Teams Background Quotes

I have fought the long defeat and brought other people on to fight the long defeat, and I'm not going to stop because we keep losing. Now I actually think sometimes we may win. I don't dislike victory. ... You know, people from our background-like you, like most PIH-ers, like me-we're used to being on a victory team, and actually what we're really trying to do in PIH is to make common cause with the losers. Those are two very different things. We want to be on the winning team, but at the risk of turning our backs on the losers, no, it's not worth it. So you fight the long defeat.

They’re off, and the big excitement this match is the Firebolt that Harry Potter is flying for Gryffindor. According to Which Broomstick, the Firebolt’s going to be the broom of choice for the national teams at this year’s World Championship —” “Jordan, would you mind telling us what’s going on in the match?” interrupted Professor McGonagall’s voice. “Right you are, Professor — just giving a bit of background information — the Firebolt, incidentally, has a built-in auto-brake and —” “Jordan!” “Okay, okay, Gryffindor in possession, Katie Bell of Gryffindor heading for goal …

What do you have to forget or overlook in order to desire that this dysfunctional clan once more occupies the White House and is again in a position to rent the Lincoln Bedroom to campaign donors and to employ the Oval Office as a massage parlor? You have to be able to forget, first, what happened to those who complained, or who told the truth, last time. It's often said, by people trying to show how grown-up and unshocked they are, that all Clinton did to get himself impeached was lie about sex. That's not really true. What he actually lied about, in the perjury that also got him disbarred, was the women. And what this involved was a steady campaign of defamation, backed up by private dicks (you should excuse the expression) and salaried government employees, against women who I believe were telling the truth. In my opinion, Gennifer Flowers was telling the truth; so was Monica Lewinsky, and so was Kathleen Willey, and so, lest we forget, was Juanita Broaddrick, the woman who says she was raped by Bill Clinton. (For the full background on this, see the chapter 'Is There a Rapist in the Oval Office?' in the paperback version of my book No One Left To Lie To. This essay, I may modestly say, has never been challenged by anybody in the fabled Clinton 'rapid response' team.) Yet one constantly reads that both Clintons, including the female who helped intensify the slanders against her mistreated sisters, are excellent on women's 'issues.

Maybe fearing that Vaughan won’t understand why Debbie’s correct, Elliot chimes in: Debbie is 100% right here. Vaughan, you need to appreciate that “respecting the rule of law” only goes so far to explain or justify government behavior. To many people who follow human rights issues and international law, the foundation of international law is the rejection of the so-called Nuremberg defense—the claim by Nazi’s that they “were just following orders” and respecting the laws and policies of the Nazi state. Vaughan simply thanks Elliot for “the articulate background.” I can’t tell if he’s being brazen or genuine. There is simply no putting this man off his putt. Either way, I think the point at which you have to explain Nuremberg to the head of the team leading your China entry is probably a red flag.

It's common to think of people in the military as conformists. But that's far from the truth in our community. Some pretty capable and colorful types join the SEAL teams, looking for bigger challenges than their high-flying careers or other interesting backgrounds can offer. Whether doctors, lawyers, longshoreman, college dropout, engineer or NCAA Division I superathlete, they were more than just good special operators. They were a cohesive team whose strength came from their widely diverse talents, educational backgrounds, upbringings, perspectives, and capabilities. They're all-American and patriotic, with a combination of practical intelligence and willpower that you don't want to get crossways with. Streetwise, innovative, adaptable, and often highly intellectual--these are all words that apply to the community. And the majority are so nice that it can be hard to envision their capacity for violent mayhem. BUD/S filters out four of five aspirants, leaving behind only the hardest and most determined--the best. I was so proud and humbled to be part of the brotherhood.

Each SEAL even wore desert camouflage matched to the local background. But these were the men you don't see coming. If they properly executed their careful plan there would be no need to hide. By the time daylight arrived they would have attacked unseen and disappeared in the same fashion.

1. Project What is the project? Why is it unique? Why is the business needed? Why will customers love your product? 2. Partners Who are you? Who are the partners? What are your educational backgrounds? How much experience do you all have? How are you and your partners qualified to make the project a success? 3. Financing What is the total cost of the project? How much debt and how much equity is there? Are partners investing their own money? What is the investor’s return and reward for their risk? What are the tax consequences? Who is your CFO or accounting firm? Who is responsible for investor communications? What is the investor’s exit? 4. Management Who is running your company? What is their experience? What is their track record? Have they ever failed? How does their experience relate to your industry? Do you believe this is the strongest management team you can assemble? Can you pitch them with confidence?

Everyone belongs to some community, whether it’s based on your background, your home state, your college, or your favorite sports team. By identifying all the possible communities to which you belong, you may well find an affinity group—and a story—that helps get your business off the ground, secures your dream job, or lets you achieve whatever goal you are pursuing.

high performance starts with organizations whose leadership focuses on building an environment where people from different backgrounds and with different identities, experiences, and perspectives can feel psychologically safe working together, and where teams are given the necessary resources, capacity, and encouragement to experiment and learn together in a safe and systematic way.

the other by Dicke’s team explaining its nature. Although Penzias and Wilson had not been looking for cosmic background radiation, didn’t know what it was when they had found it, and hadn’t described or interpreted its character in any paper, they received the 1978 Nobel Prize in physics. The Princeton researchers got only sympathy. According to Dennis Overbye in Lonely Hearts of the Cosmos, neither Penzias nor Wilson altogether understood the significance of what they had found until they read about it in the New York Times.

[There is] no direct relationship between IQ and economic opportunity. In the supposed interests of fairness and “social justice”, the natural relationship has been all but obliterated. Consider the first necessity of employment, filling out a job application. A generic job application does not ask for information on IQ. If such information is volunteered, this is likely to be interpreted as boastful exaggeration, narcissism, excessive entitlement, exceptionalism [...] and/or a lack of team spirit. None of these interpretations is likely to get you hired. Instead, the application contains questions about job experience and educational background, neither of which necessarily has anything to do with IQ. Universities are in business for profit; they are run like companies, seek as many paying clients as they can get, and therefore routinely accept people with lukewarm IQ’s, especially if they fill a slot in some quota system (in which case they will often be allowed to stay despite substandard performance). Regarding the quotas themselves, these may in fact turn the tables, advantaging members of groups with lower mean IQ’s than other groups [...] sometimes, people with lower IQ’s are expressly advantaged in more ways than one. These days, most decent jobs require a college education. Academia has worked relentlessly to bring this about, as it gains money and power by monopolizing the employment market across the spectrum. Because there is a glut of college-educated applicants for high-paying jobs, there is usually no need for an employer to deviate from general policy and hire an applicant with no degree. What about the civil service? While the civil service was once mostly open to people without college educations, this is no longer the case, and quotas make a very big difference in who gets hired. Back when I was in the New York job market, “minorities” (actually, worldwide majorities) were being spotted 30 (thirty) points on the civil service exam; for example, a Black person with a score as low as 70 was hired ahead of a White person with a score of 100. Obviously, any prior positive correlation between IQ and civil service employment has been reversed. Add to this the fact that many people, including employers, resent or feel threatened by intelligent people [...] and the IQ-parameterized employment function is no longer what it was once cracked up to be. If you doubt it, just look at the people running things these days. They may run a little above average, but you’d better not be expecting to find any Aristotles or Newtons among them. Intelligence has been replaced in the job market with an increasingly poor substitute, possession of a college degree, and given that education has steadily given way to indoctrination and socialization as academic priorities, it would be naive to suppose that this is not dragging down the overall efficiency of society. In short, there are presently many highly intelligent people working very “dumb” jobs, and conversely, many less intelligent people working jobs that would once have been filled by their intellectual superiors. Those sad stories about physics PhD’s flipping burgers at McDonald's are no longer so exceptional. Sorry, folks, but this is not your grandfather’s meritocracy any more.

Similarly, the computers used to run the software on the ground for the mission were borrowed from a previous mission. These machines were so out of date that Bowman had to shop on eBay to find replacement parts to get the machines working. As systems have gone obsolete, JPL no longer uses the software, but Bowman told me that the people on her team continue to use software built by JPL in the 1990s, because they are familiar with it. She said, “Instead of upgrading to the next thing we decided that it was working just fine for us and we would stay on the platform.” They have developed so much over such a long period of time with the old software that they don’t want to switch to a newer system. They must adapt to using these outdated systems for the latest scientific work. Working within these constraints may seem limiting. However, building tools with specific constraints—from outdated technologies and low bitrate radio antennas—can enlighten us. For example, as scientists started to explore what they could learn from the wait times while communicating with deep space probes, they discovered that the time lag was extraordinarily useful information. Wait times, they realized, constitute an essential component for locating a probe in space, calculating its trajectory, and accurately locating a target like Pluto in space. There is no GPS for spacecraft (they aren’t on the globe, after all), so scientists had to find a way to locate the spacecraft in the vast expanse. Before 1960, the location of planets and objects in deep space was established through astronomical observation, placing an object like Pluto against a background of stars to determine its position.15 In 1961, an experiment at the Goldstone Deep Space Communications Complex in California used radar to more accurately define an “astronomical unit” and help measure distances in space much more accurately.16 NASA used this new data as part of creating the trajectories for missions in the following years. Using the data from radio signals across a wide range of missions over the decades, the Deep Space Network maintained an ongoing database that helped further refine the definition of an astronomical unit—a kind of longitudinal study of space distances that now allows missions like New Horizons to create accurate flight trajectories. The Deep Space Network continued to find inventive ways of using the time lag of radio waves to locate objects in space, ultimately finding that certain ways of waiting for a downlink signal from the spacecraft were less accurate than others. It turned to using the antennas from multiple locations, such as Goldstone in California and the antennas in Canberra, Australia, or Madrid, Spain, to time how long the signal took to hit these different locations on Earth. The time it takes to receive these signals from the spacecraft works as a way to locate the probes as they are journeying to their destination. Latency—or the different time lag of receiving radio signals on different locations of Earth—is the key way that deep space objects are located as they journey through space. This discovery was made possible during the wait times for communicating with these craft alongside the decades of data gathered from each space mission. Without the constraint of waiting, the notion of using time as a locating feature wouldn’t have been possible.

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

Overall look: Soft and delicate   Hair: Most often blonde or golden grey   Skintone: Light, ivory to soft beige, peachy tones. Very little contrast between hair and skin   Eyes: Blue, blue-green, aqua, light green IF you are a Light Spring you should avoid dark and dusty colors, which would make you look pale, tired and even pathetic. Spring women who need to look strong, for example chairing a meeting, can do so by wearing mid-tone grey or light navy, not deeper shades. If you are a Light Spring and you wear too much contrast, say a light blouse and dark jacket, or a dress with lots of bold colors against a white background, you ‘disappear’ because our eye is drawn to the colors you are wearing. See your Light Spring palette opposite. Your neutrals can be worn singly or mixed with others in a print or weave. The ivory, camel and blue-greys are good investment shades that will work with any others in your palette. Your best pinks will be warm—see the peaches, corals and apricots—but also rose pink. Never go as far as fuchsia, which is too strong and would drain all the life from your skin. Periwinkle blue toned with a light blue blouse is a smart, striking alternative to navy and white for work. Why wear black in the evening when you will sparkle in violet (also, warm pink and emerald turquoise will turn heads)? For leisure wear, team camel with clear bright red or khaki with salmon.   Make-Up Tips Foundation: Ivory, porcelain Lipstick: Peach, salmon, coral, clear red Blush: Salmon, peach Eyeshadow for blue eyes: Highlighter Champagne, melon, apricot, soft pink Contour Soft grey, violet, teal blue, soft blues, cocoa Eyeshadow for blue-green and aqua eyes: Highlighter Apricot, lemon, champagne Contour Cocoa or honey brown, spruce or moss green, teal blue Eyeshadow for green eyes: Highlighter Pale aqua, apricot, champagne Contour Cocoa or honey brown, teal blue, violet, spruce.

In one of her most influential studies, she and her team tracked the emotional experiences of nearly two hundred people over years of their lives. The subjects spanned a broad range of backgrounds and ages. (They were from eighteen to ninety-four years old when they entered the study.) At the beginning of the study and then every five years, the subjects were given a beeper to carry around twenty-four hours a day for one week. They were randomly paged thirty-five times over the course of that week and asked to choose from a list all the emotions they were experiencing at that exact moment. If Maslow’s hierarchy was right, then the narrowing of life runs against people’s greatest sources of fulfillment and you would expect people to grow unhappier as they age. But Carstensen’s research found exactly the opposite. The results were unequivocal. Far from growing unhappier, people reported more positive emotions as they aged. They became less prone to anxiety, depression, and anger. They experienced trials, to be sure, and more moments of poignancy—that is, of positive and negative emotion mixed together. But overall, they found living to be a more emotionally satisfying and stable experience as time passed, even as old age narrowed the lives they led. The findings raised a further question. If we shift as we age toward appreciating everyday pleasures and relationships rather than toward achieving, having, and getting, and if we find this more fulfilling, then why do we take so long to do it? Why do we wait until we’re old? The common view was that these lessons are hard to learn. Living is a kind of skill. The calm and wisdom of old age are achieved over time. Carstensen was attracted to a different explanation. What if the change in needs and desires has nothing to do with age per se? Suppose it merely has to do with perspective—your personal sense of how finite your time in this world is. This idea was regarded in scientific circles as somewhat odd. But Carstensen had her own reason for thinking that one’s personal perspective might be centrally important

Knowing Chris was getting married, his fellow Team members decided that they had to send him off with a proper SEAL bachelor party. That meant getting him drunk, of course. It also meant writing all over him with permanent markers-an indelible celebration, to be sure. Fortunately, they liked him, so his face wasn’t marked up-not by them, at least; he’d torn his eyebrow and scratched his lip during training. Under his clothes, he looked quite the sight. And the words wouldn’t come off no matter how he, or I scrubbed. I pretended to be horrified, but honestly, that didn’t bother me much. I was just happy to have him with me, and very excited to be spending the rest of my life with the man I loved. It’s funny, the things you get obsessed about. Days before the wedding, I spent forty-five minutes picking out exactly the right shape of lipstick, splurging on expensive cosmetics-then forgot to take it with me the morning of the wedding. My poor sister and mom had to run to Walgreens for a substitute; they came back with five different shades, not one of which matched the one I’d picked out. Did it matter? Not at all, although I still remember the vivid marks the lipstick made when I kissed him on the cheek-marking my man. Lipstick, location, time of day-none of that mattered in the end. What did matter were our families and friends, who came in for the ceremony. Chris liked my parents, and vice versa. I truly loved his mom and dad. I have a photo from that day taped near my work area. My aunt took it. It’s become my favorite picture, an accidental shot that captured us perfectly. We stand together, beaming, with an American flag in the background. Chris is handsome and beaming; I’m beaming at him, practically glowing in my white gown. We look so young, happy, and unworried about what was to come. It’s that courage about facing the unknown, the unshakable confidence that we’d do it together, that makes the picture so precious to me. It’s a quality many wedding photos possess. Most couples struggle to make those visions realities. We would have our struggles as well.

In the future that globalists and feminists have imagined, for most of us there will only be more clerkdom and masturbation. There will only be more apologizing, more submission, more asking for permission to be men. There will only be more examinations, more certifications, mandatory prerequisites, screening processes, background checks, personality tests, and politicized diagnoses. There will only be more medication. There will be more presenting the secretary with a cup of your own warm urine. There will be mandatory morning stretches and video safety presentations and sign-off sheets for your file. There will be more helmets and goggles and harnesses and bright orange vests with reflective tape. There can only be more counseling and sensitivity training. There will be more administrative hoops to jump through to start your own business and keep it running. There will be more mandatory insurance policies. There will definitely be more taxes. There will probably be more Byzantine sexual harassment laws and corporate policies and more ways for women and protected identity groups to accuse you of misconduct. There will be more micro-managed living, pettier regulations, heavier fines, and harsher penalties. There will be more ways to run afoul of the law and more ways for society to maintain its pleasant illusions by sweeping you under the rug. In 2009 there were almost five times more men either on parole or serving prison terms in the United States than were actively serving in all of the armed forces.[64] If you’re a good boy and you follow the rules, if you learn how to speak passively and inoffensively, if you can convince some other poor sleepwalking sap that you are possessed with an almost unhealthy desire to provide outstanding customer service or increase operational efficiency through the improvement of internal processes and effective organizational communication, if you can say stupid shit like that without laughing, if your record checks out and your pee smells right—you can get yourself a J-O-B. Maybe you can be the guy who administers the test or authorizes the insurance policy. Maybe you can be the guy who helps make some soulless global corporation a little more money. Maybe you can get a pat on the head for coming up with the bright idea to put a bunch of other guys out of work and outsource their boring jobs to guys in some other place who are willing to work longer hours for less money. Whatever you do, no matter what people say, no matter how many team-building activities you attend or how many birthday cards you get from someone’s secretary, you will know that you are a completely replaceable unit of labor in the big scheme of things.

When Bouchard’s twin-processing operation was in full swing, he amassed a staff of eighteen—psychologists, psychiatrists, ophthalmologists, cardiologists, pathologists, geneticists, even dentists. Several of his collaborators were highly distinguished: David Lykken was a widely recognized expert on personality, and Auke Tellegen, a Dutch psychologist on the Minnesota faculty, was an expert on personality measuring. In scheduling his twin-evaluations, Bouchard tried limiting the testing to one pair of twins at a time so that he and his colleagues could devote the entire week—with a grueling fifty hours of tests—to two genetically identical individuals. Because it is not a simple matter to determine zygosity—that is, whether twins are identical or fraternal—this was always the first item of business. It was done primarily by comparing blood samples, fingerprint ridge counts, electrocardiograms, and brain waves. As much background information as possible was collected from oral histories and, when possible, from interviews with relatives and spouses. I.Q. was tested with three different instruments: the Wechsler Adult Intelligence Scale, a Raven, Mill-Hill composite test, and the first principal components of two multiple abilities batteries. The Minnesota team also administered four personality inventories (lengthy questionnaires aimed at characterizing and measuring personality traits) and three tests of occupational interests. In all the many personality facets so laboriously measured, the Minnesota team was looking for degrees of concordance and degrees of difference between the separated twins. If there was no connection between the mean scores of all twins sets on a series of related tests—I.Q. tests, for instance—the concordance figure would be zero percent. If the scores of every twin matched his or her twin exactly, the concordance figure would be 100 percent. Statistically, any concordance above 30 percent was considered significant, or rather indicated the presence of some degree of genetic influence. As the week of testing progressed, the twins were wired with electrodes, X-rayed, run on treadmills, hooked up for twenty-four hours with monitoring devices. They were videotaped and a series of questionnaires and interviews elicited their family backgrounds, educations, sexual histories, major life events, and they were assessed for psychiatric problems such as phobias and anxieties. An effort was made to avoid adding questions to the tests once the program was under way because that meant tampering with someone else’s test; it also would necessitate returning to the twins already tested with more questions. But the researchers were tempted. In interviews, a few traits not on the tests appeared similar in enough twin pairs to raise suspicions of a genetic component. One of these was religiosity. The twins might follow different faiths, but if one was religious, his or her twin more often than not was religious as well. Conversely, when one was a nonbeliever, the other generally was too. Because this discovery was considered too intriguing to pass by, an entire additional test was added, an existing instrument that included questions relating to spiritual beliefs. Bouchard would later insist that while he and his colleagues had fully expected to find traits with a high degree of heritability, they also expected to find traits that had no genetic component. He was certain, he says, that they would find some traits that proved to be purely environmental. They were astonished when they did not. While the degree of heritability varied widely—from the low thirties to the high seventies— every trait they measured showed at least some degree of genetic influence. Many showed a lot.

What’s Slipping Under Your Radar? Word Count: 1096 Summary: Ben, a high-level leader in a multi-national firm, recently confessed that he felt like a bad father. That weekend he had messed up his Saturday daddy duties. When he took his son to soccer practice, Ben stayed for a while to support him. In the process, though, he forgot to take his daughter to her piano lesson. By the time they got to the piano teacher’s house, the next student was already playing. This extremely successful businessman felt like a failure. Keywords: Dr. Karen Otazo, Global Executive Coaching, Leadership Article Body: Ben, a high-level leader in a multi-national firm, recently confessed that he felt like a bad father. That weekend he had messed up his Saturday daddy duties. When he took his son to soccer practice, Ben stayed for a while to support him. In the process, though, he forgot to take his daughter to her piano lesson. By the time they got to the piano teacher’s house, the next student was already playing. This extremely successful businessman felt like a failure. At work, one of Ben’s greatest strengths is keeping his focus no matter what. As a strategic visionary, he keeps his eyes on the ongoing strategy, the high-profile projects and the high-level commitments of his group. Even on weekends Ben spends time on email, reading and writing so he can attend the many meetings in his busy work schedule. Since he is so good at multi-processing in his work environment, he assumed he could do that at home too. But when we talked, Ben was surprised to realize that he is missing a crucial skill: keeping people on his radar. Ben is great at holding tasks and strategies in the forefront of his mind, but he has trouble thinking of people and their priorities in the same way. To succeed at home, Ben needs to keep track of his family members’ needs in the same way he tracks key business commitments. He also needs to consider what’s on their radar screens. In my field of executive coaching, I keep every client on my radar screen by holding them in my thinking on a daily and weekly basis. That way, I can ask the right questions and remind them of what matters in their work lives. No matter what your field is, though, keeping people on your radar is essential. Consider Roger, who led a team of gung-ho sales people. His guys and gals loved working with him because his gut instincts were superb. He could look at most situations and immediately know how to make them work. His gut was great, almost a sixth sense. But when Sidney, one of his team of sales managers, wanted to move quickly to hire a new salesperson, Roger was busy. He was managing a new sales campaign and wrangling with marketing and headquarters bigwigs on how to position the company’s consumer products. Those projects were the only things on his radar screen. He didn’t realize that Sidney was counting on hiring someone fast. Roger reviewed the paperwork for the new hire. It was apparent to Roger that the prospective recruit didn’t have the right background for the role. He was too green in his experience with the senior people he’d be exposed to in the job. Roger saw that there would be political hassles down the road which would stymie someone without enough political savvy or experience with other parts of the organization. He wanted an insider or a seasoned outside hire with great political skills. To get the issue off his radar screen quickly, Roger told Human Resources to give the potential recruit a rejection letter. In his haste, he didn’t consult with Sidney first. It seemed obvious from the resume that this was the wrong person. Roger rushed off to deal with the top tasks on his radar screen. In the process, Sidney was hurt and became angry. Roger was taken by surprise since he thought he had done the right thing, but he could have seen this coming.

RULE NO. 6: COME TOGETHER FOR CELEBRATIONS Though we hail from different backgrounds and ideologies, we’re singularly unique, even eternally bound, by our common devotion and service to this wonderful country. —George H. W. Bush

I have found that it is remarkably helpful for members of a leadership team to spend time talking about their backgrounds. People who understand one another’s personal philosophies, family histories, educational experiences, hobbies, and interests are far more likely to work well together than those who do not.

Members of cohesive teams know one another’s strengths and weaknesses and don’t hesitate to point them out. They also know something about one another’s backgrounds, which helps them to understand why members think and act the way they do.

The act of writing a novel is generally thought to be a solitary journey from that first awe-inspiring blank page to the end. However, the fact that most authors offer acknowledgments speaks to the presence of a team in the background, offering advice, support, information, a shoulder to cry on, or someone to share a laugh with.

Many of the players on the national team had similar middle-class, suburban upbringings—they were, in some ways, the personification of the so-called American dream. But Solo’s background was different. She was conceived during a conjugal visit when her mother had visited her father in prison. When she was 7, her father was arrested for kidnapping her and her brother—police with guns drawn surrounded her father as he took Solo to run an errand at the bank. She

To The Vampire Diaries… Specifically seasons 1-6 For always being in the background of my writing sessions and never ever getting old. #TeamDamon

In the army—old-fashioned style—every foot-soldier was considered interchangeable with every other. The hierarchical organization, then, was conceived as the structure that could give the fastest and most direct coordination between these interchangeable parts. But a programming project is not a battle, regardless of appearances. There is no need for quite the speed of communication which is necessary under field conditions, nor are the things to be communicated so simple that they can be barked over a two-way radio with shells bursting in the background. What is needed in a programming project is slow, careful communication among teams of people doing very different, highly specialized tasks.

Distinction Language is a highly effective tool that humans use to coordinate action, dependent on a shared background of experience.

Josh Chu is a seasoned technology executive with a rich background in software engineering, data science, and team leadership. Holding a Bachelor's degree in Computer Science from the University of Minnesota, he has consistently thrived in roles demanding strong technical leadership. Josh boasts a remarkable track record of expanding teams, securing funding, and overseeing extensive data projects. His proficiency extends across enterprise software, SaaS, engineering, and data science, rendering him a prime candidate for a technical leadership position. Josh is a dynamic leader known for propelling innovation and fostering growth, setting the stage for a successful future.

Because she had not only observed him up close at trial on a daily basis but interviewed him twice providing great insight into Oswald’s killer. In addition, Kilgallen could check not only his background but investigate discrepancies in statements he made to the Warren Commission since she was the first reporter to read them, and since Ruby was still alive, the potential existed to interview him again. This strategy was unique, far afield from that conducted by any reporter or investigative body consumed with targeting Oswald as the key to unlocking the mysteries of the JFK assassination when Kilgallen believed he was not. In addition, after interviewing Ruby twice, Kilgallen had gained a soft spot for his plight, some sympathy for the man who shot Oswald. Whatever she heard during the twin interviews caused her to wonder if Ruby was a patsy, used and then discarded. Recall what she wrote after the second interview: “I went out into the almost empty lunchroom corridor wondering what I really believed about this man.” Kilgallen’s actions while pursuing the investigation indicated she had taken on the task of defending Ruby herself. She was standing up for him, demanding justice, becoming his paladin. She wondered if he had fair treatment, if his constitutional rights to a fair trial were honored. Armed with this mindset, Kilgallen was in fighting mode determined to leave no avenue of interest unturned. Kilgallen’s siding with Ruby’s defense team at his trial evidenced proof of Kilgallen’s focus on Ruby. She also attempted to aid the defense by securing more information from the FBI about Oswald. Then Kilgallen exposed only Ruby’s testimony at the Warren Commission before its intended release instead of the thousands of pages of pertinent information about others associated with the assassinations. It also appears likely she flew to New Orleans based

In this groundbreaking study, her team found that the single most important factor (above gender, income, social background, loneliness, and functional health) in determining longevity was how people felt about and approached aging.

Results of a good meeting: Facts — concrete, specific facts about what they do and why they do it (as opposed to the bad data of compliments, fluff, and opinions) Commitment — They are showing they’re serious by giving up something they value such as meaningful amounts of time, reputation risk, or money Advancement — They are moving to the next step of your real-world funnel and getting closer to a sale Signs you’re just going through the motions: You’re talking more than they are They are complimenting you or your idea You told them about your idea and don’t have next steps You don’t have notes You haven’t looked through your notes with your team You got an unexpected answer and it didn’t change your idea You weren’t scared of any of the questions you asked You aren’t sure which big question you’re trying to answer You aren’t sure why you’re having the meeting Writing it down — signal symbols: :)Excited :( Angry :|Embarrassed ☇ Pain or problem (symbol is a lightning bolt) ⨅ Goal or job-to-be-done (symbol is a soccer/football goal) ☐ Obstacle ⤴Workaround ^Background or context (symbol is a distant mountain) ☑ Feature request or purchasing criteria ＄Money or budgets or purchasing process ♀ Mentioned a specific person or company ☆ Follow-up task Signs you aren’t pushing for commitment and advancement: A pipeline of zombie leads Ending product meetings with a compliment Ending product meetings with no clear next steps Meetings which “went well” They haven’t given up anything of value Asking for and framing the meeting: Vision — half-sentence of how you’re making the world better Framing — where you’re at and what you’re looking for Weakness — where you’re stuck and how you can be helped Pedestal — show that they, in particular, can provide that help Ask — ask for help The big prep question: “What do we want to learn from these guys?

Dr. Sundari Mase, offers extensive experience as Team Lead for CDC's Travel Epidemiology and Risk Mitigation Team in the Division of Global Migration Health. With a background in neurobiology and internal medicine, she previously served as a Teaching Assistant and worked with disabled children before transitioning to public health. Her significant contributions have garnered recognition, including honors like the North Bay Women in Business Award and the Global Citizen Award.

In coaching a number of international teams we developed a culture awareness exercise that can be carried out in diverse pairings: Person A states: ‘What I would like you to know about my cultural background...’ Person B replies: ‘What I heard was...’ Person A clarifies any misunderstandings. Person B then responds by stating: ‘How I would act differently to respond to what you have told me is...’ Person A then lets Person B know which of these responses they would find helpful.

AMT Market Research Agency in Myanmar stands as a pivotal player in the dynamic landscape of market research within the country. With a commitment to delivering unparalleled insights and strategic solutions, AMT Market Research has established itself as a trusted partner for businesses seeking to thrive in Myanmar's evolving market. This article delves into the core aspects of AMT Market Research, exploring its services, methodologies, and the significance of market research in Myanmar. Through case studies, client testimonials, and a glimpse into future trends, we uncover the depth and impact of AMT Market Research in driving success for businesses in Myanmar. Introduction to AMT Market Research Agency in Myanmar AMT Market Research is not your run-of-the-mill agency in Myanmar. With a knack for unraveling the mysteries of consumer behavior, they're the Sherlock Holmes of the market research world. Let's delve into what makes them tick. Background of AMT Market Research Founded with a passion for decoding the pulse of the market, AMT Market Research has been shaking up the industry in Myanmar. Their team of savvy researchers leaves no stone unturned in uncovering insights that drive business success. Mission and Vision of the Agency AMT Market Research's mission is simple yet powerful: to empower businesses with data-driven decisions that spark growth and innovation. Their vision? To be the go-to partner for companies looking to navigate the ever-evolving market landscape in Myanmar. Services Offered by AMT Market Research When it comes to services, AMT Market Research doesn't just dip their toes in the water—they dive in headfirst, armed with a treasure trove of strategic insights. Market Entry Strategy From market sizing to competitor analysis, AMT Market Research crafts bespoke market entry strategies that pave the way for success in Myanmar's dynamic business environment. Consumer Behavior Analysis Curious about what makes your target audience tick? AMT Market Research digs deep into the minds of consumers, decoding their preferences, habits, and aspirations to help you tailor your offerings with precision. Competitor Analysis In a market as competitive as Myanmar, staying ahead of the game is crucial. AMT Market Research's competitor analysis services provide a roadmap for outshining the competition and carving out your niche. Importance of Market Research Agency in Myanmar In the bustling landscape of Myanmar, market research isn't just a luxury—it's a necessity. Understanding the economic terrain and growth opportunities is key to thriving amidst the challenges that lie ahead. Economic Landscape of Myanmar Myanmar's economic landscape is a canvas of untapped potential and burgeoning opportunities. Market research serves as the compass that guides businesses through this vibrant yet complex terrain. Growth Opportunities and Challenges With growth opportunities aplenty, Myanmar beckons businesses with promises of success. However, navigating the challenges, be it regulatory hurdles or shifting consumer trends, requires a keen understanding of the market—enter AMT Market Research. Methodologies Utilized by AMT Market Research When it comes to research methodologies, AMT Market Research doesn't settle for the ordinary. Their toolbox is brimming with innovative techniques that paint a comprehensive picture of the market landscape. Quantitative Research Techniques Numbers don't lie, and neither do AMT Market Research's quantitative research techniques. From surveys to data analysis, they crunch the numbers to unearth patterns and trends that inform strategic decision-making. Qualitative Research Approaches

Lauren Burklow thrives as an account manager at Brown & Brown, renowned for her strong work ethic and optimism. With adept leadership and communication skills, she fosters team collaboration effectively. Leveraging 3.5 years of insurance expertise and her lacrosse background at Pace University, Lauren guides clients through complex business insurance needs, while chairing the Young Professional Council at the Boys & Girls Club of NorthWest, NJ.

So how do you evaluate a founding team? Different VCs of course do things differently, but there are a few common areas of investigation. First, what is the unique skill set, background, or experience that led this founding team to pursue this idea? My partners use the concept of a “product-first company” versus a “company-first company.” In the product-first company, the founder identified or experienced some particular problem that led her to develop a product to solve that problem, which ultimately compelled her to build a company as the vehicle by which to bring that product to the market. A company-first company is one in which the founder first decides that she wants to start a company and then brainstorms products that might be interesting around which to build one.

The equivalent in founder evaluation for VCs is founder-market fit. As a corollary to the product-first company, founder-market fit speaks to the unique characteristics of this founding team to pursue the instant opportunity. Perhaps the founder has a unique educational background best suited to the opportunity. We at a16z saw this with

Why did these men fight? The answer is simple. We were ordinary people molded into Marines. The same can be said of those who served in the army. We all had the proper upbringings of common folk, when you have a task to do, you work hard, give it your best and get the job done. We came from different backgrounds; however, we became a team, moving and fighting as if we had known each other all of our lives. All of us have bonded for life and still keep in touch by phone, letters, and visits. If anyone of the second squad needs help you can be sure the rest of the squad would be there. All of those I have kept in touch with have been successful in the life endeavors they chose. "Not one of them is bitter about giving up two years of their life to 'Serve Their Country'" -George E. Krug

Change the location of strategy meetings. Create an element of surprise. ■ Invite provocative conversations and presentations with “outsiders,” including those outside a functional group, a product group, an industry sector, or a particular level of management. ■ Establish interactions with non-experts, academics, politicians, consultants, professionals from various fields, children, teenagers, young adults, middle-age and mature adults, religious leaders, people from an extreme range of economic backgrounds, and those of diverse cultural and ethnic backgrounds. ■ Volunteer to be part of an action-learning team to solve a problem for tasks that are outside of familiar functional or product areas. ■ Join conversations, discussions, and meetings where your frame is an outlier. ■ Participate in high-level strategy-making meetings and code the frames represented as points of view are expressed. ■ Note any frame omissions that could bring value.

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The truth was, some on the campaign were already jumping ship. The Friday before the election, Sean Spicer, then the chief strategist for the Republican National Committee and a campaign adviser, called a meeting at RNC headquarters in which his team gave tier-one network reporters its predicted totals for the Electoral College vote. The information was strictly on background and under embargo. In that meeting, the Republican data team said that Donald Trump would get no more than 204 electoral votes, and that he had little chance of winning any of the battleground states,

The Interview The largest determining factor in whether you get a job is usually the interview itself. You’ve made impressions all along—with your telephone call and your cover letter and resume. Now it is imperative that you create a favorable impression when at last you get a chance to talk in person. This can be the ultimate test for a socially anxious person: After all, you are being evaluated on your performance in the interview situation. Activate your PMA, then build up your energy level. If you have followed this program, you now possess the self-help techniques you need to help you through the situation. You can prepare yourself for success. As with any interaction, good chemistry is important. The prospective employer will think hard about whether you will fit in—both from a production perspective and an interactive one. The employer may think: Will this employee help to increase the bottom line? Will he interact well as part of the team within the social system that already exists here? In fact, your chemistry with the interviewer may be more important than your background and experience. One twenty-three-year-old woman who held a fairly junior position in an advertising firm nonetheless found a good media position with one of the networks, not only because of her skills and potential, but because of her ability to gauge a situation and react quickly on her feet. What happened? The interviewer began listing the qualifications necessary for the position that was available: “Self-starter, motivated, creative . . .” “Oh,” she said, after the executive paused, “you’re just read my resume!” That kind of confidence and an ability to take risks not only amused the interviewer; it displayed some of the very skills the position required! The fact that interactive chemistry plays such a large role in getting a job has both positive and negative aspects. The positive side is that a lack of experience doesn’t necessarily mean you can’t get a particular job. Often, with the right basic education and life skills, you can make a strong enough impression based on who you are and how capable you seem that the employer may feel you are trainable for the job at hand. In my office, for example, we interviewed a number of experienced applicants for a secretarial position, only to choose a woman whose office skills were not as good as several others’, but who had the right chemistry, and who we felt would fit best into the existing system in the office. It’s often easier to teach or perfect the required skills than it is to try to force an interactive chemistry that just isn’t there. The downside of interactive chemistry is that even if you do have the required skills, you may be turned down if you don’t “click” with the interviewer.

employment restriction rule. Section 3. Corruption Investigation MonitoringTeam1. Background The ACRC set up the Corruption Investigation Monitoring

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In an odd way you can compare the social enviroment of any online game to that of a skate park or to a lesser degree sports avenue. I know, I know, it seems like an insane comparision to make, but similarities really do exist. The most prevalent of which is the equality presented. In the previously mentioned spaces age/social status/economic background, etc... have little to no effect (depending upon the sport you don't want a 20 year old lined up across a 10 year old). The determining factors regarding inclusion or friendship revolve around talent and social skills. In a skate park or pick up soccer game where you come from doesn't matter. What matters is how you perform and more importantly if it is fun playing on your team or rolling with you. Same rules apply to online gaming, but to an even more significant degree. In the wow user interface guidez online world other people have no idea what you look like. They have no idea what you do for a living or how old you are. All they know is whether or not you are worth playing with. And being a worthwhile teammate does not just correlate to level of skill. As mentioned previously, it correlates very strongly to your social presence. In short do you make the game more fun to play? Now, you certainly do not want to be on polar opposites of each spectrum. Even if you are the most charming individual to even grace the planet earth, if you think soccer is played with your hands guess who is not getting on the field. In the same token if you think the main goal of battlegrounds in World of Warcraft is to dance on the stump guess who is not getting invited to next week's Rated Battlegrounds. On the other side of the coin there have been gigantic jack asses that just so happen to be the best player I have ever seen. Unfortunately for them despite their abilities no one wants to play with someone who makes everyone around them worse via their poisonous attitude. It is both difficult and important to find a balance between the two. There are so many opportunities waiting for you. Whether it be through sports or online gaming. Do not think for a minute that because you are XX years old or XXX pounds or from a certain background you can't fit in somewhere. One of the most amazing aspects of online gaming is that you can truly present yourself to others as you want. Physical and economic factors are completely removed from the equation. It becomes you, your voice, and who you are as a person that shines through.

the best data scientists tend to be “hard scientists,” particularly physicists, rather than computer science majors. Physicists have a strong mathematical background, computing skills, and come from a discipline in which survival depends on getting the most from the data. They have to think about the big picture, the big problem.

What is an operating system, really? What did Cutler’s team wish to create? Picture a wealthy English household in the early 1900s. Think of a computer—the hardware—as a big house, the family’s residence. The house consists of plumbing and lighting, bricks and mortar, windows and doors—all manner of physical things and processes. Next, imagine computer software as the people in the house. The household staff, living downstairs, provide a whole range of services at once. The butler stands by the door, the driver washes the car, the housekeeper presses the linen, the cook provides meals and bakes cakes, the gardener rakes the leaves from the lawn. And this activity, which seemingly happens of its own accord, is coordinated by the head of the household staff. Such is the life of the downstairs dwellers, who in a certain sense exist in the background. Then consider the people upstairs. They are the whole reason for the toil of the people downstairs. The husband desires a driver not simply for peace of mind but because he wishes to travel. The wife employs a cook, so her family can eat well. The children benefit from the work of the gardener, who clears the yard of debris, enabling them to play outdoors safely. The picture of the family upstairs and their faithful downstairs servants neatly illustrates the great divide in the world of software. The people upstairs are the applications: the word-processing, electronic ledger, database, publishing and numerous other programs that satisfy human needs and wants. The people downstairs collectively perform the functions of an operating system. Theirs is a realm of services, some automatic, some requiring a special request. These services lay the basis for the good stuff of life. Cutler

As it had turned out, assembling a crowd of sign-waving supporters for a Donald Trump campaign rally in Manhattan was a tricky task. A few days before the event, the billionaire’s team was reduced to putting out a casting call through a New York–based agency offering fifty bucks to background actors who were willing to wear Trump shirts, carry Trump posters, and cheer Trump on during his big announcement. (“We

During early wars, combat occurred during the day, then at night warriors would return to the camp fire to eat and discuss their actions with fellow warriors who would listen and empathize (Grossman & Christensen, 2008). Critical incident debriefing teams are made up of trained peer supporters who share a common background with the traumatized officer. These peer supporters are prepared to move an individual or group of people through a step-by-step process allowing the participants to tell their story and make connections with other’s stories. These debriefings are organized discussions that take the participants mentally back to the time of the traumatic event and allow them to talk their way through their physical and emotional responses. The benefits of a critical incident debriefing are those who attend find a connection between their perspectives, can fill in gaps in memory, and can support each other. The goal of a debriefing is to allow the participants to move incrementally through the critical incident and release strong emotions that may be suppressed (Kates, 1999).

(Recently, William Edward White, a student at Brown University, was revealed to have substituted in one game for the Providence Grays on June 21, 1879, five years before Walker. But White’s qualification is uncertain: he was only a stand-in, not a regular team member, and was the son of a white father and a biracial mother. It should be remembered that at the time a person would be considered black if only one of his progenitors was African American even three or four generations back. News articles of the time indicate that contemporary reporters, unaware of his racial background, assumed he was white.)

When I was working on Young Guru's team, I learned just how important it was to become a part of the digital divide. At the time we were working on getting Guru more exposure for Era of the Engineer, and diving into the case studies, let me know that if we don't do something now and something quick, so many black and brown children will be wheezing in the background in the tech space.

When I was working on Young Guru's team, I learned just how important it was to become a part of the solution in reference to the digital divide. At the time we were working on getting Guru more exposure for Era of the Engineer, and diving into the case studies, let me know that if we don't do something now and something quick, so many black and brown children will be wheezing in the background in the tech space.

Team Leader’s Checklist Learn: Strengthen the team both cognitively and affectively. Design well: Set distinct goals with defined and varied tasks for team members. Build identity: Share experience and strengthen camaraderie to create a set of norms and values. Dynamic: As the market changes, evolve the team’s expectations and tasks. Diverse and inclusive: Optimize variety in the members’ backgrounds and experiences, and engage all in the team’s work and achievements. Size right: Not too large, not too small. Set compelling direction, strong structure, supportive context, and shared mindset. Create a team agenda, inner scaffolding, outer backing, and aligned thinking for members to row together in the right direction.

To recap, here’s what we all can do to stop the mass shooting epidemic: As Individuals: Trauma: Build relationships and mentor young people Crisis: Develop strong skills in crisis intervention and suicide prevention Social proof: Monitor our own media consumption Opportunity: Safe storage of firearms; if you see or hear something, say something. As Institutions: Trauma: Create warm environments; trauma-informed practices; universal trauma screening Crisis: Build care teams and referral processes; train staff Social proof: Teach media literacy; limit active shooter drills for children Opportunity: Situational crime prevention; anonymous reporting systems As a Society: Trauma: Teach social emotional learning in schools. Build a strong social safety net with adequate jobs, childcare, maternity leave, health insurance, and access to higher education Crisis: Reduce stigma and increase knowledge of mental health; open access to high quality mental health treatment; fund counselors in schools Social proof: No Notoriety protocol; hold media and social media companies accountable for their content Opportunity: Universal background checks, red flag laws, permit-to-purchase, magazine limits, wait periods, assault rifle ban

Troy exchanged a brief look with the Ravens' assistant coach, Brian Quinn, who stood quietly in the background. Quinn had been the assistant coach last season too, but seemed perfectly happy to have Troy here to take over his shipwreck of a team or maybe, in keeping with the theme, it was less a shipwreck and more a bird with a broken wing and a missing eye that was probably dead.

Nurturing a team that allows for diverse points of view begins with the hiring process where you consider your team as a portfolio of strengths and backgrounds.

Good leaders know that they need to build teams comprising people with different backgrounds, skills, and perspectives. But as we saw in the last chapter with the teams at the Harvard Kennedy School, if team members aren’t willing to express themselves and their viewpoints, the teams won’t reap the benefits of diversity. In fact, William Swann, a professor of Psychology at the University of Texas. worked with Jeffrey Polzer at Harvard, and found that diverse teams performed worse than homogenous teams when members felt as if their unique strengths were not being recognized.

This was America's new cable-wired, online nationalism, honey-combed lives intersecting during collective agony, the knee-pad titillation of Oval Office sex, the rubbernecking of celebrity violence. Until the Women's World Cup, the two biggest sports-related stories of the 1990s were the murder trial of O.J. Simpson and the knee-whacking shatter of figure skating's porcelain myth. Fans cheer for professional city teams and alma maters, but there is no grand, cumulative rooting in the United States except for the disposable novelty of the Olympics. With the rare exception of the Super Bowl is background noise, commercials interrupted by a flabby game, the Coca-Cola bears more engaging than the Chicago Bears.

But psychologists who’ve studied group dynamics have found that teams with high cohesiveness and uniform backgrounds tend to make worse decisions than groups with more diversity of thought. In particular, uniform groups rarely question their own unethical behavior— or more precisely, fail to recognize they’re acting unethically.

In getting to know the community better, consider a few key points. How committed is the developer team, and what is their background? Have they worked on a previous cryptoasset and in that process refined their ideas so that they now want to launch another?

8 Sam insisted they stop off at the baker’s on their way back; she had a feeling they were in for a long day. Once they arrived at the station, she told Bob to go on ahead while she hung around to speak to the desk sergeant. “Do you have anyone free, Nick?” “I can always find someone to help you out, Inspector. What do you need?” “A team of officers, actually. They need to go out to the Chatley farm in Mosser, more to the point, the surrounding area. Knock on the neighbours’ doors, see if they saw any suspicious vehicles in the area in the last few days.” “I can instigate that for you. Leave it with me.” “Good, thanks, Nick. Let me know if they come up with anything. I won’t be holding my breath. I think we have a crafty killer in our midst.” Nick tilted his head and winked. “They all slip up sooner or later, you know that as well as I do.” “How true.” She smiled, turned and tapped the number on the security keypad which released the door. Wearily, she made her way up the stairs to the incident room. She paused, wondering whether she should take a detour to the chief’s office, to keep him up to date. Her stomach rumbled which helped to make up her mind. The chief could wait. The incident room was buzzing, but it quietened down as soon as she entered the room. “Don’t let me stop you. Let’s get lunch underway and chuck around a few ideas while we eat, yes?” Bags rustled and Bob joined Sam at the drinks’ area. He added sugar to the cups. She touched his forehead. “Are you feeling all right?” He tutted. “Bugger off. I thought I’d better show willing, considering you bought the sandwiches.” “Thanks, it’s appreciated. I’m sure the rest of the team will agree.” Between them they handed around the drinks. In between bites and sips, Sam ran through what they had discovered up at the farmhouse. Crap, I wish I’d finished my lunch first. Her stomach objected and she placed half of her sandwich aside, to maybe go back to later. “That’s what we have, ladies and gents. Any suggestions?” Claire raised a hand, lettuce poking out from the corner of her mouth. She finished what she was chewing on and wiped her lips with a serviette. “Sorry about that, boss. Messy eater, I know, Scott’s always saying the same. Going back to the case, do you want me to delve into their backgrounds, the three who knew each other? Would that help?” “Anything we can find out about the three of them is going to help, Claire, so go for it. They’ve been friends for over fifty years, I seem to recall, so they might have a few skeletons in the cupboard to

This kind of stress is simply the ambient noise of faithfulness. This is the kind of stress that you feel right before Thanksgiving dinner. When you could just take a nap instead of slapping together one more pie. But the pie is good. And making it is good. And the fact that your legs ache and your hair is frizzy is just a sign that you have been doing other good things. What I mean by ambient noise is not just the soothing sound of waves in the background. It is more like you are a basketball player on the free-throw line, and the other team’s fans are getting all the noisemakers out. When all that screaming and honking and waving and shouting insults is going on, it doesn’t mean that you are doing something wrong. It means that there is a lot of noise in the room hoping you will do something wrong. Some kinds of “stress” are simply what happens when you are being faithful.

Guantánamo was like a small piece of fabric woven together with threads from all over the world. We came from different backgrounds, but together we made something unique, a rare opportunity to encounter so many different experiences and perspectives. Living with others for the first time, I wanted to learn more than how to endure the physical pain of hunger strikes, strategies to fend off an IRF team, and tactics to survive hours of stress positions.

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Effective delegation of tasks to team! Establishing a culture of trust within your team, encouraging open communication and collaboration is the key. Clearly define the scope and context of each task, providing relevant background information to enhance understanding. Set measurable objectives and deadlines, allowing team members to take ownership of their responsibilities. Foster an environment that promotes continuous learning by encouraging team members to seek feedback and share insights throughout the process. Finally, regularly assess progress and adapt strategies as needed, ensuring that delegation remains a dynamic and responsive process. Draw a distinction between tearing down criticism to building up ( constructive) criticism. This points to communication skills.

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