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Archive for the ‘Personal Development’ Category

Louise O’Neill: ‘Should I challenge myself, push myself further when I dont know where that road will take me?’ – Irish Examiner

Posted: November 7, 2020 at 3:55 am


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In those brief, glorious summer months when lockdown was lifted, I returned to my gym classes.

Id missed them more than I thought I would; as a writer, I spend most of my time alone and while I enjoy my own company, the other members were often the only people Id speak to someone outside my family.

During one of the last classes I took before Lockdown: The Sequel began, I noticed that the kettlebells I was using suddenly felt too light. It was strange, I thought, as they had been the perfect weight for me the week before, heavy enough to be challenging but not enough to cause an injury.

It seemed as if this new-found strength had literally happened overnight but the truth was it was a culmination of weeks, if not months, of hard work, building up my stamina until I instinctively knew that it was time for me to move on.

Thinking about it afterwards, it seemed like the perfect analogy for my own recovery. The easing of eating disorder symptoms felt almost miraculous, as if I had woken up one morning and decided that I was finally ready to heal.

Ready to let go of something that had been a part of my life for so long at 33, Id had an eating disorder for more years than I had not and I became doubtful that I would ever be free of this affliction. Looking back now, I can see that the day in June 2017 that I mark as my anniversary wasnt a bolt-of-lightning, St Paul on the Road to Damascus moment of metamorphosis; my healing had been a long time in the making, it just took a while for me to see the proof of it.

Ive been in full recovery now for over three years and, like that day in the gym, there comes a time when the work begins to feel light. Things I struggled with in the beginning now seem easy, second-nature, and Im faced with a choice.

Do I keep using the lighter weights? Ive been happy with my results and I feel comfortable, I know Im not going to get hurt here. Or should I challenge myself, push myself further when I dont know where that road will take me?

My therapist says the next step in this process is fully inhabiting my body. Settling into my bones and feeling all of my feelings. There will be no more dissociation if I take this route, no numbing out if I feel anxious or sad or hurt.

Ill sit with it all, no matter what. It sounds hard, I say to her, and worse, it sounds boring. But I know from previous experience that it will work. The key to success is consistency, the baby steps taken every day, the plodding determination to get to the finish line.

We dont want that though, do we? We want to drop a dress size in two days, we want a face serum to make us look ten years younger overnight. We dont want to hear of slow, steady progress. I see it when hands go up after an event and someone in the audience will ask, how do you write a book?

Its obvious they want you to tell them The Secret and they are visibly disappointed that you have none to share; the only secret to writing a book is to sit down at your computer every day and write the book. One word after another, over and over again, even when its hard and boring and you want to quit. You just keep going.

In my search for wellness, I have done past-life regression and hypnotherapy, I have had angel healings and Reiki, I have tried crystals and acupuncture and homeopathy and yoga and meditation. Some were more helpful than others (acupuncture and Transcendental meditation, take a bow) but none were the one-stop cure I so desperately wanted.

I would google Ayahuasca ceremonies with shamans in Peru and personal development courses that offered the equivalent of thirty years of therapy in one week and cost ten thousand-euro, money I didnt have. I wanted a miracle but one without true faith. Faith would have required turning up and doing the work with no guarantee of success. I was looking for a quick fix, an easy-way out. I was searching for a shortcut when there was none. I understand now that theres a reason why thirty years of therapy in one night is a bad idea, if not dangerous. Real change requires work, and its often tedious and painstakingly slow.

In our desire to rush through it as fast as we can, we dont stop to consider that maybe some things in life should be slow. That we need to take our time with the process in order to let it become a part of who we are.

Louise Says:

Read: Yaa Gyasis Homegoing was one of the best debuts Ive ever read, and her second novel, Transcendent Kingdom, confirms her incredible talent. Centring on the American children of Ghanaian immigrants, Transcendent Kingdom tells the story of a PhD student grappling with the legacy of her brothers Opioid addiction. Deeply moving.

Listen: I missed Conor Behans now-defunct Popsessed so much that I was over-joyed to hear he has a new podcast. In Housewives and Me, he is joined by some of his favourite people to talk about their shared love for the Real Housewives franchise.

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Louise O'Neill: 'Should I challenge myself, push myself further when I dont know where that road will take me?' - Irish Examiner

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November 7th, 2020 at 3:55 am

Personnel Today Awards 2020: Learning and Development Award shortlist – Personnel Today

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Molson Coors Brewers UK and Ireland collects its award for Excellence in Learning and Development at the 2019 Personnel Today Awards

With just a few weeks to go until the Personnel Today Awards, we continue to celebrate those on the 2020 shortlist by taking a closer look at the Learning & Development Award finalists.

In a competitive retail environment, customer experience is key. This is why Aldi put in place a robust programme of customer service training that focused on behavioural interactions for all of its 30,000 store operations colleagues.

It developed a set of new customer service principles called CARE and selected Team Academy to help colleagues engage with them. The two parties developed seven workshops to upskill staff on the new principles, including interactive sessions that featured games, quizzes, role play and group work to create a memorable experience for colleagues.

The Personnel Today Awards are going online this year!Register here and join us in celebrating the winners on 26 November.

Aldi and Team Academy also engaged the board and senior leaders in the new principles, encouraging them to act as role models for the messages they wanted to get across. These senior leaders attended the same training programme as Aldi store colleagues, while Team Academy developed a train the trainer programme to transform Aldis best managers into the best trainers maximising the resources Aldi had at its disposal.

The programme represented an investment of 2.24m and all staff received five paid training hours. In 2019, Aldi delivered record customer satisfaction at 76.7% a 4.78% uplift on the previous year. The Institute of Customer Service recognised the supermarket for being the best grocery retailer and Which? named it the second-best grocery retailer (up from 38th the year before).

Research carried out by GSK found that its graduate chemists were not securing senior roles within the business, indicating that the training it provided did not provide them with the skills they needed to progress within the organisation. This prompted it to develop a two-part programme of continuous professional development.

After forming a specialist team to lead the project, a training needs analysis was conducted and found a successful programme would require a number of factors, including flexibility to support career breaks, an externally recognised qualification and recognition of formal training and experiential learning.

It partnered with the University of Kent to deliver a postgraduate certificate in professional development, which has been completed by 42 employees; and with the University of Strathclyde to deliver an MPhil/PhD programme, from which 36 staff have graduated.

Graduate-entry GSK chemists have progressed into senior positions that have been predominantly filled by postgraduate-entry chemists previously. Five moved into leadership roles when new departments were created and 10 are now key liaison links with UK universities to foster a relationship with chemistry departments. A further nine GSK staff are supervising PhDs.

Programme details have been included in GSKs recruitment campaigns for full-time graduate chemistry positions. In one campaign, 250 applications were received double the number received following a previous campaign.

HiBob is a supplier of HR information systems. After a couple of years of rapid growth, it noted that staff were not generating enough sales leads or conversions, especially new starters. They were taking too long to hit sales targets which had a direct impact on commissions and salaries, leading to increased staff turnover.

It brought in sales psychologists Salecology to support its people to perform and win more business from competitors. Its training focused on three key areas: understanding the customer; structure, process and methodology; and emotional-intelligent selling.

Workshops were carried out to map the various target customers and categorise them into Strategic, Managerial and Operational levels. Customers at each level were interviewed to understand more about their role and needs, and a persona was created for each to help educate the team on how to adapt their sales messaging to engage them.

Behaviour and habits take longer to embed than knowledge, so the programme was designed to roll out across a 10-week period. Each week two or three new behaviours were trained, with actions defined to practice across the week. Support material such as e-learning modules, videos and printed material were provided throughout the process. Managers underwent separate coaching to educate them in spotting sales behaviour and coaching behaviour change.

Sales lead generation increased by 140% and time to complete a sale reduced from four months to four weeks. In the past six months, voluntary staff turnover reduced to zero.

Investor services group IQ-EQ made a series of acquisitions throughout 2018 that tripled its headcount and expanded its global footprint into 23 jurisdictions, bringing an array of business cultures and management styles into the organisation. Striving to become an employer of choice, it wanted to develop effective people management skills, with a particular focus on line manager capability.

Basecamp, an in-house programme for managers, was born. New or developing line managers attend a two-day offsite event followed by eight monthly one-hour virtual training sessions to embed key learnings and introduce additional topics. Although based in theory, the learning comes from continuous in-the-moment reflection. Each delegates thinking is challenged and they come away with improved self-awareness as well as simple, practical steps to put their learning into practice.

Cohorts are formed of 15 to 20 people who might not normally work together, and guest speakers join sessions to share their own management journeys, reflect on learnings, and offer mentoring opportunities. Myers Briggs Type Indicator testing is also used to increase self-awareness and provide a common language.

Thirteen Basecamp programmes were held in 2019, training 229 delegates from 16 countries. A nomination process and waiting list have had to be introduced because of its popularity.

Instances where company leavers have cited their line manager as the reason for leaving have fallen from 38% to less than 7%.

To give customers a better experience and increase customer acquisition, commercial equipment firm JLA developed The JLA Way to develop a new culture and mindset around skills development and behaviours. It decided that using a blended learning approach was the best way to do this, as was getting sales staff to own their own personal development, not the L&D team.

The sales team undertook a 12-week learning programme, developed in partnership with Salecology. Each session focused on one or two behaviours, which were embedded before the next session. Education and application were separated, with behaviours introduced via video, workbooks and online material and classroom time focused on applying the skills learnt.

Each manager sat two formal exams around The JLA Way and spotting and coaching behaviours. When passed, delegates were awarded Sales Behaviour Analyst certification through Salecology.

With The JLA Way defined, the induction process was completely overhauled to include the new methodology and focus new starters with the right behaviours, building their confidence and providing robust, consistent sign-off levels.

Several new coaching tools for managers were adopted, including one for sales observation. A new monthly review process was introduced and a quality team was established to listen to pre-booked appointments and provide coaching and feedback.

JLA has seen its net promoter score double and the proportion of staff hitting their sales targets has increased by 11%.

This year, car manufacturer Kia launched a $25 billion strategy known as Plan S to transition into an electric vehicle manufacturer within five years, with ambitions to hold 6.6% of the EV market share by 2025. To do this, every team member from junior sales staff right up to C-suite level must have an in-depth understanding of electric vehicles and a skillset to compete in a changing industry.

Working with DBLX, it created a digital learning experience accessible to every employee across the globe. The 40-minute programme combines video, animation, 3D print and storytelling to provide an immersive learning experience, taking the learner on a journey where they discover how electric vehicles play a key part in Kias strategy, how they help meet tough emissions targets, how they are charged, how the different types of EVs are designed and built, and how they can fit in with a customers lifestyle. Learners also get to build their own EV in a custom-designed virtual factory.

The programme was initially offered in English but has since been translated into seven other languages. This has allowed almost everyone across the Kia group to complete the training.

Kia had an expected completion rate of 80% and to date has far exceeded this. It has been taken by 98% employees with an additional six countries requesting local translations.

Kia has seen a 4% growth in market share and 2.7% increase in sales, which it has attributed to the training. Employees have reported increased levels of confidence in their self-assessments, which has been echoed in the competencies reported in performance assessments undertaken by managers.

In March 2020, with Covid-19 infections increasing rapidly and the NHS coming under intense pressure, NHS England and Improvement recognised a need to provide rapid, evidence-based support to managers operating in a high pressure environment. Evidence suggested that post-traumatic stress disorder was a real risk, but it was also a possibility that they would emerge with a sense of greater resilience and renewed purpose, sometimes described as Post Traumatic Growth.

It formed its approach by launching a buildathon a virtual, agile design event, bringing together 30 expert contributors from the Centre for Army Leadership, NHS England and Improvement, the Leadership Academy and from the psychological and wellbeing practitioner communities.

The group developed a 10-point plan on leading compassionately through Covid-19; produced a series of authoritative three-minute guides, each linked to a theme in the 10-point plan; introduced dynamic support resources, including videos and podcasts offering bite-sized guidance from experts and perspectives from leaders and managers across the healthcare system; and Leadership Support Circles to provide an interactive forum for managers.

The support circles were run virtually and included people from mixed disciplines and organisations. They included evidence-based learning content, but focused on enabling colleagues to share their learnings and stories.

What would have traditionally taken six months to set up was introduced in a matter of weeks. The programme has an average net promoter rating of 91% and 700 managers have taken part. One manager said: The session helped me to develop key focus areas for staff wellbeing strategies within my own organisation.

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Personnel Today Awards 2020: Learning and Development Award shortlist - Personnel Today

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November 7th, 2020 at 3:55 am

A Mixture Of Experience, Baxckground In Rhinos 10s Team – goffrugbyreport.com

Posted: October 22, 2020 at 9:58 pm


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The Rhinos team outof Southern California is getting set to play in the World 10s Series this weekend in Bermuda, and the lineup is a mix of experienced and developing players, with a decided overseas/US split, too.

Ryno Combrinck heads the coaching staff that includes Justin Benn and Eddie van Rooyen.

This is a bit of a departure for Rhinos Rugby. Now confirmed as a National Development Program for USA Rugby, RhinosRugby has long been involved in youth rugby and in a high school-age academy for both 15s and 7s. But theyve expanded into U23s, running a High-Performance Academy at that level, and their Arete7Academy (personal development for coaches andplayers).

Now theyre working on 10-a-side rugby, a code that isnt as widely played as 15s or 7s, but certainly has a place.

Hurricane Prompts World Tens To Start One Day Later

"Rhinos have gone through a major growth phase in the last few years, from a club to Academy, to adding a school for athletes, building high-performance centers, and expanding into the international professional arena with the World Tens Series rugby team, said Rhinos Rugby President Derek Nellmapius. Through our USA and South Africa rugby academies, we look to have a mix of players from both countries in our academics and rugby systems, thus facilitating know-how exchange and create opportunities for these players in our Academy teams and Rhinos professional team to develop into competitive international players and be seen by college, club and national teams coaches and recruiters.

South Africa? Well, yes. The organization has impressive facilities in Southern California and Northern California, and now a new high-performancecenter,stadium, and hotel being built in the Western Cape, South Africa. In addition,Rhinoshas launched theRhinosSports Academy in South Africa, together with Willem Strauss, the president of the Blue Bulls, to promote exchange student-athletes programs between USA and South Africa, and has an exclusive youth rugby development partnership with Stellenbosch Academy of Sport.

SoCal's Rhinos Join World Tens

AtRhinos, we emphasized a well-rounded development of young athletes (boys and girls, men and women) to achieve individual significance inlifethrough sport,academics and mentorship for personal development and life skills, added CEO Andreea Trufasu.

On the field in Bermuda, the program has a group of 11 very experienced athletes, with former Southern Kings players Luyolo Daputal and Counrey Winnaar among a strong South African contingent that includes Jurie van Vurren (Utah Warriors and before that the Stormers in Super Rugby) and Carl Meyer (NOLA Gold). Irishmen Conor Kindregan (New England Free Jacks), William Leonard (RUNY) are joined by Englishman Jack Campey, Julian Dominguez Widmer of Argentina and NOLA Gold, and capped Canadian Oliver Nott.

The most well-known American on the squad is Mike Teo, capped at both 7s and 15s and now looking to suit up for the Utah Warriors. Another American coming onto the radar is Christian Holmes, who played for the Heusenstamm Foxes in Germany and played gridiron before that.

The more development side of the squad is heavy on American collegiate talent, led by Scholz Award finalist Aaron Matthews (Saint Marys), who was drafted by the Seattle Seawolves, and Patrick Regan, who has captained UCLA. Two more UCLA Bruins are on the team: Zach Bonte (more recently Life West) and former HS All American Eric Naposki, is also on the squad and he should enjoy the tweener status of 10s, as hes somewhat small in 15s but a blazing 7s player,

Nick Taylor from Lindenwood is, like Matthews, a Seawolves draftee, while Jake Hildalgo is a very talented product out of the University of Indiana. Jack Casey is out of the Houston Sabercats Academy, and Jacques Rabe is from the Rhino-Stellenbosch partnership.

Cyrille Cama and Tyler Fijimoto round out the squad; both working within the Rhinos U23 HP Academy.

So its a mix, and one where some up-and-coming Americans will have an interesting opportunity to show what they can do.

Continued here:
A Mixture Of Experience, Baxckground In Rhinos 10s Team - goffrugbyreport.com

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October 22nd, 2020 at 9:58 pm

COVID cant stop Chile Challenge, its just different this year – The Journal

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Residents who were looking forward to tasting spicy food in the annual Chile in October Challenge need not be disappointed.

The challenge was unable to proceed as usual this year because of COVID-19 restrictions, but the Farmington Chamber of Commerce created an event spanning 10 days that it hopes will satisfy those who choose to participate.

In the past, the challenge was an outdoor event where both restaurants and home chefs could compete to see who had the best chile. Jamie Church, president and CEO of the Farmington Chamber of Commerce, said last year attracted 22 competitors and nearly 1,000 residents.

This year, anyone who wants to participate can pick up a passport at one of the 10 participating restaurants or print it online. The passport features the 10 participating restaurants and is also how people can submit their votes. Participants are asked to visit at least half of the participating restaurants where they can sample the vendors chile submissions.

A purchase is not necessary to sample the chile, but Church hopes participants will support the restaurants they visit, as restaurants have been hit especially hard by COVID-19 restrictions. Participants can vote on the best chile by dropping off their passport at any of the participating restaurants or online.

Church said part of the hope of the altered format was to encourage people to visit restaurants theyve never been to before. As a result, the chamber did not limit submissions to just red or green chile.

If its got any kind of chile in it, even Thai chile, its fair game for this year, Church said.

Included in the submissions are frozen yogurt, a mocha and a cocktail.

Church said the chamber wanted to ensure the altered event was accessible for residents, which is why the event started Oct. 14 and ends Saturday.

Upcoming eventsThe Farmington Chamber of Commerce will continue to host events in altered formats to ensure compliance with COVID-19 restrictions. This years Womens Summit, a conference focusing on womens professional and personal development, will be held over Zoom on Nov. 5. Last year, it was a sold-out event.

Church said the one positive aspect of holding a virtual event is participants and speakers are able to join from anywhere. Church was particularly excited this years keynote speaker, author Sarah Swindell, will be able to join from her home in Texas.

Its only the second year of the chamber doing this. Last year, it was a sold-out event and we heard nothing but positive feedback, Church said. We wanted to build on the success of last year, so were doing a virtual event.

Church also said there were a number of participants from Durango and Bayfield last year who she hopes will participate virtually this year.

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COVID cant stop Chile Challenge, its just different this year - The Journal

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October 22nd, 2020 at 9:57 pm

The One Tool That Can Change Behavior, Empower Employees, And Build Authentic Relationships – Forbes

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Fellowships are a powerful way of supporting professional and personal development, in a resource-efficient way. Particularly in the face of todays challenges and changes to how we work and live, the fellowship model is ideally suited to meet the shifting needs of employees and the companies they serve. These lessons learned from over a decade of Fellowships in varied forms, with participants from a wide range of ages, functions, from all over the world, offer insight into why and how this approach to learning is so timely.

Yes, Fellowships can be run virtually, with all these same benefits.

What must professional development deliver in the 2020s?

2020 has been marked by great change and disruption, but the workplace was shifting long before the outbreak of Covid-19. The pandemic has accelerated a lot of those trends, making them impossible to ignore any longer. HR and talent professionals have been the front line workers of the workplace, trying to learn and adapt quickly enough to keep up with employees physical, emotional, intellectual, and mental needs.

There are three major functions required of professional development in the 2020s:

These functions of professional development are important to consider as you plan for your team, whatever the size, level, or industry with which youre working. Fellowships are ideally suited to address all three.

But first, what is a Fellowship?

Before diving into the learnings about how Fellowships deliver on those modern requirements for professional development, lets review briefly what a Fellowship is. A fellowship is a learning program, from eight weeks to a year or even two in duration, that includes these three elements:

The topic of the Fellowship can range widely, as can the participants identities. The power of the tool is this blend of interaction on the Me, We, and World levels. By guiding participants independent learning and reflection, facilitating peer conversations, and infusing world-class wisdom and inspiration, the Fellowship approach effectively changes behavior, builds internal motivation, and fosters authentic connection.

What weve learned

Work with hundreds of Fellows, across geographies, ages, sectors, functions, and backgrounds has demonstrated the power of this approach in very concrete ways.

Impact measures one year and longer after the Fellowship confirm that Fellows have adopted and sustained new behaviors. For example, one Fellow reported having maintained the mindfulness practice she started during the Fellowship for more than a year. And recognizing how much that practice improved her creativity and collaborative approach to her work, as well as making her a more empathetic family member.

Another powerful result of the Fellowship is that participants are more likely to stay in a role they were considering leaving. They are guided to connect the dots between the work theyre doing on a daily basis and their larger sense of purpose, which builds motivation and engagement in that role, at that firm. One participant realized the power she had to increase the impact of her firm within the branding role she held, by extending her remit to include internal branding and employee engagement. She also increased her leadership in an informal role organizing volunteer events as a way to connect more deeply to purpose in her current role rather than leaving.

Similarly, another Fellow decided to take on the challenge and workload of managing a Veterans employee resource group, despite having an already full plate. This work supporting other veterans refreshed his enthusiasm about the work and the company, extending his likely tenure there by years. The self-reflection, peer discussion, and expert insights give employees the perspective they need to recognize how and why their role matters, which is the primary driver of what humans want out of work.

Fellowships give employees the confidence, insights, and motivation to expand or extend their work, whether in formal or informal ways. This is incredibly important in todays fast-changing environment, which requires professionals to be constantly adapting and re-skilling to stay relevant and productive.

We see Fellows take on side projects and/or reimagine their roles to better fit their own interests and skills, as well as the evolving needs of their team or company. They often adapt the nature of their work to create more value for their organizations current reality. For example, one Fellow recognized that the data infrastructure she was asked to build wouldnt be relevant to the organization for another five years, with lots of conditionality in the interim about whether it would ever be useful. With the help of peer group insight and expert mentoring, she developed a staged approach to data analysis, beginning with what the organization could manage immediately, followed by six- to twelve-month stages toward the ultimate goal that the team could work toward. This stepwise approach is more resilient, recognizing the mutability of the organizations context, and ensuring that they could make progress even if the ultimate goal shifted or became more distant.

In the process of growing, both professional and personally, during the Fellowship, participants develop authentic relationships that go beyond their work together. These relationships are relevant, and fulfilling, outside of the narrow constraints of role-related cooperation. They enable creative collaboration and career support far beyond the time or framework of the Fellowship. For example, one group of Fellows created a Conscious Consumption resource for all colleagues, when they discovered a shared interest in researching responsible brands to buy from.

The relationships extend beyond the immediate Fellowship group to include participants from other cohorts of the same program. Three alumni of the Fellowship recently connected to sponsor one of the women into a new role after stepped out of the workforce in service of family obligations. These connections based on the shared experience and growth undergone in the Fellowship are powerful within and beyond organizations, throughout the Fellows careers.

By growing together over the course of the Fellowship, authentic, lasting relationships form.

So What?

The results are in particularly during the 2020s, we need the motivation, empowerment for self-learning, and authentic connections fostered by Fellowships. We need these things for ourselves, to navigate our own careers in turbulent times, but as leaders, we also need to provide them to our teams to reach sustainable success. So build yourself or your team a Fellowship!

There is a great deal of expertise among the organizations that have developed and run Fellowships for decades, and you can enroll in those existing programs or customize them for your company. However, if you dont have the resources at this point to lean on external help, you can approximate the benefits of a Fellowship yourself. Whether at work or at home, decide on the topic and objective of the learning you want to do, and find friends or colleagues who want to grow in the same area. Then curate related individual learning and reflection activities, questions for a book-club style discussion, and expert insights to inform the groups learning.

Remember, perfect is the enemy of the good, and in todays context, we need motivation and empowerment to create change, supported by authentic interpersonal connection, as soon as possible.

Click hereto receivea Peer Group facilitation guide, or a Purposeful Growth worksheet that serves as a great first individual reflection activity, and youll be equipped to launch your own DIY Fellowship.

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The One Tool That Can Change Behavior, Empower Employees, And Build Authentic Relationships - Forbes

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October 22nd, 2020 at 9:57 pm

Dreams About Having a Baby or Being Pregnant: Interpretations – Healthline

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While scientists have been studying dreams for years, the vivid scenarios you create in your dreams at night can still be totally cryptic. One second youre flying through the air, falling into the abyss, or perhaps enjoying a romantic date. Then, all of a sudden, youre cradling a newborn baby.

Or maybe you dream that a baby is crying and you cant seem to get them to stop, or youre running around frantically trying to find a baby youve apparently lost even though you dont have a baby in real life.

Dreams about having a baby are common if youre pregnant, but they can also happen in people who arent expecting. If your dreams are filled with a bundle of joy, read on to find out what it might mean.

Researchers still dont entirely agree on the real reason we have dreams. There are, however, plenty of theories.

Many researchers view dreams as merely the result of random brain activity. But others believe dreams are a way to confront or work through emotional drama in your life. This is because during the dreaming phase of sleep, your brain is operating at a much more emotional level than when youre awake.

Some scientists propose that dreaming is an evolutionary adaptation that helps you work through stressful situations. This, in turn, makes you better equipped to handle real-world threats.

Whether youre expecting or not, dreams about having a newborn baby are likely normal.

If youre pregnant or just had a baby, a dream about a newborn could be a reflection of your anxiety about giving birth or taking care of your child. A dream may help you prepare emotionally for the arrival of your baby.

A 2001 study suggests that pregnant women tend to have more dreams about pregnancy or childbirth than those who arent pregnant.

Other research, including a 2014 study, has reported that pregnant women experience more nightmares than those who arent pregnant.

One reason for this is the fluctuation of hormones during pregnancy and after childbirth, which may produce more vivid dreams or influence the content of those dreams.

Interpreting dreams is rarely objective, which makes it difficult to conduct research on the meaning of dreams.

If youre having dreams about babies or breastfeeding babies, you may want to consider whats going on in your life that could be affecting your unconscious mind at night.

A dream about breastfeeding your new child could be a way to cope with the need for parental bonding with your new baby.

Rapid eye movement (REM) sleep, which is when most dreams happen, may play a role in mother-infant attachment, according to a 2007 study. In other words, a dream about breastfeeding your baby could just be an expression of your desire to form a bond with your new child.

If dreams are meant to help you work through real situations, then dreams about breastfeeding a baby could signify a need or desire to take care of others.

If youre not pregnant, dreams about a baby may be a metaphor for:

They may result from of a major change in life youre currently working through.

A baby-related dream could also simply happen after watching a movie about babies or talking to a friend about babies.

If you dream about having a baby, but youre not pregnant and dont want to be pregnant, it could signify stress or anxiety in your life that you need to deal with. Or it could be a manifestation of your desire to take care of others.

A baby could appear in your dreams in many different ways. And the context around whats happening with the baby in your dreams could point to different meanings.

Keep in mind that dream interpretation should be taken with a huge grain of salt. The meaning of dreams hasnt been proven by science, so these are only theories.

A few possible interpretations of a baby in your dream could include:

If the dreams youre having about babies are unwanted or even stressful, you can take a few steps to try to minimize them, including:

You may not be able to stop a dream completely, however, especially if its triggered by emotional issues, trauma, or major life changes. Once you deal with the emotional stress or get through the life change, you may find that the dreams stop on their own.

If something is really bothering you and you have a lot of anxiety about it, you may want to meet with a counselor or other mental health professional.

You likely have several dreams at night but dont remember most of them.

Dreams are considered sensory experiences that occur most often during a stage of sleep known as REM. During REM sleep, your brain is active and your eyes move, but your body is relaxed.

Despite what we know about sleep, it can be difficult for scientists to explain the role of dreams in our lives. Dreams often make little or no sense. This may be because the parts of the brain that trigger dreams are considered your emotional centers.

A dream can be shaped by whatever youre thinking about as you fall asleep or something youve experienced during the day, including a movie, book, or video game.

Dreams can also be brought on by anxiety or stressful situations that you havent had a chance to cope with yet.

Dreaming is a normal process, though not much is truly understood about it. You may dream about babies for a variety of reasons.

If youre already pregnant, a baby dream could be a manifestation of anxiety about giving birth or an emotional need to form a bond with the new little one in your life.

If youre not pregnant and dont have a baby, dreams about newborns might be an expression of a new beginning in your life or a desire to take care of others.

Baby dreams could also be completely random and not really mean anything at all.

If unwanted dreams continue and start to bother you, though, it may be a good idea to seek professional help.

See the article here:
Dreams About Having a Baby or Being Pregnant: Interpretations - Healthline

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October 22nd, 2020 at 9:57 pm

Collective Impact: U of T Engineering’s world-class research inspires alumna Lauren Wu to stay involved – U of T Engineering News

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This story is featured in the new issue of Collective Impact, sent digitally to all U of T Engineering alumni.

U of T Engineering researchers and many of our alumni are at the forefront of global innovation. This fact is not lost on alumna Lauren Wu (IndE 9T4), who cites the constant flow of exciting, new and revolutionary developments as a key reason for her longstanding support of the University.

It makes me a proud graduate, and it certainly encourages me to remain involved with the school, she says.

Wu, who currently lives in San Francisco with her husband, David Liu, and their two children, has generously supported U of T Engineering in many ways. She made a gift to name a project room for students in the Myhal Centre for Engineering Innovation & Entrepreneurship and is now in the midst of establishing two endowed undergraduate engineering scholarships. Wu also helped facilitate a donation from her parents to benefit the Toronto COVID-19 Action Fund, launched by U of T to help University and hospital researchers find solutions to the global crisis.

The Faculty recently had a chance to catch up with Wu to discuss all the ways that she has remained an engaged and inspiring member of the U of T Engineering alumni community.

Is there a U of T Engineering alumna/alumnus/professor who inspired you to stay involved with Skule?

Lauren Wu (LW): On the academic front, two professors stand out: Dr. Judy Farvolden (executive director of the University of Toronto Transportation Research Institute) and the late Dr. JGC Templeton (IndE). They both inspired me and provided me with valuable opportunities that enriched my academic experience.

On the professional side, it was U of T Industrial Engineering alumnus Michael Bell (IndE 8T4), who reached out to me in my graduating year to invite me to apply for a business analyst position at McKinsey & Co. a company I had never heard of in a profession (management consultant) that was unknown to me. Working at McKinsey & Co. was instrumental in furthering my career and personal development.

I am forever grateful to all three.

You were an early member of the U of T Engineering CONNECT alumni network. Why? And how has it benefited you as an alumna?

LW: One of U of Ts many strengths is its extensive and valuable alumni network. I joined CONNECT to keep in touch with the professors and students I met at Skule, and also to make myself available to others who wanted to reach out to me.

Why should alumni remain involved with U of T Engineering?

LW: My parents always say its imperative to give back to ones academic institutions, the community, etc. I benefited greatly from attending U of T, so its only appropriate that I remain involved to see how I can pay it forward. I encourage others to do the same.

The reverse is also true: you can continue to benefit from staying in touch with U of T Engineering even if you are no longer studying there. U of T Engineering could inspire your next big idea, provide a fertile ground for hiring great employees and put you in touch with like-minded individuals who can further your career.

You helped facilitate a generous gift from your parents to further the Universitys COVID-19 research. What made you want to support this specific initiative?

LW: We need the best and the brightest to develop effective treatments as soon as possible, and U of T is well equipped to tackle the challenge.

What is the most important thing you took away from your engineering degree?

LW: The most important thing I learned from my engineering degree is problem solving and its application to real world problems. Given the complexity and interconnectedness of todays issues, its imperative that we learn how to think and act critically and deconstruct otherwise unsolvable challenges. U of T Engineering provided me ample opportunities to practice and hone these skills.

Interested in supporting the Faculty of Applied Science & Engineering? Visit ourSupport Our Projectspage of contactKristin.Philpot@utoronto.ca

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Collective Impact: U of T Engineering's world-class research inspires alumna Lauren Wu to stay involved - U of T Engineering News

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October 22nd, 2020 at 9:57 pm

Global Soft Skills Management Market Growth, Demand And Threats Analysis 2020 By Regional Overview Of Leading Players, Types, Application and Forecast…

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The effect of the Covid-19 outbreak on the Soft Skills Management industry, involving possible opportunities and challenges, drivers and risks, is also investigated and evaluated in this study. Based on various scenarios (optimistic, pessimistic, very optimistic, most likely, etc.), we present the impact assessment of the Covid-19 effects on Soft Skills Management maker and market growth forecast 2020-2026.

A detailed analysis of global Soft Skills Management market size, regional and country market size, market segmentation growth , market share, competitive landscape, sales analysis, impact of domestic and global market players, value chain analysis, trade regulations, recent developments, opportunities analysis, strategic market growth analysis, product launches, area marketplace analysis is provided in the Soft Skills Management market report.

Global Soft Skills Management Market research analyzes vital geographical regions, provides an in-depth evaluation including key market trends according to their growth, upcoming technologies, industry drivers, challenges, regulatory policies, key players profiles.

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NIIT Limited D2L Corporation Skill Key Interactive, LLC Global Training Solutions, Inc. New Horizons Worldwide, LLC. Tata Interactive Systems Cengage Learning, Inc VitalSmarts Skillsoft Corporation The Insights Group Ltd. Pearson PLC Computer Generated Solutions, Inc. QA Ltd. edX, Inc. Articulate Global, Inc. Interaction Associates, Inc. Wilson Learning Worldwide

Key Questioned answered in Market report:

Soft Skills Management Market Segmentation

Soft Skills Management Market Segment by Application, covers:

Banking, Financial Services & Insurance (BFSI) Manufacturing Hospitality IT & Telecom Education Retail Media & Entertainment Others

Soft Skills Management Market Fragment by Types can be classified into:

Management & Leadership Administration & Secretarial Communication & Productivity Personal Development Others

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In this report, the years considered to estimate the global market size of Soft Skills Management are following: Historical Year: 2015-2018 Base Year: 2019 Estimated Year: 2020 Forecast Year 2020 to 2026

The research process involved the study of various factors affecting the Soft Skills Management industry, including the government policy, market environment, competitive landscape, historical data, key tecnological advancement and current trends shaping the market, present development trends in the market, and the technical progress in related industry, and market risks, opportunities, market barriers and challenges.

Global Soft Skills Management Market Details Based On Regions

Soft Skills Management Market in North America (USA, Canada and Mexico).

Europe Soft Skills Management Market(Germany, France, UK, Russia and Italy).

Soft Skills Management Market in Asia-Pacific (China, Japan, Korea, India and South-east Asia).

Latin America Soft Skills Management Market, Middle and Africa.

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Some of the headlines from Table of Contents are mentioned below:

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Global Soft Skills Management Market Growth, Demand And Threats Analysis 2020 By Regional Overview Of Leading Players, Types, Application and Forecast...

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October 22nd, 2020 at 9:57 pm

LFC Foundation and Action for Children launch new mental health programme – Liverpool FC

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Liverpool Football Clubs official charity, LFC Foundation, is partnering with national childrens charity Action for Children to launch a new youth mental health programme in local schools.

The On-Target programme will support and improve the mental health and wellbeing of young people in secondary schools across the Liverpool City Region.

The need for this programme is evident now more than ever amid the coronavirus pandemic, with a recent YouGov survey of over 2,000 parents by Action for Children highlighting that 36 per cent of parents* worry that their children are feeling isolated, lonely, anxious, or unable to sleep.

In addition, 83 per cent** of children with a history of mental health report that the pandemic has made their mental health worse.

The On-Target programme will work with small groups of young people who have been identified through questionnaire assessment to be most in need of support. Through a number of engaging workshops, the new project will provide basic support and knowledge to a wide range of young people, in particular focusing on three key areas: understanding and empathy about mental health, coping strategies and self-care, and the importance of talking and dealing with mental health concerns.

The personal development, communication and teamwork and relationship building workshops will be delivered by LFC Foundation staff and the other aspects of the project, including cognitive behavioural and person-centred intervention, will be delivered by a specialist Action for Children support worker.

LFC Foundations mental health manager will oversee all aspects of the programme to ensure the highest quality delivery is provided alongside the creation of key networks and referral partners to offer the best possible support for the young people.

Matt Parish, director of LFC Foundation, said: The need for a project like On-Target is clear, and by working in partnership with Action for Children in local secondary schools we will provide young people across the city region with the support they need to help improve their mental health.

Early intervention in childrens mental health is key and this new programme will be really important in equipping young people with the knowledge they need to understand their own mental health as well as the confidence to discuss it openly and seek support when needed.

We are committed to the promotion of mental health across all of our programmes and have invested in a number of new projects as part of our mental health strategy to continue to increase our resources and provision.

We are looking forward to starting this new programme and working alongside the dedicated and knowledgeable Action for Children team to make a real difference to our local young people.

Carol Iddon, deputy CEO of Action for Children, added: We are incredibly excited to be working with LFC Foundation in getting On-Target launched into local schools.

At Action for Children, our frontline staff work tirelessly to support children and young people on their journey to better mental health and in the wake of COVID-19, it is needed now more than ever.

Its great to see LFC Foundation is so committed to working with us in bringing our vital On-Target programme to those young people across the city that need it most.

*YouGov Plc 2020 All figures, unless otherwise stated, are from YouGov Plc. Total sample size was 8439 adults of which 2001 were parents of children aged 18 or under. Fieldwork was undertaken between 16 22 June 2020. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+)

**Young Minds Coronavirus Report 2020 - https://youngminds.org.uk/media/3904/coronavirus-report-summer-2020-final.pdf

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LFC Foundation and Action for Children launch new mental health programme - Liverpool FC

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October 22nd, 2020 at 9:57 pm

Exercise and Fitness: How They’re Beneficial From a Dating Standpoint – Newswire

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Few can argue that personal health is of utmost importance. Of course, physically, there are numerous benefits to sustaining a consistent workout routine.

(Newswire.net -- October 22, 2020) -- Few can argue that personal health is of utmost importance. Of course, physically, there are numerous benefits to sustaining a consistent workout routine, including bone and muscle strengthening, improved sleep, weight management, and much more. However, aside from those, regular exercise helps to improve body confidence and self-perception. In turn, enhanced self-esteem will prove fruitful while dating. So, lets take a look at the benefits of exercise in relation to dating.

Over the last few years, the figures relating to gym attendances have risen. According to Wellness Creative, over one in five Americans are members of at least one health club or studio. Additionally, a further nine million non-members also utilize the establishments for a yearly average of 24 days. This increase has seen the US health club industry cater to the demands of 71.5 million people. From a dating standpoint, this ever-growing popularity is a testament to the attraction of workout routines. Due to the fact that its become a part of daily life among many Americans, this potentially-shared interest provides a foundation to build on.

Source: Unsplash

For many people, mutual enjoyment of exercise and fitness may be a must on their relationship checklist. Although this categorized approach may not be for everyone, factors like compatibility are pivotal when seeking a relationship. Through adopting a personalized criterion, it highlights the importance of particular dating must-haves. As such, this brings to the forefront the need to share similar hobbies, which is where attending the gym could be the catalyst in finding common ground. Even though this method could be seen as restrictive, embracing the need for a list is subjective. That said, for someone with set preferences on age, attractiveness, and height, for example, it can provide clarity.

From an individual perspective, immersing yourself in a regular workout routine can inadvertently help in the intimidating world of dating. Given that it has changed significantly following the rise of digitalization, a greater emphasis is now placedon self-expression, according to a report by The List. In many ways, the ability to showcase your personality is relative to self-confidence. This is where fitness comes into play.

Source: Unsplash

Along with the physical advantages of keeping fit and healthy, there are an array of mental benefits that go hand-in-hand with self-care. As per an article at Jazzercise, exercise can help to boost confidence levels in multiple ways. One of the primary examples of this relates to self-image. Given that confidence is somewhat relative to body perception within modern-day society, personal development from a physique standpoint can enhance self-esteem. When dating, this will likely have a subsequent effect on self-expression.

While, of course, numerous factors can determine the success of a relationship, there are definite benefits to working out throughout your search for romance. Fundamentally, along with potentially providing the foundations of a mutual interest, the personal advantages shouldnt be overlooked. If you feel good about yourself, then that will translate throughout your date.

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Exercise and Fitness: How They're Beneficial From a Dating Standpoint - Newswire

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October 22nd, 2020 at 9:57 pm


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