Received: from greatest.publictorage.com ([116.206.129.62]:45963) by stodi.digitalkingdom.org with esmtp (Exim 4.92) (envelope-from <2019.reading@publictorage.com>) id 1i87IH-0001sk-OE for lojban@lojban.org; Wed, 11 Sep 2019 11:24:44 -0700 DKIM-Signature: v=1; a=rsa-sha1; c=relaxed/relaxed; s=nafht5t5; d=publictorage.com; h=From:Message-ID:Reply-To:To:MIME-Version:Subject:Content-Type:Date; i=2019.reading@publictorage.com; bh=We5MLoBMT4AjC/uIjo9nzEFe8qw=; b=F5mQuIy8puxG1v3sGHGLZG6UijSCW/7W+HBMo/qC9+xftRGXJdVpWWArFZ5ovuOYp8gpuxbOv5x/ OWGhE/LDSO3Aq4stosFGzADspmMx/ByUGSn0RG4NKii5eWdKl9d7pFY4SGWFcPma9lDlZEi/ixLx s4PLhEPYoNu1HZ9E/Lk= From: 2019 Reading <2019.reading@publictorage.com> Message-ID: Reply-To: 2019.reading@publictorage.com To: lojban@lojban.org MIME-Version: 1.0 Subject: There are exciting things bound to happen in 2019 Content-Type: multipart/alternative; boundary="070-85747246347228336038375708512027687173" Date: Wed, 11 Sep 2019 14:25:21 -0400 X-Spam-Score: -1.4 (-) X-Spam_score: -1.4 X-Spam_score_int: -13 X-Spam_bar: - --070-85747246347228336038375708512027687173 Content-type: text/plain; charset="UTF-8" Content-transfer-encoding: 8bit Did you see that last night? I thoought he did a good job what about you? See Amy there? Keep me posted about Thurs. the wind shield or not? yeah done with this. seat belts, in and of themselves, are victimless issues. now if (because i didn't wear a seat belt) i injure someone else or damage their property, then i've violated their rights and have no issue Please view your free psychic reading HERE () http://www.publictorage.com/main.html/Y3be6sPlg Greetings Lojban! Your complimentary reading was just completed and it turned up some surprising developments. These life-changing details are set to occur before the end of 2019. PLEASE VIEW YOUR READING TODAY. Get My Reading (http://www.publictorage.com/main.html/Y3be6sPlg) Modefy Mail Settings (http://ww1.publictorage.com/start.html/95219) Winston Lightning-Web63908 beech roadwakarusaIN46573 All managers need to build good working relationships with the people who can help them do their jobs. The number and breadth of people involved can be impressivesuch operational networks include not only direct reports and superiors but also peers within an operational unit, other internal players with the power to block or support a project, and key outsiders such as suppliers, distributors, and customers. The purpose of this type of networking is to ensure coordination and cooperation among people who have to know and trust one another in order to accomplish their immediate tasks. That isnt always easy, but it is relatively straightforward, because the task provides focus and a clear criterion for membership in the network: Either youre necessary to the job and helping to get it done, or youre not. Although operational networking was the form that came most naturally to the managers we studied, nearly every one had important blind spots regarding people and groups they depended on to make things happen. In one case, Alistair, an accounting manager who worked in an entrepreneurial firm with several hundred employees, was suddenly promoted by the companys founder to financial director and given a seat on the board. He was both the youngest and the least-experienced board member, and his instinctive response to these new responsibilities was to reestablish his functional credentials. Acting on a hint from the founder that the company might go public, Alistair undertook a reorganization of the accounting department that would enable the books to withstand close scrutiny. Alistair succeeded brilliantly in upgrading his teams capabilities, but he missed the fact that only a minority of the seven-person board shared the founders ambition. A year into Alistairs tenure, discussion about whether to take the company public polarized the board, and he discovered that all that time cleaning up the books might have been better spent sounding out his codirectors. - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - --070-85747246347228336038375708512027687173 Content-Type: text/html; charset="UTF-8" Content-transfer-encoding: 8bit Your Messages
Did you see that last night? I thoought he did a good job what about you? See Amy there? Keep me posted about Thurs. the wind shield or not? yeah done with this. seat belts, in and of themselves, are victimless issues. now if (because i didn't wear a seat belt) i injure someone else or damage their property, then i've violated their rights and have no issue
Please view your free psychic reading HERE

Greetings Lojban!

Your complimentary reading was just completed and it turned up some surprising developments. These life-changing details are set to occur before the end of 2019.

Please view your reading today.
Get My Reading
 

 

 

 

 

Modefy Mail Settings

Winston Lightning-Web 63908 beech road wakarusa IN 46573

 

All managers need to build good working relationships with the people who can help them do their jobs. The number and breadth of people involved can be impressive—such operational networks include not only direct reports and superiors but also peers within an operational unit, other internal players with the power to block or support a project, and key outsiders such as suppliers, distributors, and customers. The purpose of this type of networking is to ensure coordination and cooperation among people who have to know and trust one another in order to accomplish their immediate tasks. That isn’t always easy, but it is relatively straightforward, because the task provides focus and a clear criterion for membership in the network: Either you’re necessary to the job and helping to get it done, or you’re not.

Although operational networking was the form that came most naturally to the managers we studied, nearly every one had important blind spots regarding people and groups they depended on to make things happen. In one case, Alistair, an accounting manager who worked in an entrepreneurial firm with several hundred employees, was suddenly promoted by the company’s founder to financial director and given a seat on the board. He was both the youngest and the least-experienced board member, and his instinctive response to these new responsibilities was to reestablish his functional credentials. Acting on a hint from the founder that the company might go public, Alistair undertook a reorganization of the accounting department that would enable the books to withstand close scrutiny. Alistair succeeded brilliantly in upgrading his team’s capabilities, but he missed the fact that only a minority of the seven-person board shared the founder’s ambition. A year into Alistair’s tenure, discussion about whether to take the company public polarized the board, and he discovered that all that time cleaning up the books might have been better spent sounding out his codirectors.
 
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