Coaching for Change--Rainer Kunz at the Northwest MInistry ConferenceCoachNet Global LLC
This is Rainer Kunz' presentation from his pre-conference intensive called "Coaching for Change" from the Northwest Ministry Conference in Seattle on March 22, 2012.
(c) 2012 CoachNet Global LLC. All rights reserved.
You'll learn to strengthen interpersonal relationships, manage stress and handle fast-changing workplace conditions. You'll develop more effective communication skills and be better equipped to perform as a persuasive communicator, problem-solver and focused leader.
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
Coaching for Change--Rainer Kunz at the Northwest MInistry ConferenceCoachNet Global LLC
This is Rainer Kunz' presentation from his pre-conference intensive called "Coaching for Change" from the Northwest Ministry Conference in Seattle on March 22, 2012.
(c) 2012 CoachNet Global LLC. All rights reserved.
You'll learn to strengthen interpersonal relationships, manage stress and handle fast-changing workplace conditions. You'll develop more effective communication skills and be better equipped to perform as a persuasive communicator, problem-solver and focused leader.
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
In an ever-changing world where we are all being asked to do more with less, the cracks are starting to show. Global studies of organisations highlight the unrelenting need for uplift in performance - yet many of those responsible for the uplift (managers and teams) indicate they don't have any more to give. Within this environment, the productivity and role of teams becomes critical to success. Experience tells us however that not only do many teams fail to reach their full potential; they can in fact unknowingly impede their own performance.
In this presentation, you will learn:
1. How focusing solely on improving performance can actually undermine its effectiveness.
2. Successfully coaching a team is actually like a marriage - it needs continued investment, honest dialogue and support to make it a success.
3. Practical tools and tips to coach your team or the teams you are responsible for to new levels by focusing on the drivers of exceptional performance.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
The 6 Patterns of High Performing TeamsDeidre Paknad
Great Teams Exhilarate — What Sets Them Apart?
There is nothing quite like the sensation and satisfaction of being on a high performing team. I’ve had this luck and pleasure a number of times in my career, but it’s rarer than I’d like. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential.
Despite achieving more, working on these teams is less taxing — the workday feels shorter and less frustrating.
So what sets high performing teams apart and why aren’t all teams so successful and fun?
High performing teams aren’t just a collection of strong individual performers, although that certainly helps. They don’t leave great performance to luck or personality, they design for success.
Here are 6 tangible and actionable attributes of high performing teams:
1. Defined Goals
Defined goals and a clear plan to achieve them are essential to great performance. Abstract annual goals aren’t enough — teams need shorter-range, compelling and clear goals that unify and galvanize them on shared purpose. Sequencing these to an annual result works well, but it’s key the team wants to achieve the goals.
2. Committed Actions
Successful teams write down the committed actions each person owns on the path to goal achievement (and they waste less time determining who owns what). Members feel a sense of personal ownership and have a shared intention to accomplish the results they’ve committed to the team week over week. Making progress on actions aligned with a goal people believe in energizes people and elevates their performance, according to author and Harvard professor Teresa Amabile.
3. True Transparency
Facts and status enable members of the team to work more effectively together, pivot or adjust course quickly on unforeseen events, and execute with greater efficiency and predictability. Embracing transparency is one of the most distinct features of high performing teams (and a stark contrast to the politicized and professional “ball hiders” that frequent lesser performing teams). Moreover, the activity required to achieve transparency improves the odds of goal achievement: people with written goals and actions alone have a 43% goal achievement rate while adding status reports against goals boosts the likelihood of achievement to 76%.
4. Unabashed Accountability
The team leader and members hold themselves and each other accountable for their commitments and goal achievement week to week. When the team or a person comes up short, it’s not swept under the rug — it’s triaged and addressed quickly to get back on track to goal. There is a uniform expectation of each other, that when combined with a uniformly high level of commitment to goal, are the essence of a high performing team’s greatness.
5. Frequent Feedback
Members of the team get and ask for regular feedback on their work. Learning members get positi
Have you reached your limit, or maxed out your capacity? Do you see this issue on the horizon?
Whether a solo practitioner or leader of an established team, growth requires mastering the art of “getting things done through other people.”
R3 Coaching’s “Building the Effective Team” will empower you to spend more time in your area of passion and unique ability, strengthen the performance of your practice, and experience a dramatically improved quality of life! You will be equipped to hire the right talent, delegate effectively, and foster intrinsic motivation within each team member.
When it comes to improving workplace dynamics, most managers, corporate event planners and employees aren’t exactly sure where to start. Some think engaging in team bonding exercises is the solution. Others believe team building activities are a more prudent course of action. In fact, the differences between team bonding and team building are often overlooked.
Refreshing Mountain is proud to offer outdoor and indoor adventure based activities that help groups achieve both of these goals.
In an ever-changing world where we are all being asked to do more with less, the cracks are starting to show. Global studies of organisations highlight the unrelenting need for uplift in performance - yet many of those responsible for the uplift (managers and teams) indicate they don't have any more to give. Within this environment, the productivity and role of teams becomes critical to success. Experience tells us however that not only do many teams fail to reach their full potential; they can in fact unknowingly impede their own performance.
In this presentation, you will learn:
1. How focusing solely on improving performance can actually undermine its effectiveness.
2. Successfully coaching a team is actually like a marriage - it needs continued investment, honest dialogue and support to make it a success.
3. Practical tools and tips to coach your team or the teams you are responsible for to new levels by focusing on the drivers of exceptional performance.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
The 6 Patterns of High Performing TeamsDeidre Paknad
Great Teams Exhilarate — What Sets Them Apart?
There is nothing quite like the sensation and satisfaction of being on a high performing team. I’ve had this luck and pleasure a number of times in my career, but it’s rarer than I’d like. High performing teams seem to generate their own energy and elevate everyone on the team to their full potential.
Despite achieving more, working on these teams is less taxing — the workday feels shorter and less frustrating.
So what sets high performing teams apart and why aren’t all teams so successful and fun?
High performing teams aren’t just a collection of strong individual performers, although that certainly helps. They don’t leave great performance to luck or personality, they design for success.
Here are 6 tangible and actionable attributes of high performing teams:
1. Defined Goals
Defined goals and a clear plan to achieve them are essential to great performance. Abstract annual goals aren’t enough — teams need shorter-range, compelling and clear goals that unify and galvanize them on shared purpose. Sequencing these to an annual result works well, but it’s key the team wants to achieve the goals.
2. Committed Actions
Successful teams write down the committed actions each person owns on the path to goal achievement (and they waste less time determining who owns what). Members feel a sense of personal ownership and have a shared intention to accomplish the results they’ve committed to the team week over week. Making progress on actions aligned with a goal people believe in energizes people and elevates their performance, according to author and Harvard professor Teresa Amabile.
3. True Transparency
Facts and status enable members of the team to work more effectively together, pivot or adjust course quickly on unforeseen events, and execute with greater efficiency and predictability. Embracing transparency is one of the most distinct features of high performing teams (and a stark contrast to the politicized and professional “ball hiders” that frequent lesser performing teams). Moreover, the activity required to achieve transparency improves the odds of goal achievement: people with written goals and actions alone have a 43% goal achievement rate while adding status reports against goals boosts the likelihood of achievement to 76%.
4. Unabashed Accountability
The team leader and members hold themselves and each other accountable for their commitments and goal achievement week to week. When the team or a person comes up short, it’s not swept under the rug — it’s triaged and addressed quickly to get back on track to goal. There is a uniform expectation of each other, that when combined with a uniformly high level of commitment to goal, are the essence of a high performing team’s greatness.
5. Frequent Feedback
Members of the team get and ask for regular feedback on their work. Learning members get positi
Have you reached your limit, or maxed out your capacity? Do you see this issue on the horizon?
Whether a solo practitioner or leader of an established team, growth requires mastering the art of “getting things done through other people.”
R3 Coaching’s “Building the Effective Team” will empower you to spend more time in your area of passion and unique ability, strengthen the performance of your practice, and experience a dramatically improved quality of life! You will be equipped to hire the right talent, delegate effectively, and foster intrinsic motivation within each team member.
When it comes to improving workplace dynamics, most managers, corporate event planners and employees aren’t exactly sure where to start. Some think engaging in team bonding exercises is the solution. Others believe team building activities are a more prudent course of action. In fact, the differences between team bonding and team building are often overlooked.
Refreshing Mountain is proud to offer outdoor and indoor adventure based activities that help groups achieve both of these goals.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Coaching Michigan's Workforce by Jamie Flinchbaugh, Lean Learning CenterJamie Flinchbaugh
A presentation on coaching's role in workforce development and how to apply standard work for coaching, provided via webinar for the Michigan Lean Consortium in May 2010.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
Relevance of coaching to the Emerging Leaders Programcoachingforlives
Help Emerging Leaders look at their LIVES:
Look at Passions – What fulfills me?
Identify Gaps – Where Am I now to where I want to be?
View Future – Who am I becoming?
Execute Plans – What do I need to do right now to get there?
Sow Seeds – Who can I help to work in their passion?
1on1 and Coaching are very powerful tools for people development. However, many new managers struggle or do not know how to conduct them effectively.
I have developed this 1on1 / Coaching beginner’s guide by summarizing some practical TIPS from my personal experience.
Then, this slide focuses on the general starter guide rather than theoretical explanations.
I designed this guide to help entrepreneur's navigate the opaque world of coaching. I also created this guide to help them assess and find an amazing coach who is a strong match. Fit is incredibly important because it has a direct impact on the strength of the alliance and quality of outcomes.
This guide is broken up into a number of sections. First, I provide an overview on what coaching actually is. I then share insights into the coaches toolbox. Said another way, the experiences, skills and certifications that a coach may have. From there, we'll dive into how you can run a process and determine fit. I then highlight coaches and organizations that have been recommended by your peers. On our way to wrapping up, I share how you can think about pricing and ROI. Finally, I leave you with some resources if you want to go deeper into coaching.
Working with a coach is a big investment in time, money and energy. Both sides should feel charged to co-create a partnership, embark on a life-changing journey and grow together over time. That's why going into the process armed with guidance and information is so critical. Good luck!
World-Class Training & Coaching & Certification & Corporate SolutionAh Roi
Hi,Everyonce,
Feel free to contact me for education, training, coaching that gonna be awesomeness for you to support greater Success & Happiness in all area of your life :)
Ah Roi
Event Specialist & Sales Executive
Office Direct : 061-66- 50040 , Mob:081648 - 1226 ,
Line ID : ahroikareng Email : ahroi@nlptopcoach.com
In coming years, we are likely to experience
an increased demand for
professional coaching as more people
and employers become aware of
the fact that performance gaps may
not necessarily be addressed through
more training
1Leadership Journal graphicAll font appearing in .docxdrennanmicah
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Leadership Journal
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PMIN 702: Advanced Ministry Administration
Regent University
Fall 2018
5
Table of Contents
I. Emotional Health Check-Up
II. Genogram - Looking Back in order to go Forward
III. APEST Assessment
IV. Leading out of Marriage or Singleness
V. Establishing a Rule of Life
VI. Principles of Rest – Sabbath Keeping
VII. Making Plans and Decisions God’s Way
VIII. Working with Teams
IX. Understanding Power and Establishing Boundaries
X. Endings and New Beginnings
XI. Final Observations about Emotional Health and Leadership
ii
Section 1
Week #1 h- Emotional Health Check-Up
“The emotionally unhealthy leader is someone who operates in a continuous state of emotional and spiritual deficit, lacking emotional maturity” and often substituting their “doing for God” in place of “being with God.” (Scazzero, EHL, 25) These leaders minister from an empty cup, rather than from an overflowing saucer.
1. Complete the assessment, “How Healthy Is Your Leadership?”
Use the following scale:
5 = Always true of me
4 = Frequently true of me
3 = Occasionally true of me
2 = Rarely true of me
1 = Never true of me
__5___ 1. I take sufficient time to experience and process difficult emotions such as anger, fear, and sadness.
_____ 2. I am able to identify how issues from my family of origin impact my relationships and leadership—both negatively and positively.
___5__ 3. (If married): The way I spend my time and energy reflects the value that my marriage—not ministry—is my first priority as a leader.
(If single): The way I spend my time and energy reflects the value that living out a healthy singleness—not ministry—is my first priority as a leader.
__5___ 4. (If married): I experience a direct connection between my oneness with Jesus and oneness with my spouse.
(If single): I experience a direct connection between my oneness with Jesus and closeness with my friends and family.
___4__ 5. No matter how busy I am, I consistently practice the spiritual disciplines of solitude and silence.
__4___ 6. I regularly read Scripture and pray in order to enjoy communion with God and not just in service of ministry tasks.
___1__ 7. I practice Sabbath—a weekly twenty-four-hour period in which I stop my work, rest, and delight in God’s many gifts.
__1___ 8. I view Sabbath as a spiritual discipline that is essential for both my personal life and my leadership.
___5__ 9. I take time to practice prayerful discernment when making ministry plans and decisions.
___4__ 10. I measure the success of planning and decision-making primarily in terms of discerning and doing God’s will (rather than exclusively by measures such as attendance growth, excellence in programming, or expanded impact in the world).
___4__ 11. With those who report to me, I consistently devote a portion of my supe.
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
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Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
The Gram stain is a fundamental technique in microbiology used to classify bacteria based on their cell wall structure. It provides a quick and simple method to distinguish between Gram-positive and Gram-negative bacteria, which have different susceptibilities to antibiotics
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
Basavarajeeyam is an important text for ayurvedic physician belonging to andhra pradehs. It is a popular compendium in various parts of our country as well as in andhra pradesh. The content of the text was presented in sanskrit and telugu language (Bilingual). One of the most famous book in ayurvedic pharmaceutics and therapeutics. This book contains 25 chapters called as prakaranas. Many rasaoushadis were explained, pioneer of dhatu druti, nadi pareeksha, mutra pareeksha etc. Belongs to the period of 15-16 century. New diseases like upadamsha, phiranga rogas are explained.
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
2. … find out what God wants you
to do—and do it!
Ephesians 2:10
3. 11 For you know that we dealt with each of you as a
father deals with his own children,
12 encouraging, comforting and urging you to live
lives worthy of God, who calls you into his kingdom
and glory.
1 Thessalonians 2:11-12 (NIV)
“Yes, you can!” “Yes, you will!” “Yes, you must!”
From Dennis Easter
used by permission
4. The process of coming alongside a person or
team to help them discover God’s agenda for
their life and ministry, and then cooperating
with the Holy Spirit to see that agenda
become reality.
Coaching is not counseling…
Coaching is not consulting…
Coaching is not mentoring…
5. Provides encouragement for the journey
Cultivates wisdom and strategic insights
Discovers breakthrough opportunities
Maintains focus on the truly important
Transforms vision into reality
8. Discipleship of new Christians
Personal and ministry development for
emerging leaders
Pastoral and leader development
Cultivating church health (e.g. NCD)
Starting and multiplying new churches
9. What makes a question powerful?
How do you know when you have asked a powerful
question?
11. What’s working?
What’s not working?
What are you learning?
What needs to change?
What are the next steps?
12.
13. Summarize periodically
Without interpreting
Without evaluating
Invite to say more
“What else?”
“Tell me more”
Unpack fully before giving input
21. What is the coach doing?
How is the person being coached responding?
Jot down your observations.
22. One-to-one coaching relationships
Where special attention is needed
Helpful for emerging leaders
Coaching clusters (4-7 leaders)
Requires group dynamic leadership
Time intensive for individual focus
Coaching triads (3 leaders)
Increased care and attention
Peer-to-peer maximized
23. Transformed lives
Incarnational mission
Authentic communities
Leaders from the harvest—for the harvest
Multiplying healthy
disciples, leaders, churches, and movements!
24. Who do I want to invest in?
How can I prioritize coaching in my
schedule?
What will I stop doing to free up time and
energy to focus?
25. Meet with Rainer for a free personal coaching
session (revkunz@wavecable.com or call
360.362.3698.)
Work with a coach for greater traction
Learn more about coaching
Become a certified coach
26. Train staff or lay leaders in coaching
Get a coach to help your congregation or staff
through a health assessment
Develop a coaching movement to accomplish
broader organizational goals
28. University Place, WA/9:30am & 7:30 pm on
Wednesday April 18, 2012
Now is the time to plan to grow your skills! CoachNet's Intro to
Coaching events provide an overview of the available
training options--whether it's Standard Coach Training,
Advanced Coach Training, or coaching for discipleship--you
can design a process for building your personal training
plan, and a forum to answer your questions about
CoachNet, coaching, and coach training.