated. This presupposes that everyone breathes the same psychological oxygen as you. For example, if you are competitive, everyone must be similarly competitive. If you like to be praised in public, everyone else must, too. Everyone must share your hatred of micromanagement.

Ellen's life was not easy, nor was it happy, but she did not expect life to be easy, and, if it was not happy, that was woman's lot. It was a man's world, and she accepted it as such. The man owned the property, and the woman managed it. The man took credit for the management, and the woman praised his cleverness. The man roared like a bull when a splinter was in his finger, and the woman muffled the moans of childbirth, lest she disturb him. Men were rough of speech and often drunk. Women ignored the lapses of speech and put the drunkards to bed without bitter words. Men were rude and outspoken, women were always kind, gracious and forgiving.

71. Rare Things-- A son-in-law who's praised by his wife's father. Likewise, a wife who's loved by her mother-in-law. A pair of silver tweezers that can actually pull out hairs properly. A retainer who doesn't speak ill of his master. A person who is without a single quirk. Someone who's superior in both appearance and character, and who's remained utterly blameless throughout his long dealings with the world. You never find an instance of two people living together who continue to be overawed by each other's excellence and always treat each other with scrupulous care and respect, so such a relationship is obviously a great rarity. Copying out a tale or a volume of poems without smearing any ink on the book you're copying from. If you're copying it from some beautiful bound book, you try to take immense care, but somehow you always manage to get ink on it. Two women, let alone a man and a woman, who vow themselves to each other forever, and actually manage to remain on good terms to the end.

Praise by name, criticize by category

The One Minute Manager by Ken Blanchard and Spencer Johnson. I still give The One Minute Manager to every person I promote. It’s an amazing resource, in particular on how to give feedback. My biggest takeaways were: Criticize the behavior, not the person. Praise in public; criticize in private. Praise with emotion, criticize without emotion.

Christianity grasped perfectly that there is an element in the apparent contingency of love that can’t be reduced to that contingency. But it immediately raised it to the level of transcendence, and that is the root of the problem. This universal element I too recognize in love as immanent. But Christianity has somehow managed to elevate it and refocus it onto a transcendent power. It’s an ideal that was already partly present in Plato, through the idea of the Good. It is a brilliant first manipulation of the power of love and one we must now bring back to earth. I mean we must demonstrate that love really does have universal power, but that it is simply the opportunity we are given to enjoy a positive, creative, affirmative experience of difference. The Other, no doubt, but without the “Almighty-Other”, without the “Great Other” of transcendence.

It's very easy to resist men, isn't it? But managing to pick the right one -- that is truly worthy of praise.

Gallup found that the key drivers of productivity for employees include whether they feel cared for by a supervisor or someone at work; whether they have received recognition or praise during the past seven days; and whether someone at work regularly encourages their development. Put another way, the ability to communicate consistently positive energy lies at the heart of effective management.

Praise is underused and underappreciated as a management tool.

I believe that getting stuck is often an essential part of the creative process. And when we are stuck—if we have managed to escape the heave and rush of the world, if we have managed to secure solitude and quiet and space without time—then our minds can roam and explore and invent in unfettered freedom. But too often we dread being stuck. Especially our students and young people. We believe that if we are stuck we are failed. On the contrary, we should welcome getting stuck. We should embrace getting stuck. That's when discovery begins.

Of the twelve, the most powerful questions (to employees, guaging their satisfaction with their employers) are those witha combination of the strongest links to the most business outcomes (to include profitability). Armed with this perspective, we now know that the following six ar ethe most powerful questions: 1) Do I know what is expected of me at work? 2) Do I have the materials and equipment I need to do my work right? 3) Do I have the opportunity to do what I do best every day? 4) In the last seven days, have I received recognition or praise for good work? 5) Does my supervisor, or someone at work, seem to care about me as a person? 6) Is there someone at work who encourages my development? As a manager, if you want to know what you should do to build a strong and productive workplace, securing 5s to these six questions would be an excellent place to start.

It was a man’s world, and she accepted it as such. The man owned the property, and the woman managed it. The man took the credit for the management, and the woman praised his cleverness. The man roared like a bull when a splinter was in his finger, and the woman muffled the moans of childbirth, lest she disturb him. Men were rough of speech and often drunk. Women ignored the lapses of speech and put the drunkards to bed without bitter words. Men were rude and outspoken, women were always kind, gracious and forgiving.

Praise for More Happy Than Not “A beautiful debut novel [that] manages a delicate knitting of class politics through an ambitious narrative about sexual identity and connection that considers the heavy weight and constructive value of traumatic memory . . . Aaron’s

Isn't it a tremendous enigma and, if we know the reason, almost frightening, that everything is so beautiful? In spite of all the terrible things that are going on. A great unknown has burst into my simple enjoyment of things beautiful, a faint vision of their creator, whom the innocent, created beings glorify with their beauty. Only man can be ugly. Being endowed with free will, he can seclude himself from the glorification. These days one might often think that man would manage to drown out this song of praise with his roaring cannons, with swearing and blaspheming. And yet - this dawned on me last spring - he cannot. And I will try to take the victors' side.

Some men, by dint of excessive egotism, manage to persuade their contemporaries that they are very great men indeed: they publish their acquirements so loudly in people’s ears, and keep up their own praises so incessantly, that the world’s applause is actually taken by storm.

When you manage people, figure out what your employees need from you in order for them to be their most successful selves. Some folks need praise, some folks need criticism, some folks need structure. Some folks just need small talk, knowing you care, and that’s it. It’ll be different for each person.

by the meditation teacher Joseph Goldstein: whenever a generous impulse arises in your mind—to give money, check in on a friend, send an email praising someone’s work—act on the impulse right away, rather than putting it off until later. When we fail to act on such urges, it’s rarely out of mean-spiritedness, or because we have second thoughts about whether the prospective recipient deserves it. More often, it’s because of some attitude stemming from our efforts to feel in control of our time. We tell ourselves we’ll turn to it when our urgent work is out of the way, or when we have enough spare time to do it really well; or that we ought first to spend a bit longer researching the best recipients for our charitable donations before making any, et cetera.

Only a writer "with Bennett's craft and brass could manage to praise and insult his readers at the same time.

We shouldn't let our envy of distinguished masters of the arts distract us from the wonder of how each of us gets new ideas. Perhaps we hold on to our superstitions about creativity in order to make our own deficiencies seem more excusable. For when we tell ourselves that masterful abilities are simply unexplainable, we're also comforting ourselves by saying that those superheroes come endowed with all the qualities we don't possess. Our failures are therefore no fault of our own, nor are those heroes' virtues to their credit, either. If it isn't learned, it isn't earned. When we actually meet the heroes whom our culture views as great, we don't find any singular propensities––only combinations of ingredients quite common in themselves. Most of these heroes are intensely motivated, but so are many other people. They're usually very proficient in some field--but in itself we simply call this craftmanship or expertise. They often have enough self-confidence to stand up to the scorn of peers--but in itself, we might just call that stubbornness. They surely think of things in some novel ways, but so does everyone from time to time. And as for what we call "intelligence", my view is that each person who can speak coherently already has the better part of what our heroes have. Then what makes genius appear to stand apart, if we each have most of what it takes? I suspect that genius needs one thing more: in order to accumulate outstanding qualities, one needs unusually effective ways to learn. It's not enough to learn a lot; one also has to manage what one learns. Those masters have, beneath the surface of their mastery, some special knacks of "higher-order" expertise, which help them organize and apply the things they learn. It is those hidden tricks of mental management that produce the systems that create those works of genius. Why do certain people learn so many more and better skills? These all-important differences could begin with early accidents. One child works out clever ways to arrange some blocks in rows and stacks; a second child plays at rearranging how it thinks. Everyone can praise the first child's castles and towers, but no one can see what the second child has done, and one may even get the false impression of a lack of industry. But if the second child persists in seeking better ways to learn, this can lead to silent growth in which some better ways to learn may lead to better ways to learn to learn. Then, later, we'll observe an awesome, qualitative change, with no apparent cause--and give to it some empty name like talent, aptitude, or gift.

A man is always a little shamefaced on his wedding day, like a fox caught in a baited trap, ensnared because his greed overcame his better judgment. The menfolk laughed at Charlie that spring day, and said he was caught for sure now. As the bride, I was praised and fussed over, as if I had won a prize or done something marvelous that no one ever did before, and I could not help feeling pleased and clever that I had managed to turn myself from an ordinary girl into a shining bride. Now I think it is a dirty lie. The man is the one who is winning the game that day, though they always pretend they are not, and the poor girl bride is led into a trap of hard work and harsh words, the ripping of childbirth and the drubbing of her man's fists. It is the end of being young, but no one tells her so. Instead they make over her, and tell her how lucky she is. I wonder do slaves get dressed up in finery on the day they are sold.

In an early study on power and management, supervisors who felt powerless used more coercive power — threats of punishment or even being fired — when dealing with a “problem worker,” whereas supervisors who felt powerful used more personal persuasion approaches, such as praise or admonishment.26 In another study, managers who felt powerless were more ego-defensive, causing them to solicit less input. In fact, managers who felt powerless judged employees who voiced opinions more negatively.27

The conception of duty, speaking historically, has been a means used by the holders of power to induce others to live for the interests of their masters rather than for their own. Of course the holders of power conceal this fact from themselves by managing to believe that their interests are identical with the larger interests of humanity. Sometimes this is true; Athenian slave owners, for instance, employed part of their leisure in making a permanent contribution to civilization which would have been impossible under a just economic system. Leisure is essential to civilization, and in former times leisure for the few was only rendered possible by the labors of the many. But their labors were valuable, not because work is good, but because leisure is good. And

And what about all the other Anagnostides in the world? They´ve managed pretty well up to now; they have children, and even grandchildren. God makes them deaf and blind and they say: ´God be praised!´They feel at home in their misery. So let them be and say nothing.

O the sad frugality of the middle-income mind. O the humorless neatness of an intellectuality which buys mass-produced candlesticks and carefully puts one at each end of every philosophical mantlepiece! How far it lies from the playfulness of Him who composed such odd and needless variations on the themes of leaf and backbone, eye and nose! A thousand praises that it has only lately managed to lay its cold hand on the wines, the sauces, and the cheeses of the world! A hymn of thanksgiving that it could not reach into the depths of the sea to clamp its grim simplicities over the creatures that swim luminously in the dark! A shout of rejoicing for the fish who wears his eyeballs at the ends of long stalks, and for the jubilant laughter of the God who holds him in life with a daily bravo at the bravura of his being!

It was a man’s world, and she accepted it as such. The man owned the property, and the woman managed it. The man took the credit for the management, and the woman praised his cleverness. The man roared like a bull when a splinter was in his finger, and the woman muffled the moans of childbirth, lest she disturb him.

Charlotte had not been the eldest of a large family without acquiring some skill in the management of male delinquencies and her method with her husband was ingenious. She consistently congratulated him on qualities that he did not possess in the hope that, flattered by her praise and approval, he would acquire them.

In his book Peace, Walter Brueggemann writes about this contrast between a theology of the “have-nots” versus a theology of the “haves.” The “have-nots” develop a theology of suffering and survival. The “haves” develop a theology of celebration. Those who live under suffering live “their lives aware of the acute precariousness of their situation.” Worship that arises out of suffering cries out for deliverance. “Their notion of themselves is that of a dependent people crying out for a vision of survival and salvation.” Lament is the language of suffering.6 Those who live in celebration “are concerned with questions of proper management and joyous celebration.” Instead of deliverance, they seek constancy and sustainability. “The well-off do not expect their faith to begin in a cry, but rather, in a song. They do not expect or need intrusion, but they rejoice in stability [and the] durability of a world and social order that have been beneficial to them.” Praise is the language of celebration.7

Wealth earned may disappear, beauty will fade, honor may recede and fame diminish; all that shall remain, is a soul that is humane within that would leave a trail in the thoughts of your loved ones;And even if that fails,your God in heaven above will never fail you or fail to rejoice in a life you've managed to live worthy of His praise.

Muslim scholars have clarified that two basic conditions must be fulfilled for the acceptance of righteous deeds. Firstly, the intention must be to perform those deeds for Allah’s sake alone, without any showing off or desire to gain praise or fame. Secondly, such deeds must be performed in accordance with the Sunnah of Allah’s Messenger (sa)

You have to be able to set consistent expectations for all your people, yet at the same time, treat each person differently. You have to be able to make each person feel as though he is in a role that uses his talents while simultaneously challenging him to grow. You have to care about each person, praise each person, and, if necessary, terminate a person you have cared about and praised.

Did I hate the structure we were concocting? On some level, yes: it was a betrayal of everything we’d been taught in our former lives, and of all that we’d achieved. Was I proud of what we managed to accomplish, despite the limitations? Also, on some level, yes. Things are never simple. For a time I almost believed what I understood I was supposed to believe. I numbered myself among the faithful for the same reason that many in Gilead did: because it was less dangerous. What good is it to throw yourself in front of a steamroller out of moral principles and then be crushed flat like a sock emptied of its foot? Better to fade into the crowd, the piously praising, unctuous, hate-mongering crowd. Better to hurl rocks than to have them hurled at you. Or better for your chances of staying alive. They knew that so well, the architects of Gilead. Their kind has always known that.

The man owned the property, and the woman managed it. The man took the credit for the management, and the woman praised his cleverness. The man roared like a bull when a splinter was in his finger, and the woman muffled the moans of childbirth, lest she disturb him. Men were rough of speech and often drunk. Women ignored the lapses of speech and put the drunkards to bed without bitter words. Men were rude and outspoken, women were always kind, gracious and forgiving.

Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.

Pakistani media coverage of the military should also be read within the context of the army’s management of knowledge about the institution and its role in managing security and domestic affairs of the state. While in recent years many commentators have praised Pakistan’s press for its relative freedom, self-censorship is still very common, as is deference to the army’s preferred narratives. The intelligence agencies’ willingness to use lethal methods against intransigent journalists and other domestic critics has repeatedly earned Pakistan the dubious distinction of being one of the most dangerous places in the world for journalists (Committee to Protect Journalists 2011).

Endless praise sounds false. They see through it. A central component of the manager-player relationship is that you have to make them take responsibility for their own actions, their own mistakes, their performance level, and finally the result. We were all in the results industry. Sometimes a scabby win would mean more to us than a 6-0 victory with a goal featuring 25 passes. The bottom line was always that Manchester United had to be victorious. That winning culture could be maintained only if I told a player what I thought about his performance in a climate of honesty. And yes, sometimes I would be forceful and aggressive. I would tell a player what the club demanded of them.

Homer is universally allowed to have had the greatest Invention of any writer whatever. The praise of judgment Virgil has justly contested with him, and others may have their pretensions as to particular excellencies; but his invention remains yet unrivalled. Nor is it a wonder if he has ever been acknowledged the greatest of poets, who most excelled in that which is the very foundation of poetry. It is the invention that in different degrees distinguishes all great geniuses: the utmost stretch of human study, learning, and industry, which masters everything besides, can never attain to this. It furnishes Art with all her materials, and without it, judgment itself can at best but steal wisely: for Art is only like a prudent steward, that lives on managing the riches of Nature. Whatever praises may be given to works of judgment, there is not even a single beauty in them but is owing to the invention: as in the most regular gardens, however Art may carry the greatest appearance, there is not a plant or flower but is the gift of Nature. The first can only reduce the beauties of the latter into a more obvious figure, which the common eye may better take in, and is therefore more entertained with them. And perhaps the reason why most critics are inclined to prefer a judicious and methodical genius to a great and fruitful one, is, because they find it easier for themselves to pursue their observations through an uniform and bounded walk of Art, than to comprehend the vast and various extent of Nature.

Let us, in good psychiatric fashion, look at the facts. In the last one hundred years we, in the Western world, have created a greater material wealth than any other society in the history of the human race. Yet we have managed to kill off millions of our population in an arrangement which we call “war.” Aside from smaller wars, we had larger ones in 1870, 1914 and 1939. During these wars, every participant firmly believed that he was fighting in his self-defense, for his honor, or that he was backed up by God. The groups with whom one is at war are, often from one day to the next, looked upon as cruel, irrational fiends, whom one must defeat to save the world from evil. But a few years after the mutual slaughter is over, the enemies of yesterday are our friends, the friends of yesterday our enemies, and again in full seriousness we begin to paint them with appropriate colors of black and white. At this moment, in the year 1955, we are prepared for a mass slaughter which would, if it came to pass, surpass any slaughter the human race has arranged so far. One of the greatest discoveries in the field of natural science is prepared for this purpose. Everybody is looking with a mixture of confidence and apprehension to the “statesmen” of the various peoples, ready to heap all praise on them if they “succeed in avoiding a war,” and ignoring the fact that it is only these very statesmen who ever cause a war, usually not even through their bad intentions, but by their unreasonable mismanagement of the affairs entrusted to them. In these outbursts of destructiveness and paranoid suspicion, however, we are not behaving differently from what the civilized part of mankind has done in the last three thousand years of history.

Suppose someone—say Mr. Henry Ford—finds out a way of making motor-cars so cheaply that no one else can compete, with the result that all the other firms engaged in making cars go bankrupt. In order to arrive at the cost to the community of one of the new cheap cars, one must add, to what Mr. Ford would have to pay, the proper proportion of all the now useless plant belonging to other firms, and of the cost of rearing and educating those workers and managers previously employed by other firms but now out of work. (Some will obtain employment with Mr. Ford, but probably not all, since the new process is cheaper, and therefore requires less labour.) There may well also be other expenses to the community —labour disputes, strikes, riots, extra police, trials and imprisonments. When all these items are taken into account, it may well be found that the cost of the new cars to the community is, at first, considerably greater than that of the old ones. Now it is the cost to the community which determines what is socially advantageous, while it is the cost to the individual manufacturer which determines, in our system, what takes place.

Wiser and more capable men than I shall ever be have put their findings before you, findings so rich and so full of anger, serenity, murder, healing, truth, and love that it seems incredible the world were not destroyed and fulfilled in the instant, but you are too much for them: the weak in courage are strong in cunning; and one by one, you have absorbed and have captured and dishonored, and have distilled of your deliverers the most ruinous of all your poisons; people hear Beethoven in concert halls, or over a bridge game, or to relax; Cézannes are hung on walls, reproduced, in natural wood frames; van Gogh is the man who cut off his ear and whose yellows became recently popular in window decoration; Swift loved individuals but hated the human race; Kafka is a fad; Blake is in the Modern Library; Freud is a Modern Library Giant; Dovschenko’s Frontier is disliked by those who demand that it fit the Eisenstein esthetic; nobody reads Joyce any more; Céline is a madman who has incurred the hearty dislike of Alfred Kazin, reviewer for the New York Herald Tribune book section, and is, moreover, a fascist; I hope I need not mention Jesus Christ of whom you have managed to make a dirty gentile. However

Ten days later I was amazed to receive a letter from Diana written just days after she’d arrived home--in fact, before I’d written her a thank-you letter. I was mortified by my delay in writing to her. I had managed to fire off proper thank-you notes to Ambassador Wight and Ms. Gillett, but I had so much more to say to Diana. Her letter was the most heartwarming one I have ever received--even more so, now that I know what personal strain she was under then. After thanking us “a million times” for coming to see them in Washington, she wrote, “From the beginning to the end I had a lump in my throat looking at what a special little man Patrick had grown up to be--Goodness, you must be extremely proud of him and if either of my boys turn out like Patrick I will have no worries and I really mean every word.” I had a lump in my throat as I read this. I was very proud of Patrick and deeply touched by Diana’s praise. Diana added that, for her, the high point of the visit to Washington was seeing Patrick and me. She explained, “Being able to get in touch with a v. happy and memorable part of my past meant a tremendous amount to me and kept me going for days!” Seeing the world-famous Diana in such a warm and personal way after five years and realizing how much she still cherished our friendship kept me going for months, even years!

Albert?" The barking became more passionate, with cries and whimpers breaking in. Slowly Beatrix lowered to the ground and sat with her back against the shed. "Calm yourself, Albert," she said. "I'll let you out as soon as you're quiet." The terrier growled and pawed at the door. Having consulted several books on the subject of dogs, one on rough terriers in particular, Beatrix was fairly certain that training Albert with techniques involving dominance or punishment would not be at all effective. In fact, they would probably make his behavior worse. Terriers, the book had said, frequently tried to outsmart humans. The only method left was to reward his good behavior with praise and food and kindness. "Of course you're unhappy, poor boy. He's gone away, and your place is by his side. But I've come to collect you, and while he's gone, we'll work on your manners. Perhaps we can't turn you into a perfect lapdog... but I'll help you learn how to get on with others." She paused before adding with a reflective grin. "Of course, I can't manage to behave properly in polite society. I've always thought there's a fair amount of dishonesty involved in politeness. There, you're quiet now." She stood and pulled at the latch. "Here is your first rule, Albert: it's very rude to maul people." Albert burst out and jumped on her. Had she not been holding on to the support of the shed's frame, she would have been knocked over. Whining and wagging his tail, Albert stood on his hind legs and dove his face against her.

And the life of the natives consists of work; of starvation, cold, and cunning. This work, for those unable to push others out of the way and set themselves up in a soft spot, is that selfsame general work which raises socialism up out of the earth, and drives us down into the earth ... During the war years, on war rations, the camp inmates called the three weeks at logging 'dry execution.' You come to hate this forest, this beauty of the earth, whose praises have been sung in verse and prose ... As for our cursed Archipelago, it was eternally covered with snow and the blizzards eternally raged over it ... [To] distinguish between the nuances of the various paths to death ... sometimes called scurvy, sometimes pellagra, sometimes alimentary dystrophy ... How the last-leggers, jealously watching their competitors ... stand duty at the kitchen porch waiting for them to bring out the slops in the dishwater. How they throw themselves on it, and fight with one another, seeking a fish head, a bone, vegetable parings. And how one last-legger dies, killed in that scrimmage. In our glorious fatherland ...the most important and boldest books are never read by contemporaries ... And thus it is that I am writing this book solely from a sense of obligation - because too many stories and recollections have accumulated in my hands and I cannot allow them to perish. I do not expect to see it in print anywhere with my own eyes; and I have little hope that those who managed to drag their bones out of the Archipelago will ever read it; and I do not at all believe that it will explain the truth of our history in time for anything to be corrected ...

Neamh. Evie. Neamh. Evie. Lend, Lend, Lend. Neamh. Evie. “What are you doing, my love?” I scowled at Reth for breaking my concentration. “Thinking. Shut up.” The Light Queen was speechifying up on a podium made of liquid light, her radiance bathing all the faeries in a glow that was nearly overpowering. Within a few seconds of being around this much faerie glamour I was having a hard time seeing straight and found myself slack-jawed and dazed. Thus, the name equivalent of pinching myself. I realized at some point she had stopped talking, and now every single set of faerie eyes—a few hundred of them—were trained intently on me. “Oh, uh, hey.” I waved. “What did I miss?” I whispered to Reth. “You’re supposed to tell us how to convince the Dark Court to join us.” “I—What? Seriously? I’m only here to make sure everything happens. I thought the queen would have a plan! I’m a glorified doorman. I open the gate, I close the gate. Nowhere in my job description of Empty One does it say I also manage to convince a mob of anti-Evie faeries to saunter through the gate.” Reth smiled. “And just when she’d finished praising human ingenuity and assuring us that everything will work out according to plan.” “Yes! Plan! Her plan! Gosh, you guys are sucking it up all over the place. Aren’t you supposed to have these things in place for centuries, or were you too busy writing pretty little poems to describe the plans that you never bothered actually making them?” His golden eyes, now with fine lines around them, twinkled with amusement. “We had a plan, my love. I was to fill you up and you were to open a fate for us immediately. But I seem to recall you doing everything in your power to resist and change that plan. So now we’ve had to account for all the other creatures from our world and conform to your requirements. I think you’ll find that we fey, while obviously superior in nearly every way, are not quite as adaptable as temporary creatures. If you want improvisations, you’ll have to provide it yourself.

John Bradshaw, in his best-seller Homecoming: Reclaiming and Championing Your Inner Child, details several of his imaginative techniques: asking forgiveness of your inner child, divorcing your parent and finding a new one, like Jesus, stroking your inner child, writing your childhood history. These techniques go by the name catharsis, that is, emotional engagement in past trauma-laden events. Catharsis is magnificent to experience and impressive to behold. Weeping, raging at parents long dead, hugging the wounded little boy who was once you, are all stirring. You have to be made of stone not to be moved to tears. For hours afterward, you may feel cleansed and at peace—perhaps for the first time in years. Awakening, beginning again, and new departures all beckon. Catharsis, as a therapeutic technique, has been around for more than a hundred years. It used to be a mainstay of psychoanalytic treatment, but no longer. Its main appeal is its afterglow. Its main drawback is that there is no evidence that it works. When you measure how much people like doing it, you hear high praise. When you measure whether anything changes, catharsis fares badly. Done well, it brings about short-term relief—like the afterglow of vigorous exercise. But once the glow dissipates, as it does in a few days, the real problems are still there: an alcoholic spouse, a hateful job, early-morning blues, panic attacks, a cocaine habit. There is no documentation that the catharsis techniques of the recovery movement help in any lasting way with chronic emotional problems. There is no evidence that they alter adult personality. And, strangely, catharsis about fictitious memories does about as well as catharsis about real memories. The inner-child advocates, having treated tens of thousands of suffering adults for years, have not seen fit to do any follow-ups. Because catharsis techniques are so superficially appealing, because they are so dependent on the charisma of the therapist, and because they have no known lasting value, my advice is “Let the buyer beware.

No,” she croaked, trying to shrink away from him. “You’re not supposed to be here. Don’t come near me; you’ll catch it. Please go—” “Quiet,” Kev said, sitting on the edge of the mattress. He caught Win as she tried to roll away, and settled his hand on her forehead. He felt the burning pulse beneath her fragile skin, the veins lit with raging fever. As Win struggled to push him away, Kev was alarmed by how feeble she had grown. Already. “Don’t,” she sobbed, writhing. Weak tears slid from her eyes. “Please don’t touch me. I don’t want you here. I don’t want you to get sick. Oh, please go. … ” Kev pulled her up against him, her body living flame beneath the thin layer of her nightgown, the pale silk of her hair streaming over both of them. And he cradled her head in one of his hands, the powerful battered hand of a bare-knuckle fighter. “You’re mad,” he said in a low voice, “if you think I would leave you now. I’ll see you safe and well no matter what it takes.” “I won’t live through this,” she whispered. Kev was shocked by the words, and even more by his own reaction to them. “I’m going to die,” she said, “and I won’t take you with me.” Kev gripped her more closely, letting her fitful breaths blow against his face. No matter how she writhed, he wouldn’t let go. He breathed the air from her, taking it deep into his own lungs. “Stop,” she cried, trying desperately to twist away from him. The exertion caused her flush to darken. “This is madness. … Oh, you stubborn wretch, let me go!” “Never.” Kev smoothed her wild, fine hair, the strands darkening where her tears had tracked. “Easy,” he murmured. “Don’t exhaust yourself. Rest.” Win’s struggles slowed as she recognized the futility of resisting him. “You’re so strong,” she said faintly, the words born not of praise, but damnation. “You’re so strong. … ” “Yes,” Kev said, gently using a corner of the bed linens to dry her face. “I’m a brute, and you’ve always known it, haven’t you?” “Yes,” she whispered. “And you’re going to do as I say.” He cradled her against his chest and gave her some water. She took a few painful sips. “Can’t,” she managed, turning her face away. “More,” he insisted, bringing the cup back to her lips. “Let me sleep, please—” “After you drink more.

Outside the room they found his family standing in the Great Hall, discussing something in heated whispers as Freddy nervously paced the other end. Oliver cleared his throat, and they all jumped. “My fiancée has made it clear that she doesn’t appreciate my attempt at a joke.” “Oliver enjoys shocking people,” Maria said calmly. When he looked at her, surprised that she had noticed, she arched one eyebrow at him. “I’m sure you know that about him by now. I find it a great flaw in his character.” She seemed to consider many things as flaws in his character. Not that he could blame her. Gran glanced from Maria to him. “So the two of you didn’t meet in a brothel?” “We did,” he said, “but only because poor Freddy got lost and wandered into one by mistake. I was trying to determine what he was looking for when Maria rushed in, mad with worry over where he might have gone off to. With two such Americans lost in the wicked city, hopelessly innocent of its dangers, I felt compelled to help them. I’ve been squiring them about town the last week. Isn’t that right, sweetheart?” She cast him a sugary and thoroughly false smile. “Oh, yes, dearest. And you were a very informative guide, too.” Jarret arched one eyebrow. “Astonishing that after finding you in a brothel, Oliver, Miss Butterfield wasn’t put off of marrying you.” “I ought to have been,” Maria said. “But he swore those days were behind him when he pledged his undying love to me on bended knee.” When Gabriel and Jarret barely managed to stifle their laughter, Oliver gritted his teeth. Bended knee, indeed. She was determined to prick his pride at every opportunity. She probably felt he deserved it. He could only pray that Gran backed down from the right before he had to bring the chit around any of his friends, or Maria would have them taunting him unmercifully for the next decade. “I’m afraid, my dear,” he said tersely, “that my brothers have trouble envisioning me bending a knee to anyone.” She affected a look of wide-eyed shock. “Have they no idea what a romantic you are? I’ll have to show them the sonnets you wrote praising my beauty. I believe I left them in my redingote pocket.” The teasing wench actually looked back toward the entrance. “I could go fetch them if you like.” “Not now,” he said, torn between a powerful urge to laugh and an equally powerful urge to strangle her. “It’s time for dinner, and I’m starved.” “So am I,” Freddy put in. At a frown from Maria, he mumbled, “Not that it matters, mind you.” “Of course it matters,” Gran said graciously. “We don’t like our guests to be uncomfortable. Come along then, Mr. Dunse. You may take me in to dinner, since my grandson is otherwise occupied.” As they trooped toward the dining room, Oliver bent his head to whisper, “I see you’re enjoying making me out to be a besotted idiot.” A minxish smile tipped up her fetching lips. “Oh, yes. It’s great fun.” “Then my explanation of how you ended up in a brothel met with your approval?” “It’ll do for now.” She cast him a glance from beneath her long lashes. “You’re by no means out of the woods yet, sir.” But I will be by the time the night is over. No matter what it took, he would get her to stay and do this, so help him God.

The master had priorities other than maximizing the financial return on his possessions. One of those priorities, to gain honor, could be met by deemphasizing conventional patron-client relationships and instead practicing benefaction: While some modern people see it as unbelievable that a rich man would praise an employee for giving away his money, almost every scholar who employs the [ancient] honor-shame paradigm would dispute this. Many sociologically oriented critics have pointed to the frequency with which the rich engaged in benefactions and the spectacular amounts often involved as proof of their claim that honor is more important than money.12 Thus, from a first-century perspective it is entirely reasonable that the rich owner would commend the manager for his shrewd handling of the oikos resources.

Third, and perhaps most surprisingly, just as the shrewd manager was praised by his boss, so also the religious managers in Senger’s study received the highest competency rating from their superiors. As far as I know, no one has ever attempted to replicate Senger’s study. Moreover, his counterintuitive findings are rarely cited or acknowledged in the literature. Perhaps, just like the first-century interpretation of the parable of the shrewd manager, the findings are ignored because they seem too countercultural and thus difficult to believe.

Sustain a positive outlook. Cultivate a can-do spirit, and you will be an inspiration to employees. And, when that's a tall order, fake it until you make it! • Be known as a fair person. Employees want to be treated fairly, and you must take the necessary steps to make sure they feel that is the case. • Keep an eye on morale. Morale at the workplace can be affected positively or negatively by an incident that, although it might seem insignificant to you, might be very important to your employees. A contented group of employees will do more and better work than an unhappy group. • Set an example. If you want your employees to work hard and succeed, then set an example by doing so yourself. Be a spectacular role model! • Take responsibility for your actions. If something goes wrong and it's your fault, step up to the plate and acknowledge whatever it is that went wrong and why. • Maintain your sense of humor. Don't take yourself too seriously, and don't be in such a hurry that you haven't got time to tell or listen to a positive (tasteful) story. Studies suggest laughter and good humor go a long way in helping employees function well in the workplace. • Acknowledge good work through praise. Everyone wants to hear “well done” now and then, so make sure you acknowledge good work. Say it privately and say it within earshot of others, too. • Give credit for ideas. If one of your employees comes up with a great idea, by all means give that person the credit he or she deserves. Don't allow anyone to take an employee's idea and pass it off as his own. (Managers are sometimes accused of stealing an employee's idea; be scrupulous about avoiding even a hint of such a thing.) Beyond the basic guidelines listed above, a good manager must possess other positive qualities: • Understanding: Conventional wisdom dictates that you walk in someone else's shoes before you judge her. Keep that in mind when dealing with people in the workplace. • Good communication skills: Keep your communication skills in good working order. You might want to join speaking organizations to learn how to be a better public speaker. But don't stop there. You communicate when you send a memo, write e-mail, and lead a meeting. There's no such thing as being a “perfect” communicator. An excellent manager will view the pursuit of this art as a work in progress. • Strong listening skills: When was the last time you really listened to someone when he was talking to you? Did you give him your full, undivided attention, or was your mind thinking about five other different things? And when you are listening, do you really know what it is people are trying to tell you? (You might have to ask probing questions in order to get the message.) • Leadership: Employees need good leaders to help guide them, so make sure your leadership skills are enviable and on-duty. • Common sense: You'll need more than your fair share if you expect to be a good manager of people. Some managers toss common sense out the window and then foolishly wonder what happened when things go wrong. • Honesty: Be honest and ethical in all of your business dealings — period! • A desire to encourage: Encouragement is different than praise. Encouragement helps someone who hasn't yet achieved the goal. Employees need your input and encouragement from time to time in order to be successful, so be prepared to fill that role.

As a former consultant, I can tell you that many tout engagement as a panacea. They measure engagement through a short questionnaire, typically including statements like: “I have a best friend at work,” “In the last seven days, I have received recognition or praise for doing good work,” or “My supervisor, or someone at work, seems to care about me as a person.” My chief HR officer friends tell me that engagement surveys fail to tell them how to improve. If your scores are low, do you raise them by somehow convincing more employees to be best friends? Or, if profits are low, is the best fix to start praising people more? We do measure some similar topics at Google (along with dozens more), but don’t merge them into a single all-encompassing construct like engagement. We see better results by instead understanding very specific areas like career development or manager quality.

There is something heroic in the way a migrant abandons his native land. Nevertheless, in his everyday life, he is fragile, confused, and at times ridiculous, like a card player who dreams of that one amazing trick but lacks essential knowledge of the rules of the game. He thought that he had arrived in a place where everything would be easy, where help would be at hand, where people would explain the rules to him, and not only that, would praise him if he managed to beat them. Now he discovers that his idols don't give a damn about him; he discovers something worse; that no-one asked him to come, that he is there uninvited and nobody notices him. An invisible creature, which , on the rare occasions it is noticed, inspires either momentary pity or enduring disgust.

just a few words, Mr. Netanyahu managed to accurately summarize a clear and present danger, not just to Israel (which obviously is his concern), but to other U.S. allies in the region. What is absurd, however, is that despite this being perhaps the only thing that brings together Arabs and Israelis (as it threatens them all), the only stakeholder that seems not to realize the danger of the situation is President Obama, who is now infamous for being the latest pen-pal of the Supreme Leader of the World’s biggest terrorist regime: Ayottallah Ali Khamenei. (Although, the latter never seems to write back!) Ouch! If only our media were as tough yet witty about Obama foibles. OK, there's no doubt that this praise of Netanyahu is grudging. Very grudging. But it is praise nonetheless.

On the previous day, four Armenian witnesses told the Congressmen how the Bolsheviks had overthrown the Armenian First Republic in 1920. All of them were affiliated with the ARF, and two, Reuben Darbinian and General Dro Kanayan, had served in the government of the First Republic. The Armenian testimonies also appear to have been choreographed with the aim of throwing all possible blame on the Bolsheviks and suppressing the role of other culprits in the fate of the Armenians—in this case, the Turks. So Beglar Navassardian, executive secretary of the still-extant American Committee for the Independence of Armenia (and son of the ARF leader in Egypt), gave a brief excursion through the history of Armenia that surely would have caused apoplexy in his predecessors in that committee in the 1920s.     Navassardian barely mentioned the 1915 Genocide in his testimony. He managed only to say, “Finally during the First World War, the Armenian people made the final and supreme sacrifice. They firmly and squarely sided with the Allies, gave volunteer forces under the Allied Command in the Middle East, on the eastern front and elsewhere. For a people whose numbers had been decimated to less than 4 million, they gave a participation of 250,000, fighting against the Axis Powers.”34     General Dro spoke through an interpreter. The awkward issue of his wartime collaboration with Nazi Germany was not mentioned. The general reminisced about a luncheon in 1921 hosted for him by Stalin, whom he described as an old comrade from the revolution of 1905, at which promises were made and then broken. Dro, a veteran of the Russian-Ottoman war, also conspicuously failed to mention Turkey or 1915. He only spoke about atrocities committed by the Bolsheviks, who, he said, “took over Armenia with a brutality and persecution characteristic of the Middle Ages.”35     A certain kind of Armenia—one that had lost its independence, bravely fighting Soviet Russia—was required by the Cold War American political imagination. Concluding the hearings, the chairman, Representative Michael Feighan, praised General Dro, saying, “Our committee appreciates very much this first-hand testimony from you who have fought so vigorously for the freedom and independence of Armenia.”36

What about feedback you’ve received about your leadership style over the years? Years ago, an executive editor of mine said, “You should count the number of times you praise somebody and then double that.” Even the toughest, steeliest writer or editor often really wants to be told, “Hey, that was a great piece.” Early in my career as a manager, it probably took me a while to realize that everybody wants that. It’s just a human need.

Culture of Error has four key parts: expecting error, withholding the answer, managing your tell, and praising

So we push the boundaries: we stay up far longer than is natural. We try to do too many tasks at the same time. We drive faster than is safe. Most of the time we manage okay. We might even be rewarded and praised for our heroic efforts. But when things go wrong and we fail, then this same behavior is blamed and punished.

They want to understand a vision, a ‘why’ that inspires them, and they want to be a part of the solution that is greater than one’s self. To lead is to let go. You must never hover over them and watch the clock. You must get out of their way, arm them with all they need to be the best they can be, and encourage and support them. Help them up when they fall down; praise them in front of the entire world when they succeed. When they go off course, pull them aside without anyone around and discuss a course correction—but whatever you do, don’t try to manage them!

When he died, much was made of how singular Steve Jobs had been. For comparisons, observers needed to reach back to the mythic inventors and showmen of earlier eras, particularly Thomas Edison and Walt Disney. Jobs was singular, to be sure. But he also was of a type. He was what psychotherapist and business coach Michael Maccoby called a “productive narcissist.” In 2000, Maccoby published an insightful article in the Harvard Business Review that applies Freudian terminology to three categories of executives Maccoby had observed in corporate life. “Erotics” feel a need to be loved, value consensus, and as a result are not natural leaders. These are the people to whom a manager should assign tasks—and then heap praise for a job well done. “Obsessives” are by-the-books tacticians with a knack for making the trains run on time. An efficient head of logistics or bottom-line-oriented spreadsheet jockey is the classic obsessive. The greats of business history, however, are “productive narcissists,” visionary risk takers with a burning desire to “change the world.” Corporate narcissists are charismatic leaders willing to do whatever it takes to win and who couldn’t give a fig about being liked. Steve Jobs was the textbook example of a productive narcissist. An unimpressed Jobs was famous for calling other companies “bozos.” His own executives endured their rides on what one called the “bozo/hero rollercoaster,” often within the same marathon meeting.

Management does not just involve praise--anyone can do that, although many do not. Management also involves looking someone in the eyes and delivering the hard message that the employee has reached too high.

They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: 1. Do I know what is expected of me at work? 2. Do I have the materials and equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel my job is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last six months, has someone at work talked to me about my progress? 12. This last year, have I had opportunities at work to learn and grow?

Dieters need to know they’re losing weight, even if gradually. We can help learners to weigh their English,  that is to realise their sense of achievement, or competence, in various ways. For example, we can set challenging but manageable tasks, give them tests, record them speak and have them listen a month later and notice the improvement and of course encourage and praise. The same principles apply when learners practise away from class. One reason we need to spend some time in class discussing what the learners do outside class is to create the opportunity for feedback (from the teacher and from fellow students), to say ‘Well done’, ‘Keep it up’ or ‘Go on, give it a go’. In addition, we can provide expert knowledge about which activities are right for them in terms of level and appropriacy.

made a discovery: Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: 1. Do I know what is expected of me at work? 2. Do I have the materials and equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel my job is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last six months, has someone at work talked to me about my progress? 12. This last year, have I had opportunities at work to learn and grow?

Praise your child’s behavior. Don’t praise your child, but rather praise what she is doing. For example, instead of saying, “You’re a good girl for sitting quietly,” say, “It’s good you’re sitting quietly.” Focus your praise or disapproval on your child’s behavior, because that is what you’re interested in managing.

Studies have shown that for people to be happy and productive at work, they need to experience positive interactions (appreciation, praise) vs. negative (reprimands, criticism) with their manager in a ratio of at least 3:1. (Watch out: For a marriage to work, you actually need a 5:1 ratio!!) So make it a simple habit to thank people each and every day — and that includes using the word generously in emails to your team.

Ultimately, pay levels are not about merit or social value; they’re about power dynamics. They’re about how much value is placed on various types of work, by people with lots of money to spend. So, for instance, if patients in nursing homes each managed to crap a flawless ten-carat diamond once they reached the age of ninety, rest assured, elder care workers would be paid like investment bankers, solely for their ability to keep old people alive until it was time for the diamond harvest. But as it is, they are paid horribly, since rich people see more value in office buildings and yachts and derivatives than they do in the people who care for their own grandparents.

February 25 “Ye shall be named the priests of the LORD.” Isaiah 61:6 THIS literal promise to Israel belongs spiritually to the seed after the Spirit, namely, to all believers. If we live up to our privileges, we shall live unto God so clearly and distinctly that men shall see that we are set apart for holy service, and shall name us the priests of the Lord. We may work, or trade, as others do, and yet we may be solely and wholly the ministering servants of God. Our one occupation shall be to present the perpetual sacrifice of prayer, and praise, and testimony, and self-consecration, to the living God by Jesus Christ. This being our one aim, we may leave distracting concerns to those who have no higher calling. “Let the dead bury their dead.” It is written, “Strangers shall stand and feed your flocks, and the sons of the alien shall be your plowmen and your vine-dressers.” They may manage politics, puzzle out financial problems, discuss science, and settle the last new quibbles of criticism; but we will give ourselves unto such service as becomes those who, like the Lord Jesus, are ordained to a perpetual priesthood. Accepting this honourable promise as involving a sacred duty, let us put on the vestments of holiness, and minister before the Lord all day long.

All we believe is the roads, the bridges, the railways, the electricity they build only on televisions. I always ask my self these questions: 1. Where are the roads? ✏The Abuja - Lokoja road was awarded by Obasanjo's administration. He spent 8 years in the office. Then Yaradua and Goodluck spent another 4 years. Now if Goodluck is elected, he will be spending another 8 years. This will amount to 20 years and 180 km road is yet to be completed. ✏Enugu - Onitsha road was also awarded by the Obasanjo administration and till date, a journey that is supposed to take 45 minutes can take you 8 hours if it rains. ✏Enugu- PH road is on the same series. ✏What about Uyo - Calabar route? Just to mention a few. 2. Where is the power? They sold all the NEPA to their friends. We pay for the light that was not supplied. 3. Our education and health system go bad everyday. Lecturers and Health workers spent more time at home than in the schools and hospitals as a result of incessant strikes. 4. The government failed to provide us with security. People are being killed everyday and yet government comes out to tell us they are in control. 5. Why are we pretending that all is well? It is only in Nigeria where monies develop wings and fly. $20 billion oil money disappeared and they said it was $10 billion. Forensic investigators were hired and that was the end of the story. N20 billion pension fund stolen and nothing came out of it. $9.3 million seized in South Africa and government claimed it was meant for ammunition purchase. The immigration scandal has also been swept under the carpet because the senate could not proceed with their investigation. The man behind the contract is sitting among the high seats in the senate. Innocent people were defrauded and they at the same time lost their lives yet, we have a transparent governance. 6. Why are we praising government as if they are doing whatever with their personal money. How many people in their various communities have they provided scholarship with their personal money before they got elected? The reason they got elected is to manage our resources and not to loot us dry. One thing I know is that we will not have any meaningful development except if we make a CHANGE.

the Marriott manager who oversaw the regime change, draws a conclusion that should be pinned up in boardrooms and factories everywhere: “One of the most important things we learned … was that people could be just as productive—and sometimes even more so—when they worked fewer hours.

He praises me when I’m doing my job well and deserve it, even if things are not going well for him personally or here at work.

Radical Candor” is what happens when you put “Care Personally” and “Challenge Directly” together. Radical Candor builds trust and opens the door for the kind of communication that helps you achieve the results you’re aiming for. And it directly addresses the fears that people express to me when asking questions about the management dilemmas they face. It turns out that when people trust you and believe you care about them, they are much more likely to 1) accept and act on your praise and criticism; 2) tell you what they really think about what you are doing well and, more importantly, not doing so well; 3) engage in this same behavior with one another, meaning less pushing the rock up the hill again and again; 4) embrace their role on the team; and 5) focus on getting results.

At work, and in life, too, you don’t have to catch a winner doing things right very often, because good performers catch themselves doing things right. But people who are learning benefit from praise and encouragement from others.

From Fox News and the Hoover Institute and every newspaper in the land they sing the praises of the working man’s red-state virtues even while they pummel the working man’s economic chances with outsourcing, new overtime rules, lousy health insurance, and coercive new management techniques.

To be someone or to do something, which would I choose?* A man occasionally reaches a fork in life’s path. One road leads to doing something, to making an impact on his organization and his world. To being true to his values and vision, and standing with the other men who’ve helped build that vision. He will have to trust himself when all men doubt him, and as a reward, he will have the scorn of his professional circle heaped on his head. He will not be favored by his superiors, nor win the polite praise of his conformist peers. But maybe, just maybe, he has the chance to be right, and create something of lasting value that will transcend the consensus mediocrity inherent in any organization, even supposedly disruptive ones. The other road leads to being someone. He will receive the plum products, the facile praise afforded to the organization man who checks off the canonical list of petty virtues that define moral worth in his world. He will receive the applause of his peers, though it will be striking how rarely that traffic in official praise leads to actual products anybody remembers, much less advances the overall cause of the organization. I certainly had options. I can’t say I didn’t. I had outs, and could have walked away from FBX. All I had to do was shut up, keep my head down, go through the motions with whatever shitty product was handed to me after FBX, and read along from the Facebook script about how to be a proper product manager. I might even resurrect my career if one of those products was “successful.” In the rapidly ossifying Facebook culture, one could get along simply by going along. Plus, there were real stakes on the line. Consider the number of shares and the fact that at the time of this writing, in December 2015, Facebook is worth almost four times what it was when I struck my AdGrok deal. I had two children, whose mother’s nine-to-five corporate job provided for them, though just barely. Her London trader heyday was long gone, and now her salary was that of your standard-issue MBA inside the corporate machine. I contributed a slab of cash every month, per California support guidelines, but it would be my Facebook stock vesting yet to come that would pay for private high schools and Stanford, so Zoë and Noah wouldn’t have to sneak into this country’s elite through the back door from cattle class, as I had to do.

A mark of a competent adult is their ability to accept feedback. The mark of a child is their expectation of praise without merit.

And now tell me"-in the end I could not restrain myself "how did you manage to know?" "My good Adso," my master said, "during our whole journey I have been teaching you to recognize the evidence through which the world speaks to us like a great book. Alanus de Insulis said that omnis mundi creatura quasi liber et pictura nobis est in speculum and he was thinking of the endless array of symbols with which God, through His creatures, speaks to us of the eternal life. But the universe is even more talkative than Alanus thought, and it speaks not only of the ultimate things (which it does always in an obscure fashion) but also of closer things, and then it speaks quite clearly. I am almost embarrassed to repeat to you what you should know. At the cross roads, on the still-fresh snow, a horse's hoofprints stood out very neatly, heading for the path to our left. Neatly spaced, those marks said that the hoof was small and round, and the gallop quite regular --and so I deduced the nature of the horse, and the fact that it was not running wildly like a crazed animal. At the point where the pines formed a natural roof, some twigs had been freshly broken off at a height of five feet. One of the blackberry bushes where the animal must have turned to take the path to his right, proudly switching his handsome tail, still held some long black horsehairs in its brambles. ... You will not say, finally, that you do not know that path leads to the dungheap, because as we passed the lower curve we saw the spill of waste down the sheer cliff below the great south tower, staining the snow; and from the situation of the crossroads, the path could only lead in that direction." "Yes," I said, "but what about the small head, the sharp ears, the big eyes...?" "I am not sure he has those features, but no doubt the monks firmly believe he does. As Isidore of Seville said, the beauty of a horse requires that the head be small, siccum prope pelle ossibus adhae rente, short and pointed ears, big eyes, flaring nostrils, erect neck, thick mane and tail, round and solid hoofs.' If the horse whose passing I inferred had not really been the finest of the stables, stableboys would have been out chasing him, but instead, the cellarer in person had undertaken the search. And a monk who considers a horse excel lent, whatever his natural forms, can only see him as the auctoritates have described him, especially if" and here he smiled slyly in my direction-"the describer is a learned Benedictine." "All right," I said, "but why Brunellus?" "May the Holy Ghost sharpen your mind, son!" my master exclaimed. "What other name could he possibly have? Why, even the great Buridan, who is about to become rector in Paris, when he wants to use a horse in one of his logical examples, always calls it Brunellus This was my master's way. He not only knew how to read the great book of nature, but also knew the way monks read the books of Scripture, and how they thought through them. A gift that, as we shall see, was to prove useful to him in the days to follow. His explanation, moreover, seemed to me at that point so obvious that my humiliation at not having discovered it by myself was surpassed only by my pride at now being a sharer in it, and I was almost congratulat ing myself on my insight. Such is the power of the truth that, like good, it is its own propagator. And praised be the holy name of our Lord Jesus Christ for this splendid revelation I was granted.

Some examples of chips that you can give and/or receive at work include: • Encouraging words, including authentic praise and the specifics of what was done well. • Supportive words, including genuine empathy for difficult situations. • Small talk, including asking personal (but not private) questions about family members, pets, recent personal events, etc. • Sincere compliments on clothing, professional skills, or business sense. • Sharing personal (but not private) details from your own life. • Asking for the other person’s input, opinion, advice. • Little gifts, like a cup of coffee. • Thank-you notes. [...] everyone with whom you interact keeps a chip bankbook on you. All day long you are gaining and losing chips with your direct reports, peers, and higher-ups. They know where you stand with them at any given moment, and you know where they stand with you. . . . One of the most important rules . . . is that we always make it equal in the end— that is, if someone tries to take away our chips, we will find a way to even the score. [...] To manage your relationships in a savvy manner at work, find out who values what kind of chips, and then stockpile those particular types of chips with others who can help you be more productive and successful.

At stage 1, the relationship begins with passion. You hold your partner in high regard, praise them, give them all your attention and hope or expect them to do the same. You probably,and without realising it, inflate the positives and might feel like they are “the one.” As the relationship progresses to stage 2, you become more sensitive to words and actions that could possibly hold even the slightest hint of negativity. You may fixate on the smallest of things like a late reply to their text or a missed call, and begin to question their motives and interest. This comes from a place of anxiety, a fear of abandonment and low self-worth. The symptoms of BPD will start to flare up and interfere. At stage 3, the relationship can take on a different tone again. You might start testing out your partner,deliberately push them away or behave unacceptably .You might cause arguments for no reason just to see how willing they are to fight for the relationship. Stage 4 rolls around and you will start to distance yourself from the love of your life, letting the relationship spiral downward because at that point, you are convinced that they are going to leave you. This is really painful for you. You don’t want them to leave, and they don’t want to leave you either. When they express confusion, you will hide away your real feelings and pretend that everything is fine. Stage 5 may be where the relationship ends, especially if your partner isn't aware yet that you are Borderline or just what that means ie this is the playing out of symptoms and not what you really want. Borderlines experience intense mood swings, ranging from sadness at the loss of the relationship to anger against the other person. The fear of abandonment becomes a reality and it fuels your emotional lability. There may be attempts by them to resolve things but if the relationship is really over, then we’re at stage 6, where the Borderline might spiral downward and experience a bout of severe depression. They may give into their thoughts of low self-worth and even resort to reckless behaviors and self-harming to seek distraction and relief. If the relationship hasn’t ended, the cycle may start all over again. The occurrence of this cycle and its intensity depends on whether or not you are managing your illness by seeking professional help, and if you have other sources of emotional support. The BPD cycle is not a sure thing to happen for people that have or know someone with BPD, nor is it an official symptom of the condition. However it is really very common and even if not officially a symptom ,it is symptomatic. The idea that people with BPD cannot ‘hold down’ relationships, however, is a misconception and as a matter of fact, many people with BPD do have healthy and successful relationships, especially if they have been in, or are going through therapy. Because of the intensity of their emotions ,Borderlines can be the most loving, caring empathic and fun partners. 6 “SOMEONE…HELP ME, PLEASE.” - DIALECTICAL BEHAVIOR THERAPY “I just got diagnosed.

Moreover, it is not enough for Cicero to praise the virtues of the old. He also criticizes the defects and follies of the young. In one case he attributes the destruction of a great government to the following cause: "A parcel of young, raw and ignorant orators smarted up who took upon them to act as statesmen and found means to insinuate themselves with and manage the People.

In order for a capitalist system to thrive, our false beliefs in productivity and labor must remain. We have internalized its teachings and become zombie-like in Spirit and exhausted in body. So we push ourselves and each other under the guise of being hyperproductive and efficient. From a very young age we begin the slow process of disconnecting from our bodies’ need to rest and are praised when we work ourselves to exhaustion. We tell our children to “stop being lazy” when they aren’t participating in work culture with the same intensity as us. We lose empathy for ourselves first and push excessively. We become managers, teachers, and leaders who fall prey to the allure of a capitalist system and treat those we have the honor of working with as human machines. We become rigid and impatient when our checklist isn’t completed to perfection. We become less human and less secure. We believe we are only meant to survive and not thrive. We see care as unnecessary and unimportant. We believe we don’t really have to rest. We falsely believe hard work guarantees success in a capitalist system.

The delight and pleasure resulting from the observation of providence are exceedingly great, and it will doubtless be a part of our entertainment in heaven to view, with transporting delight, how the designs and methods were laid to bring us thither. And what will be a part of our blessedness in heaven may be well allowed to be a prime ingredient in our heaven upon earth. To search for pleasure among the due observations of providence is to search for water in the ocean, for providence does not only ultimately design to bring you to heaven but as intermediate thereunto to bring, by this means, much of heaven into your souls in the way thither. How great a pleasure is it to discern how the most wise God is providentially steering all to the port of His own praise and His people’s happiness while the whole world is busily employed in managing the sails and tugging at the oars, with quite an opposite design and purpose!

This Gospel is easy to misunderstand. Jesus is not praising dishonesty. The unjust manager misused his master’s money in the past and continued to misuse it in the present when on his own authority he lowered the amount his master’s debtors owed to the master. But Jesus praises him for two things: first, for being clever on a worldly level (he notes that the worldly are more enterprising and clever about money than the otherworldly are), and second, for using money for a higher purpose than making more money—that is, for making friends. He lost his friendship with his master over money, so he used money to make new friends—namely, his master’s debtors. Jesus then says that this little worldly thing, the enterprising use of money, is an indication of a greater thing, the use of greater things, and that people who can be trusted to take care of this lesser thing, money, can also be trusted to take care of greater things than money. But then, at the end, he adds that not only are there greater things than money even in this life, such as friendship; there are much greater things in the next world and in our relationship to God. In fact, he says that it is impossible for anyone to have two gods, two masters, two greatest goods, two final ends and goals in life. You cannot give your single self to a double end, God and money. You either love God for his own sake and refuse to serve money and all the things money can buy, demoting it to a mere relative and instrumental means to that one ultimate end; or, you love money and the things money can buy in this world as your final end, your greatest good, your god, and you despise and demote God and the things of God to mere means to this other thing. Jesus is reminding us of what he calls the very first and greatest of all the commandments: to love the Lord your God with your whole heart and soul and strength—and also with your mind, that clever mind that the fired manager used as a means to the higher end of worldly friendships and that you also ought to use for the higher end of your friendship with God. After all, God created it all and owns it all, and you are only the manager of a tiny portion of his goods. It all belongs to God, not to you. No matter what you give to God—your money, your stuff, your time, your life—you are only returning to him what is his.

What does my team member love most about their role? •​Why would my team member leave their current job? •​What’s the best way to reward or praise my team member?

Stop," she cried, trying desperately to twist away from him. The exertion caused her flush to darken. "This is madness… Oh, you stubborn wretch, let me go!" "Never." Kev smoothed her wild, fine hair, the strands darkening where her tears had tracked. "Easy," he murmured. "Don't exhaust yourself. Rest." Win's struggles slowed as she recognized the futility of resisting him. "You're so strong," she said faintly, the words born not of praise, but damnation. "You're so strong…" "Yes," Kev said, gently using a corner of the bed linens to dry her face. "I'm a brute, and you've always known it, haven't you?" "Yes," she whispered. "And you're going to do as I say." He cradled her against his chest and gave her some water. She took a few painful sips. "Can't," she managed, turning her face away. "More," he insisted, bringing the cup back to her lips. "Let me sleep, please-" "After you drink more." Kev wouldn't relent until she obeyed with a moan. Settling her back into the pillows, he let her drowse for a few minutes, then returned with some toast softened in broth. He bullied her into taking a few spoonfuls. By that time Amelia had awakened, and she came into Win's room. A quick double blink was Amelia's only reaction to the sight of Win leaning back against Kev's arm while he fed her. "Get rid of him," Win told her sister hoarsely, her head resting on Kev's shoulder. "He's torturing me." "Well, we've always known he was a fiend," Amelia said in a reasonable tone, coming to stand at the bedside. "How dare you, Merripen?… Coming into an unsuspecting girl's room and feeding her toast.

World history, for the most part, is the story of excessively self-assertive political animals in search of various scepters. It doesn’t help matters that, once such an animal has been enthroned, others are only too eager to submit to their whims. And what a sweet surrender! The Triumph of the Will gives us a glimpse of how the process works. This is, roughly, the background against which the democratic idea emerges. No wonder that it is a losing battle. Genuine democracy doesn’t make grand promises, nor does it seduce or charm. It only aspires to a certain measure of human dignity. Democracy is not erotic; compared to what happens in populist-authoritarian regimes, it is a rather frigid affair. Who in his right mind would choose the dull responsibilities of democracy over the instant gratification of a demagogue? Frigidity over boundless ecstasy? And yet, despite this, the democratic idea has come close to embodiment a few times in history—moments of grace when humanity managed to surprise itself. In its ideal form, democracy has not succeeded yet, but people have never stopped trying. It’s one of the dreams that has kept history alive. One thing that is needed for democracy to emerge is a strong sense of humility. A humility that is at once collective and personal, public and internalized, visionary yet true. The kind of humility that is comfortable in its own skin—one that, because it knows its worth and limits, can even laugh at itself. A humility that, having seen many an absurd thing and learned to tolerate it, has become wise and patient.

This was not media hype. Pope Pius XII himself weighed in, announcing his blessing from the Holy See. A few year later, when Khrushchev toured Washington, D.C., in 1959, the supermarket brought a temporary détente to the Cold War. As the Soviet premier scanned the store, he erupted with spontaneous praise: “I want to greet the manager of this supermarket. I am truly filled with admiration over what I see.

He praises me when I’m doing my job well and deserve it, even if things are not going well for him personally or here at work. I know he may be annoyed about things happening elsewhere. But he responds to where I am, not just to where he is at the time. I really appreciate that.

Goals make clear what is most important to focus on, Praisings build confidence that helps you succeed, and Re-Directs address mistakes.

Isn’t it a riddle . . . and awe-inspiring, that everything is so beautiful? Despite the horror. Lately I’ve noticed something grand and mysterious peering through my sheer joy in all that is beautiful, a sense of its creator . . . Only man can be truly ugly, because he has the free will to estrange himself from this song of praise. … It often seems that he’ll manage to drown out this hymn with his cannon thunder, curses and blasphemy. But during this past spring it has dawned upon me that he won’t be able to do this. And so I want to try and throw myself on the side of the victor.

General Sherman praised the shows as "wonderfully realistic and historically reminiscent." Reviews and the show's own publicity always stressed its "realism." There is no doubt it was more realistic, visually and in essence, than any of the competing Wild Wests. There were four other Wild West shows that year: Adam Forepaugh had one, Dr. A. W. Carver another; there was a third called Fargo's Wild West and one known as Hennessey's Wild West. Cody criticized all their claims and their use of the words "Wild West." He had copyrighted the term according to an act of Congress on December 22, 1883, and registered a typescript at the Library of Congress on June 1, 1885. The copyright title read: The Wild West or Life among the Red Man and the Road Agents of the Plains and Prairies-An Equine Dramatic Exposition on Grass or Under Canvas, of the Adventures of Frontiersmen and Cowboys. Additional copy was headed BUFFALO BILL'S "WILD WEST" PRAIRIE EXHIBITION AND ROCKY MOUNTAIN SHOW, A DRAMATIC-EQUESTRIAN EXPOSITION OF LIFE ON THE PLAINS, WITH ACCOMPANYING MONOLOGUE AND INCIDENTAL MUSIC THE WHOLE INVENTED AND ARRANGED BY W.F. CODY W.F. CODY AND N. SALSBURY, PROPRIETORS AND MANAGERS WHO HEREBY CLAIM AS THEIR SPECIAL PROPERTY THE VARIOUS EFFECTS INTRODUCED IN THE PUBLIC PERFORMANCES OF BUFFALO BILL'S "WILD WEST" Although the show's first year under enlarged and reorganized management had not been a financial success, at least one good thing had come from it. Also showing in New Orleans that winter had been the Sells Brothers Circus. One of its performers who had wandered over to visit the Wild West lot was Annie Oakley. The story of Annie Oakley's life was so much in the American grain that it might have come from the pen of Horatio Alger Jr., the minister turned best-selling author, who chronicled the fictional lives of poor boys who made good. Ragged Dick: or, Street Life in New York, Ragged Tom, and Luck Moses then married Dan Brumbaugh, who died in an accident shortly afterward, leaving another daughter. When she was seven, Annie frequently fed the family with quail she had caught in homemade traps, much as young Will Cody had trapped small game. In an interview she once said: "I was eight years old when I made my first shot, and I still consider it one of the best shots I ever

Top 10 ideas from No More Meltdowns: 1. Each day for several months, have your child imagine the sensations of anger and rehearse the calming strategy, such as: holding a squeeze ball, counting to 10, taking deep breaths, taking a walk and swinging on the swing set. He will be able to do the calming strategy without too much conscious effort (42) 2. Create a schedule of routines that involves visual reminders of their schedule to provide comfort in understanding what to expect next (40) 3. Praise their effort when they are working on a project or attempting a new activity. Those concentrating on their ability get frustrated more easily. In contrast, those attending their level of effort respond to frustration with more motivation and positive feelings. Praise their continued efforts rather than simply praise their current ability (28) 4. Avoid meltdowns by anticipating and preparing for triggering events. Use the Prevention Plan Form (20, 147) 5. Self-calming strategies: Getting a hug, swinging on the swing set, taking a walk, taking deep breaths, counting to 10, holding a favorite toy (a pup) and a squeeze ball. (42) When using humor, ask “Is it okay if I try to make you laugh to get your mind off of this?”(39) 6. Creating rules and consequences is an important starting point. Without rules and consequences, our lives would be chaotic (5) 7. Gradually expose your child to new foods by asking him first to just look at the foods. Next, ask him to smell them, taste them and eventually eat a small piece. Begin with sweet items (even candy) to allow your child to be open to trying new things. Exercise just prior to trying a new food can increase appetite (77, 78, 80) 8. A child’s passion can be the most effective distraction. Suggestions: Getting hugs, stuffed animals, favorite toys, books and looking out the window (38) 9. Give your child a sticker for each night he sleeps in his own bed. Most importantly, praise him so that he can take pride in his independence (143) 10. Set a time to do homework soon after school, before he gets too tired, and right after as snack, so he’s not hungry. Break down the homework into small steps and ask him to do one tiny part of it. Once started, he will likely be willing to do other parts as well (70) When children feel accepted and appreciated by us, they are more likely to listen to us (9)

In the realm of school and activity-based accomplishments and achievements, it’s more loving and resilience-building to offer praise that is specific to the task accomplished. For example: (1) For a little kid—I like how you used all kinds of colors in that picture; (2) For an elementary schooler—I noticed how you pointed your toes throughout your whole ballet performance, just like your teacher asked; (3) For a middle schooler—You did a good job maneuvering the glue gun to make your school project. That can be so tricky; (4) For a high schooler—Your essay on Cyrano de Bergerac made such detailed references to Cyrano’s emotional turmoil. You really managed to get inside his head. Specific praise like this builds confidence because it shows we’ve paused for a moment to pay attention to what the kid has actually done.

graciously, it also doesn’t feel great to the compliment giver. Have you ever tried to give someone a gift who refused it? It’s really frustrating and feels like your love has no place to go. When you don’t have receptor sites for praise, you’ll also have trouble growing receptor sites for help or getting your needs met because receiving both of these things requires feeling like you deserve them.

Johnson's Environmental in Columbus, Georgia, excels in providing versatile dumpster rental and waste management services. They cater to a range of needs, from small renovations to large projects, with a focus on reliability and flexible rental periods. Praised for competitive pricing and customer satisfaction, they offer comprehensive solutions for all waste types. Their environmentally friendly practices and easy online booking extend their appeal beyond Columbus, highlighting their commitment to sustainable waste management.

If the widget company consistently earned a superior return on capital throughout the period, or if capital employed only doubled during the CEO’s reign, the praise for him may be well deserved. But if return on capital was lackluster and capital employed increased in pace with earnings, applause should be withheld. A savings account in which interest was reinvested would achieve the same year-by-year increase in earnings—and, at only 8% interest, would quadruple its annual earnings in 18 years. The power of this simple math is often ignored by companies to the detriment of their shareholders. Many corporate compensation plans reward managers handsomely for earnings increases produced solely, or in large part, by retained earnings—i.e., earnings withheld from owners. For example, ten-year, fixed-price stock options are granted routinely, often by companies whose dividends are only a small percentage of earnings. An example will illustrate the inequities possible under such circumstances. Let’s suppose that you had a $100,000 savings account earning 8% interest and “managed” by a trustee who could decide each year what portion of the interest you were to be paid in cash. Interest not paid out would be “retained earnings” added to the savings account to compound. And let’s suppose that your trustee, in his superior wisdom, set the “pay-out ratio” at one-quarter of the annual earnings.

I still give The One Minute Manager to every person I promote. It’s an amazing resource, in particular on how to give feedback. My biggest takeaways were: Criticize the behavior, not the person. Praise in public; criticize in private. Praise with emotion, criticize without emotion.