Well, don't tell Mexican citizens that !
Plus A-Rod's Man Boobs, and Zach the Freak !
An Athlete and Human all should emulate.
Why Does Mathew Stafford Make More Money Than Tom Brady?
It's a good question, one of many
the NFL will need to answer.
I of course have only been screaming
my brains out on this for only a few
months now. How about some baseball?
(http://www.usatoday.com/sports/football/nfl/2009-04-28-salary-issue_N.htm)
the NFL will need to answer.
I of course have only been screaming
my brains out on this for only a few
months now. How about some baseball?
(http://www.usatoday.com/sports/football/nfl/2009-04-28-salary-issue_N.htm)
See you in South Dakota
Talent Anarchy is on the road! We are on bringing a little anarchy to the great state of South Dakota and excited to be delivering a keynote message for the 2009 South Dakota SHRM Conference.
Ray Ratto Stops By & Talks Draft
Bay Area draft and all things football.
The Sox are RED HOT and the Marlins are
NOT..........So Much more. LISTEN IN !
The Sox are RED HOT and the Marlins are
NOT..........So Much more. LISTEN IN !
VIVA FEY!
1st single of the new album of Fey Sweet Temptation
Spanish pop princess is back with her english debut LET ME SHOW YOU! LOVES IT
Will Mathew Stafford Crash And Burn ?
He better not for that money!
Let's talk Draft and Baseball,
while we survey the sports world
in general.
Let's talk Draft and Baseball,
while we survey the sports world
in general.
X marks the spot!
Jason-
We are heading to South Dakota this week for the state SHRM Conference, where we get to deliver one of our favorite keynote messages Generation X : Magic (or Mayhem) in the Middle. You and I like this message for a number of reasons and have been giving presentations and workshops on generational issues for a couple of years now, and I think that this continues to be an important set of issues for organizations.
I am thinking that it might help us get mentally prepared by thinking a bit about our favorite (and the most attractive) generation in the workforce today. Good friend and fellow X'er Jamie Notter has shared some thoughts on Gen X assets and liabilities over on a blog that he contributes to. I am curious what you think of these.
Also, we contributed some thoughts for Cheezhead last week, mostly stuff that comes from The Manifesto, and it occurs to me that these things should resonate especially well with our Generation X brothers and sisters. Would you agree with that and do you think other generations will struggle with these ideas more? Or is there no generational connection here?
Have a good week and looking forward to hitting the road with you.
-joe
We are heading to South Dakota this week for the state SHRM Conference, where we get to deliver one of our favorite keynote messages Generation X : Magic (or Mayhem) in the Middle. You and I like this message for a number of reasons and have been giving presentations and workshops on generational issues for a couple of years now, and I think that this continues to be an important set of issues for organizations.
I am thinking that it might help us get mentally prepared by thinking a bit about our favorite (and the most attractive) generation in the workforce today. Good friend and fellow X'er Jamie Notter has shared some thoughts on Gen X assets and liabilities over on a blog that he contributes to. I am curious what you think of these.
Also, we contributed some thoughts for Cheezhead last week, mostly stuff that comes from The Manifesto, and it occurs to me that these things should resonate especially well with our Generation X brothers and sisters. Would you agree with that and do you think other generations will struggle with these ideas more? Or is there no generational connection here?
Have a good week and looking forward to hitting the road with you.
-joe
Work it!
Britt Britt steped out with her boys for a proportional event.Homeboy is proving that he's ready to take over the family business right now! By family business I don't mean professional Frapp drinker or resident pink wig-wearer. I mean lip-synching FOR HIS LIFE while shaking his hips in front of thousands of Cheetoloonies. Move over Brit Brit, there's a new Cheetoling coming to take your crown. GIT IT!
And I'm not sure why Brit Brit and her boys look like they were cut out using safety scissors and glued on that Candie's background with Elmer's, but it's not about that.
The Fab 5 hit the stage
GIRLS ALOUD kicked off their raunchiest tour ever last night. The band hit the stage in long, slinky silver frocks to wild cheers from thousands of fans at Manchester’s MEN Arena.
And they soon whipped the crowd into an even greater frenzy when they ripped off the bottom of their dresses Bucks Fizz-style to reveal five pairs of shapely pins.
It was the first of many outfit changes throughout the evening, each one steamier than the last.
SARAH HARDING, NADINE COYLE, CHERYL COLE, NICOLA ROBERTS and KIMBERLEY WALSH belted out a mix of old and new hits – and at one point soared from the main stage to the middle of the venue on high wires.
As the title of their Out Of Control tour suggests, things got seriously racy in the final section. The girls’ recent pole-dancing lessons really paid off during their sexy routine for Fix Me Up?, performed in skintight dominatrix-style gear.
A cover of BRITNEY SPEARS’ Womanizer was a real treat for the lads too. Cheryl and Co finished the night with a megamix of their greatest hits and a second outing for Brit Award-winning opening single The Promise.
The song topped off a cracking evening’s entertainment and fans won’t have left disappointed. Not least the lucky fellas asked along by their girlfriends.
The Opening/The Promise
Untouchable
sexy yes yes yes
Cheryl Cole has been named the world’s sexiest woman 2009 by FHM!
The Girls Aloud beauty, 25, knocked last year’s winner, actress Megan Fox, 22, into second place. Cheryl’s victory is the first for a Brit in three years. Almost ten million votes were cast by FHM readers worldwide for the poll.
NFL Draft Preview and Smokescreens
Less than 24 hours away, and of course
the NBA & NHL playoffs march on as
baseball tries to grab it's share of
attention this spring weekend.
the NBA & NHL playoffs march on as
baseball tries to grab it's share of
attention this spring weekend.
NFL Draft News & The Baseball Marches On
So much more than a mouthful here, and
aren't you better off just listening in
and joining the conversation?
aren't you better off just listening in
and joining the conversation?
Pirates & Royals ?
Will Dwayne Wade spread his seed sooner
or later? Catch the NFL Buzz, and all
the rumors and smokescreens. Listen in !
or later? Catch the NFL Buzz, and all
the rumors and smokescreens. Listen in !
Got Rinna?
Former Melrose Place and Dancing With the Stars star Lisa Rinna takes it all off in this month’s Playboy. Of her naked photo spread, Lisa said, “Why not? Why not celebrate the beauty of the female body?”
Although earlier this year Lisa said, “I look like a freak,” after having overdone it with Juvederm injections, those abs could give the Girls Next Door a run for their money. [Photos: Playboy]
Hogan Hoedown
Brooke Hogan spent some quality time with new boyfriend Stack$ on the set of her upcoming video, “Falling.” Judging from the photos, the plot will involve Brooke, dressed in white, standing in the surf and touching herself. In a concurrent storyline, Brooke will touch herself in a blue bikini while rolling on the sand. It’s fresh, inspired, innovative and—as long as that tiny boyfriend stays off-screen
dk charge?
http://www.myplash.com/main_danitykane.cfm
I’ve been wondering when and where these were going to be released when it was reported early September of last year that Danity Kane would have their own branded VISA cards. I don’t know when the cards were made available to public, which features a new and sizzling hot promotional shoot from Welcome to the Dollhouse. What I found really strange and interesting is that under “Artist Info”, it lists the girls as currently working on their brand new album entitled “From The Ashes”…..hmmm seems relevant to the current situation with Danity Kane. What do ya’ll think?
Putting A Bow On The Weekends Events
Can anyone throw four no-hitters in four
starts? Well someone did, and why is
Dwayne Wade so above it all. All that
and more Anquan Boldin talk. Listen In!
(http://nbcsports.msnbc.com/id/30265083/)
starts? Well someone did, and why is
Dwayne Wade so above it all. All that
and more Anquan Boldin talk. Listen In!
(http://nbcsports.msnbc.com/id/30265083/)
It's Enough To Give You A Heart Attack
Watch the many ways these teams throw
your money around, and I do mean many
many ways. Plus the college stars
getting and giving second chances.
http://sports.yahoo.com/mlb/news?slug=jp-yankeestadium041609&prov=yhoo&type=lgns
your money around, and I do mean many
many ways. Plus the college stars
getting and giving second chances.
http://sports.yahoo.com/mlb/news?slug=jp-yankeestadium041609&prov=yhoo&type=lgns
Asshole diddy!
What sad news that asshole diddy laid on the girls on making the band season finale part 1.Diddy fired Aundrea from the 2 some leaving dawn a solo career.well lets hope Aundrea will get a solo career as well ,and on a better label cuz badboy sux.Hope to see you soon little muff.Check out the sad vid below :(
Network Your @ss Off
Joe,
As we railed against companies who block access to social networking sites, it reminded me of the people on the other side of the equation--those who have access to these tools and don't bother to use them. What a wasted opportunity. I have even gotten to the point where I have a bias against those who aren't on LinkedIn because the value seems to obvious to me that I can't comprehend why you wouldn't be out there.
Lately, with all the layoffs, I think there are a lot of people who are suddenly finding out how important it is to have a strong network of personal and professinoal connections. I'm not sure why this is so difficult for some many people to see, but it has always seemed obvious to me that the more people you know, the more resources you have available to you. The hard truth that some people are learning right now is that it's much easier to network when you don't need something from someone (like a job).
And, it's easier to build a network now than ever in history thanks to tools like LinkedIn and Ning. Every person knows people and these online tools allow you to connect to them and to keep in touch with them. If there was one lesson that I could share with people that I think would have the greatest impact in their life, it would be that "who you know makes all the difference."
While I empathize with the people out there looking for a job right now who just realized the importance of networking, they are already behind the eight ball. It's the people sitting around watching this happen that need to get in gear and start networking like their life depended on it. Those connections that they make now might just be the source to their next job and livelihood if their job were to go away tomorrow.
Jason
As we railed against companies who block access to social networking sites, it reminded me of the people on the other side of the equation--those who have access to these tools and don't bother to use them. What a wasted opportunity. I have even gotten to the point where I have a bias against those who aren't on LinkedIn because the value seems to obvious to me that I can't comprehend why you wouldn't be out there.
Lately, with all the layoffs, I think there are a lot of people who are suddenly finding out how important it is to have a strong network of personal and professinoal connections. I'm not sure why this is so difficult for some many people to see, but it has always seemed obvious to me that the more people you know, the more resources you have available to you. The hard truth that some people are learning right now is that it's much easier to network when you don't need something from someone (like a job).
And, it's easier to build a network now than ever in history thanks to tools like LinkedIn and Ning. Every person knows people and these online tools allow you to connect to them and to keep in touch with them. If there was one lesson that I could share with people that I think would have the greatest impact in their life, it would be that "who you know makes all the difference."
While I empathize with the people out there looking for a job right now who just realized the importance of networking, they are already behind the eight ball. It's the people sitting around watching this happen that need to get in gear and start networking like their life depended on it. Those connections that they make now might just be the source to their next job and livelihood if their job were to go away tomorrow.
Jason
Putting Them In Their Place
The excuses laid out there are enough
to make your hair curl, and yet they
use them and we fall for them. SAD
to make your hair curl, and yet they
use them and we fall for them. SAD
MUST READ: A dad shares his story of losing his daughter to PPD
Susan Dowd Stone recently posted the following incredibly touching story on EmpowHer. It's from a dad, Joseph S. Raso, who lost his daughter to postpartum depression. He asked Susan to post or share his story wherever she felt it could help others. I'm helping to share it as well.....
The Best Meal of My Life
I experienced the best meal of my life the other day. That’s saying a lot from a man who is just shy of 60, and has spent his entire life in the restaurant business. Since my 6th birthday, when my parents opened up La Bella’s, a little mom and pop Italian restaurant, I have had the opportunity to travel and enjoy delicious meals prepared by some the world’s finest chefs.
Even after my wife left, and I was faced the prospect of raising two energetic children on peanut butter & jelly sandwiches and Hamburger Helper, I never lost my appetite for fine dining.
In the early 90’s I met my current wife Mary, a beautiful single mom of two. Her parents had passed, so I asked her eldest teenage daughter, Crystal, for permission to take her mom to dinner. It’s funny - looking back now, I can’t tell you what Mary was wearing, but the restaurant was a perfect combination of cozy atmosphere and scrumptious food.
As 2000 rolled around, our kids now grown, Mary and I discovered cruise ships. We realized, if we carefully picked our departure dates, we could cruise for about $200.00 a day with the all important, MEALS INCLUDED!
On a cruise ship, nothing surpasses the experience of a savory dinner of two hours, your meal prepared by top chefs, while enjoying an unhurried conversation with your spouse. A brochure on one of our cruises informed us that, for an extra $25.00, we could have the “Ultimate Dining Experience”. We could not believe our meals could get any tastier but we gave it a try. Words cannot explain the evening. The service was impeccable and the food was to die for. Gazing at Mary across the table with the moon rising behind her made my diner all the more unforgettable.
We have been on about ten cruises now and I never thought we could top those culinary delights, until the other day, when I experienced the best meal of my life.
Crystal, the oldest of our four children, was always the more serious. She was the one to whom we entrusted our most important papers and house keys when we left town. Crystal gave birth to Hannah in 2003 and baby Max in 2007. When Max was born, things just seemed to bother Crystal more. She seemed to worry about everything. We tried to reassure her, but that was Crystal, the worrier.
On Feb 25, 2008, we got together with her and her husband, Chris, for lunch. Everything seemed fine. On Feb 27, 2008 at 11:45 AM, Mary received a call from the police concerning a family emergency at Crystal’s house. As we raced the few blocks to her house, I feared the worse. Did baby Max, not yet four months old, die from Sudden Infant Death Syndrome? I begged: God please let Max be OK!
As we rounded the corner and their house came into view, there were police cars in the streets and driveway. A detective who was polite, but uninformative, stopped Mary and I from entering the house. As I turned back to the street, I noticed Chris holding baby Max. Knowing that Hannah was in school, I asked him what was going on. With a dazed look in his eyes he told us that Crystal had shot and killed herself.
She had seemed unusually worried the past few days, always fussing about Max, unable to get a good night’s sleep. Attempting to breast feed as long as possible, she was concerned that her milk was drying up. We didn’t notice the symptoms of what we later learned was, Postpartum Depression. We just thought that was Crystal, always worrying.
Over a year has now passed. We have all pulled together and gotten into the routine of helping Chris raise Hannah, his precocious first grade daughter, and Max, a handsome boy of sixteen months. I have volunteered to give Max his 06:00 AM feeding five days a week. This occupied my time and kept my mind off of Crystal. Mary would come over at 07:15 and get Hannah ready for school. In the morning commotion, Chris would wolf down some cereal, and if the kids were up, give them a kiss, and out the door he’d go, grateful for us being there.
It is amazing how we live assumptive lives. Every day, we assume our family will always be there. It’s not that we have taken them for granted it is just that no one ever expects to outlive their own child. I now appreciate the little things in life more. I love Max’s happy giggle every morning as I sing to him while changing his diaper. The joy experienced viewing Hannah’s beautiful sleepy face, when she rolls out of bed is unexplainable.
Mary and I took all four grand kids to a matinee the other day. After the movie, we stopped at Target to get them a snack. “We want the Kids $2.00 Hot Dog & Soda Special,” they yelled. Mary and I sat at a table across from them. As we ate, we enjoyed the view of our grandkids just being kids. I savored every second of hearing them laugh and watching them play as I finished my salad and hot dog. It was the best meal of my life.
Joseph and his family ask that you support The Melanie Blocker Stokes MOTHERS Act. To do so, please go to www.perinatalpro.com.
...on The Twitter Dilemma
Jason-
I am going to push a little harder on this issue as it has become a growing source of frustration for me. I continue to encounter companies, schools and non-profits that block access to social networking sites, content-sharing sites, etc. I agree with you that this is largely an issue of leadership and I think that it is issue that allows us to see which organizations have a proactive leadership stance and which ones have a reactive leadership stance. And I would say that in the world in which we live, if you are being reactive your days are numbered.
Not only does blocking Twitter, LinkedIn, Facebook, etc. show a desire to manage activity rather than productivity, it shows a complete lack of understanding about how information travels, how employees become engaged, how innovation happens and how value is created today. It also helps ensure that your organization remains largely clueless about something that is changing nearly all aspects of how we do things. There are companies that are actively using Twitter to promote their brand, to recruit talent to provide customer serive and there are those that block it, deny it and shake their fist at it.
To put it another way; some of use tools, some of us are tools.
With the rate of change today, organizations can ill afford to block, deny and shake their fist at the changes that are taking place in the world. I think there are 200 million people on Facebook right now. Some of them are your customers. Some of them are potential customers. Some of them are your employees. Some of them are your potential employees. It really makes a lot of sense for you to be there. If you are not there, I probably will be there taking them away from you.
The same is true regarding Twitter and "social media" in general. A friend of mine put it like this; "If you are doing anything of any significance in the world, people are going to talk about you. You should be there."
Closing your eyes and covering your ears does not mean the conversation stops...it just means you don't get to benefit from it.
tweet tweet
-joe
I am going to push a little harder on this issue as it has become a growing source of frustration for me. I continue to encounter companies, schools and non-profits that block access to social networking sites, content-sharing sites, etc. I agree with you that this is largely an issue of leadership and I think that it is issue that allows us to see which organizations have a proactive leadership stance and which ones have a reactive leadership stance. And I would say that in the world in which we live, if you are being reactive your days are numbered.
Not only does blocking Twitter, LinkedIn, Facebook, etc. show a desire to manage activity rather than productivity, it shows a complete lack of understanding about how information travels, how employees become engaged, how innovation happens and how value is created today. It also helps ensure that your organization remains largely clueless about something that is changing nearly all aspects of how we do things. There are companies that are actively using Twitter to promote their brand, to recruit talent to provide customer serive and there are those that block it, deny it and shake their fist at it.
To put it another way; some of use tools, some of us are tools.
With the rate of change today, organizations can ill afford to block, deny and shake their fist at the changes that are taking place in the world. I think there are 200 million people on Facebook right now. Some of them are your customers. Some of them are potential customers. Some of them are your employees. Some of them are your potential employees. It really makes a lot of sense for you to be there. If you are not there, I probably will be there taking them away from you.
The same is true regarding Twitter and "social media" in general. A friend of mine put it like this; "If you are doing anything of any significance in the world, people are going to talk about you. You should be there."
Closing your eyes and covering your ears does not mean the conversation stops...it just means you don't get to benefit from it.
tweet tweet
-joe
The Twitter Dilemma
Joe,
It seems that Twitter has heightened the debate in the workplace over "to block, or not to block" employee access to social media and social networking sites. The argument is typically rooted in concerns about data security and productivity. The question is really whether or not allowing these sites into the workplace will ruin the company.
In my experience, the data security concern is a smoke screen used by technical folks to get you to give up the fight easily. Anyone who encounters this resistance should push harder. The real issue is productivity loss--which I think is a legitimate concern.
I, for one, have wasted a lot of time on Twitter, for example. I've done most of this on my own time because I wanted to understand how it works. I also have a belief that it can be a useful tool to me once I finally figure it out. Unfortunately, despite being a relatively savvy technology user, Twitter proved harder to figure out than I expected and has take up a lot of my time.
So, if it can happen to me, why wouldn't the same thing happen to everyone else. Despite best intentions or noble plans, having access to a site like this could destract the undisciplined in our workforce from accomplishing their more important tasks. At least that's how the thinking goes.
If a company is working hard on performance management and engagement, their employees will know how to appropriately use these sites. Each employee will be clear on what's expected of them and will feel compelled to contribute to the organization's success. If these two conditions exist, providing your employees access to Twitter, Facebook and the rest is simply an act of giving them access to tools they will use to help the company succeed.
So, if a company is blocking access to these sites, it's probalby less about productivity and more about leadership--and it's a shame.
Jason
It seems that Twitter has heightened the debate in the workplace over "to block, or not to block" employee access to social media and social networking sites. The argument is typically rooted in concerns about data security and productivity. The question is really whether or not allowing these sites into the workplace will ruin the company.
In my experience, the data security concern is a smoke screen used by technical folks to get you to give up the fight easily. Anyone who encounters this resistance should push harder. The real issue is productivity loss--which I think is a legitimate concern.
I, for one, have wasted a lot of time on Twitter, for example. I've done most of this on my own time because I wanted to understand how it works. I also have a belief that it can be a useful tool to me once I finally figure it out. Unfortunately, despite being a relatively savvy technology user, Twitter proved harder to figure out than I expected and has take up a lot of my time.
So, if it can happen to me, why wouldn't the same thing happen to everyone else. Despite best intentions or noble plans, having access to a site like this could destract the undisciplined in our workforce from accomplishing their more important tasks. At least that's how the thinking goes.
If a company is working hard on performance management and engagement, their employees will know how to appropriately use these sites. Each employee will be clear on what's expected of them and will feel compelled to contribute to the organization's success. If these two conditions exist, providing your employees access to Twitter, Facebook and the rest is simply an act of giving them access to tools they will use to help the company succeed.
So, if a company is blocking access to these sites, it's probalby less about productivity and more about leadership--and it's a shame.
Jason
UFL Not Detroit Is On The Clock
So much to discuss, so little time to
share it with you. I do however hope
that my Easter Egg to you is more akin
to a Golden Egg. For that you may have
to wait to celebrate Easter with our
Greek Orthodox brothers and sisters.
share it with you. I do however hope
that my Easter Egg to you is more akin
to a Golden Egg. For that you may have
to wait to celebrate Easter with our
Greek Orthodox brothers and sisters.
Yada Yada Yada
Catching up on the stories left behind
as well as bringing you more of what
you lack..........That's Us !
as well as bringing you more of what
you lack..........That's Us !
More on leading and following, etc.
Jason-
I agree with your thoughts on this and especially the idea that we assume a lot of things about where people are at on self-management, etc. I also like the three foundational areas you have staked out, but I wonder if there is one missing. I am not even sure what to call it, but in my mind it is the difference between an ideological approach to management/leadership and an evidence based approach to management/leadership.
I think that a lot of decisions that we make as leaders are based on some of the bedrock beliefs and assumptions that we have about people and about human nature. And because so many of our decisions are framed by these beliefs I think it is worth including this (whatever it should be called) with your three core areas of focus.
Take human resources for example.
We do a lot of work with HR leaders, and interact with HR leaders in various industries, and geographies with different expertise and levels of experience. And I know that for me personally, as I interact with someone and discuss a specific issue, there are times when it becomes very clear to both me and the person I am talking with, that we have very different perspectives on people in general, which gives us a very different perspective on our work and on the issue at hand.
Some human resource professionals and some business managers see people as commodities that are largely interchangeable. Some leaders see people as lazy and self-interested, so they need to be coerced and closely monitored. Some leaders see people as one of a kind masterpieces with untapped and unlimited potential.
Regardless of what we believe to be the right or wrong perspective, I think that these underlying beliefs are a big piece of the puzzle and I wonder if this might also be an opportunity for us to improve how we engage and develop ourselves, our peers and emerging leaders?
-joe
I agree with your thoughts on this and especially the idea that we assume a lot of things about where people are at on self-management, etc. I also like the three foundational areas you have staked out, but I wonder if there is one missing. I am not even sure what to call it, but in my mind it is the difference between an ideological approach to management/leadership and an evidence based approach to management/leadership.
I think that a lot of decisions that we make as leaders are based on some of the bedrock beliefs and assumptions that we have about people and about human nature. And because so many of our decisions are framed by these beliefs I think it is worth including this (whatever it should be called) with your three core areas of focus.
Take human resources for example.
We do a lot of work with HR leaders, and interact with HR leaders in various industries, and geographies with different expertise and levels of experience. And I know that for me personally, as I interact with someone and discuss a specific issue, there are times when it becomes very clear to both me and the person I am talking with, that we have very different perspectives on people in general, which gives us a very different perspective on our work and on the issue at hand.
Some human resource professionals and some business managers see people as commodities that are largely interchangeable. Some leaders see people as lazy and self-interested, so they need to be coerced and closely monitored. Some leaders see people as one of a kind masterpieces with untapped and unlimited potential.
Regardless of what we believe to be the right or wrong perspective, I think that these underlying beliefs are a big piece of the puzzle and I wonder if this might also be an opportunity for us to improve how we engage and develop ourselves, our peers and emerging leaders?
-joe
Sweet Sounds
Dulce María fue la afortunada para colaborar en español con el rapero estadounidense Akon en su canción “Beautiful”, de su próximo álbum, Freedom . Dulce María was fortunate to work in Spanish with rapper Akon in his song "Beautiful" from her upcoming album, Freedom. La ex de RBD y ahora protagonista de la telenovela Verano de amor (Televisa) filmó las escenas del vídeo en Ciudad de México junto al cantante. RBD of the former and now star of the soap opera Summer Love (Televisa) filmed scenes of the video in Mexico City next to the singer.
Standing Strong
Enrique Iglesias and his girlfriend, former Russian tennis player Anna Kournikiva not been lost on this event and especially the party of the Williams sisters. Allí, la pareja se mostró más enamorada que nunca. There, the couple was more in love than ever.
Dont come over
Jessica Simpson, feel free to stop coming on over at any time. After learning she was no longer on Columbia Nashville’s website, OK! Magazine checked with the label and was told that Simpson had “come off the label.” What, all the attention over her weight drama didn’t help album sales? No wonder that, despite presenting the nominations two months ago, she skipped the ACM Awards last weekend.
That rumored return to reality TV is probably a lock now—it’s not like Jessica could simply go away!
New York Woman
It’s been a while since vh1 last saw Tiffany “New York” Pollard in these parts, but that is about to change: on Monday, May 4 at 10/9c, the HBIC of VH1 will return to her home planet with the reality series New York Goes to Work. And unlike New York Goes to Hollywood, viewers get to have a hand in Tiff’s antics. Full details in the press release below:
A daily dose
The 80's vixen is back with her latest called beautiful and she sure is.
Check out her video below
More on lead, follow, etc. - Continued
Joe,
Ah, that is always the catch. Great theory, but how do we put it into practice. Let me share a few thoughts or ideas from my experience.
It's time to stop assuming that people know the basics of personal motivation and self-management. For some reason, we oftern assume that somebody else is teaching these lessons so we don't need to do it. Instead, we focus on teaching the technical skills of a job and forget about the foundational lessons. By foundational, here is what I mean.
1. Self awareness - We should be exposing our employees to tools and resources that help them begin to understand their own strengths, weaknesses, talents and limitations. I have used the Predictive Index, Gallup Strengthsfinder, Myers Briggs, and many other tools over the years as a way to get people to start thinking about who they are and how that impacts what they do. Self-awareness begins to empower people to be more effective because they can more fully embrace what they bring to a situation or conversation.
2. Attitude Management: The most important lesson I ever learned was this: "You can't control what happens to you. And, you can't control how other people are going to react to what happens. The only thing you can truly control is your attitude." This was the most empowering lesson I've ever learned. It's simple in explanation, but difficult in practice. How are we teaching our employees this lesson? Why don't we have more corporate training programs on managing our attitude? Think of the productivity impact of teaching our employees not to allow their environment to control their attitude.
3. Leading without title. This lesson is about learning that we can be a leader at any point in our career. It's not a title that makes us a leader, it's our impact on those around us. As leaders, we should be teaching our teams how to lead themselves, starting very early in their career. This is about sharing lessons around the importance of influence, perception, authenticity and integrity. It's sharing the lessons that aren't intuitive to learn and that aren't often shared with us until after we've made a major mistake that might be career limiting.
There are a lot of other things that could be and need to be taught. These three are just a place to start. In a phrase, it's not about teaching people how to do their job but instead teaching them the tools to be effective in everything they do.
If we successfully do this, it will start to help the load lighten on our leaders' shoulders because the followers will be empowered and equipped to help lead.
Jason
Ah, that is always the catch. Great theory, but how do we put it into practice. Let me share a few thoughts or ideas from my experience.
It's time to stop assuming that people know the basics of personal motivation and self-management. For some reason, we oftern assume that somebody else is teaching these lessons so we don't need to do it. Instead, we focus on teaching the technical skills of a job and forget about the foundational lessons. By foundational, here is what I mean.
1. Self awareness - We should be exposing our employees to tools and resources that help them begin to understand their own strengths, weaknesses, talents and limitations. I have used the Predictive Index, Gallup Strengthsfinder, Myers Briggs, and many other tools over the years as a way to get people to start thinking about who they are and how that impacts what they do. Self-awareness begins to empower people to be more effective because they can more fully embrace what they bring to a situation or conversation.
2. Attitude Management: The most important lesson I ever learned was this: "You can't control what happens to you. And, you can't control how other people are going to react to what happens. The only thing you can truly control is your attitude." This was the most empowering lesson I've ever learned. It's simple in explanation, but difficult in practice. How are we teaching our employees this lesson? Why don't we have more corporate training programs on managing our attitude? Think of the productivity impact of teaching our employees not to allow their environment to control their attitude.
3. Leading without title. This lesson is about learning that we can be a leader at any point in our career. It's not a title that makes us a leader, it's our impact on those around us. As leaders, we should be teaching our teams how to lead themselves, starting very early in their career. This is about sharing lessons around the importance of influence, perception, authenticity and integrity. It's sharing the lessons that aren't intuitive to learn and that aren't often shared with us until after we've made a major mistake that might be career limiting.
There are a lot of other things that could be and need to be taught. These three are just a place to start. In a phrase, it's not about teaching people how to do their job but instead teaching them the tools to be effective in everything they do.
If we successfully do this, it will start to help the load lighten on our leaders' shoulders because the followers will be empowered and equipped to help lead.
Jason
Diamond Girl
In her debut ad campaign for Stephen Webster, pop star Christina Aguilera channeled the glamorous sirens of Alfred Hitchcock’s films. This year, she’s at it again, posing as the face of the brand’s latest ads, but this time around she has a futuristic new look.
The soft waves of hair, bright red lipstick and vintage ensembles are gone, with Aguilera now done up with stick-straight hair, a neutral palette of makeup and a black leather get-up, making for an edgier, more modern campaign.
Invisible heights
Above: Spot the hotel room in this woodland scene (Picture: EuroPics)
HOTEL is offering the ultimate getaway for weary travellers - invisible rooms.
An illusive hotel in Sweden is putting visitors in touch with nature with its one-of-a-kind tree houses.
Each room is made of aluminium and covered in mirrored glass, as well as being stuck 50ft up a tree.
Guests can only reach their rooms by a rope ladder - if they can find them.
The mirrored walls are specially designed to 'disappear' into the landscape by reflecting the woodland canopy surrounding them, as reported in the Austrian Times.
Each room at the Harads Tree Hotel contains a double bed, kitchenette, bath, living room and roof terrace.
A transparent ultraviolet colour - visible to birds - has been laminated onto the glass panes to stop birds flying into them.
Owners Britta and Kent Lindvall wanted to bring guests closer to nature and turn away from the normal concept of luxury hotels.
"It's a lovely place," said one local. "If the guests can actually find it it should be very successful."
Rocking Daisy
Daisy shows us her stuff as she give a mini concert for the guys fighting for her love on vh1 Daisy Of Love
Check out Exposure's Superlative Actresses on the Cover of 435 Magazine
You can catch these 3 Kansas City stars on the cover of this month's
435 Magazine, as well as at their website http://www.unrealhousewivesofkc.com/
Memphis Blue Turns To Kentucky Green
Let the Cutler sweepstakes begin, and
let Josh McDaniels show you how it's
not done. Plus much much more
let Josh McDaniels show you how it's
not done. Plus much much more
More on lead, follow, etc.
Jason-
So. Having spent some more time reflecting on our last couple of posts regarding leadership, I find myself coming back to what this would look like. You talked about it being:
-joe
So. Having spent some more time reflecting on our last couple of posts regarding leadership, I find myself coming back to what this would look like. You talked about it being:
"...time to evolve our role as leaders to teaching individuals to be personally accountable for their own results and outcomes, to teach them that there are real consequences (both positive and negative) for each of their actions. They need to see that it's not the leader's responsibility to advance their career or to make decisions for them, it's up to them. This can be a painful process, but I think it's the place to start."I agree with you on that, and I think that:
"We can each simply spend some time reflecting on some really big, powerful questions that help remind us of our own power, our own obligations and what we really can control (regardless of title).I think that we are both on the same page and I think that this makes perfect sense as theory. But how do we do this...how do we help people do this? What specific actions do we need to take, what specific competencies do we need to be developing and supporting?
1.) Who Am I and What Am I Here For?
2.) Am I Acting Accordingly Right Now?"
-joe
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