orky, but damn if my friends didn’t get into ivy-league schools and those “small ivy” New England colleges that make for such great front-of-the-brochure images. Hell, I even got into one (for a while…).
It took a long time to start the process of getting him out of my head. Therapy was instrumental, as was allowing myself to have a relationship with a really wonderful guy who never sees me as my father did. Getting a glimpse of how other people see me (oh-my-gosh-you’re-wonderful!) has gone a long way to reducing my father’s voice to a very small one, and not one that I have to listen to any more.
If you have a great relationship with your father, today will be a day to recognize and celebrate that. I can see how today is a good thing for that.
There are people who will be going to graves today, and tidying up a bit, and possibly having a bit of a chat with the man under the marker. There might be tears and sadness that he’s gone, whether it’s been one year or fifty.
There are others who feel the weight of family pressure to pretend that their father is not a drunk, doesn’t womanize, doesn’t take advantage of others, and is actually a good and decent person. Today will be a hard day for them.
But then there will be people who will only recognize the day because of the Sunday circulars, people who have (or had) a father that they have put from their lives because they couldn’t let him be in it any more.
If you’re in that latter group, it can take a long time to (learn to) be okay with that. It’s all about letting go of what you think you’re supposed to have, and just having what you have, with less judgment about it.
I am who I am because of what I’ve had.
What I had was a hugely negative father who was disappointed in the person that I was.
I lived for a long time believing what he believed about me.
But I don’t now.
And I like who you are… if he had been more indulgent, maybe you would be different?
Many businesses are owned by two or more owners—whether termed partners, shareholders, or LLC members. At the time of a business’s founding, all of the investors shared a common goal for the business and their future plans. While the company may have run smoothly at the beginning, something may have gone wrong along the way, leading to challenges and partner disputes. Or, due to outside interests, one owner may decide to do something else with their life, leaving the other(s) to function without them. Owner disputes, if not resolved fairly and promptly, can destroy a business and the relationships among its partners. When disputes arise that threaten the business’s viability, dispute resolution with a professional mediator is often the best option.
A breakdown in communication, leading to a loss of trust and respect among partners.
Engaging in activities that are not in the company’s best interests.
Like a marital divorce, the separation of long term business partners can be filled with emotion and hurt feelings and the process itself can lead to severe financial consequences. In order to force a purchase of his/her shares, litigation is often instigated by one of the business partners who claims either deadlock, oppression by the other shareholder or another legally recognized claim — whether or not all the technical requirements are arguably met.
From the legal/corporate side, without a prior agreement, such as a buy-sell agreement in the by-laws or LLC operating agreement, there is no easy path to compel a sale of an interest back to the company or the other shareholder /partner, not to speak of valuing the interest.
Case books are filled with reports of lengthy and, no doubt expensive, litigation proceedings between former business partners that ended up in court proceedings because a negotiated agreement could not be reached between former colleagues who no longer can work together.In the meantime the business, without a rudder, flounders, losing customers and revenue.
Courts have a difficult time sorting out the conflicting demands of a business divorce case and the legal remedies available are limited. No judge is going to be able to allocate customers, leases, and intangibles in any rational manner. The parties, however, are the logical parties to do so in the context of a mediation.
Dick Lutringer has mediated contentious business divorces in such fields as medical practices, restaurants, limousine services and real estate partnerships and is the author of a law journal article on the topic. If you or your business partner are contemplating a “divorce”, Dick can help you resolve your differences and get you on your own paths more effectively and efficiently than litigation.
With my background as a business lawyer and current role as a mediator, I take an experienced approach to partner dispute resolution. I generally meet with each owner individually, in addition to meeting with all parties together, to assist with developing creative ways to resolve issues. As a neutral party, I focus on finding ways to improve communication and understanding. Depending on the severity of the problem, during the mediation process, the partners may redefine their goals—both immediate and future, revisit their business’s vision, while working toward a win-win solution.
My goal is to help you find a way to work through your dispute and continue to grow your business. In some cases, when agreements cannot be reached, it may be in everyone’s best interests to sell to third parties, reach an agreement on buy-out, or simply split up the business. In very few cases, would it be in anyone’s best interest to battle out the dispute in court.This acceptance increases both self-esteem and resilience and gives the employee extra tools when faced with challenges in both the workplace and their personal lives.
Here are 5 TIPS on how you can recognise this uniqueness – nurture it and make it a ‘value add’ to your company.
Focus on realising the full potential of your people. Acknowledge and appreciate the potential of each person’s unique perspective and different way of thinking.
Strong managers know what particular skills their employees have and use this to assign work that plays to these strengths. In turn, this gives the employee the self-confidence and mental wellbeing to know that they are contributing to the company’s success.
Celebrate each employee’s uniqueness!
Congratulate them on their contribution – for example, if he or she is reliable acknowledge this and its contribution to the company.
Enable them to recognise their OWN uniqueness!
Advise them that striving to be someone they are not can link to high stress levels.
Encourage them to recognise their special gifts – ask them what they believe they are good at.
Their replies will enable you to work out what ‘turns them on’ and in turn will give you more tools on how to look after their mental health, grow their self-esteem and discover how best they will fit into your team and value add.
Encourage them to be TRUE TO THEMSELVES.
By showing them that you celebrate their uniqueness you give them the courage to accept themselves to be whom they really are and you will encourage them to shine.
Embrace the uniqueness of each employee – value it, manage it and make it a contribution to your company’s success.
Recognise alternative ideas – ideas that may enhance your business.
Recognise conflict and learn how to resolve it.
At AccessEAP we have the expertise to assist you in discovering the YOUniqueness of your team members.Monday night, there was an extended discussion among the players (who were liquored up) about their sexual histories, and oh, the cameras did not move away from the stories of anal sex, group sex, one-night stands, etc. Thank you, Showtime.
There was even a little booby flash from Jordan, the yummy Southern blond. Thank you especially for that, Showtime. Giggidy.
But Tuesday night, a few players were sitting in the yard (they were joined in mid-conversation as sometimes happens as the cameras cut from room to room) and one of them was saying, "She's really the wife of the president?"
The other player said, "Oh yeah, he owns CBS, and Viacom, which is MTV...."
They were clearly talking about Julie Chen, the host of the show, who is the wife of Les Moonves, president of CBS and Showtime. But the guy who was trying to explain this was confused and was actually describing Sumner Redstone, who is the guy who owns CBS and Viacom (which includes MTV, etc.)
Suddenly a Technical Difficulty card came up on the screen for about 30 seconds, first time I've ever seen this, and they quickly cut to some other people in the kitchen prattling on about nothing in particular.
So lets see, anal sex discussions, fine. Sumner Redstone discussions, not fine.
At least we know the limits.
1 comment:
That girl is HOT.<filename>index.html
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