Stress Equals Overeating, Overworking

Which comes first the stress or the overeating and the overworking, that is the million dollars question, millions of dollars that is; in health care, prescriptions, therapist bills. The true story, all we have to do is find balance in our lives and that means in all areas; the right amount of hours of working; the right times to eat; eat the right foods; the right amount of exercise; the right amount of time for play and recreation; the right amount of time for the family and for our spiritual growth. This all balanced out will release the stress factor in our life and our overeating at work will disappear and it will reduce the pains of overworking.

When we don't find the time to grocery shop for our health, there we are at the vending machine getting a quick snack of food with no nutritional value, hitting the box of donuts or bagels that some one brought in as an incentive to get your business, or even worse, stopping at the donut shop for your breakfast because you did not have time to fix something of value at home. This kind of food is on every street corner and they make it very convenient to just "drive thru". It takes all of our will power not to fall into this trap.

The solution for this, look at ways you can reduce stress at work, take action in eliminating them to the best of your personal ability, take healthy snacks to work for when you just have to feed that stressful situation, eat breakfast, find restaurants close by that serve healthy dishes, find a health buddy at work so you can encourage each other when the down times come; have green tea at your desk for a quick pick up without caffeine and/or sugar.

Health problems, mostly stress related, cost employers $13 billion dollars a year, this is every reason your employer would appreciate your efforts in staying healthy and stress free, let them know and ask if there isn't a plan that could be developed to reduce their amount of these billions of dollars and assist in making that plan happen.

We are at work more than we are at home, we deserve to have it be a healthy, happy, functional, safe place to be.

Thought for the Day
: "We do not go into the wilderness to escape from life. We go to keep life from escaping us. -Naturalists source unknown-

My mission is to teach and encourage individuals how to find and maintain their balance in mind, body, spirit connection, which brings peace, joy and prosperity into their lives. They learn how to experience the joy of balanced living. I accomplish this thru my Wellness Coach Program which i offer to individuals and corporations.

by Darlene Siddons

Body Odor & Menopause - Three Things Women Need to Know About Hyperhidrosis and What to Do About It

Everyone knows that hot flashes are a frequent complication of menopause. But if that's not bad enough, the hyperhidrosis, excessive sweating, caused by menopause is also a major contributor to body odor. Here are four things women need to know about excessive perspiration and how to prevent the odor it can cause.

1. Hot flashes sometimes get "hotter" as a result of medication. Many medications cause excessive perspiration. Just a few of them are:
· Aspirin· Buproprion (Wellbutrin) · Citalopram (Celexa) · Chlomipramine (Anafranil) · Clozapine (Clozaril) · Duloxetine (Cymbalta) · Escitalopram (Lexapro) · Fluoxetine (Prozac) · Fluvoxamine (Effexor) · Goserelin (Zoladex) · Insulin · Niacin, nicotinamide (Niaspan) · Rituximab (Rituxin) · Ropinirole (Requip) · Sertraline (Zoloft) · and Tositumomab (Bexxar)

In the most extreme cases, sweat can literally drip from the hands to the floor. Bacteria trapped with sweat can cause a cheesy odor that offends others and distresses the person with the condition.
To remove sweat from the body or keep sweat from soaking the body, the number one element is personal hygiene, or in other words, bathing regularly.

2. Washing: Daily showers with soap and water are necessary. In some cases it may be necessary to shower twice a day or more. Be sure to use warm water. Hot water can cause flaking of the skin, which provides additional food for odor-causing bacteria. Cold water stops perspiration for a time, but then the shock of returning to a warmer environment makes sweating even worse.

Also, pat or air dry skin, but don't rub yourself dry with a towel. Rubbing can loosen dead skin and clog pores. Finally, be sure always to use clean washcloths and towels, to avoid reinfecting yourself with the bacteria you just washed off!

Taking a soak in the tub is just as effective as taking a shower, but be sure to be careful about soaking in hot water for more than 15 minutes. Long, hot soaks can dry out the skin and provide bacteria with an additional food source.

3. Antibacterial soap: There are many good soap products on the market that will kill the bacteria that is present in skin. By killing bacteria that thrives in a sweaty environment, one reduces the amount of odor caused by perspiration.

One precaution: Don't use antibacterial soap on dry skin unless you also use a moisturizer. Antibacterial soaps, like all scented soaps, can dry out the skin.

And the fourth thing women need to know about body odor and menopause.

Getting Your Boss to Listen to Your Ideas - Four Questions That Will Earn You the Right to Be Heard

Have you ever experienced a situation where your boss didn't seem interested in listening to your ideas? Have you ever been frustrated by not being able to get to first base selling a worthwhile concept to upper management? Have you ever been tempted to stop trying all together? If you answered "yes" to any of these questions, maybe you need to brush up your skills in the fine art of earning the right to be heard.

I would suggest there are four questions that all decision makers need to have answered before they can comfortably and confidently approve any idea. For those of us able to both identify these four questions and formulate appropriate answers for each, the probability of our concerns being heard and acted upon increases greatly. Consider the following four.

Question 1: How much is it going to cost?
No self-respecting manager would ever approve any proposal unless armed with this answer. Therefore, take the time to do your homework up-front. Be prepared, but be honest. Never over-estimate or pad the numbers! Others may, but for those of us wishing to earn the right to be heard, the risk is too great. If decision makers believe you're playing games with them, they may let you play somewhere else.

Question 2: What are the benefits?
This may be the most important question to be answered. Benefits serve decision makers as both reason and motivation for taking action. Whenever we sell any idea we should be prepared with as many tangible benefits as possible. However, be careful. Only benefits which are legitimate and defensible should be included. Even one benefit that is not legitimate or defensible may serve to make the entire list suspect in the mind of the decision maker.

Question 3: How long will it take?
Time is money. Therefore, we need to offer decision makers a realistic expectation of the time required to get our recommendation up and running. However, contrary to my earlier advice regarding question number one, always over-estimate the length of time expected for the project to be completed. Create a specific implementation plan that will allow you to position yourself in such a way as to always be under time and under budget.

Question 4: What happens if we don't do it?
This is a favorite question of many decision makers. After listening to your well-prepared case for a certain action to be taken, many decision makers may seem compelled to consider the downside of the equation. Don't despair, prepare. Prepare yourself with a ready response for this predictable question. My suggestion? "Boss, if you decide not to approve this proposal, I will accept your decision. However, let me remind you of the benefits which will not be realized as a result of your decision here today." Then immediately refer to the earlier list of legitimate and defensible benefits.
Will leaders always be successful in getting what they want when following the approach outlined above? Of course not. However, even if we don't get what we want, we may still be successful in creating quality "face time" with the appropriate decision makers. After all, the first step to getting to "yes," is earning the right to be heard.

Phillip Van Hooser is a leadership expert and best selling author. His management training system, The Leadership Journey, have been used by companies all across the U.S. and beyond to help their people become more successful leaders. When his strategies are implemented, organizations and individuals experience lower turnover rates and higher productivity, enjoy improved management/employee relations and understand how to motivate today's "new breed" of employee. For more information, please visit http://www.vanhooser.com

Excessive Work and Sexual Difficulties and Problems

When we get enough experience with sexual activities, we reach a stage where we conclude that such activities are best done in a proper mental and physical state. We find ourselves relaxed, free from tiredness, away from distractions, etc. Involving in sexual acts while the above factors do not favor, result in very negative behaviors, leaving us unsatisfied or we fail to perform sexually. Excessive work and sexual difficulties go hand-to-hand today due to the current hectic lifestyle and for the need to earn more.

Excessive work and sexual difficulties have become a common syndrome now. You can find many people suffer very much due to excessive work that results in fatigue, lack of time and, above all, a constant stressful mental state. Many busy people report leading a very unsatisfactory sexual life due to the long working hours or due to their busy schedule. Some people feel so tired and sleepy that they prefer rest than sex. Some find their sexual frequency badly affected by their busy schedule. Some find negative changes in sexual behavior. Many couples, who used to have sex almost every night before, now report to have just once or twice a month after both of them got busy in work.

Excessive work and sexual difficulties affect the lives of many people, both men and women. In fact, women tend to lose out more. The relationship between excessive work and sexual difficulties seems deep-rooted. If you are tired, you do not find the desire or strength left for sex. A stressful workload or busy schedule very badly affects the sexual life, and it even can cause several sexual disorders.

The relation between excessive work and sexual difficulties also result in many other problems when it comes to sharing intimate moments in the bed. Many people report different symptoms such as: difficulty to experience orgasm, unable to relax in bed, vaginal dryness, erectile dysfunction, inadequate foreplay resulting in unsatisfactory ending of the act, irritability during the intimate moments, and in some cases even breaking up of relationship.

Busy individuals are warned unless they find a way out and try to have enough free time and approach sex when they are fresh both physically and mentally, their suffering will increase over time. This can give rise to many other physical and emotional complications. Couples have to take this matter more seriously and honestly. They have to cooperate fully with each other and increase understanding and tolerance. The results will certainly be more encouraging.

Ryan Mutt

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Seven Lessons Learned From Bad Bosses

As a human resources professional, I've worked with all sorts of managers and have seen my fair share of bad bosses and tyrants. I have compiled a few of the lessons I've learned along the way on how not to manage employees and sincerely hope that these lessons will help you become the great leader that you know you can be:

Lesson 1: Don't Share Too Much Information (TMI) - Your direct report is an employee of the company and not your counselor, confidante or BFF (Best Friend Forever). Employees really don't want to or need to know the intimate details of your personal life, really. One manager actually told me during a one on one meeting with her that her mother never found out about all the black men she had slept with. Bonding session? I think not. You put your employees in an uncomfortable position when you divulge too much private information. Discussing what you did with the kids over the weekend is fine, discussing your love life, not so much.

Lesson 2: Give Constructive Instead of Crushing Criticism - Check out this scenario - An employee feels like he's doing a fantastic job, he constantly exceeds your expectations and you've given him good feedback on his performance during the year. It's the end of the year and time for the annual performance review; said employee is sitting across from your desk waiting eagerly for you to formalize in the review what you've been telling him throughout the review period. Suddenly, you inform him that although he's done great work, his humor is off-putting and he made a comment 6 months ago that you thought was kind of racist.

If you wanted to thank your employee for a job well done, correct any bad behavior and motivate him for another year, you have effectively done the opposite. As a manager, you're supposed to build relationships with your direct report. This includes giving immediate feedback and finding an effective and sensitive way to give constructive criticism. After his review, the employee had a long conversation with HR; he was clearly upset and disillusioned.

Lesson 3: Don't be Intimidated by Your Direct Reports' Intellect - As a manager, you're paid to ensure that you motivate and bring out the best in your employees. With companies reaching the productivity frontier and everyone scrambling for a competitive advantage, it's even more important to encourage employees to think creatively and to support innovation. As a leader, your employees want to impress you with their creativity and ideas. So don't follow the example of a Director at a large insurance company that would compete with her direct reports at meetings and say things such as, "I thought of that already" anytime one of her employees would make a suggestion. You're the manager and as such are expected to nurture and encourage employees, not get into a contest of how smart you are. We know you have to have some intellect otherwise you wouldn't be a manager. Making your employees look bad instead of making them shine in front of others just makes you look petty.

Lesson 4: Never Belittle Your Employees - One Vice President I knew seemed to derive pleasure from making her direct reports look and feel stupid and small. When she received a completed assignment from an employee she would hurriedly review it, looking for mistakes. If she found any, she would gleefully point it out to the employee; you could see her almost salivating with excitement. In addition, this manager would make belittling comments to her direct reports, such as "well now that you took the stairs, maybe you'll lose some weight". She couldn't help herself! Managers should be mindful of their employees' feelings (yes, employees do have feelings!). You don't have to make everyone else look bad or feel small in order to make yourself look good.

Lesson 5: Stay Objective - There was one manager I worked with that would either really like or really despise her direct reports. Once, she hired a new employee on her team who, it appeared could do no wrong. All the other team members called her the manager's pet. Until one day, the employee and manager disagreed on an issue. The manager took the disagreement as a personal affront, told the employee that she was very disappointed in her behavior (the employee hadn't wanted to attend a company holiday party) and began to overly criticize the employee's work from that day on.

As a manager, understand that your employees can have and express a different viewpoint from yours; in fact this should be encouraged. Don't take it personally when your employee doesn't always agree with you and more importantly don't punish the employee for it.

Lesson 6: Don't be a Wimp! - We understand that decision-making and authority is sometimes centralized in organizations, it becomes frustrating to employees however when their manager can't make a single decision without having to consult someone higher up. There was a Director that I worked with that couldn't make a decision without vetting it with the Vice President of the division. Her direct reports would wait endlessly for a response to a simple, routine question. To make matters worse, the Vice President would berate the Director at team meetings and the Director would take the abuse like a wounded dog. She never stood up for herself! The rest of the team would cringe at the sight of the Director being talked to like a naughty little girl and quickly lost respect for her. At the very least, the Director should have pulled the Vice President aside and informed her that she would appreciate it if the VP didn't tell her off in front of her staff.

Work out with your manager what types of decisions you can make autonomously so that you appear to have some authority and don't become a bottleneck. Also, it's never okay to take abuse from your superiors.

Lesson 7: Don't be Afraid to Admit You Made a Mistake. - Everyone makes mistakes, even you! The biggest mistake you can make as a manager is to never admit when you've made one.
There was a Vice President at an international Fortune 100 company that would do anything to cover up the fact that he had made a mistake, including blaming his team, pointing the finger at his peers and throwing temper tantrums. The funny thing was that his team soon caught on and he became a laughing stock. When you admit your gaffes, you're telling your team that you're human and that you are holding yourself to the same high standards that you hold them to. You're also telling them that it's okay to fail, sometimes. Some of the world's best innovations were created through trial and error. There's absolutely nothing wrong in apologizing and saying "my bad". Then you can go about the business of fixing the problem instead of trying to look good.

I hope you've picked up a lesson or two from the above. Remember, as a boss, it's your job to ensure that your employees are coming to work for more than just a pay check, that's when you cross the realm from boss to leader.

Busola Olatilu is a Human Resources and Management Consultant with over 10 years of experience in HR. She has a Master's Degree in HR Management and an MBA.