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Leadership is a critical factor for any successful enterprise. Effective leadership helps build strong nations, enables businesses to grow and be competitive, and unites divided factions. Thus,People need leaders to give order, direction and a clear vision to their daily undertakings. Leaders therefore justin verlander embroidered white home jersey have a tremendous responsibility.

The absence of competent leadership can be quite disastrous. Without it, organizations tend to lose sight of justin verlander embroidered white home jersey their common goals and may become widely divergent in planning and execution. This justin verlander embroidered white home jersey can result in a lot of wasted time, resources and effort, not to mention dissent and distrust among parties. Leaders therefore need to equip themselves with the right knowledge and skills to make good decisions in times of crisis, empower and mobilize people, and find ways to get things done more effectively.

Not all people are born leaders, but most agree that the skills necessary for good leadership can be taught. This takes time, patience, focus and of course a suitable and relevant training program. A formal education at a business school, for example, can help aspiring leaders get ready to assume the cross-functional responsibilities of corporate leadership positions.

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justin verlander embroidered jersey -

The number one reason why senior leadership teams don't focus on more justin verlander embroidered jersey strategic things is…..

"There isn't enough time."

This came up this week, and that came up last week. Yada, yada, yada.

No justin verlander embroidered jersey wonder senior leadership teams struggle so much to do little more than information sharing.

Now, don't get me wrong. Information sharing is important. But, there are more important things that senior leadership teams should be PRIMARILY focused on ? such as making the consequential decisions that impact their organization (their department, business unit, or company depending on the level of the senior leadership team).

The reality, though, is that for senior leadership teams to make the consequential decisions that impact their organization, they need to spend time together. They need time to engage in the dialogue and debate that it takes to get committed to decisions.

And, most people don't have the time in their schedules to add something new.

So, the real question justin verlander embroidered jersey to answer is….

"What will you give up?" or better said, "What will you stop doing?"

Here's a simple model to help you determine where you are spending your time and what to stop doing. I found this concept outlined in The Accidental Sales Manager and made some modifications.

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verlander white home jersey - History

Slide mounted by the Realist mounting service.

Slide mounted in glass and sealed with tape.

Seton Rochwite was a camera hobbyist who began designing and building his own stereo cameras in 1929. In 1938, he began work on one that would be suitable for commercial manufacture; he built the first prototype in 1940. He brought it to the David White Company of Milwaukee who, interested in the design, hired him in 1943. The company began advertising the "Stereo Realist" in photography magazines in 1945, although it would not end up being produced until late 1947.

The David White Company had great success marketing the Stereo Realist system to the public. In addition to the stereo cameras there were special viewers, projectors, film cutters, slide mounting aids, cases, and other accessories available. They also offered a stereo slide mounting service. Several camera models were offered over the years, some with premium lenses and features. The basic camera architecture was shared among all the variants.

The Stereo Realist system proved so popular that several companies, such as Revere, Bell and Howell, Three Dimension Company (TDC) and Kodak came out with their own cameras using the same format. Some of the competitors offerings had features that the Realist lacked and/or were easier to use, and most were less expensive but none were as popular. The Kodak stereo camera in particular, which was both less expensive and easier to use, might have outsold the Realist, had it been released prior to the verlander white home jersey end of 1954.

By the mid-1950s the public's fascination with stereo imaging faded, and by 1960 the Stereo Realist was the only stereo camera of the 50s era that was still manufactured. Realist production limped on at much reduced numbers throughout the 1960s and finally ceased in 1971.The David White Company, which in the 50s changed its name to "Realist inc.", changed it back in 1990.

Design and engineering

Realist red button viewer, often considered the finest

The Realist uses standard 135 film. The unusual proportions of the slides (the image was 5 sprockets wide) became the standard for 3-D slides, and is known as "5P" or "Realist Format". It marked a significant milestone in stereoscopy. The arrangement of images on the film (1L-blank-2L-1R-3L-2R-4L...) seemed arbitrary but allowed for a simple film advance mechanism with little film wastage. A special accessory was available that used the otherwise blank frame near the start of the roll to identify the roll, though the procedure for using it was rather elaborate.

Image strip from a Realist 45 camera. Note the notch above image "5", which is the left eye image of a pair with image 7 being the right eye image of the same pair.

Because of the reversal that takes place due to the optics of the camera, the right eye image is on the left and the left eye image is on the right. Note that in the Realist 45 the film cartridge loads on the right side of the camera, causing the images to be upside down relative to the numbers. The standard Realist and Kodak stereo camera have the cartridge on the left side, so the images have the same orientation as the numbers.

The routine for taking a photograph with a Stereo Realist is elaborate, compared to a modern camera. One must lift the lens cover, focus, cock the shutter, and manually set the aperture and shutter speed. The wind release button must be depressed briefly while beginning to wind the film to the next frame. The film winding is then completed so that the camera is ready to shoot another pair of images.

Later-model cameras featured a double exposure button which could be pulled out to make a double exposure but could otherwise be left alone as well as a depth of field scale on the focusing knob. Many also had red marks on f6.3, 1/50 and on 20 feet. This was called the "The Three R's in Outdoor Stereo Photography" and is based on the then standard ASA 10 color slide film. Earlier cameras lacked these features but they could be added.

Accessories and mounting services

Back (label) side of a Permamount

Front (viewing) side of Realist permamount.

Realist aluminum mask and box

Because the Realist effectively created a new format of slide, its users needed a new line of accessories and services. The David White company obliged by producing a whole system which included everything needed to take, mount, view, and store stereo slides.

Among the mounting accessories were a complete mounting kit which included sorting tray, film cutter, and tweezers, three different types of aluminum masks, cardboard folders, a mounting jig, and mounting glass. Mounting glass could be secured with mounting tape or with plastic permamounts.

Permamounts were considered premium mounts with a label on one side and a neat viewing window on the other. They were considered suitable for projection because the rigid plastic construction was stiff enough for automatic magazines but no plastic covered the image area so there was no interference with polarization. The operator of the projector did need to be careful not to leave the same slide in the projector for too long though, because the heat would eventually start to warp the mount.

Viewing accessories included several types of viewers, the Realist stereo projector, and polarized glasses.

There were also various types of slide storage cases available, some of which could also accommodate the viewer as verlander white home jersey well.

Most of these accessories were also made by other companies, some of which were more versatile than the Realist offerings. The Stereo projectors made by TDC (Three Dimension Company), for example, were far more popular than the Realist stereo projector. Some users preferred cardboard slip in mounts made by 3rd parties because of their ease of use even though they were generally considered to be of lower quality and were not suitable for projection. The Brumberger binder frames and mounting glass were very peopular among users of Stereo projectors.

All of these can be found on eBay in used or occasionally NOS condition and some of them (or their modern equivalents) are still manufactured.

The Realist stereo mounting service used several different types of mounts during its run. The earliest verlander white home jersey mounts used a type of aluminized cardboard mask inside a cardboard foldover. This tended to warp with exposure to humidity thus changing the alignment of the film chips. In older slide collections, the film chips may have slipped to the point that the slide is unviewable without readjustment and one film chip may have even fallen out!

Later slides from this service were usually in "precision mounts" which contained an aluminum mask inside the same style of cardboard foldover. The precision mounts may or may not have the words "precision mount" printed on the outside.

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When Apple last week announced that?Steve Jobs?was stepping down as CEO, the company's transition plan took effect and COO?Tim Cook?took the reins of perhaps the world's most innovative enterprise.

The following morning Cook sent?an email to Apple employees?with his view of the organization, his new role leading it, and what the future looks like. In our view, Cook's message was pitch perfect in strategy and tone, and it's a model that any new leader ? whether CEO or verlander jersey manager ? could use.

Specifically, he touched on five key points:

Optimism. The first sentence sets the tone for employees that as a new leader, Cook is energized and eager to lead the company, writing: "I am looking forward to the amazing opportunity of serving as C.E.O. of the most innovative company in the world."
Humility.?Next, he expressed enthusiasm for the company and degree of humility when he wrote: "Joining Apple was the best decision I've ever made and it's been the privilege of a lifetime to work for Apple and Steve for over 13 years."
Stability. At a company like Apple, which is firing on all cylinders, employees probably would expect a change of course by their new CEO. Cook clarifies it: "I want you to be confident that Apple is not going to change. I cherish and celebrate Apple's unique principles and values."
A Nod to the Past. Succeeding an iconic leader like Jobs verlander jersey could be daunting. Cook takes special care to acknowledge the extraordinary success Apple experience with Jobs at the helm: "Steve built a company and culture that is unlike any other in the world and we are going to stay true to that ― it is in our DNA."
A Look Ahead.?"I am confident our best years lie ahead of us and that together we will continue to make Apple the magical place that it is," Cook wrote at the end of his message. In other words, full steam ahead and I look forward to working with you.

In about 200 words, Cook spoke volumes about his vision for Apple and verlander jersey enabled employees to concentrate on their work, not uncertainty.

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Behavioural Overview

Probably one of the better known supporters of the Behavioral Theories was Kurt Lewin during the 1930s. He described the behaviors of different leaders, identifying three different kinds of justin white home jersey leaders:

Autocratic
Democratic
Laissey-faire

According to Lewin, autocratic leaders made decisions justin white home jersey solely on their own interpretation of what need to be done quickly. They made no reference to any other opinions. Lewin recognized different degrees of democratic leaders. In other words, some were more democratic than others. Unless the need for a decision was particularly pressing these leaders allowed input from colleagues, often weighing up the worth of others' opinions before making a final decision. Meanwhile, Lewin's interpretation of a laissez-faire leader was one who guided a team of colleagues but sat back and let them make their own decisions. This type of leader would be best described as a motivator or facilitator in modern terminology.

Where Lewin Meets Hersey-Blanchard

Failure to come to any conclusion regarding the personal characteristics of leaders led to the development of theories that focused on the situations surrounding the leader. One of the more popular theories belonging to this category was the Hersey-Blanchard Situational Leadership Theory. Basically, this involves the mental capacity and maturity of the leadership team. This theory was developed by the author of the justin white home jersey book ‘The Situational Leader' and the author of ‘The One-Minute Manager'. The former book was written by Dr Paul Hersey and the latter by Ken Blanchard. This gave rise to the name of this particularly theory: the Hersey-Blanchard Situational Leadership.

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I enjoy reading biographies. By learning about the lives of leaders I am better able to understand the challenges I face today. History is full of stories about great leaders. What I have found to be most appealing about leaders that I have studied is that they believed in justin jersey a cause and saw all obstacles justin jersey as mere inconveniences that would eventually be overcome. While in the business world these people are today called CEO's, in the past, these were the people who put their lives on the line justin jersey for a cause they believed in. Some of the most obvious of these leaders were the leaders in the American Civil War.


In the past great leaders believed in the cause.

They did not fight because they had nothing better to do. As a matter of fact many of the men who took up arms had families at home, and great jobs bringing in a lot of money, but the cause was more important than anything else. They walked away from everything because the reason was good enough; it was worth laying their life down for. While you may not need to put your life on the line for your job, you do need this kind of dedication in order to be a great leader.

The leaders stood in front of the fire. Instead of standing at the back of formations and sending the soldiers out to fight, American Civil War leaders were the ones who went out in front of the soldiers. They were often the first one to take a bullet. Today things are different, when something goes wrong, usually someone further down the line loses their job when the leader blames them for the problem.

With success there is often failure.

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Why is it important to develop future leaders within your company?? Continuity of company culture, labor shortages, and an unexpected death of a senior manager are just a few important reasons.

In his book, Built to Last, Jim Collins describes the very successful succession planning process that GE’s CEO, Reginald Jones, took to find a new CEO.? The process involved 96 justin verlander white home jersey candidates over seven years before Jones narrowed the candidates down to a single successor: Jack Welsh.

GE’s commitment to the succession process not only identified Jack Welsh, but all of his predecessors as well.? These leaders were visionaries and change agents ? an important, ongoing part of GE’s culture.

While justin verlander white home jersey you may not currently be in need of a successor, have you at least identified some potential candidates?? Who within your organization has the potential to succeed you?? And how long will it take before they are prepared to take your seat?

Challenges justin verlander white home jersey for Mid-Market Companies

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Some people remain under the impression that leaders are not meant to show signs of weakness, and this is true―to some extent. Leaders must indeed display a certain degree of confidence and be able to command respect and obedience in most situations. This does not mean, however, that they should deny their own weaknesses. What matters is that they overcome their flaws and focus on their strengths instead.

Overcoming one's weaknesses requires determination and optimism. We must all face adversity at some point, justin verlander jersey but the real challenge is how to make something good out of it. Take, for example, a successful entrepreneur who once suffered from attention deficit disorder (ADD) and dyslexia in his younger years. He didn't finish high school due to his learning difficulties, but these did not stop him from pursuing his dreams. He sought other means to help himself, and his drive, assertiveness and adaptive nature eventually paid off.

This is probably an aspect where we can we can distinguish between leaders and followers. Anyone can justin verlander jersey be a leader, but not everyone ends up becoming a leader. Grit, hard work, a high level of intellectual and emotional intelligence, commitment to excellence, and the ability to motivate justin verlander jersey and persuade others to work for a common objective―leaders must have all these and more to succeed. They must also remain open to opportunities for continuous learning.

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In today's corporate world hiring managers often detriot #35 white home jersey give as much consideration to an applicant's personality as they do to educational background or professional experience. When hiring for positions that are calculating in nature, an accountant, a technician, perhaps a computer programmer, a hiring manager will likely be looking for candidates who detriot #35 white home jersey are reserved, focused, and task-oriented, with the belief that these character traits are important contributors for success in their line of work. In sales, intuition tells us that the outgoing, people-oriented candidate is going to be more productive than someone more reticent or introverted. Besides general sociability, the hiring sales manager will also factor in other personality traits: sincerity, empathy, doggedness, and the resilience to hear "no thank you" repeatedly while maintaining a positive attitude and moving forward. For years these have been the attributes we instinctively look for in a sales person, but are we justified in doing so?

Preliminary studies in this field have produced some revolutionary findings that suggest that our instincts may be well off the mark. Contrary to intuition, recent evidence-based research demonstrates that the outgoing and gregarious person might not be best suited for sales. Such a counter-intuitive finding could radically alter the measures by which companies recruit and hire young salespersons. Imagine if every company that has placed a heavy emphasis the degree to which a candidate proves to be outgoing or extroverted was in fact passing on people better suited for the job. For sure the company may be hiring effective communicators, people who are able to make contact and maintain relationships, but quite possibly they are overlooking the potential salespeople that can produce the most sales, and in the overall picture, isn't that what every company seeks?

Sam Johnson, an expert in personality theory, and President of ALC points out that, "The overall amount of money that hypothetically has been lost in unrealized sales is enormous if preliminary studies are correct. What is important though is that we believe we know what to do now, we believe we know what personality type does sell the most, and we are confident that better decisions can be made in the future." The next question that begs to be answered is, if outgoing and people-oriented are not the traits we are looking for, then what is the personality type best suited for sales?

With over a decade in sales training and an academic background in personality theory, Johnson has developed his own hypothesis. "The outgoing individual, who is at the same time task-oriented, has the most ideal combination of personality traits for sales. Such an individual is generally direct, dominant, driven, and constantly striving to achieve one task after another." Recently concluded evidence-based research from Dr. Kirk Wakefield, of Baylor University supports this hypothesis, with outgoing/task-oriented personalities prominently out producing other personality types in sales. Interestingly, the same study found that the reserved/people-oriented personality types were the second best in sales performances. The study suggested that this is because such individuals are very conscientious of their clients' needs and detriot #35 white home jersey look to fulfill them.

If your company has been hiring outgoing and people-oriented personality types for sales and you are wondering why you are not closing enough business...well we think we might have an answer for you.

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Effective practice planning is vital to the success of your basketball team throughout the season.? One of the biggest mistakes I see young coaches make is to think they can run an effective practice without planning it out in advance.?? There is a skill to designing an effective practice and any coach can learn that skill by keeping some simple principles in mind.? If you will follow these 6 basic principles I guarantee your practices will be more effective, your players will be more focused, and your season will be more successful.

Determine what your objectives for the practice are. You can’t simply show up to practice with a plan to “just practice basketball”.? There is a lot to the game of basketball and if you don’t think so, try showing up with a group of 10 teenagers and try to keep them interested and on task for 90 minutes in anything other than a video game or text messaging.? You must approach every practice with at least one and no more than four specific objectives.? For sub-varsity teams I would suggest only one in order to keep things simple. ?Those objectives may be as simple as, “improve shooting ability by getting every player to make 8 out of 10 lay-ups” or it could be as complicated as “making sure every player understands their assignments and rotations in our 1-2-2 full court press”.? The objectives are not critically important as long as you and your players can understand it and at the end of the practice you can ask yourself, “was the objective accomplished or not”?? Before practice starts, your team needs to be aware of what the objectives are so they can begin focusing and have a clear vision of why they are doing certain drills.
Only use drills that teach to your specific objectives for that practice. This is very important so your players do not become confused.?? Too often players are taken from detriot #35 jersey one drill to the next without knowing why they are doing them.? Young coaches often think that because a drill is fun or challenging that it is a good drill.? Do not make the mistake of doing “good drills” just because they are basketball drills.? A “good” drill is one that teaches a specific set of skills to reach the objective you have established.? This means that a good drill one practice may not be a good drill for another practice based on what your objectives are.
Drills and skill development should build in a progression from simple to complex. Set your drills up in a way that teaches a progression of skills leading up to your objectives for the practice.? For example:? If my objective is to improve help defense as a team, I will start with a 1 on 1 close out drill with an emphasis on foot work and reaction time.? The next drill in the progression will be a 2 on 2 close out with an emphasis on foot work, reaction time, off ball positioning, and help and recover technique.? The next drill in the progression will be a 3 on 3 drill with an emphasis on foot work, reaction time, off ball positioning, and help and recover technique.? The next drill in the progression will be a 4 on 4 drill with the offensive players cutting with an emphasis on foot work, reaction time, off ball positioning, help and recover technique, and staying with your player as they move while still being able to see the ball.? The final drill will be a 5 on 5 controlled half court scrimmage with the offensive players running through their offensive plays and trying to score a basket.? This means the defense really has to work on all of the above skills in a game like situation.? It started with a detriot #35 jersey simple 1 on 1 drill to a controlled game of 5 on 5.
Stay on time and stay on schedule. It is very important that a practice starts on time and ends on time.? detriot #35 jersey This will allow players to know where they are during a drill and when it is getting over.? The optimum time for a varsity practice is 1 ? - 2 hours.? Let the players know ahead of time the length of the practice.? Early season practices can be 2 hour practices because you need a lot of time to put everything in.? However, by the midway point of the season you should only be practicing for 90 minutes each night.? After 90 minutes, practice becomes tiring and difficult for young athletes to stay focused and usually very frustrating for you as a coach.? This is a lose-lose situation that you can avoid with concise practice planning. ??You and your players should leave each practice feeling like you wanted just a little more.
A drill should never last more than 15 minutes. The best time frame for a drill is 5-10 minutes.? At first you will feel rushed by adhering to this principal but you and your players will learn to adjust and it keeps you from over-coaching as well as learning to focus on the most important parts of the drill.? It is great practice for time outs and game situations when you only have a 30 second or 1 minute window to adjust and emphasize what is important.
Write your basketball practice plan out and post it for your players to see. Also, you will need to keep a copy for your records so that you can reference it when designing tomorrow’s practice.? The same concept of progression should apply from one practice to the next so it is important for you to keep a record of what you have done.? This will help you keep track of things that do and don’t work which will make you more effective as the season progresses.? I use a basketball coaches planner called Coaching Planner designed specifically for practice planning, game planning, and scouting opponents.? It’s a great way to keep everything I need in one place.