Sunday, 30 December 2012

Makeup Ideas for the New Year’s Eve

Dear Fashionistas, yr is sort of here. Guess square measure|you're} already coming up with your “craziest night outfit” therefore here are few of my personal tips.

I counsel to not experiment your makeup on thirty first Dec. simply observing some exposure you wish doesn’t mean same makeup can look sensible on you.  It’s time to undertake it out currently and see however you're feeling with it.
If you're carrying beady outfit – beady conjure would possibly simply be an excessive amount of and therein case I counsel you opt for a lot of calmed natural eye makeup and relying of the style you'll be able to spice it up with red/pink lipstick. (same is for chemical element & multiple coloured outfit)
Smokey eyes square measure invariably good selection if you're having doubts and your regular symptom makeup can do exactly fine still. to create it gay spirit, simply add some detail in hair or crazy nail art if you're one that doesn’t opt for extreme look.

Thursday, 27 December 2012

Step-by-Step Beauty

Still metagrobolized by the smoky eye? afraid of a crimson lip? With the assistance of Clinique makeup creative person Jenna Menard, we tend to gift a how-to guide for pretty-on-everyone appearance

Insta-Glam Red Lip

Step 1: Trace lips with a colorless liner (try Too long-faced Borderline) to make a no-budge barrier.

Step 2: to feature depth and create lips look fuller, fill in pout with a lipliner slightly darker than the lipstick hue.

Step 3: Apply lipstick. Blue-based reds complement honest complexions; orange-reds work well with darker tones.

Step 4: Dab highlighter over the cupid’s bow to intensify the arch.


Step 1: mistreatment the highest fringe of an outsized brush, apply powder bronzer (a shade darker than skin tone) below the jugal bone.

Step 2: Use the flat facet of identical brush to brush clear powder over the bronzer to line.

Step 3: Buff a matte powder blush over the apple of the cheek and on the jugal bone.

Step 4: Dot highlighter, like profit shaft, on the higher jugal bone and mix for a wet glow.

Five-Minute Smoky Eye

Step 1: Prime with a grey cream base (try Clinique plump Stick for Eyes in well-endowed Coal).

Step 2: Draw a skinny line of black makeup across the higher lash line.

Step 3: Layer a dark grey matte shadow over the cream base for dimension.

Step 4: Use a silver shadow shade to spotlight the crease and inner eye.

Step 5: Line the lower lashes, then use a slanted liner brush to prime the liner with silver shadow.

Step 6: end with generous coats of black make-up on each the higher and lower lashes.

Tuesday, 25 December 2012

New Polish Trends For The Holidays

Amidst all the grooming and coming up with for your overplus of vacation engagements, it are often straightforward to overlook your nails, however a dressed to the nines set of digits is crucial to topping off your look. Plus, in line with celeb beautician Skyy Hadley, most of the people speak with their hands and if you’re coming up with on drinking and intake on the party circuit, then attention can perpetually be drawn to your hands. thus it’s vital to create certain your hands and nails look their best.

That’s why we have a tendency to place along our guide to the seven hottest nail-polish trends for the vacations, and tips from Hadley on the good ways that to wear ‘em all. Click through, take notes, and prepare to feel that vacation spirit, in your fingers and your toes.

Nothing ups the glitz-and-glam issue quite like digits adorned in many sparkle. search for polishes that feature chunky items of glitter aboard a lot of finely polished shimmer. To up the impact, layer a metallic  beneath to create your dynamism extremely pop. “Never wear a cosmetics shade that's an equivalent color as your dress,” cautions Hadley. “If you would like to travel all out with super-bling on your nails, then make sure to wear a reasonably plain dress with minimal  style.”

Thursday, 29 May 2008

How to Avoid the Most Common Conference Planning Mishaps

Ask anyone who has ever successfully planned for a meeting and they'll likely tell you that they've had their share of mishaps in the past. While valuable lessons can be learned from our past misadventures when it comes to event preparation, ideally it would be better if we could avoid them altogether, especially because there's so much at stake. Take a look at the most common conference planning mistakes and more importantly how to avoid making them.

Allocate Sufficient Resources

Meeting planners often don't realize how much of an impact insufficient resources can have on their conference planning. Whether we're talking about money or people, lack of adequate preparation with regards to resources can have a significant impact on whatever you're setting up for. Take the necessary time to work up an itemized list of costs associated well in advance in order to avoid any potential issues with funding. The same is true about staffing. Be sure to hire enough staff and place them in the positions where they'll be most beneficial, or you may be forced to pull double duty at some point.

Have A Contingency Plan

If you've ever been involved in conference planning before, then you've likely heard someone mention Murphy's Law. It essentially states that anything that can go wrong will go wrong. The good news is you can prepare for certain foreseeable problems, which then can help you avoid them altogether. For example, if your meeting will be held outside be sure to check the weather forecasts in advance of the event, but you could also purchase tents to have on standby as well. Having a backup plan will drastically decrease your stress on the day of and during the meeting.

Follow Up After the Conference

Many coordinators often think that they're work is done once the meeting has ended, but the truth is there is still more to be done. This is especially true for those who anticipate conference planning again in the future. Be sure to distribute feedback cards, surveys as well as make personal or telephone contact with the group that you organized the event for. What they have to say can be used to help you be a better planner, so don't pass up the opportunity to tap that resource for information. Don't forget, doing so can also facilitate a good rapport that could lead to more business.

Learn From Past Mishaps

Perhaps the biggest mishap of all in conference planning is that the coordinators don't learn from past mistakes. A word to the wise is to take stock of the pros and cons from previous events. The pros are good for helping to know what you're doing right, but the cons are instrumental in helping you to improve. If you didn't have enough food for a prior meeting, implement a strategy to buy more than enough food per person in the future.

Wednesday, 14 February 2007

Stop the LAZY Salesperson

Personally, I still value business tools such as LinkedIn, Facebook advertising and even Twitter to a certain extent, however I am on the verge of disconnecting and looking elsewhere for that networking and community experience. This morning I received a connection request from a young "Business Account Manager" in the telecommunications industry, a fairly normal part of logging into LinkedIn these days. What happened after accepting this networking request is what really got to me and quite frankly is happening more and more each day, please indulge me while I share my experience, which I am sure you have all gone through as well.

Moments, not hours or days, but literally minutes after accepting this request a new email notification pings on my phone. Unsurprising, it's a generic email from this young aspiring sales professional. She starts with a polite 'thank you' for accepting her request, a good start to any business communication these days, and then she introduces herself, also a very good start. After her 3-line introduction she then proceeds to pretend to be impressed with my professional story "I can see you are involved with xxxxx and xxxxxx!!. I am actually hoping you will be able to direct me to the best person to liaise with and grab a coffee with regarding the companies telecommunications". Don't get me wrong, at this point I am absolutely over the moon and chuffed with myself that my 1-man consulting business AND my 1-man online start up has drawn the interest of this professional "Business Account Manager" who put two!!'s after the fact that I am involved with these very businesses. Hold on, it doesn't end there. The email finishes with "Also, I was wondering who looks after your personal telecommunication?". So, just let me get my head around this for one moment... you have literally just trolled through LinkedIn and I have stupidly trusted the great tool that it is and accepted your request. Then you have lazily tried to get a connection with a decision maker of which if you had done any research would've known from my title as "Founder & CEO" that I was probably the best person to begin your communications with and then you try and get into my personal life by asking me who looks after my personal communications... ? Some nerve you have. BUT WAIT... unfortunately, as the words echo like a badly produced TV infomercial, THERE'S MORE. How on earth can there possibly be more??

I then close this email to gather what had just happened and another notification pings on my device. "xxxxxx, Business Account Manager has endorsed you for 5 skills" 5 F***ing skills, are you serious? Business account extraordinaire by day, psychic fortune-teller by night. I know I am good at what I do but I never thought in a million years that my skills would radiate out of those I have imparted my knowledge on and then gone on to effect those I have never met... Of John Maxwell's five levels of leadership, this must be what they talk about as being a LEVEL 5 - PINNACLE leader. Comfortably and confidently, I can say I have truly made it and I sit in the company of people like Richard Branson, the Dalai Lama and the great man, Nelson Mandela (RIP) just to name a few.

So my friends, colleagues, business partners and random professionals (who still believe in the power of social networking) I implore you to stand with me and do what we can to improve the tools that we are so blessed to have in this day in age. With the unemployment rate where it is, there is no room for the lazy sales person when there are hardworking people out there who are prepared to put in the hard yards. If you cannot do the basics right then you will not succeed. If you cannot put at least 10 minutes into researching your prospective client, you will not succeed. And finally, don't insult your new connections by endorsing a skill you have zero knowledge about let alone any knowledge of my actual ability to execute said skill. The last thing I want is someone who doesn't know about "sales" endorsing me for "sales". Finally, I leave you with the 5 mistakes that I believe people make far too often these days known as "5 strengths of the Lazy Salesperson" and thank you for your time.


1. A pipeline built off Google searches and LinkedIn connections.

2. Coffee is everyone's friend, surely you can't say no to that.

3. Research is for Researchers and Selling is for Salespeople

4. My strength is efficiency, therefore I will not waste time in building a relationship

5. I will create Win-Win Accounts where I win twice.

Friday, 9 September 2005

CIOs Need To Know How To Build Bridges

so here's a question for you: based on the importance of information technology, what is IT's role in your company? If you are like most people with the CIO job, your answer will consist of you listing a number of different things that the IT department does for the company: keeps its servers up, installs new applications, protects the network, etc. However, there's something wrong with that answer: you've just listed a bunch of services. That's not what an IT department should be limited to doing. Instead, you should be a true business partner to the rest of the business. The secret is in how you get from here to there.

It's All About The Foundation

One of the biggest challenges that people in the CIO position are faced with is that that IT department already has a relationship with the rest of the business. In order to create a deeper, business based relationship you are going to have to find a way to transform this relationship into the one that you want to have.

What you are going to have to do first is to find a way to build credibility with the rest of the business. All too often IT departments are known for making big promises and then not being able to deliver them - or not deliver them on time. If you want to move your relationship with the rest of the company to the next level, then you're going to have to change this. What you're going to have to start to do is to under-promise and over-deliver.

Ultimately the key to creating a strong foundation for how you interact with the rest of the business comes down to good communication. Sure, you know how to use email, but that's the wrong tool for getting the rest of the business on your side. Instead, you're going to have to make the effort to meet face-to-face with other leaders in the company. This is how you can get the IT department involved in solving the company's difficult problems.

Relationships Require Management

Once you've created a solid foundation and the rest of the company is willing to work with you, your work is not yet done. Instead, you now have a new set of tasks: managing all of those relationships. Relationships are wonderful things, but they won't grow and mature if you don't work at them.

One way to start this management of relationships is to change the way that the members of your IT department think. Right now they are all probably in a service-based mentality. This means that they are focused on the next IT project that they'll be working on. What you are going to want to do is to change this so that they are being measured by different metrics. Meet with other departments and find out what they want their IT department to be doing. Once you have this you can create a new set of metrics by which to measure the success of your department.

Your relationships with the rest of the company will change how the IT department interacts with the rest of the company. What this means is that as your IT team delivers what it has promised to it's business customers, you'll start to earn your spot at the company's decision making table.

What All Of This Means For You

The time for an IT department to play the role of a technical support organization has come to an end. Going forward, CIOs are going to want their IT departments to become business partners to the rest of the company. In order to make this happen, they are going to have to become good at building bridges.

Reaching out to other parts of the company starts by building a strong foundation to base this relationship on. The best way to start to create this foundation is for the IT department to show the rest of the company that they can deliver projects on time and under budget. Once the foundation has been laid, the next step is for the CIO to start to manage the relationships with the rest of the company. Key to this is to create metrics that better reflect what the rest of the company wants out of the IT department.

Building bridges is not easy work. However, if the IT department is going to become a partner to the rest of the business, then the CIO is going to have to get busy. Taking the time to lay a solid foundation and to manage relationships will yield the results that you are looking for. Build some bridges and you'll find that it's easier to get to where you want to go!

Dr. Jim Anderson

"America's #1 Unforgettable Business Communication Skills Coach"

Your Source For Real World IT Department Leadership Skills™

Dr. Jim Anderson has spent over 20 years consulting with a wide variety of IT firms from the very big to the very small. He provides you with his insights into the leadership needed to combine the separate worlds of business and IT strategy. His guidance offers hope to firms everywhere who are struggling with this challenge.

Friday, 6 September 2002

Abolish Discipline and Gain 110% Productivity From Every Employee

Several years ago I abolished discipline, and the need for it, in our firm. I'd never particularly liked disciplining people, and while I admit oral counseling can produce good results, sometimes oral or written counseling simply starts the long, slow process of waiting for someone to quit or be fired.

I replaced discipline with something better -- short, fast, easy, regular job reviews.

Every six weeks I sit down with each employee and we discuss six areas: the employee's role, responsibilities, accomplishments, goals, the areas in which the employee needs to improve, and the areas in which the company can better provide support.

Because the employee is ultimately the person who most impacts his or her performance, I start the process by asking questions. These include: "How do you see your role in this company?"; "What are the areas in which you think you most need to improve?"; "Which part of your job and which accomplishments do you feel positive about?"; "What are your goals for the next six weeks?" and "How can I or the company best assist you to be even more productive and effective?"

After the employee answers these questions, I give my answers. If we don't agree, we discuss it until we do.

Preparation time for a short job review normally takes five to ten minutes. During the six weeks between each review I keep a file for job review notes. When an employee does something very well or performs in a way that needs improvement, I give recognition or discuss the situation with the employee within 24 hours. Then, I jot a short note and drop it in the employee's folder. At the end of six weeks, I open the file and transfer the notes to the job review form. This way, nothing in the review surprises the employee.

While the review contains no new information, it provides the employee and me three benefits. First, the employee gains the opportunity to regularly assess his or her own performance. Second, the employee and I have a regular opportunity to focus on the employee's job, accomplishments, and areas of improvement and professional development. And, third, even though my employees receive frequent feedback, the full job review summarizes the main themes and serves as a springboard to continued job growth.

As a bonus, I gain an incredible tool that replaces discipline. When one of my star employees seemed to temporarily undergo brain death because of a personal crisis, I pulled out her most recent review and said, "X, last time we had a discussion about what you liked and wanted in this job, you said you wanted 'increased responsibility, the chance to take on varied and challenging tasks, and the opportunity to take on one or more major projects'. I want that too. Recently I've been unable to delegate projects to you that take judgment or concentration. So, what can we do?"

Because I was able to repeat back her recent words, I didn't have to discipline her. Instead, I simply called her attention to what she had told me she wanted. Her response? "Enough said, Lynne, you're right. I've been out of it. I'll fix things. Starting now." In short, we fixed the situation before either of us had the time to lock into frustration or poor habits.

How much time does a short review take? In addition to my five to ten minutes of preparation, most reviews average 15 to 30 minutes. How can we accomplish so much in such a short time? Because we do the reviews regularly, there's not a lot of problematic build up. Also, I've discovered most employees accurately assess themselves when they work in a system in which they're allowed to self-supervise.

Would you like the opportunity to identify and quickly resolve problems with every one of your employees? Would you rather supervise employees who supervise themselves? Would you like to focus as much time on employee accomplishments and goals as you do on employee problems? Try short, informal and regular job reviews -- and you'll kiss discipline good-bye.