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How to Beat Your Shyness

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Shyness is one of those things that is cute in babies and small children but can hold us back as we grow older. It can stop us approaching people we’d like to meet or even hold us back at work. We all suffer from shyness occasionally but if it’s your default mode it’s worth tackling it head on.

Often shyness is linked to our self image – how we portray ourselves in our minds. Which is often totally unrelated to how other people perceive us but that’s another issue completely!

If you are always thinking of yourself as a quiet person, that’s not going to help matters. But, equally, it’s unlikely that simply trying to change your thoughts will have much effect either.

That said, positive thinking is a contributory factor. Most people find that the best way to turn their mind round to being more positive is with things like affirmations – short phrases that you repeat to yourself regularly throughout the day.

It’s best to choose a handful of affirmations rather than have a pile that would rival the length of War and Peace.

Somewhere between 3 and 10 is a good number to aim for.

Start with something like “Every day in every way, I’m getting better and better”. It doesn’t tackle shyness head on but that is often a good idea as it means that it almost sneaks up on your shyness and is therefore less likely to be bypassed than something more obvious such as “Every day I am becoming more confident”.

That second affirmation is good because it doesn’t mention the shyness aspect of things. Negative words are best avoided anyway and it’s essential that you avoid them in the affirmations you repeat to yourself because our subconscious mind typically ignores the negative words and that can transform the intended meaning of things, often without our conscious mind even noticing.

Another good way to beat your shyness is by practicing at times and places where the result doesn’t matter.

So instead of changing yourself in front of all your friends and colleagues, change somewhere that you rarely (if ever) frequent.

Maybe a shop a few miles from where you live. Cashiers are generally a friendly bunch anyway and they react well to people who do more than just grunt at them.

It also gives you a set time period – generally, we don’t spend hours at the till, so the handful of seconds is manageable and doesn’t give your shyness time to remember that it “should” be making its presence known.

The good thing about this kind of practice is that it builds up over time and, before you know it, you’ll be less shy in other situations.

Another thing a lot of shy people use is hypnosis.

You don’t need to admit your shyness to anyone other than a web site’s checkout process. Then you download an MP3 and play it to yourself to help gradually change your shy ways into more confident ways.

It’s definitely worth investigating!

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How Do You Define a Good Logo Design?

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Everyone wants his company logo to be the best but how good is good? How do we define a good logo? Is it necessary to be colorful or an exquisite piece of art? Can a simple design work as a good logo? We are often in a dilemma.

Now to define a good logo design we first need to understand the purpose of having a logo. A corporate logo is one of the most essential branding elements for your company. It should be instrumental in building your corporate identity and should successfully exude the company’s attitude. The viewers must have some idea about the disposition, character, or fundamental values of your company through your logo. The functionality of a logo does not end here, I have not yet mentioned the most important function of a corporate logo. Your logo should be able to build a positive, strong and long lasting impression on existing and prospective customers. The very moment a person views your logo, even a part of it, he should think of your company.

Just think of some of the all time great logos, McDonalds’, IBM, Nike– the moment you see their logos, even if you see a part of it or may be in Black and White (there comes another important aspect!) are you able to think of anything else than the respective company? The answer is definitely NO! The first thing that comes to your mind is the name of the company. This shows how strong an impression their logo leaves in our mind. Isn’t that, what all of us are looking for?

How do you get your logo to leave such a strong long lasting impression? The key to this question is to make it easy to remember. Companies often make the mistake of thinking that a complicated artistic design might work well for them, while the reverse is true, in most cases. The simpler your logo is, the easier it is to remember and so it leaves a stronger impression on the people.

You also need to think of all the possible mediums where you are going to use your logo. You are not going to use your logo in only one medium, you might use it on your business cards and stationery, you might use it in your website, you might also use it in the conventional media like newspaper classifieds and magazines. This is why it is most important to inform your logo designers about the possible mediums where you are going to use your logo. You should also check if your logo looks good in Black and White, because tomorrow if you need to get a document in black and white with your logo on it, it should be very easily compatible to that as well.

In the beginning of this article, I have mentioned, that your logo can successfully convey the character and nature of your business to its viewers. How do we do that? There are a host of factors that are considered before designing a logo. When you place an order for a logo design, as a client it is your responsibility to give a clear brief of your company profile, the industry you are in and the nature of logo that you are looking for, to the designers. If you are not sure about the nature of logo that suits your company, let the logo design firm decide on that. There are many logo design companies who are experienced and they will be much better equipped to suggest you the correct type of logos. Any good logo design firm would conduct a market research about the different types of logos used in your industry by your competitors and their impact on the people. Based on that they will deliver you a set of logos from which you can choose any one and then they will customize that to your perfection.

If you have any corporate colors, as we have red for McDonalds’, it will be wise to suggest the designers to use that color in your logo-any good designer would anyhow do that.

One last word, as with any other industry, it is definitely beneficial to buy professional service than to go for any amateur designs just to save a few dollars. You might be the best in your industry but they know their job better than you, so if you want to get a good result, try to depend on your logo design company. I do understand that there are certain logo design companies that charge exorbitant rate to create a logo design but the industry is changing. These days there are companies that offer excellent logos for nominal charges. So before you decide to place your order for your logo design, check the portfolio of the company and then check the price tag. You can definitely find some professional logo designs at affordable rates.

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Proofreading – What is Reading Against Copy?

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Proofreaders often get confused by the term ‘reading against copy’, so in this article I will try to explain what the term means.

There are two ways in which a proofreader may be asked to work: either by reading against copy, or performing a straight (blind) reading.

When she is asked to read against copy, the proofreader will be provided with the author’s original typescript (or a copy of this) with the editor’s corrections marked on it, and a set of proofs produced by the typesetter. The proofreader then compares the proofs with the edited typescript, going through both, word by word, line by line, to ensure that the author’s text (together with any editorial amendments) has been faithfully rendered, with no errors introduced at the typesetting stage.

When performing a straight or blind reading, the proofreader will be supplied with proofs only and not the original typescript. In this case, the proofreader cannot know whether the original typescript has been correctly reproduced along with the editor’s corrections. Her role is simply to check the proofs for content, marking up any clear errors in spelling, punctuation, and so on, that she may find.

When reading against copy, most proofreaders operate by scanning a few words of the original typescript, then checking to see that these appear correctly on the proofs, with any editorial corrections properly implemented. Where there is a difference (if, for example, an apostrophe has been omitted), the proofreader indicates this with the appropriate mark.

For each correction, one mark must be made in the text itself and another in the margin. This is done in order to ensure that, when the typesetter comes to incorporate the proofreader’s corrections, he does not inadvertently skip over any of them.

Errors made by the typesetter must be highlighted with one color pen, mistakes by the author/copy editor with another. This is not in order to apportion blame, but to decide who should pay for the amendments. The standard system of color coding is shown below:

Red: This is used to show mistakes which have been introduced into the text by the typesetter.

Blue: This is used to show errors made by the author and missed by the copy editor, and errors made by the copy editor herself.

(NOTE: some publishers prefer black ink to blue — you will be advised of this when you start working for them).

Green: This color is reserved for the typesetter’s own queries or corrections.

The cost of ‘red’ corrections will be borne by the typesetter, while that of ‘blue’ corrections will be met by the publisher (or, in severe cases, the author). With a straight reading, of course, you will not know whose responsibility any errors might be. In this case, you will mark up all corrections in a single color (usually red).

As a freelance proofreader you are likely to be offered more straight readings than readings against copy. This is because the amended typescript is normally returned to the copy editor for her to check against the proofs. The proofreader’s role is regarded more as providing back-up: a fresh pair of eyes which may spot obvious mistakes overlooked by an editor jaded by over-familiarity. Although the amended typescript could be copied and sent to the proofreader as well, in practice this is often felt by publishers to be too much trouble. This may not be ideal, but it explains why proofreaders are more likely to be asked to perform a straight reading rather than reading against copy.

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How To Win More Negotiations By Using Power Right – Negotiation Tip of the Week

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What does power look like in negotiations? Is it encompassed in the outcome (i.e. he who obtains the most is more powerful)? Is it encapsulated within the flow of the negotiation, or does it stem from another source? You can win more negotiations by using power right, but first, you must know how and when to deploy your power. Thus, your assessment of how to present the presence of power should be based on the negotiator type that you’re negotiating with.

Lead or Led

Power in a negotiation may take the form of the person that’s leading or the person that’s led. In the former situation, a false pretense can be assumed because he assumes he’s in the lead. That can lend itself to a false sense of bravado, which might cause one to expose his hand.

On the other hand, some people prefer to be led in a negotiation. Of the four personality types of negotiators (i.e. Hard/Closed, Hard/Open, Easy/Closed, Easy/Open) the ‘Easy/Open’ negotiator type is the one most susceptible to being led.

Hard/Closed:

The most combative of the negotiator types will be the ‘hard/closed’ negotiator. His mental perspective is, ‘the only way I can win is if you lose.’ Thus, he’ll fight you for every gain you acquire and be very reluctant to make concessions unless he receives something in return. Just as an aside, some negotiators will adopt this posture to assess your response. That means this style of negotiation is not his preferred manner to negotiate. You can gain insight into the validity of his attempts by adopting the same demeanor, making a small concession and seeing how he responds or challenging him per his demeanor. In either case, don’t engage too deeply until you’ve gained enough of an assessment to know definitively what he’s up to.

Hard/Open:

This negotiator type will not be as rigid as the ‘hard/closed’ type, but she may be close. She won’t be as gruff. Her demeanor will be one of allowing you the hope of acquiring more of what you seek if you go along with her plans.

With this type, go slow. Allow her to lead you to gain insight into her plans. Again, make small concessions when appropriate and request concessions to determine how amenable she might be to a give and take process. Don’t attempt to be heavy-handed with her. If you do, she may stiffen and become the ‘hard/closed’ type.

Easy/Closed:

The ‘easy’ type of negotiators are the most amenable types to negotiate with. While the ‘easy/closed’ type will be the most difficult between the two, she will still be more open than the ‘closed’ types.

With this type of negotiator, adopt a power position; this is to let her know that you recognize the power you possess in the negotiation. Don’t pose it as an outright threat. Instead, position it as the silent stick that can be employed if the carrot doesn’t work.

Easy/Open:

This is the easiest type to negotiate with. He will be amenable to following your lead. Be sure not to spook him. If he feels safe in the negotiation, he’ll follow your lead without question; he’ll even do so to his detriment. But he wants things to appear fair, so be aware of this trait in him. The best power to employ is the appearance of no power. Let him think he’s in the lead and you can lead him from behind.

When using power in a negotiation, the way you employ it based on the negotiator type will impact the success you have with it. By knowing when and how to employ your power, you’ll be in a more powerful position throughout the negotiation… and everything will be right with the world.

Remember, you’re always negotiating!

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What Does Saying, "I’ll Try" Usually Really Mean?

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Have you ever noticed that many people tend to say, “I’ll try,” when asked if they can do something? What does that really mean? In most cases, when a person responds by indicating that he’ll try, it is simply a polite way of making an excuse in advance. When someone says, “I’ll try,” instead of saying “I will,” it usually indicates something about that individual.

It may indicate a lack of confidence – that the individual is unsure if he can accomplish the deed. However, if that is the case, and the individual is unsure that he has the ability, either he should ask or request assistance or guidance, or simply say that he is not certain that he can accomplish what is being requested. The reason that saying “I’ll try” causes additional challenges to the process is that an untrained listener believes that the person responding ‘I’ll try” will actually do just that – – try. More often than not, the person saying that he will try doesn’t make much of an attempt at all, because he, either consciously or sub-consciously believes saying that he’ll try somehow gets him off the hook, kin terms of getting the task done. The reality is that most try-ers are not do-ers.

“I’ll try” is another one of those subconsciously negative statements many individuals use. Saying, “I’ll try” often means “leave me alone,” but the person is trying to be polite! “I’ll try” also indicates a degree of dismissiveness and lack of urgency placed on the performance of the deed. If an individual says that he’ll try, he is really saying that if he can get to, and if he does it, then it will get done. “I’ll try” is a mere cliche, and the sign of a weak leader, if used by someone in a leadership position in an organization.

An effective leader thinks in terms of doing and achieving, rather than trying. It is very similar to the mindset of someone calling something a problem versus the more positive, results-oriented, “can-do” mentality of someone who sees something merely as a challenge.

Much of the difference between an effective and ineffective leader is that of perception. A strong leader sees challenges that can be overcome by effort, and doing, while a weaker “leader” sees problems in clear pixel everything, and while he’ll try, he probably won’t achieve. Which type of individual would you prefer in a leadership position.

Next time you undertake a task, don’t think in terms of trying. Rather, think in terms of doing, and accomplishing the objective. Put yourself in the mindset and frame of mine to get something done, and you are likely to get it done. Think in terms of trying and more often than not, you will not!

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How To Pick Winning Dogs Time After Time

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Is your luck at the track hit or miss? Do you do really well one day and not so good the next day? Have you given up on trying to figure out why you win – or, more importantly – why you lose? If that’s the case, maybe this article will help you change all that.

Greyhound handicapping isn’t an exact science. We all know that. But there ARE things you can do to become better at it, no matter how long you’ve been failing at it. Even if you have almost no days when you pick the right dogs, if you put some time and effort into learning to really analyze the most important factors in a race, you’ll be surprised at how much better you’ll do.

First of all, stop thinking that it’s luck that’s controlling whether you win or lose. Of course, luck has something to do with that. But it’s only a very small part of winning at the dog track. The biggest part is developing a system that works and sticking to it. Failing to do this is the biggest reason people can’t consistently win at the greyhound track.

Think about it, if you don’t focus on what works but instead keep trying different techniques that you hear about or that you think of on the spur of the moment, how in the world can you expect to win? Start with a good foundation, then build on it. If you’re really intelligent and good at figuring things out, spend a lot of time and effort and really study the races until you come up with your own personal greyhound handicapping system.

If you don’t have that much time or have never been able to figure out the races, don’t keep wasting your time. Find a mentor, someone to guide you. Or, if you don’t have the thousands of dollars that mentors charge, or a friend who is a handicapping whiz, stay within your budget with reasonably priced handicapping books that can help you develop a system. Like I always say, you shouldn’t have to spend a fortune to make money at the dog track.

You can also find free tips on the net, but I think we know that the old saying is true: you get what you pay for. If you’re not willing to pay at least a token amount, you’re not really serious about winning. Expect to have to work at developing a good method of handicapping even with good information and guidance from a handicapping book. Success doesn’t come overnight.

Even with a good handicapping system, you have to take your time, learn the method, and most of all, learn how to apply it at the tracks you play. All tracks have their quirks and you have to take this into account so that you can customize your way of playing to fit the circumstances. Track bias, quality and consistency of the dogs and several other factors have a big effect on race results.

Start out slowly. Learn the ropes. Most of all, when you’ve learned to pick more winners, be consistent. Don’t jump around from one thing to another. This – plus a good handicapping system – is the secret to how to pick winning dogs, time after time.

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Job Interview Question: How to Answer Who Is Your Best Friend?

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The “Who is your best friend” interview question is used often as part of the behavioral assessment portion of a job interview. The answer you give to this question provides the hiring manager with a sense as to how introspective you are in terms of how other people view you, and well you map your personality characteristics into a work environment. Answering this question or a related question like this well will be important to your chances of getting that new job!

There is no perfect answer in the interview to this question, but there are answers that cast you in a positive light as a leading job candidate, and responses that will result in a strike against you – too many strikes across too many questions equals no job offer.

The interview question is often asked in the form of “Who is your best friend”. When a name is given, the interviewer will then ask “If he/she was in the room with me right now, how would he/she describe you – both the positive and the negative”. I have often received responses of my spouse, my sister or brother, and my mom or dad, all of which are acceptable as well as peer friends.

Good Interview Answers to the Positive Attributes Question

A good answer typically shows that you have a sense as to how other people view you, and you know how to position this view in a way relevant to a work environment. Some examples include the following for the positive character trait portion of the question:

  • I’m outgoing and get along well with others.
  • I’m focused and driven to succeed on whatever task I take on.
  • I like to be challenged – whether a new game, a new environment, or physically pushing myself in sports.

Good Interview Answers to the Negative Attributes Question

I often don’t see really bad answers to the positive piece, but it gets interesting when asked about any negatives a best friend may articulate. These are some generally good answers that managers look for in response to a friend’s description of your negative traits:

  • Sometimes I can be a perfectionist at things and won’t stop until I master a task.
  • I can be a workaholic, and sometimes have to remind myself to balance my personal life with work.
  • I occasionally overextend myself with too many activities both at work and in my community work

Bad Interview Answers to the Positive Attributes Question

Believe it or not, I have received these answers in real interviews, and in addition to not being impressed with how the candidate is thinking, these often start tilting the interview more towards “do not hire”:

  • I like to party and people always want to be around me.
  • I am a shoe fanatic and the person to take shoe shopping.
  • I’m a social butterfly, and often have stuff going on every night of the week in my personal life.

Basically you want to be honest about how your friend would describe you, but use something that translates into a character attribute that a manager would see applying in a work environment.

Shopping, driving cars, etc. don’t fit this purpose, and some of the above answers indicate perhaps a lack of responsibility, especially if the impression is that you are too fun loving and your primary focus is on an active social life. A manager will interpret this as a weak work ethic, which will not be in your favor.

Bad Interview Answers to the Negative Attributes Question

Often responding with a negative is hard for most people [there are other interview questions along these lines as well], and the trick is to not portray a character trait as a true negative, and certainly never give an answer that casts you in a bad light in terms of lack of responsibility, maturity, work ethic, or teamwork.

Here are some real answers I’ve received in interviews that are not a good response to “what would your best friend say in terms of negative characteristics or behaviors”:

  • I party too much and often have trouble getting going in the morning
  • I don’t pay attention to time and often am late for our social appointments / movies / etc.
  • I’m always out of money and asking to borrow some until my next paycheck

Can you see why these would not be received well during an interview, and why you may not come across as someone I’d be excited at having on my team?

Not all interviewers use this question, but similar questions are used during most interviews – we want to learn more about your personality, and how you perceive yourself both in your eyes and in the eyes of others. Often people that are more introspective tend to be more focused on their behavior, contributions to a team, and receive and act on career coaching very well.

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We Cannot Give What We Don’t Have

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One of the most important things that we need to realize whenever we attempt to do something with or for another, is that we cannot give what we do not have. We must first become and/or have what we desire to give.

We cannot give neither money nor food if we have none. However, we fail to understand that this applies at every level of our being. We can only give from our essence and what is in our soul. Apparently, many of us are unable to get what we want to achieve in life because we are unable to get what we desire within ourselves first. We are not able to create the necessary conditions within our own being to have what is necessary to accomplish our desired external experience.

We must somehow change the essence of our being because there are certain concepts and understanding about how we create our experiences that were never provided to us. This is particularly true for anything in our life.

We cannot give what we do not have. We need to somehow become what we want to be in life. Consequently, we cannot love ourselves in the way we need to be loved, we cannot give love to another. We might be able to give because of a sense of duty, obligation and expectations, but we cannot give love simply because we do not have it to give.

In reality, we look for satisfaction in what we desire externally rather than finding satisfaction in who and what we are. To find satisfaction in who and what we are allows us to feel a wholeness within our being and experience a oneness in our life. Our desires arise from a desire to share the abundance in our life with others rather than looking for another to satisfy our needs.

Life maybe that complicated, but we can simplify it by being grateful and thankful of what we have. We can share to others these virtues but oftentimes ignored by some because of their incapability to accept intangible things that money can’t buy. It’s difficult to open up and love without feeling vulnerable.

I don’t know why other people impose too much. I am really a very nice person. But I am surrounded with very parasite people that they think of me as a wonder woman who can make everything possible. I am just like anybody else, imperfect but capable of loving and taking care of my family despite the odds. Why other people abuse my kindness? Can’t they see my worth?

The reason why I don’t want to stay near my family is that they want me to do everything for them despite the fact that I already gave them everything I have – time, money and effort. I also have kids who need my unconditional devotion.

You know that I would never leave you. I love you all.

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What is Organizational Innovation?

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Defining Innovation

Organizational innovation refers to new ways work can be organized, and accomplished within an organization to encourage and promote competitive advantage. It encompasses how organizations, and individuals specifically, manage work processes in such areas as customer relationships, employee performance and retention, and knowledge management.

At the core of organizational innovation is the need to improve or change a product, process or service. All innovation revolves around change – but not all change is innovative. Organizational innovation encourages individuals to think independently and creatively in applying personal knowledge to organizational challenges. Therefore, organizational innovation requires a culture of innovation that supports new ideas, processes and generally new ways of “doing business”.

The Benefit of an Innovative Organization

In promoting a culture of innovation organizations should foster:

– Cross functional team building while discouraging silo building

– Independent, creative thinking to see things from a new perspective and putting oneself outside of the parameters of a job function

– Risk taking by employees while lessening the status quo

The value and importance of knowledge and learning within organizational innovation is crucial. If innovation is about change, new ideas, and looking outside of oneself to understand ones environment, then continuous learning is a requirement of organizational innovation success.

The value of learning and knowledge can only be realized once put into practice. If new organizational knowledge doesn’t result in change, either in processes, business outcomes, or increased customers or revenues, then its value hasn’t been translated into success.

The road to organizational innovation lies in the ability to impart new knowledge to company employees and in the application of that knowledge. Knowledge should be used for new ways of thinking, and as a stepping stone to creativity and toward change and innovation.

Steps to Innovation

To determine how supportive your current environment is in fostering innovation read the frequently asked questions and answers below, about how to build an organizational culture that encourages innovation.

1) Is a climate of innovation supported by senior management?

a. That means, that such activities as risk taking and small ad hoc work groups that brainstorm and talk through ideas need to be promoted, supported and encouraged in the organization.

2) Do managers routinely identify and bring together those individuals more oriented toward innovation those willing to think new ideas and act on them?

a. Identifying new thinkers and individuals oriented toward change helps to ensure an outlet for innovation by supporting these individuals and giving them and like-minded colleagues the time and opportunity to think creatively. This is tantamount to becoming an innovative organization.

3) Is there a process in place monitoring innovation teams and identifying what has and hasn’t worked as a result of them?

a. Maintaining and monitoring innovation is important. This requires checks and balances that identifies how innovation is developed and managed and processes that capture what did or didn’t work. In order to be able to continue to innovate in a changing environment, continually monitoring the internal and external environment to determine what supports or hinders innovation is key.

4) How can an organization be strategic and focused on it goals yet build and develop an innovative culture?

a. The value of a strategic focus remains important to a company’s success. In fact, clear direction and understanding of a company’s mission can help fuel innovation – by knowing where in the organization innovation and creativity would provide the most value. An innovative organizational culture creates a balance between strategic focus, and the value of new ideas and processes in reaching them.

5) Is there a single most important variable or ingredient that fuels an organization toward an innovative culture?

a. Similar to other successes of an organization, what drives innovation are the people of the organization. First, management must set the expectation of innovation and creativity and then “doing business” is about how to improve processes, products and customer relationships on a day-to-day basis. This mindset itself will create an ongoing culture of innovation.

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How To Avoid Having An Ache, Become A PAIN?

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Although, from time – to – time, each of us, will experience, certain aches, and discomforts, etc, wouldn’t we, be, far, better – off, if/ when, we ensured, we wouldn’t permit these, to become, a PAIN? Unfortunately, some people, automatically, resort to taking some sorts of medications, pain – killers, etc, rather, than, emphasizing, common sense, approaches, and alternative ways, to handle these, in a well – considered, timely manner! When, this happens, the end – results, often, become worse, because, sometimes, we risk, taking certain actions, towards hoping to cure, which makes matters worse! With, that in mind, this article will attempt to, briefly, consider, examine, review, and discuss, using the mnemonic approach, how important, being, personally, proactive, makes a significant difference, in our health, and well – being.

1. Personal; proactive; planning; priorities; phases; perceptions: There is no such thing, as, one – size – fits – all, when it comes to, how to best – proceed, forward, when something, feels uncomfortable (an ache)! Therefore, we must consider, and understand, the power of our perceptions, and personal priorities! It is important, to avoid, the temptation, towards, procrastination, but, rather, to proceed, in a well – considered, proactive manner! Smart planning means, proceeding, in smart phases, and seeking, smart solutions, to address, enhancing our personal comforts!

2. Attitude; attention; actions; approach: Whatever the mind, of man, can perceive and conceive, he can achieve! When, we proceed, consistently, with a true, realistic, positive, can – do, attitude, we seek answers, and solutions, instead of some, easy path! Are you, ready, willing, and able, to proceed, with the needed, attention, and willingness, to take actions, in a well – considered, way? How you, approach, things, and your life, often, make a significant difference, in one’s happiness, and possibility, for maximizing health, and well – being!

3. Ideas; ideals; insights; imagination: Think, outside – the – box, and proceed, with a well – developed, imagination, and open – mind, focused on the finest ideas, which align with your personal ideals! Will your level of insights, make you, more, willing, to address, your challenges, proactively?

4. Needs; nuances; next thing: Will the next thing, you do, emphasize your best interests, and personal needs, and will you exhibit, the related, nuances, which position – you, to effectively, consider, your options, and alternatives, in terms of your health, and well – being, and proceed, accordingly!

Are you, ready, willing, and able to proceed, wisely, and avoid, having, any ache, automatically, become an unnecessary PAIN? Will you proceed, wisely, with an open – mind?

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Grass Colors and What They Mean

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Everyone knows that grass is green, but did you know that your lawn can change its color slightly throughout the year? The color of grass depends on the environmental conditions – how much sun and rain it gets and what the soil is like. Most subtle color changes are harmless, but if your lawn seems to be changing color drastically it could be a sign of an underlying problem. Below are some colors your grass may go, and what they all mean.

Dark Green

Dark green grass is a sign that it’s producing lots of chlorophyll – this is a sign of a healthy plant. It’s got enough nutrition to produce chlorophyll and thrive. Your grass may turn a darker green during the spring and summer when it has lots of sun, especially if you’ve fertilized during the spring. Make sure your lawn has enough water and you should have a lush green garden all summer long.

Yellowish

Yellowish grass isn’t producing much chlorophyll because it isn’t getting enough of the right nutrients from the soil. You may need to use a fertilizer to get the green color back. The best time to fertilize is during the spring and autumn, as this gives the grass time to take on nutrients before its main growing and ‘sleeping’ phases. If the fertilizer doesn’t work your grass may have a disease.

Red

A red tinge to your grass could mean several things. Sometimes it’s just a sign that the grass isn’t producing a lot of chlorophyll. If your grass turns red during autumn and winter, wait for the warm weather to come round again because this might cure the problem. Some grasses, like Ryegrass, have a natural reddish hue so check what species your plant is. Red can also be a sign that the plant is under stress – this could be because of environmental conditions, or it could be because of disease.

Orange

Orange color is normally produced by fungi that live on the grass plant. Rust disease for example leaves orange-colored spores that come off if you rub the grass between your fingers. They’re harmful and can kill the grass, but they usually don’t kill the whole thing off. If you do have rust disease you’ll need to treat your lawn to minimize damage.

Tan color

By the time your grass goes tan it’s most certainly dead. Tan grass has been scorched and dried out in the sun, shriveled due to lack of water, or mown too harshly and succumbed to damage. If you’ve looked after your lawn and it’s still dead it’s probably been a victim of disease.

You should always try to make sure your grass has a healthy growing environment, as this may halt or reverse the color-changes you see. Make sure your lawn gets enough water and nutrients and ensure that you mow correctly. A stressed lawn is prone to weaknesses and this is when negative (although reversible) changes can occur. If nothing works then you should assume your lawn has a disease and look into that instead.

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