As promised, the answers are:
1. “Belt and braces” = Someone who wears belt and braces is very cautious and takes no risks.
2. “Keep your wig on!” = Tell someone to calm down.
3. “Paint the forth bridge” = Something never ends
4. “Off One’s Trolley” = Mad, out of one’s mind.
5. “Hugger-mugger” = Confused; disorderly.

Upon numerous requests, time for another round of British expressions (answers will be posted by tomorrow).
Have fun!

1. “Belt and braces” ?
2. “Keep your wig on!” ?
3. “Paint the forth bridge” ?
4. “Off One’s Trolley” ?
5. “Hugger-mugger”?

On more than a few occasions, I have discussed with others about their career development. One common comment is the lack of opportunities given from management at their current job. My suggestion is to take initiative and seek opportunities including learning and developing new skills yourself. We cannot expect our managers to hang down opportunities to us “on a silver platter”.
Take charge of your own career and create your own opportunity!

A friend of mine asked me about how my book sales and coaching were going on.  I replied to her that it is a journey which has just started. She was surprised and told me that she sometimes felt like life was just getting through till the end of the day.
I think our perspective and attitude towards life have an impact on the richness and enjoyment of life itself.
Look up, smile and enjoy the roses along journey of life.

A guest at my friend Gary’s birthday party gave me feedback on my book. He told me that he found the section on “Reflect on your own study style” (p.14) useful and reassuring. He said he did not realize the one of the learning styles is Logical (mathematical) which is his style. I assured him that it does exist because I am also of that learning style.

I should have seen it coming. I have lost my voice after passionately talking about my book at my friend Gary’s birthday party tonight. Well, without any promotional materials allowed at the party, instead of letting my work speak for itself, I actually needed to make extra effort to promote it. As the time of writing this blog, I am drinking honey with lemon juice to bring back my voice.

Tomorrow night I am going to attend my executive assistant/friend Gary’s 25+ birthday party. I was told that blatant promotion of my book (or myself for that matter) will not be taken kindly. Well, it is always a bit of dilemma with me when it comes to the promotion of my book which is close to my heart. All I will say is I will simply harness the flow and my work will speak for itself.

I am not sure if other people experience this at all. My guess this is probably common.
Whenever the escalator is not working and I need to step on or off a stationary escalator, my feet behave as if the escalator is moving based on muscle memory. I actually need to force myself to “overwrite” that memory in order not to stumble over. I think like many habits or patterns in our life that we are used to, getting rid of them is no picnic. “Old habits die hard!”. However, it is not impossible.

In my words, copycat is someone that follows what you do without giving you credit or asking for your permission. I have had a case up-close and personal recently. A friend of mine who initially discouraged me on my new endeavor and did not help me in my effort suddenly “followed” me and told me she had been “along” wanted to do it. Right!
My advice:
1) The world is large enough for you and your copycats. Don’t get too stressed over it. Handle it with grace and good manner.
2) Despite no credit given to you, consider the copycat is inspired by you and be proud of your very self. Yes!
3) Turn around and help him/her if she/he asks for help. I helped my friend when she asked for help and told her that is what friends are for (though she did not help me before).
4) Don’t be a copycat and always give credit to people that inspire you. Ask for permission if it is needed.

The second half of the key points:
6) The manager’s job isn’t to motivate.
7) The talent needs to trust each other more than it needs to trust the manager
8) Improve the talent
9) 99 per cent of recruitment is about who you don’t sign
10) Accept that the talent will eventually leave
11) Gauge the moment when a talent reaches his peak