Blog Archive

Sleeping Issues? Try this Method


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For years I used to have trouble falling asleep at night. I would lie awake in bed, tired, yet incapable of drifting off into slumber. This would wreak havoc on my mornings, I'd have a hard time getting out of bed and was consistently late for work.

I confided this to my friend, and she asked me if I ever tried the "4-7-8" method, which she claimed was helping her fall asleep in no time. I tried this method, and it has been consistently working ever since. I now get a full night's sleep, I'm never late for my job, and best of all – I feel refreshed.



The 4-7-8 Breathing Technique

Harvard-educated Dr. Andrew Weil developed the 4-7-8 method, an easy way to calm both the mind and the body, thus helping you fall asleep in under 60 seconds. Other benefits of this technique include stress-reduction, slower heart rate, improved concentration, and more.

The technique is very straightforward and easy:

You take a deep breath through your nose for four seconds.
You hold your breath in for 7 seconds.
You then forcefully exhale through your mouth for eight seconds.
Repeat the process 4-6 times.

I usually pass out by the third or fourth repetition. What happens is that the way you breathe forces your heart rate to slow, which immediately puts you in a calmer and more sleep-oriented mental state.



 




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8 Mistakes Parents Make to Teach Discipline

A child is gift of GOD and it is our duty to secure this gift and let them flourish. Though the parents have deep affection and love for their children, yet, in today's stressful life, they find  themselves at the losing end, because, sometimes under mental pressure of their day to day life, their behaviour towards their children gets off tracked and it develops communication gap. Most of the parents feel that there are many things to learn for good parenting. In Utopian world, parents are thought to be super heroes who have flexibility, energy and patience beyond limit. But, as we know, perfection itself is abnormality and none is perfect. Therefore, one must have a wide variety of practicality and try to avoid some mistakes when one is in the process of making one's child disciplined. Some of the common disciplinary mistakes the parents make are:--

Yelling and Nagging


Parents, sometimes, keep yelling at their children when they find them hard to be controlled. This way the parents simply vent their frustration. But it is of no avail because the children, with the time passing by, learn to deal with these "habitual yellers". For these types of parents; the alternative to this yelling is not to say anything until the anger comes under control because most children behave in the cool manner when they are calmly and reasonably requested.

Nagging is another mistake the parents keep doing. They don't want to make their children angry so that they keep asking them constantly if they do this or that. The alternative to this behaviour is just making firm request to do or not to do and if not heard, give them some small punishment as no TV for sometime.


Lecturing and Advice Giving


Lecturing is just a monologue and involving no interaction with the audience. A child who is unable to keep pace with the class in completing the homework, the lecturing has no effect on his mentality. Likewise advice giving is also an action which generally falls in deaf ears. These are painstaking exercises having no results. Instead, if the parents try to put themselves in the children place, they could understand and thereby handle the problem.


Shaming and Belittling


Parents, sometimes, strangely behave in the way which cause their children feel inadequate and smaller. This is the grave mistake and the parents should keep themselves off from such type of behaviour.


Physical punishment and Coercion


A child can never be disciplined by the physical force and coercion. These types of behaviour are only helpful in creating rebellious attitude in a child. Try and talk to your child to help him understand where what exactly his problem is.


Every child is unique


One should always keep in mind that every child is unique and behave accordingly. Do not compare your child with others. There might be something in your neighbour's son or daughter that your child doesn't have but similarly your child also has some qualities which their child does not have.


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Imposing excessive guilt


One has to be careful of the behaviour not to make one's child guilt conscious. Do not exaggerate any matter. Children are very sensitive and this would make your sensitive child guilt conscious leading him to depression.


Don't expect too much


Treat the child as a child not as an adult and don't overstretch his limits. Give him/her their own space and let them take their own decisions. This will make them happy and develop a strong bond between you both.



Be a role model


A child is always following the footsteps of his parents, so be a role model. Do not do anything you don't want to see your child doing like smoking, drinking using wrong words etc. Children have the tendency to follow their parents and you may unknowingly lead your child in the wrong direction.
   
These are some common mistakes the parents must be aware of.
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HEALTH: 15 Habits That Damage Your Kidneys



It's hard to notice when we do our kidneys damage. Even if 80% damaged, kidneys can still do their job, and so we rarely realize they're on their last leg. Often, even common daily habits can cause your kidneys continual damage, and when you finally discover something's wrong, it's too late. 

 
Our kidneys are incredible organs that work very hard. By themselves, they absorb minerals and nutrients, produce hormones, act as a filter for toxins in our blood, produce our urine and maintain a normal acid to alkaline ratio. We cannot live without our kidneys functioning properly. The Chinese, for example, have looked at the kidneys as a site of essential life force for centuries.
 

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If you're serious about looking after yourself, then taking care of your kidneys should be one of your primary concerns. If you want to make sure your kidneys thrive and continue to serve you in the coming years ahead, here's a helpful list of habits you should definitely avoid:

 
1. Drinking Sodas
A study conducted on employees working at Osaka University in Japan found that drinking 2 or more soda drinks a day (either diet or regular) may well be connected to a higher risk of kidney disease. The study included 12,000 people, and those who drank larger quantities of soda were found to have protein in their urine, which is one of the first signs of kidney damage. However, early detection can reverse the disease with proper treatment.

 
2. A Deficiency in Vitamin B6
The healthy function of our kidneys also depends on a healthy diet, especially one that contains certain nutrients. According to a study performed at the University of Maryland, a vitamin B6 deficiency increases the risk of the formation of kidney stones. For healthy kidney function, a person should have at least 1.3 milligrams of vitamin B6 in their food every day. The best sources for this vitamin are fish, beef liver, potatoes, starchy vegetables, chickpeas and non-citrus fruits. 
 
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3. Smoking
Perhaps not surprisingly, smoking has been linked to arthrosclerosis - the narrowing and hardening of blood vessels - which influences the blood supply going to all the major organs, including the kidneys. According to a study published in Clinical Pharmacology and Therapeutics, just 2 cigarettes a day are enough to double the number of endothelial cells (the cells that line our blood vessel walls) present in your bloodstream. This is a sign of arterial damage. 

 
In addition, the Journal of the American Society of Nephrology references a number of different studies conducted in the last decade that link smoking to decreased kidney function. 

 
4. Lack of Exercise
Another good way of protecting your kidneys is to get some exercise. A comprehensive study published in 2013 in the Journal of the American Society of Nephrology found that postmenopausal women who exercised had 31% (!) less risk of developing kidney stones.

 
5. Magnesium Deficiency
Magnesium is what helps our body to properly absorb and assimilate calcium. If we don't get enough magnesium, we get overloaded in calcium and, once again, develop kidney stones. To prevent this from happening, add some leafy vegetables, seeds, nuts or beans to your diet. Another good source of magnesium is fresh avocados.

 
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6. Disrupted Sleep
I just love a good night's sleep and, as it turns out, so do my kidneys. According to Science Daily, a chronic disruption in our sleep can cause kidney disease. According to Dr. Michael Sole, Cardiologist and Professor of Medicine and Physiology at the University of Toronto, kidney tissues get renewed during the night while we're sleeping, so when we can't sleep without constant interruptions, the kidneys suffer direct damage.

 
 
7. Not Drinking Enough Water
One of the most important things for our kidneys is for them to get hydrated enough to perform their functions. If we don't get enough water in our system, toxins start accumulating in our blood because there isn't enough fluid to take them through the kidneys. The National Kidney Foundation recommends drinking at least 10-12 glasses of water every day. An easy way to check if you're drinking enough is to make sure your urine is a light color or clear. If it's dark, you're not drinking enough. You can check the color of your urine with this helpful guide.

 
8. Not Emptying Your Bladder Fast Enough
When you hear the call to pee, you should listen to it. Obviously we're not always at a place where we can pee right away, but if you 'hold it in' on a regular basis, it will increase the pressure of urine on your kidneys, which can lead to renal failure or incontinence. 

 
9. Having Too Much Sodium in Our Diet
Salt is an important nutrient, but a disaster when taken in excessive amounts. Over-consumption of sodium will raise your blood pressure and put a lot of strain on your kidneys. We recommend limiting yourselves to no more than 5.8 grams (0.2 ounces) of salt per day. So put down that salt shaker!

 
10. Consuming Too Much Caffeine
We usually drink more caffeine than we think we do. There's coffee, tea, soft drinks and sodas - before you know it, your body is full of caffeine every day, which causes your blood pressure to shoot through the roof and your kidneys to suffer damage.
 
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11. Abusing Pain-Killers
Many of us have a daily routine of taking medications. When we suffer from pain, our first reaction is usually to swallow a pill. They do help the pain, but you should think twice before taking too many. All pharmaceutical drugs have side effects, and many of them cause kidney or liver damage. Check out some natural painkillers you can find or make at home. That said, some drugs SHOULD be taken, which brings us to my next point...
12. Not Taking Certain Drugs You Need to
If you suffer from high blood pressure and/or type 2 diabetes, two very common conditions these days, you will probably also suffer kidney damage. Don't leave these conditions untreated and take your daily meds to reduce your blood pressure and control your insulin levels. Without them, you're almost guaranteed to suffer kidney damage.

 
13. Consuming Too Much Protein
According to a study conducted at Harvard University, an overdose of protein in our diet can cause our kidneys damage. When we digest protein, our body produces a byproduct - ammonia. Ammonia is a toxin that your already-hardworking kidneys need to neutralize. This means that the more protein we consume, the harder we work our kidneys, which can eventually lead to kidney failure.

 
14. Not Treating Common Infections
We all get lazy sometimes and ignore a simple cold or a flu, which can push our body to the brink of exhaustion. Studies have shown, however, that people who do not rest or treat their infections often end up with kidney disease.
 
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15. Consuming Alcohol
Now this is a no brainer. The toxins in alcohol not only damage the liver, like many believe, but they are also something your kidneys simply hate to deal with. According to Kidney Health Australia and the American Kidney Fund, one good way of avoiding kidney failure
​not drinking alcohol









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Story: My Uncle in the Bank




I had spent an hour in the bank with my Uncle, as he had to transfer some money. I couldn't resist myself & asked...

''Uncle, why don't we activate your internet banking?''

''Why would I do that?''
He asked...

''Well, then you wont have to spend an hour here for things like transfer.

You can even do your shopping online. Everything will be so easy!''

I was so excited about initiating him into the world of Net banking.

He asked ''If I do that, I wont have to step out of the house?

''Yes, yes''! I said. I told him how even grocery can be delivered at door now and how amazon delivers everything!

His answer left me tongue-tied.

He said ''Since I entered this bank today, I have met four of my friends, I have chatted a while with the staff who know me very well by now.

You know I m alone...
 this is the company that I need. I like to get ready and come to the bank. I have enough time, it is the physical touch that I crave.

 Two years back I got sick, The store owner from whom I buy fruits, came to see me and sat by my bedside and cried.

My wife fell down few days back while on her morning walk. My local grocer saw her and immediately got his car to rush her home as he knows where I live.

Would I have that 'human' touch if everything became online?

Why would I want everything delivered to me and force me to interact with just my computer?

I like to know the person that I'm dealing with and not just the 'seller' . It creates bonds. Relationships.

Does Amazon deliver all this as well?'''



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Story: The Teacher and the B-Grade Students



Speaker/author Mamie McCullough tells this story. 


Several years ago as she started the school year, second-grade teacher Frances Hurst of Rayville Parish, Rayville, Louisi

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ana, was told that she had the "middle" class of students.  At that time, all the students were grouped in either "low," "middle" or "high."  This grouping or grading bothered Ms. Hurst quite a bit because she had never taught "ability grouping" before.

 


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On her first day of class, the students told her they were the "middle group," and at that point Ms. Hurst went into action.  She closed the door, placed paper over the glass in the windows, and told the students there had been a mistake and that they were actually the "high" group.  From that point on, she treated them like they were the high group.  Her expectations for them were high; their own expectations and confidence grew, and at the end of the school year the SRA test (which is given to measure the achievement for each group) revealed that her group had tested one year ahead of the "high" group.  Since this test was a class average, that meant that some of the students were testing much higher than the "high" group.



Someone once said that if you treat a person as he is you make him worse than he was, but if you treat that person as the individual he's capable of becoming you make him the best person possible.  That's a marvellous philosophy because it's true.  This was aptly proved by Ms. Frances Hurst.  Wouldn't it be wonderful if every parent, teacher, employer, etc., in America would treat everybody as if they were in the "high group"?  Odds are dramatic that everything would be better.  You can't influence everybody, but you can influence those you work and live with.  Put them all in the high group - they'll climb higher and so will you.  See you at the top!




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11 Things You Shouldn’t Say at Work



Former Google executive Ellen Leanse has said women should stop using 'just' as a word of permission.

In a recent article on Women 2.0., Ms Leanse said that by using 'just', female workers put the person they are talking to into a 'parent' position, granting them more authority and control.
But just might not be the only word to avoid. Dr. Travis Bradberry, the cofounder of TalentSmart, the world's leading provider of emotional intelligence tests and training, said that subtle remarks and words can damage to careers.
"No matter how talented you are or what you've accomplished, there are certain phrases that instantly change the way people see you and can forever cast you in a negative light," Dr.  Bradberry said in a LinkedIn article.


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Eliminating these phrases from your vocabulary will be rewarding. But that might be trickier than you think, Dr Bradberry said, as the phrases tend to creep up on people.
The 11 career killers you shouldn't say at the office are as follows:

1. It's not fair.

"Everyone knows that life isn't fair. Saying it's not fair suggests that you think life is supposed to be fair, which makes you look immature and naïve. If you don't want to make yourself look bad, you need to stick to the facts, stay constructive, and leave your interpretation out of it," Dr Bradberry said.

2. This is the way it's always been done.

Technology-fuelled change is happening so fast that even a six-month-old process could be outdated. Saying this is the way it's always been done not only makes you sound lazy and resistant to change, but it could make your boss wonder why you haven't tried to improve things on your own. If you really are doing things the way they've always been done, there's almost certainly a better way.

3. "No problem."

When someone asks you to do something or thanks you for doing something, and you tell them no problem, you're implying that their request should have been a problem. This makes people feel as though they've imposed upon you.
What you want to do instead is to show people that you're happy to do your job. Say something like "It was my pleasure" or "I'll be happy to take care of that." It's a subtle difference in language, but one that has a huge impact on people.

4. "I think …/This may be a silly idea …/I'm going to ask a stupid question."

These overly passive phrases instantly erode your credibility. Even if you follow these phrases with a great idea, they suggest that you lack confidence, which makes the people you're speaking to lose confidence in you.

Don't be your own worst critic. If you're not confident in what you're saying, no one else will be either. And, if you really don't know something, say, "I don't have that information right now, but I'll find out and get right back to you."

5. "This will only take a minute."

Saying that something only takes a minute undermines your skills and gives the impression that you rush through tasks. Unless you're literally going to complete the task in 60 seconds, feel free to say that it won't take long, but don't make it sound as though the task can be completed any sooner than it can actually be finished.
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Creating a career online

6. "I'll try."

Just like the word think, try sounds tentative and suggests that you lack confidence in your ability to execute the task. Take full ownership of your capabilities. If you're asked to do something, either commit to doing it or offer an alternative, but don't say that you'll try because it sounds like you won't try all that hard.

7. "He's lazy/incompetent/a jerk."

There is no upside to making a disparaging remark about a colleague. If your remark is accurate, everybody already knows it, so there's no need to point it out. If your remark is inaccurate, you're the one who ends up looking like a jerk.
There will always be rude or incompetent people in any workplace, and chances are that everyone knows who they are. If you don't have the power to help them improve or to fire them, then you have nothing to gain by broadcasting their ineptitude. Announcing your colleague's incompetence comes across as an insecure attempt to make you look better. 

8. "That's not in my job description."

This often sarcastic phrase makes you sound as though you're only willing to do the bare minimum required to keep getting a paycheck, which is a bad thing if you like job security.
If your boss asks you to do something that you feel is inappropriate for your position (as opposed to morally or ethically inappropriate), the best move is to complete the task eagerly. Later, schedule a conversation with your boss to discuss your role in the company and whether your job description needs an update. This ensures that you avoid looking petty. It also enables you and your boss to develop a long-term understanding of what you should and shouldn't be doing.

9. "It's not my fault."

It's never a good idea to cast blame. Be accountable. If you had any role—no matter how small—in whatever went wrong, own it. If not, offer an objective, dispassionate explanation of what happened. Stick to the facts, and let your boss and colleagues draw their own conclusions about who's to blame.
The moment you start pointing fingers is the moment people start seeing you as someone who lacks accountability for their actions. This makes people nervous. Some will avoid working with you altogether, and others will strike first and blame you when something goes wrong.

10. "I can't."

I can't is it's not my fault's twisted sister. People don't like to hear I can't because they think it means I won't. Saying I can't suggests that you're not willing to do what it takes to get the job done.
If you really can't do something because you truly lack the necessary skills, you need to offer an alternative solution. Instead of saying what you can't do, say what you can do.
For example, instead of saying "I can't stay late tonight," say "I can come in early tomorrow morning. Will that work?" Instead of "I can't run those numbers," say "I don't yet know how to run that type of analysis. Is there someone who can show me so that I can do it on my own next time?"

11. "I hate this job."

The last thing anyone wants to hear at work is someone complaining about how much they hate their job. Doing so labels you as a negative person and brings down the morale of the group. Bosses are quick to catch on to naysayers who drag down morale, and they know that there are always enthusiastic replacements waiting just around the corner.

Source: independent.


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The GROW Model


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As a leader, one of your most important roles is to coach your people to do their best. By doing this, you'll help them make better decisions, solve problems that are holding them back, learn new skills, and otherwise progress their careers.
Some people are fortunate enough to get formal training in coaching. However, many people have to develop this important skill themselves. This may sound daunting but, if you arm yourself with some proven techniques, practice, and trust your instincts, you can become a great coach.
The GROW Model is a simple yet powerful framework for structuring your coaching or mentoring sessions. We'll look at how to apply it in this article.

About the Model

GROW stands for:
  • Goal.
  • Current Reality.
  • Options (or Obstacles).
  • Will (or Way Forward).
The model was originally developed in the 1980s by performance coach Sir John Whitmore, although other coaches, such as Alan Fine and Graham Alexander, have also helped to develop it.
A good way of thinking about the GROW Model is to think about how you'd plan a journey. First, you decide where you are going (the goal), and establish where you currently are (your current reality).
You then explore various routes (the options) to your destination. In the final step, establishing the will, you ensure that you're committed to making the journey, and are prepared for the obstacles that you could meet on the way.

Tip:

In its traditional application, the GROW Model assumes that the coach is not an expert in the client's situation. This means that the coach must act as a facilitator, helping the client select the best options, and not offering advice or direction.
When leaders coach their team members, or act as mentors to them, this may or may not apply. On one hand, it's more powerful for people to draw conclusions for themselves, rather than having these conclusions thrust upon them. On the other hand, as a team leader, you'll often have expert knowledge to offer. Also, it's your job to guide team members to make decisions that are best for your organization.

How to use the Tool

To structure a coaching or mentoring session using the GROW Model, take the following steps:

1. Establish the Goal

First, you and your team member need to look at the behavior that you want to change, and then structure this change as a goal that she wants to achieve.
Make sure that this is a SMART goal: one that is Specific, Measurable, Attainable, Realistic, and Time-bound.
When doing this, it's useful to ask questions like:
  • How will you know that your team member has achieved this goal? How will you know that the problem or issue is solved?
  • Does this goal fit with her overall career objectives? And does it fit with the team's objectives?

2. Examine the Current Reality

Next, ask your team member to describe his current reality.
This is an important step. Too often, people try to solve a problem or reach a goal without fully considering their starting point, and often they're missing some information that they need in order to reach their goal effectively.
As your team member tells you about his current reality, the solution may start to emerge.
Useful coaching questions in this step include the following:
  • What is happening now (what, who, when, and how often)? What is the effect or result of this?
  • Have you already taken any steps towards your goal?
  • Does this goal conflict with any other goals or objectives?

3. Explore the Options

Once you and your team member have explored the current reality, it's time to determine what is possible – meaning all of the possible options for reaching her objective.
Help your team member brainstorm as many good options as possible. Then, discuss these and help her decide on the best ones.

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By all means, offer your own suggestions in this step. But let your team member offer suggestions first, and let her do most of the talking. It's important to guide her in the right direction, without actually making decisions for her.
Typical questions that you can use to explore options are as follows:

4. Establish the Will

By examining the current reality and exploring the options, your team member will now have a good idea of how he can achieve his goal.
That's great – but in itself, this may not be enough. The final step is to get your team member to commit to specific actions in order to move forward towards his goal. In doing this, you will help him establish his will and boost his motivation.
Useful questions to ask here include:
  • So, what will you do now, and when? What else will you do?
  • What could stop you moving forward? How will you overcome this?
  • How can you keep yourself motivated?
  • When do you need to review progress? Daily, weekly, monthly?
Finally, decide on a date when you'll both review his progress. This will provide some accountability, and allow him to change his approach if the original plan isn't working.

Tip 1:

A great way to practice using the model is to address your own challenges and issues. By practicing on your own and getting yourself "unstuck," you'll learn how to ask the most helpful questions. Then, write down some stock questions as prompts for future coaching sessions.

Tip 2:

The two most important skills for a coach are the ability to ask good questions and the ability to listen effectively.
Don't ask closed questions that call for a yes or no answer (such as "Did that cause a problem?"). Instead, ask open ones, like "What effect did that have?" Be prepared with a list of questions for each stage of the GROW process.
Use active listening skills and let your "client" do most of the talking. Remember that silence provides valuable thinking time: you don't always have to fill silence with the next question.

Example

You're helping a team member, Julie, achieve her goals using the GROW Model.
Julie says that she would like a promotion to team leader within the next two years. This is a SMART goal – it's specific, measurable, attainable (as she already has one year of experience, and there are several team leader positions in her department), relevant (both to Julie's overall career aspirations and the team's mission), and time-bound.
You and Julie now look at her current reality. She's in an entry-level position, but she already has some of the skills needed to be team leader. You brainstorm the additional skills that she'll need in order to be successful in a team leader role: She needs more experience of managing other people, and experience dealing with overseas customers. She also needs to continue performing well in her role, so that she'll be considered for a promotion when one is available.
You then both review her options. To get the experience she needs, she could lead a small team on a small project. She could also spend time in the overseas team.
Finally, you establish the will. As her manager, you offer to let her lead a small team on a minor project. If she performs well, she can take on additional projects with more responsibility in the future. Julie must also approach the overseas team to arrange to spend time in that department, and continue performing well in her current role. You agree to review her progress in three months' time.

Key Points

The GROW Model is a simple four-step process that helps you structure coaching and mentoring sessions with team members.
GROW is an acronym that stands for:
  • Goal.
  • Current Reality.
  • Options (or Obstacles).
  • Will (or Way Forward).
You can use the model to help team members improve performance, and to help them plan for and reach their longer-term career objectives.

Little Things Make the Biggest Difference




A summer's breeze, a smiling child,
A daffodil that's growing wild,
A deep orange sunset in the West;
Those little things, I love the best.

A still dark night with fireflies,
The laughter in my mother's eyes,
A multicolored rainbow's end ...
Are little things that count, my friend.



Kisses with hugs and a loving embrace,
Rain pouring down on a roof made of tin,
Sitting under a shade (with a soft gentle wind);

Those little things make life worth living.
Being kind to a stranger, caring and giving,
Laughing and sharing your hopes and your dreams;
There is nothing more precious than those little things.

~ Vickie Lambdin ~



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Humor: Conversations of Attorneys

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ATTORNEY: 
This myasthenia gravis, does it affect your memory at all?
WITNESS: Yes.
ATTORNEY: 
And in what ways does it affect your memory?
WITNESS: I forget.
ATTORNEY: 
You forget? Can you give us an example of something you forgot?
____________________

ATTORNEY: 
Now doctor, isn't it true that when a person dies in his sleep, 
he doesn't know about it until the next morning?
WITNESS: Did you actually pass the bar exam?
_____________________

ATTORNEY: The youngest son, the twenty-year-old, 
how old is he?
WITNESS: He's twenty, much like your IQ.
____________________

ATTORNEY: 
Were you present when your picture was taken?
WITNESS: Are you shitting me?
_____________________

ATTORNEY: She had three children, right?
WITNESS: Yes.
ATTORNEY: How many were boys?
WITNESS: None.
ATTORNEY: Were there any girls?
W ITNESS :
 Your Honor, I think I need a different attorney. 
Can I get a new attorney?


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ATTORNEY: How was your first marriage terminated?
WITNESS: By death.
ATTORNEY: And by whose death was it terminated?
WITNESS: Take a guess.
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ATTORNEY: Can you describe the individual?
WITNESS: He was about medium height and had a beard.
ATTORNEY: Was this a male or a female?
WITNESS: Unless the Circus was in town I'm going with male.
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ATTORNEY: 
Doctor, how many of your autopsies have you performed on dead people?
WITNESS: All of them. The live ones put up too much of a fight.
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ATTORNEY: Do you recall the time that you examined the body?
WITNESS: The autopsy started around 8:30 p.m.
ATTORNEY: And Mr. Denton was dead at the time?
WITNESS: If not, he was by the time I finished.
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And the best for last:
ATTORNEY: 
Doctor, before you performed the autopsy, did you check for a pulse?
WITNESS: No.
ATTORNEY: Did you check for blood pressure?
WITNESS: No.
ATTORNEY: Did you check for breathing?
WITNESS: No.

ATTORNEY: 
So, then it is possible that the patient was alive when you began the autopsy?
WITNESS: No.
ATTORNEY: How can you be so sure, Doctor?
WITNESS: Because his brain was sitting on my desk in a jar.
ATTORNEY: But could the patient have still been alive, nevertheless? 
WITNESS: Yes, it is possible that he could have been alive and practicing law!