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" ... Gee judge. Even I can figure that out. They pay less tax that way. ... "
" ... Koskas said it’s too soon to judge the success of the range, but early indications are encouraging. “Consumers are very excited about it and we’re seeing positive reviews on Amazon,” he said. “It’s very inclusive and celebrates different beauty models. It’s a sustainable message of less waste and more for your money. We’re bringing green science expertise and a dermatological formula.” ... "
" ... We can all judge our own leaders — political and otherwise — against these criteria. But in the meantime, it is worth looking at other issues dealt with in the book. One of the key ones concerns the often problematic area of dealing with underperformance. Brouker’s approach is to ensure that neither good not poor performance are ignored. Noting that the engagement level of employees who receive recognition for good work is three times higher than the level of those who do not, he writes: “Each week find a reason to give each of your direct reports an accolade. Proactively find employees who have done good work and thank them face to face during your informal visits.” Conversely, he points out that “when the boss ignores poor performance employees will lose respect, confidence and trust in their leader. The team’s performance level is not created by what you say; it’s created by what you tolerate.” Here, he builds on a lesson learned from a superior in the Navy: “Everybody has a seat on the bus, but some are on the wrong bus.” The job of the leader in dealing with under-performers is to “get them on the right bus.” The individual may not be properly trained for the job or the job may not be a good fit for their skills or strengths. “In any case, the leader has three choices: train, transfer or terminate.” But Brouker makes clear that the last should only be used should extensive efforts on the first two fail. In particular, he calls for leaders to at first deal with employees who are not meeting expectations by “seeking first to understand” the root causes of the poor performance and then listening with their hearts. ... "
" ... We felt confident from day one that once the judge and the world heard our side of the story, because it was a worldwide newsworthy incident, that everything was gonna be okay. ... "