I presently work with women and teens who are in search of a more complete life.
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Success Equations by Jim Rohn
AUDIOBOOK: Learn how to design an extrodinary life and create abundance. $13.97
How: Why How We Do Anything Means Everything...in Business By Dov L. Seidman
*JUST RELEASED* "It is without question the single most interesting and thought provoking book I have read in a long time." ~ Murray Hidary, iAmplify
To Help Others Develop, Start With Yourself
by Marshall Goldsmith
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Great leaders encourage leadership development by openly developing themselves.
Listen to what General Mills CEO Steve Sanger recently told 90 of his colleagues: "As you all know, last year my team told me that I needed to do a better job of coaching my direct reports. I just reviewed my 360-degree feedback. I have been working on becoming a better coach for the past year or so. I'm still not doing quite as well as I want, but I'm getting a lot better. My coworkers have been helping me improve. Another thing that I feel good about is the fact that my scores on 'effectively responds to feedback' are so high this year."
While listening to Steve speak so openly to coworkers about his efforts to develop himself as a leader, I realized how much the world has changed. Twenty years ago, few CEOs received feedback from their colleagues. Even fewer candidly discussed that feedback and their personal developmental plans. Today, many of the world's most respected chief executives are setting a positive example by opening up, striving continually to develop themselves as leaders. In fact, organizations that do the best job of cranking out leaders tend to have CEOs like Steve Sanger who are directly and actively involved in leadership development. That has certainly been my experience. This has also been confirmed by a recently completed research project led by Marc Effron at Hewitt Associates, one of the largest HR consulting firms. Hewitt and Chief Executive magazine put General Mills on their latest list of the top-20 companies for leaders, among such familiar names as IBM and General Electric.
Hewitt found that these organizations tend to more actively manage their talent. They put lots of focus on identifying high-potential people, better differentiate compensation, serve up the right kinds of development opportunities, and closely watch turnover. But crucial to all these efforts were CEO support and involvement.
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TOLERATION FREE ZONE by Jane Weddle Comments (0) We all have tolerations – those things that bug us and drive us crazy! These irritants take energy away from us and stall us. Tolerations are simply people, situations, and stuff that are draining our energy and holding us back. Tolerations are things you are putting up with in your life. If your energy was contained in a bucket, then tolerations are the holes in that bucket that are leaking and draining off your energy!
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Eight Fearless Questions
by Margaret J. Wheatley
Comments (0) I think these questions are worth holding for a while.
How do you call yourself? How do you identify yourself? And have you chosen a name for yourself that is big enough to hold your life's work?
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“Thinking of a Massage?” American Massage Therapy Association
Some tips to help you find a massage therapist who is trained and qualified. free
The Pleasure Instinct
A delightful tour through the relationship between human beings and pleasure, from its biological origins, through its role in brain development, to the latest findings that have direct applications today.
What to Expect When You're Expecting
BOOK: The answers to hundreds of questions and worries expectant parents may have.
Alateen
SOCIAL SERVICE: Alateen helps young people recover from the effects of living with the problem drinking of a relative or friend.
To Help Others Develop, Start With Yourself
TOLERATION FREE ZONE by Jane Weddle 
Eight Fearless Questions
