The eleven biggest Time Management lies !!!

The Eleven Biggest Time Management Lies !!

In the world of Time Management there are things said to us that we Accept as truth and we act accordingly. The problem is sometimes they Are not truths. They are lies and as we believe them, they waste our Time. Those who speak these lies to us are not bad people at all because You and I are among them. We all speak these untruths to one another from Time to time. So let's not wish harm and doom to the liars. Let's avoid The time traps their lying may cause us. Here are the eleven biggest lies to shield yourself from.

1. "This will just take a minute." Has anyone grabbed you with that Line? Does it ever "just take a minute"? Rarely. What typically "just Takes a minute", generally consumes several minutes and more. Next time, when someone asks for your time and assures you," This Will just take a minute", tell them, "You're lying. You may not realize You're lying, but you are. I'll give you five minutes. You may begin Now."

2. "I need this as soon as possible." No you don't. That's a lie too. You need it by a certain date and time because you are going to do Something with what I provide for you. And if you're not going to do Anything with what I provide for you, why am I doing it for you in the first Place? Don't lie to me. Tell me when I have to get it to you. Be specific. You and I probably have two difference dates in mind when we think in Terms of "as soon as possible".

3. "I want this now." I doubt it. In this 24/7/365 world, everyone is Under a sense of artificial pressure to get it done "now" or worse," Yesterday". Things are generally not that urgent. Don't get caught up in someone else's urgent trivialities. Call the liar to task. "I'm not sure I can get that done now. What if I got it to you one week from today?" Use an outside deadline to give Yourself ample time to prevent getting into crisis management. Oh, and if they reject that alternative, try three better dates for You. Why? Because they may keep lying to you.

4. "It's not about the money." When it's not about the money, it's About the money.

5. "This is the best (investment, business opportunity, book, movie, Restaurant, boss, job, etc.) you'll ever find." Not true. There's Always something better. The best is yet to come.

6. "I can get this done in an hour." It's a fib. Ever notice how it Almost always takes twice as long to get something done as what you Thought it would? That's because few of us have a very accurate internal Clock to estimate the time required to complete most tasks.

7. "He's a' late' person." Most people who are "late" have a Consistency about their behavior. My friend Dwayne is 20 minutes late all the Time. If we need to meet for lunch tomorrow, it will take him 24 hours And twenty minutes to get there. Dwayne is not "late". He's "On-time; 20 minutes later".

8."No Cost." You don't get "nothing for nothing". Everything has a Cost. It may not cost you your money but more often it will be your time And more of it than what you are getting in return for "no cost".

9. "I'll prove you're wrong if it's the last thing I do." And it may Well be. No one wants to be proven wrong. Everyone likes to be caught Doing things "right". Most, however, don't mind being shown how to do Things better.

10. "By the time I show him how to do it I could just as quickly have Done it myself." If it's a one-time proposition this may be true. It Doesn't make a lot of sense to spend an hour to show someone how to do a Task that takes only 10 minutes. But if it's a repetitive task, it's a lie. If that one hour Investment will save you 10 minutes every day, then in about a week you have Your investment back and now you have a dividend of 10 extra minutes a Day. What if you do that six different times? You get an extra hour in Your day and 365 hours over the next year.

11. "This is going to be really hard." Not true. Going through Whatever you have to go through is almost never as difficult as you imagined It to be. Mr. Rajeev, my high school principal, taught me that 95% of what we Fear coming at us will never hit us. It will ditch itself before it ever reaches us. And as to the remaining 5%, God has given us the tools to deal with it.

Posted By NEERAJ

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Kanyakumari

Our Kanyakumari Trip

Kanyakumari Coast

The coast is very colourful, took this one when I was on the way to the rock. From the boat you will get the view of the coast, which looks beautiful, there will be long line of fishing boats arranged on the coast, which adds colour to the surroundings. Most of these are motorised and you would see fisherman working on their nets.

Sunrise : A must watch

Having heard a lot about sunrise in Kanyakumari, I left my hotel at around 5:15 AM. I must be in the beach at 5:30 AM and was not hoping to find anyone around...but to my surprise the place was jam packed. There was no place to sit on the sunset point. Lots of people were doing pooja and chanting mantras....the effect was mesmerising...

I waited till 6:20 AM when the sun came out, but to my disappointment it was very cloudy, could only catch some snaps of the colourful sky as I waited for the sun to show up...but it never did..and I returned back to my hotel disappointed...The rock and the sttue looked beautiful under the colourful sky..worth a watch..

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http://members.virtualtourist.com/m/be568/
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Time Management Tips

Five Time Management Mistakes that Wastes a lot of Time
By: Shabbar Suterwala
Have you heard people say “Time Flies”, “There is no Time”, “Where is the Time” and sort of pharases. In my career of conducting Time Management Workshop, I have experienced some of the major flaws that people do which becomes an excuse for the above mentioned pharases.

For all those who would like to master their time management skills, must avoid these 5 major Time Management Mistakes.

1. Procrastination:
Those things which have to be done now are being procrastinated of being postponed. This is one of the traits which is not outside but within us. We have made up a habit that we will do it later as it is not urgent now, we keep on delaying it till one day it becomes burning and urgent, and then we have no choice to act on it. At this point of time, we have to leave aside something that was important but not urgent to complete this task.
Many of the corporate executives also get a kick from doing something that is urgent, they love to take pressure, their common phrase is “ohh, don’t worry there is still a lot of time”.

2. Do it Myself Attitude:
"This is too important. Better let me do it." "By the time I show them how to do it, I will finish it myself." There are these executives and managers who always want to be in the thick of the things. They also get a feeling of threat if some one else starts doing what I do. Some have this misconception about their indispensability.

3. No Clearly Defined Goals:
Because we do not know what to do, we keep on doing whatever comes our way. We keep on working very hard but still do not get results or the sense of achievement because we never have defined what we want to achieve. “A journey of thousand miles begins with the first single step.” We all want to take the first step and we are ready to take it, unfortunately we have not defined our journey so we do not know in which direction to take the first step.

4. Not taking Decisions:
One of the major mistakes which waste a lot of our time is in-decision. We keep on procrastinating our decisions. We do not take the right decision at the right time be it with our professional life or our personal or social life or be it related to our health. And unfortunately many of our decisions are not our decisions at all. They are being imposed on us by our boss, colleagues, family and friends. We also have this urge to be perfect at time and we need a lot of data and testimony to justify our decisions and also always we want to be right at all the time so we remain in-decisive.

5. No Action:
This one is the giant of the time waster which waste chunk of our time. We do not Act on our Goals, we do not take any action on the decisions we make. Many a time people decide to change their habits and behaviour but seldom they take any action step on their plan. So no action – no results. Some times people who do not have clarity of goals, do not see the destination, so, if this set of people act today and cloud sit with a book and pen and start writing down their goal, probably this action step will bring them closer towards their goal.

So if you want to start managing your time, start managing the above five mistakes. So here is your short brief powerful action plan:

Step 1: Stop Procrastination

Step 2: Empower people around you

Step 3: Write down your goals of paper

Step 4: Make those tough decisions

Step 5: ACT now on the above 4 steps.

How to Handle Difficult People

The job of any manager is how efficiently & effectively he handles people at work. It is a challenge as a manager to form coalitions of willing, eager, & ambitious people within the realm of your responsibility.
Handling people at work is not always as easy as it looks like, more so when a manager has to handle difficult people. They can destabilize you if you cannot understand & handle them properly. Every difficult person in the form of a boss, colleague, subordinate, friend that you come in contact with is an opportunity for you to grow & develop into a stronger, more resilient - & more serene- manager. The coping skills need to be learned.
If you get rattled with their behavior they might create a considerable damage in the smooth functioning of your department. Every organization, department, section has difficult people & these people have to be understood, handled & dealt with properly. Failing to act proactively might mean that you are scared to handle these difficult people & to make their presence felt they assume the role of a parasite slowly indulging in the act of gnawing & paralyzing the whole set up. Thus, it becomes a challenge for the managers to take these difficult people along with them while they are in the process of achieving concrete results.
How difficult people affect the work place
Difficult people waste a lot of time. They not only waste a lot of their time but waste a lot of your time.
Difficult people bring you down. Team efficiency suffers if you & your subordinates simply avoid the person causing the problems.
Difficult people affect you at all levels. The effects of difficult people vary depending on whether they are coworkers, subordinates, or your boss.
The problems you encounter in dealing with a difficult person stem from one of the 2 sources.
Conflicting Expectations. When you expect something from someone else – increased sales, stepped up performance, higher productivity, or more help with your workload- you set yourself up for the possibility of disappointment. Offices are full of subordinates, coworkers, superiors walking around resenting each other over expectations they never discussed, negotiated, or agreed to. Subordinates, peers, & superiors become “difficult” when they stand between you & your expectations.
Unclear Boundaries. Boundaries can be physical or emotional- that is, what you will & will not tolerate in the way others treat you or talk to you. People who cross these boundaries without permission can seem difficult. Ex: A subordinate crosses your boundaries when he walks into your office uninvited, cuts you off in meetings, sends out department-wide directives without consulting you, or makes unauthorized purchases. He becomes a classic difficult subordinate i.e., a difficult employee.
The difficult people in what ever form they are in your organization therefore deplete energy. Deplete energy dampens enthusiasm. Dampened enthusiasm decreases personal performance. Decreased personal productivity diminishes organizational performance. Diminished organizational performance destroys profits.
Hence, every organization & the manager need to have a certain strategies & language to deal with them. Before we really go ahead as to how to handle difficult people, we need to understand them. If you proactively make an earnest attempt to understand difficult people in your work place, the battle is half won.
Focusing on improving & forging the relationship is important because you can’t reasonably expect to change a difficult person-you can only hope to influence & change his behavior. Your power lies in your willingness to alter your own assumptions & attitudes. When you take the initiative, you reap rich dividends.
The Slave Driver. One kind of difficult people who makes unreasonable demands on your time, resources, & attention.
The Black Hole. Some one who takes everything you can give & then asks for more.
The Minutiae Monster. Someone who is inefficient, unfocussed, & obsessed with details.
The Busybody. Someone who doesn’t respect personal & professional boundaries.
The Recluse. Someone who is isolated & does not communicate with coworkers.
The Bully. Someone who deliberately intimidates others.
The Liar. A person who deliberately breaks the rules & misleads you.
The Outlaw. Someone who doesn’t play by the rules unless they’re his own.
The Blamer-Complainer. Someone who blames you & others for his mistakes.
Know-It – All. Someone who claims to know everything about everything.
After going through the above, you now have a fair idea of the many ways people can be difficult to work with. Note that not all difficult people will fit neatly into one of the categories but they may possess one or more traits which makes them difficult to work with. These people will behave in the most unconventional & unpredictable ways imaginable-intentionally or not. Be ready. In any event, be prepared to act decisively.
To be an asset to your company, you need to be a problem solver. In other words, you need to possess certain attributes at making problems go away. The more one does, the more he commands respect, the more he commands respect, and the more he would be given difficult & complex problems. The more complex problems he resolves, the more he commands value in the work place, the more he commands value in his work place, the more he commands a price. Thus, his career graphs sky rockets to all time high.
To manage all difficult people & the problems that come with them, you need to remember one basic principle:
FIRST, YOU MUST SEPARATE THE PROBLEM FROM THE PERSON.
The Constructive Confrontation Cycle. One of the best advices given by Henry Cloud: Go hard on the issue & soft on the person. In other words, when you need to confront a staff member, bring to the table both your high work expectations & standards & a sympathetic ear. Focus on what you want to get out of the confrontation. To solve the problem, make the relationship stronger, help the person develop & empower the development.
In a constructive confrontation cycle engage difficult employee in conversation, create a written covenant or an agreement. Schedule & conduct regular feedback & monitoring sessions. Celebrate the accomplishment of short-term goals. Repeat process until long-term goals have been achieved.
Progressive Discipline. If you have engaged in constructive confrontation with an employee who continues to be difficult, it’s time to use the extensive counseling & documentation you’ve built up to begin a formal program of progressive discipline. Progressive discipline offers difficult employees a chance to turn their situation around, under the looming threat of dismissal.
Give positive feedback in public, but give reprimands in public.
Termination. Sometimes there is no other option left for the manager to deal with incorrigible people in the work place, termination is the only answer. Be as diplomatic as possible to avoid any further confrontation in your work place. Trust that you are doing the right thing for your business and then make sure you follow all the correct procedures with the support of your HR department.
If you do need to terminate someone’s employment, the best time is at the end of the workday, preferably at the end of the week; make a point to call a meeting the next workday to notify your other employees in person.
Every Manager faces difficult people while they are in the process of achieving organizational objectives. The focus of a manager should be the company’s objectives & not the person who makes his job & your job difficult. You need to skillfully pull out the weeds as & when they appear. While undertaking this article, I have taken some invaluable points from the book ‘Difficult People’ by John Hoover.

This writeup is taken from a mail sent to me on Trainer's Forum

Why Experiential Learning is so Effective

Equality
It provides a common and yet novel experience where all participants are equal in their knowledge about the tasks and projects that will confront them. A unique set of projects and situations requires people to draw upon genuine team process skills as opposed to just functional ones.
Developing relationships quickly
Participants are interacting in close proximity whilst working on new and unfamiliar challenges. The communication, collaboration and effort that are required to meet these challenges develops relationships quickly. People may get to know each other better in a single day within this environment than over an entire year of normal working conditions.
Disequilibrium
The unfamiliarity of the challenges and problems places people in a state of di sequilibrium or disorder. They can not easily stand behind their normal status, roles and defences. Prior experience isn't as relevant in this environment. This can allow emphasis to be placed upon both task and process related themes as the group has to organise itself around the challenge.
Projective technique
In organising the instability or disequilibrium, the group projects their problem-solving skills, project management ability, and leadership style onto the experience. The experience provides a unique opportunity to catch participants doing what they typically do, inspite of knowing otherwise. The learning arising from this is profound and revealing. The window or mirror into their process provides unlimited information or data to shape their team based learning.
Decreased time cycle
The space between the project or challenge and the outcomes are compressed, so the consequences of organisational decisions can be easily examined and improved. Typically in an organisation , there is more of a time lag and more variables to consider, so any review or learning risks being diluted or delayed.
Meta Learning
In the experiential 'learning laboratory", as the projections and simulations shed light on the teams process, the group is asked to step back and evaluate their performance. The review is about themselves, their leadership, problem solving skills, teamwork, communication and managing change. The intensity with which these issues can arise, and then be discussed in this environment, is superior to that which normally occurs within the organisation. Sabre Corporate Development 1999 after Luckner and Nadler
Chaos and Crisis in a Safe Environment
Teams are able to experience chaos, disorder, crisis and changing requirements for success in a safe environment where the consequences for failure are limited. The team can develop strategies and best practices for managing these issues both in this environment and back at work.
Kinaesthetic Imprint
Experiential learning is an anchor for cognitive material. Participants have a kinaesthetic imprint or whole body learning of cognitive principles because the learning is graphic as it involves physical, mental and behavioural dimensions.
Common language / company mythology
The experience provides a common language, experience and story, which can be related to the work environment. The experience can provide a short cut in communicating a shared vision very quickly. The experience is stored in a way that is able to permit participants to see themselves and their colleagues in a new light. The experience (and stories attached thereto) can serve as a catalyst for continuing the theme in the organisation.
Encourage Risk Taking
The experience allows participants to take new risks, try on new roles and make mistakes with no danger or cost. Risks are naturally perceived rather than actual. Each person taking a risk pushes others to take on something outside of their comfort zone. There are always individuals who shine in this environment - whose leadership ability hasn't been noticed at work.
Diversity of Strengths
The team challenges and activities are designed to include a variety of elements that will challenge a range of team role skills. In other words input from all team members will be required to produce outcomes from projects specifically designed not to suit just one team role style or behaviour. One person cannot possibly succeed alone and so the interdependence of the team is highlighted along with the importance of diversity within the team.
Fun
This environment provides a highly enjoyable way to learn about and develop team and management process skills. Fun is a powerful aspect of effective learning with participants becoming more open to the experience and creative whilst participating in it. Sabre events and programmes will always place great importance on having fun. For this we don't apologise. These 12 points are drawn from the Experiential Learning Research of corporate psychologists Dr John Luckner and Reldan Nadler. Sabre Corporate Development 1999 after Luckner and Nadler

East European Shepherd, Candy

The East European Shepherd is a rare breed. These dogs were bred from German Shepherds and were taken to USSR in the early 1020's. These dogs were bred selectively in Russia during the cold war era. The dogs slowly started looking different from the German Shepherds by the 1950's and 60's.

East European Shepherd are tough and aggressive dog and it was used by the KGB, where the fully black coloured dogs were in demand. After the end of the cold war and split of USSR these dogs were no more used in the Army.

The dog can be trained easily and if the pup is brought home within 8 weeks then the y can be trained to become extremely friendly. They possess good temperament.

I have a male East European Shepherd, named Candy. Kindly find attached the pictures of Candy.