FAQ, Healthcare

What Is Diabetes? Types Of Diabetes

Diabetes is also referred to as diabetes mellitus, and may broadly be classified as a category of ailments wherein a person has high blood glucose levels. This could be either because insulin production in one’s body is not sufficient, or the body fails to respond to the insulin in the required way. Some of the symptoms that are very commonly associated with diabetes are frequent thirst, hunger and urination.

In some cases, diabetes could be a lifelong condition, characterized by high blood glucose levels. The condition is commonly prevalent, and in the year 2013, 382 million people across the world were suffering from the disorder.

Type 1 and Type 2 Diabetes

Diabetes is very often classified as Type 1 and Type 2 Diabetes. When one suffers from type 1 diabetes, the body ceases to produce insulin. This type of diabetes is relatively rarer, and only 10% of people suffering from the ailment are ailing from Type 1 diabetes.

Type 1 diabetes is also sometimes referred to as insulin dependent diabetes or early onset diabetes. And this type of diabetes is more prevalent in people under 40 years of age, even in one’s teenage years or early adulthood.

If one is ailing with type 1 diabetes, he has to take insulin injections for the rest of his life, follow a specific diet and also monitor his blood glucose levels by carrying out blood tests at regular intervals.

However, type 2 diabetes is a lot more prevalent type of diabetes, and nearly 90% of people who suffer this disorder are ailing with type 2 diabetes. When one suffers from type 2 diabetes, the body does not produce insulin in adequate quantities, or the body cells do not react to insulin, in a condition known as insulin resistance.

For many people, type 2 diabetes is a condition relatively easier to control, and one can keep a check on symptoms of type 2 diabetes by maintaining one’s weight in recommendable limits, making sure that one consumes a healthy diet, getting some regular exercise, and monitoring one’s blood glucose levels at regular intervals.

Gestational Diabetes

An important classification of diabetes is gestational diabetes which affects women during pregnancy. During pregnancy, women sometimes have blood glucose levels which are more towards the higher side, and their body does not produce adequate insulin to transport this glucose into their cells.

Diagnosis of gestational diabetes can be made only during pregnancy, and a vast majority of patients can control their condition by means of diet and exercise. However, 10-20% of patients need to take specific medications to keep a check on their blood glucose levels.

An important way that can enable one to prevent the condition is by making sure that one consumes a low cholesterol diet during pregnancy.

When Do People Get Diabetes?

When one is overweight, he is at a higher risk of developing diabetes. One of the reasons for the same is because when one is obese, the body releases chemicals which can work towards destabilizing body’s metabolic and cardiovascular systems.

So being overweight, not consuming the right kind of a diet and developing type 2 diabetes are all interrelated. Another important factor that is known to greatly enhance the risk of developing type 2 diabetes is aging.

Alternately, some of the other factors that can cause diabetes are genetics, one’s family history, or even following an unhealthy diet regimen.

Some Simple Lifestyle Changes To Overcome Diabetes!

To keep a check on diabetes, one must avoid skipping meals. This could hike the blood sugar levels, and could even lead to weight gain. Taking care of one’s diet is a factor that can go a long way in enabling one keep a check on diabetes, or even overcome the condition.

Similarly, consuming a diet which is high on fruits and vegetables can help control diabetes, because fruits and vegetables are full of fibers. This helps us keep full, and the high vitamin and mineral content in fruits and vegetables helps ensure that the body receives nutrition. This keeps one energetic, and one is not tempted to go for sugary foods.

As a rule, one must avoid all foods which have a higher glycemic index, like chips and salty snacks, and one must keep a check on consumption of fatty foods as well. Similarly, starches from white rice, potatoes and whole grains could also influence diabetes.

Something as simple as drinking 6-8 glasses of water every day is a factor which can go a long way towards prevention and control of diabetes. In the same way, even a slight weight loss can work wonders for someone who is a diabetic. While being the healthiest way to get over diabetes, a slight weight loss of up to 5-10% can have the same effect on a diabetic as anti-diabetic pills!

And if you are considering getting some good exercise, walking stands out as one of the best options!

Walking reduces risk of many ailments like diabetes, dementia and osteoporosis; this keeps the heart stronger and also helps you lose weight.

http://teleskyshopping.com/diabetes.html

If you have a loved one who is afflicted by diabetes, you might find a diabetes related product or two you would love to use for gifting purposes.

Article Source: https://EzineArticles.com/expert/Harshad_Jethra/1848126

Article Source: http://EzineArticles.com/9057787

Leadership

Leadership Principles of the Warrior – Series Nine Leadership Ascendency (Part 1)

The persistent, mature and enlightened leader is the one who assumes command and understands what that means. By certain authority, some have become mangers, and mange for better or for mediocre acceptance of the mundane. Boring is their legacy, and uncreative is their heritage. Others have aspired to be reasonable supervisors. Yet, their journey has not seen the infinite vision of a leadership summit. The pinnacle of the vista remains allusive to those who cannot self-evolve and set free their differentiation.

Herded, huddled and homogenized by the hordes, the operational consistency suffers the defeat of confused tactical necessities and vital strategic urgencies. By wishful thinking, clever subjective validation, and well-defended posturing, they have invented themselves into realms they are not equipped to visit. On the outside, they appear competent in their specific domain, and yet, their credentials are subject of suspicious. Leaders understand this spectrum in the paradox of human nature.

With that in mind, the lesser ones, the so-called “experts” in this or that, continue aspiring to ensure a legend, a claim to all manner of accolades, from specialists to cultists. Each according to his or her own deception seeks to inspire the superficiality of their conjecture. All is folly, such is foolishness and much is vanity, as nothing is new but that which is rediscovered in a different time, form a divergent perspective. Fear is a good starting point in the revelation of the individual trek.

From there, the hard work is to rise up, challenge oneself and build a better version of the original design from within. One does not do this by the cowardly excuses of external deterministic forces, for some contrive cultic dogma. Nor, does one ascend by simple-minded adherence to unquestioned mythic doctrine, or political expediency. It is by the free willed force of mindful independence, a strong body and amative passions. Vigilance and valor, embracing the energy of life, a leader must self-evolve.

In brief, one must become exactly that, an individual, well differentiated from the rest.

A leader is one who leads the pack, breaks rules as needed, risks derision from others, and blazes pathways. Sparingly in the use of words, their actions whisper much louder the determination to ascend higher peaks of knowledge and understanding. At the end of the day, at the setting of the sun, what is it that you need?

Leaders realize this juncture of insight, and exert the passion to know the nature of such possibilities. To know, do and believe, are constant reminders of the role for which one has been called. And, even though the culture devolves, the society regresses and empires collapse, a leader perseveres to lead. He or she embraces an honorable acceptance of finality. All things must end eventually. When you walk away and face the encroaching shade of the shadows, you sense an irrevocable conclusion.

Not looking back, you can grasp the essence that collective memories are of brief duration. Many will forget, a few might remember, but things fade. No monument, statue or street name to your credit, or otherwise, stops the history clock from ticking. Good or bad, whatever the pretended legacy, the crowds thin out, the adherents find another, and all are replaced in shear moments of cosmic transitions. Serious is the responsibility of leadership in the present with your profound ascended presence.

Quiet, yet courageous, is the spirit of such a mindset. From its potency, the vision of greater self-determination unfolds. On a less complex level, the baser passionate range of salacious stirrings urges a focused imaginative carnality to transmute one’s present reality. From a broader spectrum, each moment, awake or in a dream state, invites the disciplined discovery of individual transformation. A calling to leadership requires us to be capable of managing our perfection from life-long learning processes. While engaging the assigned tasks we have chosen, public and private, we can inspire others.

But, the others must freely choose their devolution or evolution. We can do nothing to change them, control their journey, alter their mindset, or control their desires, needs or wants. If we complain, show anger, or impatiently grovel in negativity, then we regress by or own choosing. Only they must decide the level to which they want to ascend. We have the wonderful opportunity to be an example to others, and provide a glimpse into this enlightened sphere of self-transition beyond mortal materiality.

A closer relationship with the sincerity of rational belief in fundamental principles of reason, and the passion for a selfless transforming personality, builds upon the viability of our trek to higher levels. Leaders offer the insightful guidance and instruction to encourage others to rebuild themselves. We strive to avoid the placement of barriers and stumbling blocks in the way of those around us. Competent leadership is a reflection of growth and maturity by experience, practice and ceaseless learning.

In a devolving culture, where most do not desire to change, the leader remains challenged by the negativity to surrounds him or her. Regardless of the ineptness, incompetence and treachery, a leader understands that his or her ascendency means a profound transformation. The renovation of positive and productive thinking within his or her leadership continues to evolve. Among these few, there is the need to grow a style of leadership that is conducive to the mission, both individually and collectively. There is no perfect typology. Developing a particular style is an individual characteristic.

As the leader evolves, he or she studies others and gains insight into the leadership qualities of effective role models. Nevertheless, it is he or she, the individual, who develops a personal perspective on what that means. No one else can do that for the leader, because this is a personal quest. It is a journey of purposeful differentiation over a lifetime of experiences, trials and errors, successes and failures, as well as experience and education. This requires focused effort by virtue of disciplined devotion.

From an historical perspective in brief, there have been three basic styles of leadership, or as some might allude erroneously, a conception of management. Again, there are three very different perspectives within an organization as suggested in here. There is management, supervision and leadership. A leader has to be effective within the scope of all three concepts. Many are good at management. Some are even better at supervision. But, only a select few are exceptional at leadership.

Continue reading →

Leadership

Developing Real Leadership: The 5 BIG Mistakes

The 5 BIG Mistakes that organisations make when developing their leadership talent is costing them in productivity, staff engagement, staff satisfaction and staff retention; never mind the escalating costs of replacing individuals and getting them up to speed to do an effective job.

As you read through these 5 BIG Mistakes – and the problems they create – you’ll immediately be in a position to introduce new strategies to develop your leadership talent, increase engagement and reduce those costs associated with employees being disengaged and leaving your company for “greener pastures”. In fact… continuing to do what the industry has always done will continue to get you the same results. Many of the standard old and tired approaches to leadership development simply don’t work and fail to deliver on organisational (and employee!) expectations. It’s time to take a new approach.

Every organisation wants them and every organisation says they’re committed to building them but how many organisations actually produce great leaders at every level throughout their business?

There are many benefits of having leaders, including self-leaders, at every level of the organisation and some of these include:

 

  • Proactivity: The ability to set and achieve our own objectives.
  • Accountability: Taking responsibility for our mistakes and making them right.
  • Motivation: That drive that gets us to the office early and keeps us focused throughout the day.
  • Confidence: Being able to present new ideas and having the self-assurance in ourselves and our capabilities.
  • Harmonisation: Being a team player, making decisions and acting in-line with organisational values.
  • Enthusiasm: Having the energy and “juice!” to overcome any challenges we come across.
  • Inspiration: The ability to move people toward a cause that is greater than themselves.
  • Self-awareness: Understanding ourselves, our strengths, our weaknesses and taking on the challenge of becoming better.

 

#1: Employees will pick up leadership skills on the Job…

If you want to be a great leader the best way to become one is to get close to an individual who already demonstrates great leadership practices. Stick with them as much as you can, learn everything you can from them, observe them, especially in the tough times; get to know how they think and how they make decisions. Most importantly, identify those unique character traits that set them apart and work on developing those within yourself.

That’s the ideal way… regrettably most organisations lack great leadership in the first place and there is a shortage of good leadership role-models. Unfortunately, when people are asked about ‘leadership’ they tend to think ‘management’.

Start developing real leadership skills in your organisation now and reverse this trend!

Another unfortunate aspect of organisation culture is that there is no incentive to developing leaders; therefore we are more concerned about getting the job done rather than spending the time needed with our people to help them grow. We are too busy in our day to day jobs to realise that by developing our teams they will experience the confidence to step up and take on many of the day to day tasks that prevent you, a leader of people, from focusing on where you can add value most. Most leaders don’t have the skill-set to do this because they have never experienced it themselves and lack the knowledge of how to apply it to others.

Bill O’Brien, former president of Hanover Insurance in the United States argues that managers must redefine their job. They must give Bill O’Brien up “the old dogma of planning, organizing and controlling,” and realise “the almost sacredness of their responsibility for the lives of so many people.” Managers’ fundamental task, according to O’Brien, is “providing the enabling conditions for people to lead the most enriching lives they can” (Senge, 1992).

Developing a great leadership culture doesn’t happen by chance. It takes time, effort and focus. It takes an understanding of the core leadership competencies and embedding these into the organisational culture where they are measured and reviewed.

Each member of staff should be on a leadership programme with goals and objectives within this space. Cave and Tappin (2008) suggest that to become a complete leader of tomorrow requires apprenticeship. Learning leadership is like a quest – there’s no defined path to success. It’s a personal journey and is different for everyone.

Identify where your leaders are spending their time. Is their focus on developing their people or managing the things their people do?

Believing that employees will learn on the job without a dedicated leadership culture in place will lead to disappointment and frustration for all involved.

 

“The task of leadership is not to put greatness into humanity, but to elicit it, for the greatness is already there.” ~ John Buchan

 

How are you going to start developing your people rather than manage them? What activities can you let go of and give to an aspiring team member to free up your time and contribute to their growth?

What are the leadership objectives for your team members or yourself? Remember, leadership is about leading yourself first! What changes can you make in your life to become a real leader?

#2: Sending employees on 2 or 3 day leadership training courses…

If you’ve ever been on a 2 or 3 day training course I’ve no doubt that you learned a lot of valuable information and that the course was a great buzz… a fantastic cerebral hit! You’ve probably come away from the course motivated to make loads of changes and become a truly great leader.

But what happens when you get back to your desk? Generally there are hundreds of unread emails waiting for your urgent attention. That little light on your phone is blinking away telling you have several phone messages also waiting for your urgent attention. Don’t forget about your team… They’ve been fighting the fires while you were away and now they all need a decision on this and a decision on that. Soon those valuable lessons you learned during those two or three days recede into distant memory and you never get the opportunity to make any real and lasting change.

Organise your training in a series of short hits over a period of weeks to allow time for practice and feedback.

Apart from the inconvenience of being out of the office for two or three days at a time and never really being able to shut off to give the material the attention it deserves, does the core content actually deal with real leadership competencies?

And more to the point, does it help you develop them? I would argue that they don’t and they can’t. Orr and Sack (2009) suggest that no one has time for anything that isn’t going to help them do their job better or faster today. Make sure that you provide skill building opportunities that are just-in-time for on-the-job application.

Real leadership stems from character and the thing with character is that it can’t be developed in a couple of days… no matter how well the material is delivered. When I mentioned above that most courses are a ‘fantastic cerebral hit’ I wasn’t exaggerating. Intellectually they are very stimulating but that’s the problem.

You see, most people know the competencies of great leaders but very few know how to develop those traits that makes them stand apart. If it was as simple as understanding these traits we’d all be leaders but unfortunately this is not the case. It’s not the case because the area of the brain that is involved in, say, developing empathy (a core leadership attribute), is different from the area that is used to understand an intellectual task, such as risk analysis.

A large part of your leadership development should be on creating awareness, developing rapport, influencing and active listening skills.

Developing leadership competencies takes longer, it takes practice and it is largely a personal journey of understanding yourself, your fears and what makes you tick.

Sending employees on a two or three day training course is largely a ‘tick the box’ exercise for most organisations (merely an output) that rarely delivers on helping your people transform into great leaders… the real outcome.

Emotional Intelligence involves the circuitry of the brain that runs between the executive centres (prefrontal cortex) and the limbic system, which governs feelings, impulses and drives. Skills based in the limbic areas, research shows, are best learned through motivation, extended practice and feedback. The limbic brain is a much slower learner [than the neocortex used in intellectual learning] particularly when the challenge is to relearn deeply ingrained habits.

This difference matters immensely when trying to improve leadership skills: At their most basic level, those skills come down to habits learned early in life. If those habits are no longer sufficient, or hold a person back, learning takes longer. Re-educating the emotional brain for leadership learning, therefore, requires a different model from what works for the thinking brain: It needs lots of practice and repetition (Boyatzis, Goleman, & McKee, 2002). That’s why standard two or three day leadership training courses don’t develop true leadership skills.

 

“Leadership cannot really be taught. It can only be learned.” ~ Harold Geneen

 

Are you going to continue to be a follower and send your people on the same old “trusted” leadership courses or are you going to be a leader and try something new? Something that will make all the difference!

Do you trust that you have leadership skills in you now or will you rely on a training course to tell you what they are? Are you going to step up and trust yourself… and surprise yourself?

#3: Focussing only on the intellectual competencies…

Management is largely about the ‘head’; it’s planning and control, systems processes, problem solving, written communications, and so on and it’s really important for organisations to have people who excel at these functions. There’s no doubt that in order to be competent at any of the above there is a certain level of intelligence (IQ) needed. However, this is management.

Leadership, on the other hand, is all about the heart; it’s feelings, it’s emotions, it’s connectedness, our sense of respect and values. It’s about being aware of ourselves and being able to understand others. These competencies are much more intangible and are often referred to as ‘soft-skills’… they’re called this because they’re much harder to grasp. People who exhibit these skills generally have a high Emotional Intelligence (EQ).

Real leaders, and people who are, in general, happier in life, have a high level of EQ. An example of some of the research on the importance of EQ as a predictor of success is the Sommerville study, a 40 year longitudinal investigation of 450 boys who grew up in Sommerville, Massachusetts. Two thirds of the boys were from welfare families, and one-third had IQ’s below 90.

However, IQ had little relation to how well they did at work or in the rest of their lives. What made the biggest difference was childhood abilities such as being able to handle frustration, control emotions, and get along with other people (Snarey & Vaillant, 1985 cited by C. Cherniss, 2000).

Measure key soft-skills in all performance reviews – the application and measurement of these will be different for leaders and for staff.

Continue reading →

Commodities, Industrial, Innovation, Market News

Crude Oil Continues Falling at 6 year lows in Jan2015

Houston, Texas: US Crude oil prices fell on Thursday after weak US economic data spurred worries over crude oil demand. The US crude declined $2.23, or 4.6 percent, to settle at $46.25 a barrel. Brent crude was last down $1 to trade around $48 a barrel. Early in today’s trading session, US crude moved higher, breaking above $50 a barrel on a fall in the dollar. And very interestingly, the US crude also briefly traded at a premium to Brent, rather than the discount it normally sustains, as the Brent front-month contract traded in its last day before expiry.  Read More >>

Contact us to get Crude Oil Trading Targets for next 3 to 6 months.

Capital Markets, Economy, Energy

China – Top Performing Market of 2014

Japan was the top performing market of 2013, and China is the top performing market of 2014. The plunge in crude oil prices is likely to wreak economic havoc on vulnerable oil exporters such as Russia and Venezuela (both countries face recession in 2015), oil prices have hit 5 year lows this week, falling nearly 50 percent since mid-June 2014 as weak global demand for crude oil, combined with strong supply growth from new production wells going live in 2014. South and Southeast Asian markets also featured in the top-five performing markets after registering double-digit gains. Philippines and Indonesia equities followed close behind, both rising over 22 percent. Chinese market (Shanghai Composite) has bounced back after last couple of years of weak performance, and gained 52% in 2014, on the back of policy action by Chinese govt to boost the local economy, to become the best performing Asian market, and top performer worldwide for 2014 while beating Indian markets which gained 31% in 2014. Read More…