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senior management team. During this discussion and all others, make sure to document every comment. Next, proceed to D, followed by V and P. For each of these elements, have the learner assign a numerical score from 0 to 5 (0 low; 5 high), then have him or her explain exactly why this score was given. When the learner explains the score for D, ask probing questions to elicit the learner s depth of desire, the external demands for this change, and the dissatisfaction the learner or others feel about the situation as it is. For V, determine whether the learner can articulate the vision fully and imagine him- or herself completely engaged in this new behavior. For P, verify that the learner has a concrete and viable plan and process already in place in order to achieve the vision (V) and accomplish the change (C). Third, proceed to R (resistance); have the learner give it a numerical score from 0 to 5 and explain the reasons behind the score. Many learners are surprised to find that they themselves have resistance to the change they say they want, or that some people around them may not support them in their desire to grow. Fourth, complete the calculation. Notice that multiplying D, V, and P means that if any of these three elements is 0, the entire left side of the equation is 0. When this is the case, no change will occur. However, if the left side of the equation is greater than the R or resistance score, change is likely; the greater the score on the left side relative to the R score, the greater the speed and magnitude of the change. Finally, reflect on the scores and the documented information under each element of the Change Strategy Formula. It will be clear what needs to be done to accelerate the learner s progress toward the change goal. For example, if D is low, coaching needs to focus on the learner s motivation. If V is the lowest element, spend more time helping the learner create a new vision. If P has the lowest value, work on a development plan that engages the learner. If R is too high, spend time exploring the nature and cause of the resistance and how to overcome it. During this analysis, it will become obvious that each element of the formula affects other elements. For example, if V is given a high score, the value for D may also increase. The elegance of the Change Strategy Formula methodology is that it is diagnostic, strategic, practical, and stimulating and works with individuals of all Enneagram styles. In addition, the Change Strategy Formula methodology also works well in conjunction with the level-based self-mastery approaches and the four coaching challenges described earlier in the book.

What are the placental membranes and uterine layers (fetal to maternal)

Here, k is also restricted to File One. The use of the unnamed namespace rather than static is recommended for new code.

See Figure 2.1. Calculate limx 1 f ( x) .

25 percent of the reporting sales organizations having more than 100 sales representatives. The sales compensation program (base salary and incentive payments) helps drive revenue growth but also represents a significant financial cost to the company. For a sales force of more than 100 eligible employees, the sales compensation program can have an annual budget between $10 and $20 million. The accountable revenues can be between $100 and $250 million and the larger the sales force, the larger the costs and attendant revenue commitment. The point is sales compensation budgets are large, their revenue impact is significant, and they require active management by multiple parties to be successful.

The customer provides power to the NT1. The carrier provides power to the customer from the NT1. The carrier provides a small amount of keep-alive power on the actual bus leads.

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