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The Royal Family of Britain, which the government tries to sell as one of the country's tourism attractions, spends the public money in a way which is nothing short of a disgrace. The British public has considered a thorough and detailed review of the royal family's finances as a long overdue, which it seems is coming true following a change ... Read More »
Tag Archives: british royalty
UK MPs to examine royal expenses
Following a change in the British law that allows MPs to look into royal finances, Queen Elizabeth and the royal family face an inquiry into their expenses that would decide whether they provide value for taxpayer money. The inquiry, to be launched later this year by the House of Commons' powerful Public Accounts Committee, will grill the Queen's closest allies, The ... Read More »
Royal family enjoys veto power in all British govt. affairs
The British Queen and her son Prince Charles enjoy a veto power, by which they can annul any new laws being drafted against their interest in the government, it has been revealed. The revelation came after the coalition government lost the battle to keep information about the level of royal interference in politics secret. Governmental papers prepared by Cabinet Office ... Read More »
Receptionist who was duped by Australian DJs' prank call to Kate Middleton's hospital call dies in suspected suicide
A receptionist at the private hospital which treated the Duchess of Cambridge has died in a suspected suicide – two days after being duped by an amateurish hoax from an Australian radio station. The woman's unconscious body was found at an address yards away from King Edward VII Hospital, where she worked, just before 9.30am today. The emergency services were ... Read More »
Britain's Queen Elizabeth II who recently raised public outcry for stepping out of her constitutional limits and intervening in a high-profile extradition case, is now keeping a low profile in a scandal in which she has been directly involved. Back in September, it emerged that the Queen privately lobbied a British Home Secretary in the former Labour administrations to arrest ... Read More »


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Darwin Hotels near Cullen Bay
Cullen Bay
Located less than two kilometres from the busy central business district of the capital city in the Northern Territory of Australia is the relaxed waterside escape known as Cullen Bay. The bay is considered to have a well-balanced style of both modern and village resort qualities, offering tourists the opportunity to experience Darwin's heritage and history in a unique and magnificent way. Whether you choose to relax in the sun, swim or sightsee, the combination of tropical vegetation and exciting activities for the family make this is a memorable experience worth exploring. ... Read more »
Cullen Bay Top 3
- Explore the grand feature of the bay known as the Cullen Bay Marina, where you will see over 200 sea vessels as well as great restaurants and intriguing gift shops.
- Feel right at home browsing Darwin's convenient local retail outlets, book and gift stores as well as the health and fitness gym facilities and friendly Laundromat services.
- Take advantage of the freedom to choose with local boat charter operators who will take you sightseeing, cater for sunset cruises or navigate you to any specific local fishing spot around Darwin that you request.
Getting There
Cullen Bay is easily reachable from the Darwin city centre; travellers can use the territory's public transport services such as contracted bus operators or Darwin bus, a dedicated service that runs throughout the city. Other means of travel include the ferries, which mostly offer their services to travellers wanting to see Tiwi Islands. The Darwin International Airport, which is located in the Marrara suburb is the only airport servicing the city and can be reached via the Staurt Highway that runs through the Northern Territory. The best method to see the city is by means of a hired car.
« HideCullen Bay Resorts Darwin
4 Stars- Overview
- Description
- Photos
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- Amenities

subset: commoncrawl


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Programs & Events
Family Fun Night - Roald Dahl's Birthday
Have a Dahl-icious time celebrating noted children's author Roald Dahl's birthday and the 50th anniversary of Charlie and the Chocolate Factory. Join us for stories, fun activities and games for all ages.
- Date:
- Location:
- Domonkas Branch Library
4125 E. Lake Road
Sheffield Lake, OH 44054
(440) 949-7410(440) 949-7410 - Openings:
- Unlimited


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1963 Buick Riviera, garage kept, daily driver condition, 401 Wildcat V8, stock except mufflers (side pipes). A head turner, no body rust. Only selling... More
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1964 BUICK SKYLARK CONVERTIBLE 'Rare' 64' Skylark convertible, older frame-up restoration in teal poly mist (blue) paint with nice white vinyl interior and top. ... More
1967 Buick Skylark - Two Owner Unrestored Original 51,000 Mile Excellent Condition Automobile Two-owner vehicle Purchased new at McGrath Buick in Elgin, IL 11-4-1966 Original owner: 15 years... More
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For sale is a 1969 Buick Skylark Custom Coupe located in our Indianapolis showroom. The 1969 Buick Skylark design was basically carried over from... More


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Hi Dragon how are you i haven't heard from you in a long time.
good morning how are you dragon? what you doing for the holiday?
they are ok, i am working on some cool stuff right now though
hello my friend how are you this fine day? so how is your classes going?


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My boss is going through a certification process reggarding "Coaching", and he asked me if he could coach me.
According to what I understood from him, I should have an objective on what should I be coached at and some initial questions from where the coaching process would stem from.
As a software developer who likes to embrace new technologies and has lately been specially enjoying the "requirements negotiation" part of the work, I have no idea on what could I be coached or what kind of questions could I bring him.
Maybe you guys here would have nice ideas?


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Tag: success
Resolutions vs. Real Change
I've decided that I'm not a big fan of New Year's Resolutions. By their very definition, they seem to imply grand sweeping changes that we're going to make, starting on January 1st of each year.
There's nothing wrong with setting goals for yourself, as long as you put in a little work and set up a framework that will help you actually achieve them. But that's the difference between many people's resolutions and good, solid goals. Often times resolutions are either made as absolutes – "I'm going on a diet," "I'm going to stop smoking," – or they are so vague that there's no accountability – "I'm going to lose weight," "I'm going to spend my money smarter," "I'm going to work out more." Either way, they set the resolution maker up for failure by lack of a specific goal and actionable steps to get there. Perhaps that's the reason that a large proportion of New Year's Resolutions are broken or long-forgotten by the end of January. And with those broken resolutions, no real change is made.
However, I've noticed that this year, at least among many of the people I know, a shift away from resolutions. I've noticed more mentions of goal setting and/or philosophical and attitudinal changes. People committing to taking small steps towards improving their lives, or shifting their perspectives slightly to bring more positivity into their lives. My own approach, as declared on New Year's Day, is "No resolutions, just goals, determination, and the right mindset." I have changes I want to make in my life, but instead of making grand, sweeping, vague resolutions, I've decided I'm starting with my outlook and attitude at a guiding force, and then taking very specific steps towards making those changes.
But even beyond our personal lives, this approach can also benefit us in our professional lives as well. As human resource and business professionals, we have an opportunity to apply attitudinal shifts and start looking at our profession from a different angle. I wrote about this at the beginning of 2014, and I think it's still very relevant a year later. Though I did call them resolutions at the time, in reality what I proposed was a mindset change with goals and steps to take to back it up. I know I made some progress in 2014, but there's still work to be done and more progress to be made. As a profession, there are many great things being accomplished and ideas being generated by talented people, but there's still work to be done.
So I ask you….how can you change your mindset in 2015? What are the steps you can take towards making changes in an actionable, goal-oriented way? How can you help make our profession better this year?
About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
5 Characteristics Great Women Leaders Share
Throughout the years, women have faced – and continue to face – numerous challenges when it comes to succeeding in business. Yet despite significant challenges, female leaders are becoming more and more common – and they're making a positive and powerful impact on society.
What are some characteristics that great women leaders share? We've put together a list of 5 of the best traits of powerful female leaders, as well as a few inspirational quotes from real women who are paving the way for future generations – in politics, business and beyond.
"Hope and change are hard-fought things." – Michelle Obama
1. They work hard
Women who excel in leadership roles have a clear vision of what they want and what they need to do to get there. Their personal and professional goals are important to them, and obtaining success (whatever that means to them) is at the top of their list. They're aware that it takes hard work and commitment to succeed, and they're willing to work to achieve it.
Women leaders often need to juggle multiple roles or balance different areas of life in order to focus on their careers and professional aspirations. But they know with complete clarity what they want, and they're willing to do what it takes to get there. The enthusiasm and strength these women possess is apparent to all who meet them, in both professional and personal settings.
"It doesn't matter who you are, or where you come from. The ability to triumph begins with you." – Oprah Winfrey
2. They recognize their own strengths (and weaknesses)
Great women leaders have a strong understanding of their own gifts, and they understand the significance of these strengths and the role they play in their ability to succeed. Great leaders know what they can do well, and they use these assets to their advantage to help them excel in what they want to do.
Conversely, great women leaders also know their own weaknesses. Instead of letting weaknesses limit them, however, great leaders surround themselves with people who can support them and make them better.
"A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be." – Rosalynn Carter
3. They take risks
The greatest women leaders are confident in making decisions, even when those decisions are difficult or represent big risks. They rarely procrastinate or hesitate, and they are are remarkably assertive and influential. They don't wait for direction – they jump in and get things done. They're known for coming up with innovative solutions, because they aren't afraid to take big risks or question rules and regulation in order to get the results they want.
Perhaps most importantly, as Margaret Thatcher reminds us below? Great women leaders aren't afraid to ruffle a few feathers when it comes to getting things done.
"If you just set out to be liked, you would be prepared to compromise on anything at any time, and you would achieve nothing." – Margaret Thatcher
4. They welcome change and challenges
Successful women leaders don't just embrace challenges – they face them head-on. Moreover, they are excellent listeners, they seek out feedback, and they are genuinely interested in what others have to say about the issues they are faced with. Highly respected women listen to multiple points of views before they decide on the best possible decision.
Great women leaders welcome challenges, but they also welcome change. Women who are frontrunners in any industry embrace change, because they know that true progress can only be achieved through adaptation and innovation.
"I don't run away from a challenge because I am afraid. Instead, I run toward it because the only way to escape fear is to trample it beneath your feet." – Nadia Comaneci
5. They have a strong desire to make a difference
All great leaders, regardless of gender, should be kindhearted and giving of themselves. This is a trait that's even more evident in great women leaders, in every field and from all walks of life. Truly successful leaders not only have an incredible desire to lead, but also to help others and make a difference.
The most successful female leaders believe in the value of paying it forward, and they practice what they preach.
"I would rather make mistakes in kindness and compassion than work miracles in unkindness and hardness." – Mother Teresa
What characteristics do you think great women leaders share?
About the Author: Abby Perkins is Editor in Chief at Talent Tribune, where she writes about people, technology and HR software.
Learning from the Best HR Bloggers
Editor's Note: Several of our Women of HR contributors also host their own blogs. Today our writer Judy Lindenberger talks about her own quest to continue to improve her blog and blogging skills.
If you search the internet for the best HR blogs, two that make the top of every list are Evil HR Lady and HR Bartender.
In her blog, Suzanne Lucas, otherwise known as the Evil HR Lady, answers questions, posts tips, and has garnered a large following.
Sharlyn Lauby, creator of HR Bartender, cleverly compares herself to a bartender – "that friendly face who's there when you need them" – and blogs about human resources and social media, as well as food and drink.
Because I want to attract more readers to my blog, Open Door HR, I contacted Suzanne and Sharlyn to ask them a few questions about how to be a more successful blogger.
1. When did you start your blog?
Suzanne – I started my blog way back in August 2006. It was completely anonymous back then because I was employed at a very large pharmaceutical company and I didn't think the people there would take kindly to my blogging.
Sharlyn – I began blogging in 2008 after my husband, who is a marketing professional, starting nagging me about writing an electronic newsletter. As a busy professional, I know what often happens with newsletters – we have every intention of reading it but time gets away from us and the newsletter is deleted. So over dinner one night, I suggested starting a blog.
That being said, I should clarify. We do have an electronic newsletter but now with the blog we've really defined what each accomplishes. Every communication medium does not have to do the same thing.
Me – I started my blog in 2010 when my website designer told me that it was one of the newest, best ways to market my business. I love writing so it was a fun task to take on.
In 2012, I was listed as one of the Top 25 Women HR Blogs and my blog was described "taking a "more professional, serious approach to Human Resources (where) visitors can scroll through … a broad range of topics." That description is accurate and complimentary and I'd also like my readers to think, "Ahhhh …. I'm finally here and I can get my questions answered and she's going to understand!"
2. What is your goal for the blog and how have your goals changed over the years?
Suzanne – My goal, at the beginning, was to have fun. I always wanted to be an advice columnist, and then suddenly, I was one! Cool. My goals have changed over the years. For a long time it's been financial. You'll notice I've done a shift from full articles on the blog to links to articles posted elsewhere. Why? Because other people pay me. To be honest, I'm kind of unhappy with that situation right now, so my goals are evolving. I still want to make money, but I may move back to my own platform and see what I can accomplish alone. But, my overall goal has always been to help other people. That's why I went into HR in the first place–I like people. I want them to succeed. I want bad managers to go away. I want bad policies to go away. I want more brownies in meetings.
Sharlyn – Great question. I originally started HR Bartender to be a marketing tool for my consulting firm, ITM Group. And while I write about our business (being leadership and management training), it's not exclusively focused in that area.
Over time, HR Bartender has become a place for me to talk about human resources and share information. I get a lot of reader questions and really enjoy answering them in the "Ask HR Bartender" series.
Me – My goals have always been to drive more readers to my company website, www.
3. What do you attribute to the success of your blog?
Suzanne – Consistency, humor, and the ability to explain things to non-experts. This is a problem in all fields–we all get so wrapped up in our own lingo and with our own knowledge that we forget that not everyone knows everything we know. Sometimes I think, "How on earth can you not know that FMLA is only 12 weeks!" but then I remember that this person has probably never dealt with FMLA before, so why on earth should they know?
Sharlyn – I try to include a takeaway in every post. I'm asking people to take a few moments of their day to read HR Bartender. The least I can do is provide a takeaway.
Me – I am not sure I would say that my blog is a success right now. I define success as having a large number of loyal readers, and lots of new readers, who "Like" and share my posts, relay their experiences, ask me questions, and laugh together.
4. As a relatively new blogger in the HR space, what do you recommend that I do to increase my readership?
Suzanne – Lots of links to evilhrlady.org, of course! But seriously, write things of interest, and keep your own voice. Don't try to copy other bloggers, do what works for you. Post often and on a schedule, and make the most of social media.
Sharlyn – IMHO, here are 3 things every blogger should do:
-Market your blog. I wish I could say that writing is enough, but it's not. If you're serious about blogging, you have to put together a plan to market your blog.
-Write regularly. When I first started blogging, I wrote one day a week. Then when I knew I could handle two days, I added another post to the schedule. I believe part of success is publishing regularly. Readers want to feel like they are getting to know a blogger. You can't do that if you publish once every four months.
-Read other blogs. Adding to my last point, if you're having trouble finding topics to write about, start reading other blogs. There are tons of lists available about HR and business blogs to read. Find the ones you like and use them as creative inspiration.
Me – I've gotten some great advice from these two smart, funny women who are masters at blogging in the HR space. Thank you Suzanne and Sharlyn! My takeaways? I'll keep working on posts that let my readers know more about me, The Lindenberger Group, and what's new in HR. And I'll try really hard to do it on a regular schedule!
Photo Credit
About the author: Judy Lindenberger is the President of The Lindenberger Group, an award-winning human resources consulting firm, located near Princeton, NJ. They are experts in career coaching, customized training workshops, online training programs, mentoring, 360-degree assessment and feedback, HR audits, employee handbooks, and more. Learn more about them at www.lindenbergergroup.com.
HR Tech Wrap Up: Key Takeaways for HR Practitioners #HRTechConf
Earlier this week I talked about my initial impressions of this year's HR Technology Conference – how upon arriving back home and beginning to process everything I learned I was left feeling a bit overwhelmed, and how that feeling is actually a positive thing. If you missed that post, you can check it out here. Today I wanted to touch on some of the key ideas and themes I took away from this year's show.
There's an App for That
As our worlds outside of work become more and more connected, instantaneous, and mobile, there's becoming more of an expectation that life inside work will mirror that. Candidates and employees expect a consumer-like experience with their technologies. In the session "How Digital Radically Disrupts HR," Accenture's Anthony Abbatiello discussed several trends that are reshaping the future of HR, and one of those was new channels for service delivery. As HR learns to "break away from the desktop," mobile and social technologies will augment our HR services, allow us to reach our geographically dispersed and extended workforces, drive new ways to engage our employees, and even allow us to better anticipate employee needs when we utilize social listening tools. Not only do these social and mobile technologies help up to meet an expectation that our organizations are functioning like the outside world, but they allow us much more timely (even instantaneous) reactions to our employee and business needs.
Data, Data Everywhere
You cannot attend an HR technology related conference without hearing the term "big data" over and over. But this year it started to become more of a discussion of not necessarily "big data," but just data in general and how it can be used to make HR more effective. Anthony Abbatiello in his session proposed that HR insight is the new leading edge – big data will help HR gather actionable insights for better business decisions, and that theme showed up throughout the show. Andrew McAfee from MIT, in his keynote "Making the Right Choices in the Second Machine Age," demonstrated how data based decisions consistently outperform gut based decisions, and talked about how the business world needs to become "geekier." As HR professionals, we need to encourage considering viewpoints beyond the "HIPPO" – or the "highest paid person's opinion" – because they tend to be gut reactions rather than data based decisions. In addition, we need to continue to encourage input from those that come from outside of our companies and industries, because that's where some of the truly innovative thinking comes from. In Thursday's General Session, "Workforce 2020: How Data and Analytics will Shape the Workplace," we were encouraged to use data to keep us close to the hearts and minds of our top performers; for instance using data to determine whether or not we're losing the wrong people who are taking their knowledge and innovative thinking elsewhere. Which HR professional wouldn't want to know that?
Where Man Meets Machine
No, robots are not going to take over the workforce. At least not yet. But as technology gets smarter…to the point that it's not just spitting out data, but actually manipulating data to tell compelling stories, we need to figure out where the intersection of man and machine is for optimal results. Andrew McAfee talked about how humans are especially good at complex communication, but technology is getting surprisingly good at it too. As our technology gets smarter, we're getting closer to the point we can feed data into machines and get an actual story or narrative back. Though, despite technological advances, humanity will never be pushed completely out of the picture, as HR pros we still need to start rethinking the balance between technology and humanity and how that affects our business processes. It will become our jobs to find the best way to combine human and digital intelligence.
Every time I think I'm finally starting to understand all of the technology available to us as HR practitioners, and the implications of that technology, I attend the HR Technology Conference and realize everything has changed and evolved.
And THAT's why I'll keep going back. See you in Vegas next October!
About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
HR Tech Wrap Up: Overwhelmed and Loving It #HRTechConf
It's about a week and a half since the 2014 version of the HR Technology Conference wrapped up in Las Vegas. I once again had the opportunity to attend as part of the social media & blogging team, my second time attending the full conference. I continue to be impressed by the sheer size of the conference, as well as the variety of topics and tracks available. It's a conference that's not just about seeing new technologies or new iterations of existing technologies available to help with our HR needs (though there is plenty of that if that's what you're looking for). But it goes beyond that to offer insights into HOW various companies are leveraging the technology available to address their HR challenges, and WHY we, as HR practitioners, need to be not just aware, but knowledgeable enough to be able to make recommendations as to how our organizations can leverage existing and yet to come technologies to maximize the effectiveness of our employees and drive success for our companies.
I have to admit that I walked away from this year's conference a little overwhelmed. You see, I come from an interesting, dual viewpoint. In my day to day job as it currently exists, I don't have much opportunity to work with or make decisions about the technologies we currently have in place. So to take what I hear and learn about at the conference and put it into perspective from a real-life, day to day, life in the trenches outlook becomes a bit of a challenge. But as a blogger, and someone who is (at least I like to think) a big picture and future focused thinker, I'm fascinated by what's happening in the space. So this conference becomes a place where I'm soaking in as much as I can for my own benefit, while at the same time trying to pull it all together, step outside of my day-to-day responsibilities, and think about and share what I've learned from a much bigger perspective. And that can be a little overwhelming, but in a very good way.
You see, that feeling of being overwhelmed is a sign to me that it's critically important for me to be at this conference. And it's a sign that it's probably important for many more HR practitioners, who are not that much different than me, to be there as well. Because even though we might not be responsible for technology in our day to day jobs now, that doesn't mean that we shouldn't become more knowledgeable. That doesn't mean we shouldn't make it our business to understand what's out there and how it could make us more efficient and effective. Maybe more of us need to take the reins in our organizations and help drive decisions about how technology could and should make our processes and functions better drivers of business success.
Though I didn't have the opportunity to attend it, there was quite a bit of buzz around the conference and on social media about one of Jason Averbrook's (Chief Innovation Officer at Appirio) sessions in which he offered this bit of advice and wisdom: "We are all technologists."
Think about that. What that's saying is that as HR professionals, we have an obligation to understand technology. We live in a world where technology is everywhere, and is constantly changing, and we have a responsibility to ensure what happens inside our organizations mirrors the reality of the world outside of our organizations. And if we as HR leaders, and our HR teams, don't have the skills to be technologists, we need to start teaching ourselves and our teams those skills. The HR Technology Conference is a place where we can come to ensure that we stay abreast of what's happening in the space. Is all of right for every organization? No, of course not. Do we have a responsibility as HR leaders to understand the key trends so that we can make informed decisions about what's best for our individual organizations? You bet.
Check back later this week when I'll share some of the key themes I picked out from this year's show.
About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
Five Initial Steps to "Changing Your Frame"
As many companies and individuals face possible obsolescence or at a minimum becoming stale in their service offerings, their approach to their market, or perhaps in their own passions for how they are contributing, the concept of 'reinvention' is becoming more and more prevalent. Though this concept is certainly not new, this term has become a mainstay in our present vocabulary. Blame it on the Baby Boomers, who are seeking career longevity amidst the onslaught of the millennials and the 'Gen X and Y' populations. Regardless of the catalyst, reframing ourselves and our offerings – or perhaps just reframing the way we look at our companies and our own personal careers, has always been the key to survival.
Over the years, I have watched many mediocre business professionals carve out very successful careers by their ability to parlay their approach into attractive and ultimately lucrative options. No, these individuals are not the smartest nor the most successful in their prior roles, yet they honed the knack of marketing themselves. They have mastered the ability to show (and in most cases virtually create from nothing) a multi-faceted face – both in 'real life' and via social media – which puts forth the image they wish to create. Today's social media enables these ambitious ones to paint the picture they wish to paint, associate with those they wish to align themselves online (primarily for the purpose of self-promotion), and to show only the sides they wish to show. It is a fascinating phenomenon. Of course, as my father has always taught me: "If you see it, everyone else probably sees it, too". Thus, these social media mirages are indeed, just that. So, if one does want to 'change the frame' on their careers – and do so authentically and anchored in reality versus 'social media hype' – how does a person get started? If a person wants to 'reinvent' their focus areas for contribution, or perhaps even their lives – how do they this?!
As mentioned before, it is not luck (in which I am personally not a believer) or plain smarts or even hard work that most commonly leads to uber success (success, by the way, as defined by the individual). Ultimately I believe it is our intentions fed by our energy – consistently and genuinely – which will lead to our success. So, what are a few initial steps we can take to harness our intentions and 'change our frame' as we build our 'second or third acts'?
1. Know where you are today AND determine where you want to go NEXT.
While working with Dr. Noel Tichy over the past few decades in our transformational leadership work, we utilize a process which undoubtedly is one of the most impactful exercises for organizations to experience. It is the process of discerning 'Our current state' (facing the harsh reality of where we find ourselves today) and then, defining and projecting 'Our desired state', which is where we ultimately want to go. We can use this process for individuals just as we do for companies and organizations. The objective is to look in the mirror and determine – are we doing what we REALLY want to do? Are we good at what we are doing? Are we aligned as individuals, or if we are part of a team – is the team aligned around where we want to go? If not – that is the first awakening. We must determine where we are AND where we want to go.
One last and critical note on this – the 'where I want to go' does not have to be the FINAL destination. So many times, we think and think AND think…..which leads to 'analysis paralyses'!! Nothing in this world is permanent; so your next step will probably not be your 'last step'. Make the move. Forward momentum is how we determine if the direction is the ultimate 'right' direction!
2. Parlay your Gifts into the Market
This can be a tough step. Just because you love what you do AND you are good at it does NOT mean that anyone will want to buy it! What NEED are you filling? What is it that YOU offer that makes you different? Who are your potential clients….or hiring audiences? Learning how to take what we 'do' and apply it to a void in the market is a critical success factor. AND, remember, what folks wanted to buy 5 years ago is not what they will want to buy today….unless it has been modified for the market.
3. Creativity coupled with Agility is Key
We have to hone the ability to 'think outside and inside the box'. It is hard to do this in solitary confinement! So – we need to build our posse of partners to help us. Retired executives, leadership coaches, prior professors, supportive customers, and even competitive business colleagues. Each will have a perspective or insights to offer. We have to be willing to ask for help – and to hear the brutal, honest truth. Does the market value what I bring? Is my approach outdated? Do my clients want more – or different – services from me? What do I NOT know – that I need to know – to truly thrive and survive in the market today? We have to be open to the answers….as hearing them and then ignoring them – does nothing! We need to hear (and listen) to the market and then be creative and AGILE in how we meet them where they are.
4. Build a game plan and be FOCUSED.
Every business has a game plan (and if they don't – they will not be around for long!). Every one of us, for our careers, needs a game plan, too. Sure – it will change – yet, to not have any sense of where we want to go and HOW we are going to get there – results in mere folly. We need to lay out specific steps on how we are going to accomplish specific goals. Too many times, we become insular in our focus – meaning that we focus on stuff that will not REALLY move the dial. We need to determine where we want to go, what we want to contribute and THEN determine how we are going to get there. Then, become ruthlessly focused on these steps…..the other stuff is just noise.
5. Hang tight.
This is easy to say; yet, this is where the weak are separated from the strong. We have to exercise our muscles so that we do not give up too easily. As any company, organization, or individual introduces new approaches, new products and services, or a 'new face' to their markets and constituents – immediate acceptance and 'manna from Heaven' is not guaranteed.
There is always going to be a phase of education to the market; then a phase of 'differentiation and selling' and then – if we are diligent – we will secure our first proving ground. This may be a new job in our new field or a new customer for our new service offering or a product extension in an existing market. Yet, what I know for sure is that it will probably NOT come about instantly AND it will not happen without sweat equity. Yet, when we do 'win', our expended effort just makes our success that much sweeter.
My final thoughts are: we need to stop comparing this new chapter with the old chapter – good or bad. There is no comparison, thankfully. We (and the organizations for which we work) are a compilation of all our experiences, and this new chapter will be a completely new life in many ways. That concept can be quite liberating when we allow ourselves to embrace it. We need to simply embrace progress not perfection. Keep the forward momentum. Stay open. Be receptive to even what may appear to be an opportunity which is out of your wheel house. If you are attracted to it, explore what about the role turns you on. There is a reason – of this I am certain. Our intuition and inner voice does not lie. Ever. So listen to it. AND remember that nothing is permanent.
About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin's first book, Is This Seat Taken?, centers on her global experiences seeding her journey toward alignment. The book is scheduled for release in November 2011. Kristin is on Twitter as @KristinKaufman.
Vacation Strategies for Busy Working Women
Most professional women I consult with feel guilty about taking time off work for a variety of reasons. Some of the ones I hear most often are:
"I have so many responsibilities in my job that if I take time off it just means that when I return I have to work a mass amount of hours to get caught up. It makes the time away seem like it's not even worth it. I end up feeling punished for being away."
"I don't want time away from work to hurt my reputation, jeopardize my position or impair my promotional opportunities. I've worked too hard to be perceived as not entirely committed or reliable."
"I love being productive and informed. It feels like when I'm away from work for more than a day or two, I lose out on knowing what's going on and it makes me feel out of the loop and out of control."
"I need to save all of my time for the 'in case of emergency' or 'sick parent/kid' situations." (Note: most of us need a cushion of time on the books for unforeseen emergencies, but saving all of your time isn't healthy.)
The problem with this rationale is that we short change ourselves, our careers, and in the long run even our employer. If we neglect to balance our time at work by taking time off, we risk diminishing returns for ourselves and our organization. Here are a few things to consider:
- Stepping away from the day-to-day activities of the job gives your mind an opportunity to dream, create and innovate, providing fresh new ideas for how to tackle your responsibilities when you return.
- Women need to view their jobs from multiple perspectives. Vacation and relaxation is a vantage point that can give a person a whole new sense of self (both professionally and personally).
- Burnout occurs when there is too much of any one thing in a person's life. All work and no real play contribute to an inability to see beyond the next task at hand. It creates an unhealthy cycle of reactionary behavior (too much work – not enough time – not enough energy – more backed up work, repeat).
- A temporary hiatus from the job is not just a nice-to-have, it's essential to take time away from work to give your brain and body a break:
-Research shows that being constantly under pressure floods the brain with stress hormones, wearing down the high performance brain function that needs to occur at work to maximize our jobs and performance.
- Recent studies have reaffirmed that leisure time, including vacations, contributed to higher positive emotional levels, better coping skills, less depression and lower blood pressure.
- Women who reported that they vacationed less than once every two years were more likely to suffer from significant episodes of stress than those who took vacations at least twice a year.
So what can a dedicated, hard-driving business woman do?
Simply put, start small. Work your way into taking your vacation time by:
- Try 2 hour vacation slots in the early morning, extended lunches or late afternoons.
- Take half days during lower volume times (e.g. Thursdays and Fridays).
- Build up to extended weekends (Mondays and Fridays).
- Use vacation around the holidays or slow work cycles, when others are out too and business processes slow down a bit.
- Take time off to volunteer with charitable organizations (you likely won't back out of the commitment and you'll feel good about yourself for having helped others out).
- If you're afraid to go cold turkey, then limit yourself to staying connected to your email/phone for certain periods of time while you're out. Check in every morning and afternoon if you need to, but give yourself the rest of the day to disconnect.
- When you get back in the office, pause long enough to acknowledge that even though there may be additional short term stress, the office survived and so did you.
Set your sights to build up to big:
- Reserve time on the books in advance. Do whatever you can to force yourself to take the time off – buy the plane/train ticket far in advance, book a non-refundable hotel stay, create commitments to friends and family so there is an expectation of follow through.
- If you can't disconnect on your own, consider visiting a place that has limited technology reception so you are forced to really take the time away, to power off and enjoy. It will reinforce for your body and mind that time away is actually advantageous to your mental health.
- Invite friends and family to your home or city for visits in order to obligate yourself to spend time away from work with additional people you care about (yes, there are so many people at work that we care deeply about, the time off is often for the others that we unintentionally neglect spending quality time with).
- During your time off do activities that really make you happy and excited, or peaceful and rested. This will make the time away seem worth it.
- Anticipate the break from work and routine. Allow yourself to really look forward to the day(s) off. The anticipation will help your brain get accustomed to the idea that time away is fun and healthy.
- Understand that it comes down to this: what you mentally project about your work and time away is a strong component of what becomes your reality. Your personal perception of what you deserve is part of what you will project to your employer. Keep in mind that it's appropriate to use the time that your employer gave to you as a benefit. Take the time and use it as an investment in your overall health and an investment in your professional self.
The final, and maybe most important piece, is to remember to put it all into perspective. At the end of our lives while many will be satisfied to have had a successful career, our most important reflections will most likely be on the big ticket items: the way we lived, the people we touched, the adventures we had, the friends and family we loved. Spending all of our time at a desk or wired up to others won't afford us the experiences we need to minimize regret and to feel great about the lives we've led.
About the Author: Amanda Andrade is the Chief People Officer for Veterans United Home Loans – Fortune magazine's 21st best medium workplace and one the fastest growing companies in the United States according to INC magazine. Amanda has led human resource organizations in both public and private sectors. She also has a doctorate in Environment and Behavior, focusing on highly profitable, employee-centric work environments. Connect with Amanda on Google+.
Making the 'Pause' Compelling
Our cups, plates, and lives are spilling over! Every day I meet with individuals, at every level within an organization, from the CEO to individual contributors, and the one common denominator is their lamentation of being over-stimulated, over-saturated, over-spent, over-extended, and over-scheduled.
Most are over achievers and thus, more often than not they find themselves in this situation by their own doing. Contrary to their initial quest of becoming experts in their respective fields, better educated, and 'armed with information', they actually become bogged down with more data and information that they know what to do with. This leads to the tendency of analysis paralysis of their newly accumulated intelligence, continued over-extension to achieve the 'next rung' which leads to the next, and the next, and the next! They become overwhelmed and under fulfilled.
This always leads to the proverbial dilemma: For the sake of what am I on this emotional business hamster wheel – and how do I get off? Or in some cases, more appropriately the question becomes: how can I become more in touch with my situation so that I can change my frame on the realities and subsequently manage my responses to them?
The answers are often as simple as the space right in front of our faces…..and within us. The basic premise is this: creating pause in our lives can reconnect us with us. By simply taking brief pauses throughout the day, can and will have a profound impact on your life and work. When we pause – we breathe, we become more aware of ourselves, we become STILL. Breath brings our bodies oxygen, which makes us stronger, clears the cobwebs, and helps us become more cognitively effective. Yet, for some reason, we have a hard time SLOWING DOWN and taking a long, deep breath. Yet, when we do, we become undeniably more centered, aligned, and powerful.
What are a few things we can do to facilitate this state of PAUSE and reflection so that we may change our frame and create a state of alignment or 're-alignment' in our busy lives?
1. In your car, put down the phone and turn off the radio!
We can create our own solitude and 'spa' time while we are barreling down the freeway. I am amazed at how we want to fill every last minute, even the coveted 'dashboard time' with calling someone or listening to NPR. I am as guilty as the next person! Yet, if we take that time to simply breathe, process the information we read before we left the office, 'sit with' the latest interaction we had with our spouse, our co-worker, or even a difficult client….we give ourselves time to regroup, revitalize, and reframe.
2. Take it one step further…..when in transition (physically or figuratively)….stay present and awake.
Transitions are the bridge periods in life. Whether these are the paces to/from the elevator, to/from the restroom, going through airport security, or as we pack up our offices at the end of the day. During these times, we often are talking on our headset or texting – to get every single ounce of energy out of that moment. My suggestion: STOP DOING THIS!!
Try simply being present. Look around. Engage. Breathe. Observe. BE. Listen to your own thoughts. Heed the callings within your heart and soul. Those are the 'whispers' which Oprah has coined as her phrase for your inner voice. By simply pausing and becoming present and awake, you tap into your power rather than spending it on time-wasting distractions.
3. Make time for Pause by creating white space on your calendar.
Despite your best intentions, 'stuff' will happen. Road construction, accidents, delayed flights, missed flights…..this is life. We have all been guilty of booking ourselves back to back with little time to even stretch our legs; this creates the perfect storm for chaotic stress. One small mishap, and the house of cards collapses. Yet, if we can build a little 'white space' into our calendars – on a daily basis – we enable ourselves the enviable 'hall pass' to life's inevitable travails. This fudge room will become your most prized possession…and the trick is this: we own the power to create that white space. Do it!
4. Finally, get to know YOU…and be willing to let that be enough in this moment.
What brought you to where you are today? Are there patterns and trends from which you can learn? Give yourself freedom to be who you are – and watch, learn, and grow – in this moment. BE and let all things flow from there. Observe yourself – and be curious about what drives your behaviors. This can be such a revealing process. I have personally found my own leadership executive coach to be incredibly supportive, and in many ways indispensable, in holding the mirror for me. Also, consider keeping a journal. This may be a stretch for some – that is okay. Even if you only write down only one or two thoughts you have – when you have them – it is amazing how they will grow and multiply in your mind's eye. It is a great way to reflect on your day, the lessons learned, the observations of yourself and others and again provide meaningful pause. It is like living it 'over' in some ways – which is incredibly powerful.
The net point: Give yourself permission to PAUSE in life. This will provide time and space to 'align' with your core soul, which is your greatest source of power. Often, we must slow down to go fast…..so make that choice and then allow this new found energy to manifest into the world through your refreshed contributions.
About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin's first book, Is This Seat Taken?, centers on her global experiences seeding her journey toward alignment. The book is scheduled for release in November 2011. Kristin is on Twitter as @KristinKaufman.
Is "She" Really a "BITCH" in the Workplace?
In this title, I am using the word "she" as a representative of any woman in the workplace and not at all thinking of any one woman in particular. However, at times I may bring to mind a certain woman (including myself) to make my point. So what made me write such a post? What do I think the answer to this question is? Why should we even care?
Well the other day a person I would consider to be one of the nicest college friends I ever had posted a quiz on Facebook titled "How Bitchy Are You?" At first, I thought now why would she do that? She's not even close! Although, her score was 52% which said she was a "Balanced Bitch". So a couple hours went by and without thinking much about it except to laugh to myself because I thought for sure my result would be much higher, I took the quiz. Now let me just say, as an educated adult, I do know there is not a lot of research that is behind these silly Facebook quizzes, but what the hey. My theory was correct and I did score higher by 10%, achieving the "balanced bitch" entitlement as well. Then another friend who scored only 23% took it. Honestly, I would have ranked both the friend that took it initially and the latter friend in the same category of friendliness (not bitchiness) due to my own personal experiences with them. Thus negating my trust in the quiz even further.
All this got me thinking of the use of the word "Bitch" in general and more specifically in the workplace. I remember as a young professional (YP), I was invited to join a ladies group called "Bitchin' Broads" and I was offended that they called themselves that and refused to be part of the group, because as a professional I didn't want to be associated. I felt at the time it gave women a bad name in the workplace. Little did I know at the time that in reality, if you simply spoke up, shared what was on your mind, refused to do something ridiculous, called others on their laziness, or anything that others might consider "crossing the line," that is what they called you (and still do). Why is that?
If you are passionate about something and convey that in the workplace you can kiss your reputation as the nice lady goodbye. Take on a supervisor, manager, director or above and actually not be afraid to do the job...life as you know it is over. Matter of fact, your most likely counter supporters are typically other women. I have had several women tell me that they preferred to work for a man than woman. With more women entering the workplace decade after decade and still not joining the numbers at the top as a majority like their male counterparts, is it because of this mentality? Are women holding women back just because they are too nice to appreciate bitchiness as a necessary competency for getting things done? Please note: I am not condoning bullying in the workplace. I consider that to be totally different and definitely inappropriate in the workplace. A bully is a downright jerk regardless of gender.
So, I know for a fact, I have been a bitch at times both in the workplace and in the volunteer roles I have held related to the workplace. When I posted my score and comment in Facebook "life can be a bitch at times and so can I. I'm sure many of you would agree! Ha! Ha!" not many responded and I know why. The truth hurts. It's not intentional and it's not something I look back on and am proud of all the time. However, it has been essential at least 75% of the time. Many do take it a compliment. Just look at these articles I pulled a quote or takeaway from related to my thoughts on the topic.
"The more of a bitch I am the more successful I become" http://www.forbes.com/sites/
"Stop saying I'm sorry - there is a time and place for apologies"http://m.contentfac.com/?url=
When it means making 18% more than your agreeable counterparts why not earn the bitch title? http://jezebel.com/stop-being-
And just in case you missed the Facebook Bitch Quiz, here's another you can take to see if you are one of the workplace "she's": http://www.gotoquiz.com/are_
Is the "she" in your workplace a bitch? My answer is "yeah, maybe" but is that a bad thing? Maybe not!
About the Author: Donna Rogers, SPHR aka @HRWarrior. Donna is a full time Instructor at University of Illinois at Springfield, owner of Rogers HR Consulting and the immediate past Director of the Illinois State Council of SHRM. She has over 20 years in the HR field and currently teaches Human Resources Management, Organizational Behavior, Organizational Development, and Strategic HR Management. She practices what she teaches for almost 100 clients in the central Illinois area.
3 Ways Women Business Owners Are More Innovative Than Their Male Counterparts
Throughout the world there's a huge gender gap in regards to business, and even in modern society women are still heavily discriminated against in the workplace. However, according to Inc., in the United States and Asia female entrepreneurs are both more innovative and more successful than their male counterparts. Here are the top three reasons why.
Women Take Fewer Financial Risks
A study conducted by the International Finance Corporation states that women are "less risky" than men. Taking fewer financial risks often leads to less debt and a slower rate of growth. Rapid expansion, however, can drive businesses into bankruptcy. This is because as expenses grow, so do costs, and they will often find themselves unable to cope with the demand. Women often prefer to keep their businesses smaller so they can focus on delivering a quality service and retain a better work/life balance.
A recent trend in this regard is the lack and women signing long term lease agreements for offices; and instead, opting for short term serviced offices. Unlike traditional office spaces – which often require a contract term of 3-5 years – serviced offices can be rented for as little as 1 month; provide services and facilities without overheads; provide a more prestigious working address; and most importantly, lower financial risk. Skyline Offices have compiled a case study exploring the benefits of serviced offices.
Women Often Seek Advice During the Startup Stages
70% of women who start businesses will seek advice prior to investing any time or money in their venture; and many partake in some form of government run business course. In addition, women are known to develop more thorough business plans and give their ideas more thought than men. Business leaders that prepare significantly increase their chance of success.
While seeking advice isn't an innovative approach to conducting business, it can certainly help boost confidence and trigger more innovative ideas; especially in today's remote working environment where high proportions of female entrepreneurs are starting new businesses online.
Women Place More Emphasis on Social Media
According to Forbes, women use social media a lot more than men; therefore, women business leaders tend to place more emphasis on social media marketing. It's estimated that most female entrepreneurs invest roughly 79% of their online marketing budget on social media. While this may seem high; unlike other forms of online marketing, social media is a one-time investment because when a lead "follows" or "likes" a social network page or profile, they'll be subject to free marketing in the future.
In addition to this paid traffic, Google looks favourably upon businesses that have an active social media presence and will reward them with higher organic rankings in the search engines. This can lead to a constant steam of free exposure.
Sadly, women are 18% less likely to believe that they can achieve success in business, which puts many talented individuals off the idea altogether. It's going to take more than statistics to change narrow mindedness and gender discrimination; however, if women continue to yield successful results in the future, perhaps the faces of up-and-coming businesses will start to change.
Photo Credit: Jodie Womack
About the Author: Helen Wallis is a 30 something mum of one who enjoys reading and is a passionate blogger. Having worked in the big smoke for many years, Helen now enjoys a quieter lifestyle and indulges in her passion for writing and cooking.


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Do You Need a Love Spell to Get Your Ex Boyfriend Back?
Third – Realize that you cannot "make" your ex boyfriend come back to you. And if you really think about it, that's not how you want your ex boyfriend back anyhow. Do you remember when you were little and your parents forced you to do a certain chore by using guilt or threats. In essence they were "making" you pitch in with family chores. Now compare that to the feeling you got when you "chose" to do that chore on your own. Wasn't that a better, more fulfilling experience? Remember that thought as you consider how to get your guy back into your arms.
I understand that this is all hard but it is crucial to successfully winning back the heart of your ex. Combine these three tips with the rest of a time tested formula for getting your ex boyfriend back into your arms and you will be able to build yourself up while building up what could be a lasting relationship with the man of your dreams.
Email me anytime at firstname.lastname@example.com and ask me questions so I can help you in this area.
For more information from Lori Pinkerton and to learn how to get your ex back in 21 days head on over to www.AttractYourExBlueprint.com


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This is the eBook version of the printed book.If you're thinking about creating or maintaining Web sites, you're likely to turn to Dreamweaver, the de facto software tool of choice for Web design today. What could be a chore, however, becomes a fun and fascinating challenge with this comprehensive yet clever guide. Author Geoff Blake turns a technical topic into an entertaining one by using conversational language, plenty of humor, facts, and tips to make Dreamweaver… (more)
Publisher: Peachpit Press (February 08, 2006)
Format: EPUB
Page count: 454 pages
File size: 18.4 MB
Protection: DRM
Language: English


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"MEMORIAL STRIPES" - 3 Comments
Cute to see you also caught bill cunningham 'in the act' – great photos!
sooo pretty! loved mix with skirt (?)and handbag (?) on Nr.4. .
P.S.loved also your posts about Fourcade and Denning several moons ago! Knew them very well.his brother B.F. in Paris is a close friend. -
i love these shirts–especially, as you scroll down, photos 1, 3, 6, 9 and 11. Do you have any idea where I might find shirts like these?
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Mills out to midway lead at South Georgia Classic
April 29, 2011
Adam Wallace, Nationwide Tour StaffVALDOSTA, Ga. -- The second round of the South Georgia Classic presented by First State Bank & Trust Co., the fifth stop on the 2011 Nationwide Tour schedule, is officially in the books. For the first time this week all the players in the field have completed the same number of holes, 36, and there is a defined leaderboard.
Canadian Jon Mills racked up six birdies in the second round to get to 9-under 135. He leads by three strokes over Georgia native John Kimbell and Missouri native Michael Letzig. Gary Christian, Mathew Goggin, Troy Kelly, Brent Long, James Nitties and Ted Potter Jr. are four back at 5-under 139.
Mills is no stranger to great golf. He was an All-American in 2001 at Kent State, where he was teammates with 2003 British Open winner Ben Curtis, and has two career wins on the Nationwide Tour (Canadian PGA Championship/2005 and Albertsons Boise Open/2007).
"I've been making putts," said Mills, who became a father in March. "Putting seems to always be the difference between good golf and bad golf. I haven't played much this year but I'm playing well and I have a lot of confidence right now."
This week is Mills' third Nationwide Tour event of the year. He missed the first two events in anticipation of the birth of his son, Benjamin Andrew, but finished T13 at the Chitimacha Louisiana Classic and T49 at the Fresh Express Classic at TPC Stonebrae.
Eight-time Major League Baseball All-Star John Smoltz received a sponsor's exemption, making his first start in a PGA TOUR co-sanctioned event. The 43-year-old who carries a +2 handicap recorded rounds of 84-87--171 to miss the cut by 27 strokes.
The third round began at 2:45 p.m. ET.
Second-Round Notes
• Smoltz quotes:
"The people here were great. Never in a million years did I think I would shoot those two rounds but it happened. I'm going to learn from it and stick to recreational golf for right now until I get back to the point where I want to be."
"It was a good opportunity and I don't regret it at all. The fans were great. I've never been applauded for such mediocrity in my life."


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Product Description
Simple geometric expressions in an earthy color palette adorn the shade in this classic, handcrafted piece. It is adjustable in three places, allowing you to place the light just where you need it.
- Rocker Hi/Lo/Off switch on base.
- Includes cord and plug.
Disclaimer of Native American Origin or Manufacture
No product sold on this website, or on any ATG Stores website, is Native American produced, a Native American product, or the product of a particular Native American, Native American tribe, or Native American arts and crafts organization, resident in the United States or abroad.
Voltage: | 120 volt | |
Installation: | Dry Locations [Explain] | |
Listing: | ETL Listed, CUL Listed | |
Install Position Refers to the direction to which the light source points. Upwards, downwards, or both. | Install Position | Only Facing Downwards |
Number of Lights Refers to the number of lights on a given fixture. Choose from a wide variety of different fixtures ranging from 1 - 6+ lights. | Number of Lights | 1-Light |
Wall Sconce Type | Swing Arm Wall Sconce |
Bulb is included free
Bulbs are not eligible for replacement
Bulbs are not eligible for replacement
Dimensions & Weights
Diameter: | 6 inches |
Height: | 26 inches |
Projection: | 24 inches |
Wire Length: | 8 feet |
Shade: | 6' x 2½' |
Backplate: | 7'H x 4½'W |
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2.5 out of 5
Write a ReviewLooks good in the photo but it's a piece of junk
By Jodi W. from Alvin, TX on Jun 03, 2009
Don't waste your money.
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Very nice
By Virginia T. from Brookeville, MD on Aug 26, 2014
I bought this to match the one I had purchased many years ago (probably 8-9 years ago). They are both great because I enjoy reading at night and the bedside light was never enough. This is able to be mounted above the headboard of my bed and can be adjusted to angle the light where it needs to be. It has worked perfectly for many years.
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Sku | 416126S |
Group # | 114364 |
Category | Wall Sconces - 92 |
Style | Swing Arm Sconce - 22 |
Sales Rank | 372 |
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The General Manager admitted that the 3-2 Playoffs defeat at the hands of the Sheffield Steelers in overtime was hard to take after the success of the Giants in the Elite League.
But according to Kelman, speaking just after the team's flight touched down in Belfast on Monday, it's already time to move on from events in Nottingham.
"People ask me who's coming back and, a couple of weeks ago, I probably would have said: 'I want everyone back.' The reality is that this weekend opened my eyes to a lot of things," he said.
"I think some of the guys didn't have their best weekend - maybe it was nerves, maybe it was the fact that it was the biggest stage of the season.
"You gotta step up. You want your big game players to step up. I thought Sheffield's big game players did and some of ours didn't."
Kevin Saurette's back. Evan Cheverie's back. Colin Shields, Davey Phillips, Darryl Lloyd …Todd Kelman, Belfast Giants
Kevin Saurette's back. Evan Cheverie's back. Colin Shields, Davey Phillips, Darryl Lloyd …
Todd Kelman, Belfast Giants
According to Kelman, while the core of the current team is strong, there are probably four or five changes to be made.
He added: "I've approached a lot of the guys and they have their offers, and I expect to have a few more signed up this week.
"I don't like to sit around and let them go home and think about it - I want our key guys back already and I want them signed up as soon as possible, so that we can start to build again."
In the wake of Sunday's game, the Giants' all-time leading goal scorer and Man of the Match Colin Shields told UTV his side simply hadn't buried their chances.
Reflecting on the absence from the ice of captain Adam Keefe and Craig Peacock, both through injury, he added: "Those are two key guys for our team.
"Keefer on that third line, banging and crashing - he's the heart of our team. And Craig on the powerplay, he scores a lot of big goals for us.
"But you can't make excuses. We've got enough guys in there to get the job done and it's one of those things where it was a close game, it could have went either way, and it just didn't go our way."
The fans were great all weekend. The people who travel over always support us, win or lose.Colin Shields
The fans were great all weekend. The people who travel over always support us, win or lose.
Colin Shields
Belfast Giants Head Coach Paul Adey told UTV that he felt his team deserved better from a hard-fought game in which they were "the better side".
However, he added that the team may have been the victim of their own success.
"We did an amazing job in the league campaign and finished early," Adey said.
"It probably hurt us a little bit because, once we won it, it was tougher to be motivated every game. I don't think we played our best after that."
But all the Giants have been full of praise for their fans before heading off for the summer break - both those who pack the Odyssey for their home games and the dedicated travelling contingent.
A GIANT thank you once again to all of our fans in Nottingham, Belfast & beyond - it has been a great season. Thanks for being a part of it!— Belfast Giants (@BelfastGiants) April 6, 2014
A GIANT thank you once again to all of our fans in Nottingham, Belfast & beyond - it has been a great season. Thanks for being a part of it!
— Belfast Giants (@BelfastGiants) April 6, 2014
Missing teenager found safe and well
Funeral held for caravan death couple
Thieves hold up chemist with bread knife
Man held over threat to school children
Teen charged with police assault
Cliftonville retain League Cup
Arrest over guns and bomb parts find
Tyrone win McKenna Cup over Cavan
Ulster end European campaign with a win
Debate proposals 'a mess' - Robinson
Religious link probed in statue theft
Hundreds protest at St Mary's budget cuts
Agreement 'paves way for US investment'
Arrest over 'threatening message' to school
The Sun 'clarifies' Page 3 return
Dramatic footage of fishermen's rescue
Threats to kill charge in school probe


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| Email | Full Article (TrendHunter.com/id/212410) |
These 'Workaholic' t-shirts designed by 'bomdesignz' will make your friends' tees seem to pale in comparison. With your favorite characters and laughable moments from the show, these shirts will have any fan jealous of your impeccable taste.
Characters Blake Henderson, Adam DeMamp and Anders Holmvik are seen on one of the shirts, where you can pick from a number of different colors in order to design a shirt you like best. There are also many shirts with a character who sports a ginger afro like no other, Blake Henderson. The shirts have hilarious quotes such as "Fur Sure" on them staying true to the lingo of the lead characters on the show.
The 'Workaholic' t-shirts are available to purchase on 'Redbubble' and will have you and your friends laughing while enjoying some of the shows favorite moments.


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Mercury Ceiling LightPin It Houzz |
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Related Info Tools |
Design by Ross Lovegrove, 2008.
"A ceiling fixture that places a floating assembly of large pebbles below a simple modern aluminum disc. These in turn reflect each other, bouncing light between their taught bio-morphic surfaces and reflecting the environment around them. During the day, the piece acts as a sculptural object reflecting the dynamics of natural light and movement of people around them." - Ross Lovegrove
Ceiling mounted luminaire for indirect halogen or LED lighting.
- Reflective units (pebbles) made of molded thermoplastic with polished chrome finish
- Reflective units containing light source in die-cast aluminum, polished chrome finish
- Stainless steel reflector
- Mounting to standard electrical junction boxes
Notes: UL Listed
Material(s): Aluminum, Metal, Thermoplastic, Plastic, Steel, Metal
Dimensions: 43.3"D X 23.63"H
Lamp Type: HALOGEN, INCANDESCENT, LED
- Halogen: 2 X 200W 120V R7s linear halogen lamps (included)
- LED: 2 X 35W 120V LED modules (included)
Listing: UL
Manufacturer Specifications: Click to download specifications.
Model(s): 1396018A 1366018A
Ross Lovegrove was born in 1958 in Cardiff, Wales and graduated from Manchester Polytechnic with a 1st class BA honors in Industrial Design in 1980. He then continued on to receive his masters of design from the Royal College of Art in London in 1983. In the early 1980's he worked as a designer for Frog Design in West Germany on numerous design collaborations such as walkmans for Sony and computers for Apple. He later moved to Paris as a consultant to Knoll International. He later returned to London and founded Studio X in the Notting Hill area of London. Lovegrove has worked for a variety of clients such as Issey Miyake, Herman Miller and Airbus and in 2005 he was awarded the World Technology Award for design. His personal artwork has been exhibited at MoMA in New York, the Pompidou Centre in Paris and the Design Museum in London.
See other lights/products from Ross LovegroveArtemide Lighting
The Artemide Group, founded by Ernesto Gismondi in 1959, operates throughout the world and aims to satisfy all lighting needs by reinforcing its position as a world leader in the lighting industry. For more than forty years, Artemide has aimed to propose light as a companion to people, both as a source of physical pleasure as well as a mental comfort. Artemide showcases products capable of meeting people's multiple needs, while offering the light performance characteristics most suited to each moment of life. Artemide offers a production structure that can offer expertise in the processing of both traditional and modern materials. The vast range of designs reflects the commitment of Artemide to provide a product that is guaranteed with an image that is strong and consistent.
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Tornado Damages Property Wounds Residents
6:05 am
Thu April 11, 2013
5 Hurt When Tornado Touches Down In Arkansas
Thunderstorms sweeping through Arkansas flipped an 18-wheeler and damaged homes in the north-central portion of the state.
The National Weather Service said four people were reported injured Wednesday evening after a tornado hit Van Buren County. Tornado damage was reported at Botkinburg, Mount Olive, and Scotland, with a tractor-trailer flipped over near Botkinburg.
John Robinson of the National Weather Service said 30 homes were damaged in Van Buren County and that five people were injured. Three were treated at a hospital and released.
Warm, humid air gave way to cooler air behind a front, and along the boundary a number of storms popped up. At one point Wednesday there was a 40-degree temperature difference between Pine Bluff in southeastern Arkansas and Fayetteville in the northwest.


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Cotton fabric holds a special place in our fashionable heart. First cultivated 7,000 years ago, cotton is a timeless natural-fiber fabric, whose breathability makes it ideal for many garments. We carry an ever expanding collection of cotton fabric in our online store, including delicate Italian and Swiss voiles, brilliantly colored hand-loomed Guatemalan ikat fabric, nubby couture-inspired cotton tweed fabrics, travelable cotton-lycra blends, and chic designer cotton fabric.
Midweight Tone-On-Tone Stretch Cotton Twill (Made in Italy)
A midweight stretch cotton blend twill in light ivory and scattered with 1/8" flowers - perfect for a pair of fitted capris, a summer dress, or a light jacket. Made in Italy. One-way stretch. 98% cotton and 2% lycra blend. 56" wide.$22.99 -
Winter White Mock Basket-Weave Cotton (Made in Italy)
A midweight cotton in a wonderful nubby texture that resembles a basket-weave, with a slight gleam and in soft winter white - perfect for a louche summer suit. Made in Italy. 57" wide. 100% cotton.$29.99 -
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A semi-sheer, soft lightweight cotton and silk batiste in a beautiful smoky grey. This would make a charming bias cut frock or a Peter Pan collared blouse. 54" wide. Cotton and silk blend.$18.99 -
Woodpeckers & Silver Birches Home Decorating Cotton (Made in Sweden)
Scandinavian home decorating textile designs are known for their innovative graphic qualities, wit, and brilliant colors. We're happy to present a limited selection of 100% cotton home decorating weight fabrics from a Swedish company renowned for singular textiles since 1949. We love this print of majestic silver birches and woodpeckers on a natural background. To give you an idea of scale, each bird is 4" high. These fabrics are great for window treatments, tote bags, a-line skirts, or cushion covers. Made in Sweden. 60" wide. 100% cotton.$22.99 -
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A midweight stretch cotton, in a pop art geometric pattern in black, off-white, and shades of grey - perfect for a carefree sundress, or even a jubilant jumpsuit! Made in Italy. Cotton and lycra blend. 57" wide.$24.99 -
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A lightweight semi-sheer cotton damask, with a woven delicate Arabesque floral pattern - this would be absolutely lovely as a pleat fronted dress shirt, a delicate tablecloth, or beautifully gossamer curtains. The Swiss are known for their fine cottons; this unique fabric must be touched and seen to truly appreciate it's beauty; take a chance and order a swatch! 56" wide. 100% cotton. LIMITED STOCK$39.99 -
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520 Atlantic Avenue, Boston, MA 02210
Amazing food, but pricey
19 Shipyard Dr, Hingham, MA 02043
Amazing food and really affordable. Everyone knew all about gluten free, they even have gf Caesar salad WITH CROUTONS! The bun was yummy and fries are in a dedicated fryer.
100 North Pointe Blvd, Lancaster, PA 17601
Took forever, food was not very good, waitress brought wrong dish and said what we ordered couldn't be made gluten free despite being on the gluten free menu, cross contamination made me have a bad reaction. Do not go to this location.


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Call (888) 784-1722 Mon-Sat 8:30-5:00 PST
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These durable gloves are made with synthetic leather palms and have an extra long cuff and reinforced fingertips for longer wear and extra comfort! Useful for working with roses, raspberries, blackberries, boysenberries, and pampas grasses.
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GOD'S WORD Translation (GW) | New International Version (NIV) |
39 "Of course, you realize that if the homeowner had known at what hour the thief was coming, he would not have let him break into his house. | 39 But understand this: If the owner of the house had known at what hour the thief was coming, he would not have let his house be broken into. |
GOD'S WORD® is a copyrighted work of God's Word to the Nations. Copyright © 1995 by God's Word to the Nations. All rights reserved. Used by permission. (God's Word Translation -Online Bible) | Scripture quoted by permission. Quotations designated (NIV) are from THE HOLY BIBLE: NEW INTERNATIONAL VERSION®. NIV®. Copyright © 1973, 1978, 1984 by Biblica. All rights reserved worldwide. (New International Version Bible Online) |


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Reviewed Deluxe Black Bean Burger
Jan 5, 2013 in Food Network Community Toolbox on FoodNetwork.com
"Wow! Diablo HOT!....but oh so GOOD! I might tone down the heat a little with less red pepper flakes, black pepper, and go light on the Sriracha sauce drizzle next time (I poured it on a little too thick!). I also substituted egg replacer for the egg and halved the recipe for just the two of us...making large, thin burgers. Who needs meat when you ""
Reviewed Beliashi
Mar 9, 2012 in on Food.com
"This is the recipe that I use....they are authentic tasting from what I remember as a child when first introduced to these delicious "buns"....I do add some salt to the dough, which makes it taste better...about 3/4 tsp. or so. This is definitely a keeper recipe and well worth the effort...my family goes nuts over them and once you eat one, you c..."
Reviewed New York Street Cart Dog
May 31, 2011 in Food Network Community Toolbox on FoodNetwork.com
"Living in the South, this brought back memories of eating the pushcart hot dogs when I lived in Jersey....yum! The cinnamon really comes through in this onion sauce. I used the "kimarty" post suggestion for the sauerkraut, which also came out yummy! Thanks for this NY treat!""
Reviewed Patriotic Berry Trifle
May 31, 2011 in Food Network Community Toolbox on FoodNetwork.com
"This was the star of the BBQ...loved the creamy whipped cream and cream cheese filling. The combination of flavors were perfect. It was a delight watching everyone empty the trifle dish. A perfectly beautiful and delightful finish to any party!""
Reviewed Low-Fat Eggnog
Dec 24, 2010 in Food Network Community Toolbox on FoodNetwork.com
"I used bourbon-based vanilla bean paste in place of the whole bean, otherwise I followed the recipe exactly. The result was a creamy, delicious eggnog with a hint of orange (from the orange peel). Done carefully, perhaps tempering the egg before adding to the hot mixture might help prevent curdling; and of course, whisking constantly during the addition..."
Reviewed Corn Muffins
Nov 23, 2010 in Food Network Community Toolbox on Food Network
"This recipe is fantastic. The muffins turned out sweet,fluffy light and airy with a slight crunch on the outside. Reading through some reviews, I wanted a little more corn to come through. Even though I changed the cornmeal to flour ratio (1 1/2 cups cornmeal to 2 1/2 cups flour), I'm sure the recipe remains perfect as written. Two tablespoons of..."


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LUBBOCK, TX -- The City of Lubbock Codes Department says every year when temperatures start to drop below freezing, they see sprinkler water freeze on Lubbock sidewalks and streets.
"We see this every year, invariably people forget that their sprinkler systems are on," said Codes Administration Director Stuart Walker. "Its really easy to figure out first thing in the morning when you are driving down the street when there is one yard covered with ice any none of the rest of them are so that's pretty much a tell tale sign and complete evidence on our part to write a ticket," said Walker.
That ticket could cost you hundreds of dollars.
"Its a Class C Misdemeanor and fines are set by municipal court, so if we issue a ticket to anybody that runs their sprinklers during freezing weather they will have to go pay that ticket at municipal court," said Walker.
Rain Maker Irrigation's Kevin Hardegree says there are steps you can take to prevent excess run off while still making sure your lawn is hydrated.
"We recommend doing it sometime during the afternoon as opposed to the evenings in the summer we recommend evenings, but we want to switch that over to 1 or 2 o'clock in the afternoon," he said. "Your run times, it depends upon grass depends upon the system you have, but you want to adjust those down so you are not watering near as much in the winter as you are in the summer."
Hardegree says now is a good time to make sure your system is working properly.
"Just have someone take a look at your system. You can turn it on on a Sunday afternoon look at it yourself make sure heads aren't leaking, nozzles aren't knocked off. That's a big way to help when you are watering in the winter to not have a lot of water that is freezing
He also recommends getting a rain freeze sensor that can shut off your sprinkler system when temperatures drop.
"These are actually our rain freeze sensors here. This is a Doppler that communicates to this guy right here and this is then hardwired into this control box and will shut your control box off if its I think below 35 degrees or if it has rained in the last 24 hours," he said.
Hardegree says you can find rain freeze sensors at hardware stores and your sprinkler company can install them for you.
If you would like to report excess water run off call 311. You can report anonymously.


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cararra white marble platter
by FORT STANDARD
Fort Standard is a young contemporary design studio located in Red Hook Brooklyn. The two founding designers Gregory Buntain and Ian Collings fuse craft with a progressive design approach to create original designs in furniture, housewares and jewelry. Their work pays homage to influences ranging from boy scout merit badges to the earth's natural geometry. Pairing industrial, simple materials and modern day prowess, the designers have created a unique warm, contemporary aesthetic rooted in simplicity and functionality.
Back To Product View All From This DesignerMen's Size Chart
Product Details
Rectangle shaped platter cut from fine white marble with rounded edges. Finished with a hand stamped leather bottom to protect table surfaces from scratches.
• measures: 11.5" W x 11.5" H x 0.5" D
• made in New York


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Archibald Barr
Archibald Barr FRS[1] FRSE (18 November 1855, Glenfield House, Paisley, Renfrewshire – 5 August 1931) was a Scottish scientific engineer, inventor and businessman. He was a co-founder of Barr & Stroud, and invented the Barr & Stroud Rangefinder.[2]
The third son of a yarn merchant, Barr was educated at Paisley Grammar School and the University of Glasgow.[3]
Barr first worked as assistant to James Thomson, the Regius Professor of Civil Engineering and Mechanics at Glasgow, a post Barr was to attain himself later in his career. He was subsequently appointed to the chair of Civil and Mechanical Engineering at the Yorkshire College (since 1904 the University of Leeds).
Barr was a motoring enthusiast and as a member of the Scottish Automobile Club, he participated as an organiser of Scotland's first motor car reliability trials in 1901. He also helped to form the Scottish Aeronautical Club in 1909, becoming its president, and was a promoter of Scotland's first aviation meeting, held at Lanark in 1910. He served as President of the Institution of Engineers and Shipbuilders in Scotland in 1910-11. Barr was also a governor of the Royal Scottish National Institution for the care of those with learning difficulties.
He also gifted £8,000 towards the cost of a new organ for Paisley Abbey.
Barr died at his home, Westerton of Mugdock, near Milngavie, near Glasgow, in August 1931.
- ^ f., J. W. (1932). "Archibald Barr. 1855-1931". Obituary Notices of Fellows of the Royal Society 1: 31. doi:10.1098/rsbm.1932.0008.
- ^ "Former RSE Fellows 1783-2002". Royal Society of Edinburgh. Retrieved 31 March 2010.
- ^ Speirs. "Scientist Archibald Barr is celebrated in exhibition at Paisley Museum". Paisley Daily Express. Retrieved 18 September 2010.
External links[edit]
This biography of a Scottish academic is a stub. You can help Wikipedia by expanding it. |
This article about a Scottish engineer, inventor or industrial designer is a stub. You can help Wikipedia by expanding it. |
This Scottish business-related biographical article is a stub. You can help Wikipedia by expanding it. |
- People educated at Paisley Grammar School
- Alumni of the University of Glasgow
- Academics of the University of Glasgow
- Presidents of the Institution of Engineers and Shipbuilders in Scotland
- Engineers from Paisley
- 1855 births
- 1931 deaths
- Scottish inventors
- Scottish businesspeople
- Fellows of the Royal Society
- Fellows of the Royal Society of Edinburgh
- Academics of the University of Leeds
- Scottish academic biography stubs
- Scottish engineer stubs
- Scottish business biography stubs


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News & Updates
Business & Management Articles, News, Promotions and Updates from Routledge and the Taylor & Francis Group.
Business & Management Articles, News, Promotions and Updates from Routledge and the Taylor & Francis Group.
"Symmetry is to public relations what creationism is to evolution..."
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The concept of "the born leader" suggests that good leadership is just a function of natural selection. But talent or aptitude is a necessary but not sufficient ingredient for leadership success. Situational factors such as taking on the role of captain of a sports team, serving on student council, volunteering in a church group, workplace learning programs and many other formative and transformative experiences can foster the development of leadership competencies and character.
How do leaders go through the learning process? How do individuals learn to become leaders or better leaders? What are the formative experiences that influence leaders? The book Good Leaders Learn seeks to answer this question through in-depth interviews with senior leaders in North America, Asia and India.
Instructors considering any of the below books as a core text on relevant courses with 12 or more students may request a complimentary exam copy by emailing email@example.com
Interview excerpt:
Why did you write Digital Marketing: Integrating Strategy and Tactics with Values?
In consulting with various corporations and nonprofits and in teaching students, we noted a widening gap between the expectations of the rapidly evolving digital marketplace and the preparedness of business practitioners and students. Digital marketing education as a distinct subject was almost nonexistant, and static print textbooks were quickly becoming an anconronism in the digital age.
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Export-Import Theory, Practices and Procedures continues to provide a comprehensive exploration of export-import theories, rules, practices and procedures for students pursuing undergraduate and graduate courses in international business, international trade and related subjects.
Step into the shoes of a New Yorker clinical psychologist and psychoanalyst and see management theory through his eyes.
Read articles on Forbes.com and the Harvard Business Review Blog Network.
Enjoy 20% discount! MORE >>>


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Holman Christian Standard (CSB) | New International Version (NIV) |
22 adulteries, greed, evil actions, deceit, lewdness, stinginess, blasphemy, pride, and foolishness. | 22 greed, malice, deceit, lewdness, envy, slander, arrogance and folly. |
Holman Christian Standard Bible ® Copyright © 2003, 2002, 2000, 1999 by Holman Bible Publishers. Used by permission. All rights reserved. (Holman Christian Standard Bible Online) | Scripture quoted by permission. Quotations designated (NIV) are from THE HOLY BIBLE: NEW INTERNATIONAL VERSION®. NIV®. Copyright © 1973, 1978, 1984 by Biblica. All rights reserved worldwide. (New International Version Bible Online) |