managing or coaching what is the Solution?

http://gracelandtk.4-masters.com

Given the current state of business today, almost all leaders are concerned with a few predictable and problematic areas:
* Doing more with fewer resources
* Employee engagement and commitment
* Succession planning



Most clients I have worked with in the past believe coaching is the key to unlock the doors to some of the answers inspiring employees in challenging times, growing employee skill sets, delegating more tasks, empowering employees to take on larger responsibility.

However, most managers do not know how to successfully coach employees.
What does coaching mean to you? When we ask leaders this question, they often reply, “Telling people what you want them to do.” Yet most people tend to resist being told what to do. Change is hard to accept and it will always be resisted no matter how good it maybe: There are various reason that people resist change:

    * Lack of respect or trust for the person offering the solution

    * The person may not completely understand your situation

    * The advice doesn’t support or confirm to your own ideas

    * You’d already tried what the person suggested and it didn’t work
Why do leaders continue to give advice and direct solutions (“telling people what you want them to do”) why are there many reasons that advice doesn’t work? One reason is that most leaders have never seen a different (and more effective) model for really growing and coaching employees. When leaders provide advice and bark orders, they do not engender employee engagement; they do not grow the capability of their employees; they do not inspire employees to take on more complex assignments.

So what is effective coaching and how does it work? To answer this, Graceland tk will offer the solution as to what makes: what makes the best leaders-as-coaches most effective. We have researched the key competencies that differentiate the most effective coaches. We have studied other helping professions and related fields. While the sum of this research cannot be presented in a single blog entry, we are excited to share some very useful and practical techniques.

If you are interested in improving your ability to inspire others to their best performance, consider contacting Graceland tk consultants

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Emergency management

Emergency management (or disaster management) is the discipline of dealing with and avoiding risks. It is a discipline that involves preparing for disaster before it occurs, disaster response (e.g., emergency evacuation, quarantine, mass decontamination, etc.), and supporting, and rebuilding society after natural or human-made disasters have occurred. In general, any Emergency management is the continuous process by which all individuals, groups, and communities manage hazards in an effort to avoid or ameliorate the impact of disasters resulting from the hazards. Actions taken depend in part on perceptions of risk of those exposed. Effective emergency management relies on thorough integration of emergency plans at all levels of government and non-government involvement. Activities at each level
Emergency Management is one of a number of terms which, since the end of the Cold War, have largely replaced Civil defense, whose original focus was protecting civilians from military attack. The thinking today focuses on a more general intent to protect the civilian population in times of peace as well as in times of calamity.
What do think are we well prepared for the disasters to come now or in future and what we do? should we be faced by a situation like what happened in Haiti or in Chile? When they were struck by the earth-quakes? Are our governments prepared with the trained personnel and resources should such a disaster occur? And how stable are our new building that are mushroom everywhere everyday?

excellent: AFTER LOSING YOUR JOB – NOW WHAT NEXT?

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Euthanasia

Why Euthanasia should not be legalized
Euthanasia also known as mercy killing is a way of painlessly terminating one’s life with the "humane" motive of ending his suffering and is mercy killing humane?

Mercy killing is morally incorrect and should be forbidden by law. It’s a homicide and murdering another human cannot be rationalized under any circumstances.






Human life deserves exceptional security and protection. Advanced medical technology has made it possible to enhance human life span and quality of life. Palliative care and rehabilitation centers are better alternatives to help disabled or patients approaching death live a pain-free and better life.

Family members influencing the patient’s decision into euthanasia for personal gains like wealth inheritance is another issue. You can’t be really sure if the decision towards assisted suicide is voluntary or forced by others.

Even doctors cannot predict firmly about period of death and whether there is a possibility of remission or recovery with other advanced treatments. So, implementing euthanasia would mean many unlawful deaths that could have well survived later. Legalizing euthanasia would be like empowering law abusers and increasing distrust of patients towards doctors.

Mercy killing would cause decline in medical care and cause victimization of the most vulnerable society. Would mercy killing transform itself from the "right to die" to "right to kill"?

Apart from the above reasons, there is a greater possibility of euthanasia being mishandled.

How would one assess whether a disorder of mental nature qualifies mercy killing? What if the pain threshold is below optimum and the patient perceives the circumstances to be not worthy of living? How would one know whether the wish to die is the result of unbalanced thought process or a logical decision in mentally ill patients? What if the individual chooses assisted suicide as an option and the family wouldn’t agree?

Legalizing euthanasia is like sentencing anybody sick a death penalty, which is inhuman and cruel. One should be given care until the last breath and let us not try to justify murder which is motivated by ill motive

AFTER LOSING YOUR JOB – NOW WHAT NEXT?

Losing your job is a dramatic and often devastating life event. As I stated in my previous blog; because many people spend more time at the workplace then they do with their families, being fired can have both emotional and physiological effects that match; or exceed the feelings felt in losing a loved or a divorce.
The challenge for many fired employees is to navigate their way through the legal issues of wrongful dismissal while
coping with these feelings of loss.
To do this, it often makes sense to get legal advice from a lawyer or someone who is familiar with or who specializes in employment law. Employment contracts can be written or oral. Unless you have been fired for “cause" (more on cause below), you are most likely entitled to receive from your employer sufficient notice of when your employment relationship will end. Failure to provide you with such notice, or payment in lieu of such notice (severance), may be a breach of your employment contract and you may sue your employer for damages.
Please note the idea behind “notice” or severance is to prepare you to cope with the loss of you job and give you time to find a similar job with similar pay. Severance payments by employers are often made as a lump sum, but can be made as "salary continuance", which means that you will receive your salary during the notice period. This will depend on the agreement that you reach with your employer that form of payment

How Much Notice are you entitled to?
This should be well defined in the terms and conditions before you sign the contract read through, if you do not understand seek advise from a labour or a consultant its your life you are committing; one thing to remember you should never be in a hurry to sign the contract take you time. The employer took time before they hired you; you had to go through interview which sometime takes week before you get your result so take your time.
One of the things to remember is how much notice, or money in lieu of notice, an employer must give you upon a dismissal. In some case it could be up to eight week (if you have more than eight years of service) if you are faced with such a situation seek legal advice. You may be entitled to a much higher award of severance if you had a wrongful dismissal. Such issues that can led to wrongful dismissal would include, having regard to the character of the employment, the length of service of the servant, the age
of the servant and the availability of similar employment, having regard to
the experience, training and qualifications of the servant.” contact a lawyer, he or she maybe able to help you and earn you what you deserve.

Does my Employer have Cause to Fire Me?
The answer to this question is Yes Sometimes an employer will say that they had "just cause" to fire you. The employer does not have to give you any notice
of your dismissal or pay you any severance in lieu of such notice. In case of theft that the employee has actually committed but if not and the employer cannot prove you actually committed the crime, contacting an employment lawyer is the first thing you should do when faced with this situation.

Remember Doing Such A Good Job!
One thing that surprises many employees is being fired; do not be surprised; that you have been fired even after being voted the employee of the month. The reality is that employers can dismiss any employee they choose so long as the reason for dismissal
does not violate human rights or employment-related legislation and the employer gives the employee a reasonable amount of notice that the employee will be dismissed or pays the employee severance in lieu of that notice.

Remember, employers pay you a salary for the hard work you do and at the end of the day, when the employment relationship is over, don't expect more than a reasonable amount of severance at the same time don't expect less either! Take what is yours and leave in good terms you may need that employer for you reference in you future job search

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