Is it so difficult to work with millennials? Nope, it isn't – and I'm going to tell you why.
Being a millennial myself, what motivates me to give my best (or perhaps going the extra mile) is to have a good working environment (positive vibes only) and friendly/ supportive colleagues (not the fake ones).
Therefore, my career will be one of choice, not chosen merely out of desperation. It will basically align 'who I am' to 'what I do'.
But before diving straight into the key points that you should know about working with millennials, it is only appropriate to have some basic understanding about this unique generation.
The millennial generation are those born between 1980 and 2000 (that includes me!).
They are now entering employment in vast numbers and will shape the working world for years to come.
Being able to attract and retain the best of these millennial workers is becoming critical to the future of businesses.
This is because millennials will define the culture of the 21st century workplace through their career aspiration, work attitudes and knowledge of new technologies.
Millennials matter because they are not only different from those that have gone before, but they are also more numerous than the soon-to-retire Baby Boomer generation (1946 and 1964).
The millennials generation is already forming 25% of the local workforce, and by 2020, millennials will form 50% of the global workforce.
Although they will soon outnumber their Generation X predecessors (1965 to 1979), they remain in shortage of supply particularly in the parts of the world where birth rates are lower.
This causes them to be more valuable as millennials will work to support a significantly larger and older generation due to the increase in life expectancy.
However, attracting and keeping these millennial workers remains as one of the biggest talent challenges in most companies today.
Companies see a hiring crisis ahead – they have to hire and retain the next generation of younger talent.
If you are a business owner, department head or a hiring manager, it might be obvious to you that the millennials are becoming a powerful generation of workers; and those with the right skills will be in high demand.
They may be able to command creative reward packages and also influence the way they work in an organization.
At the same time, they may also represent one of the biggest challenges that most organizations will face.
Do millennials differ from past generations?
Millennials' use of technology clearly sets them apart.
It might be true to say that some of their behavior and attitude reflects a lack of responsibility, but to dismiss the issue entirely on that basis would be a mistake.
One of the defining attributes of the millennial generation is their affinity with the digital world.
It isn't rocket science to realize that they have been surrounded and grown up with instant access to information through broadband, smartphones, laptops and social media.
In other words, this is the first generation to enter the workplace with a better grasp of key business tools compared to their senior workers.
Apart from technology, millennials behave differently too. Their behavior is colored by their experience of the global economic crisis and places more emphasis on their personal needs.
Millennials also tend to be uncomfortable with the rigid corporate structures and are turned off by information silos.
They expect rapid progression with a varied and interesting career coupled with constant feedback (instead of the yearly appraisal system).
In a nutshell, millennials want a management style and corporate culture that meets their needs, at the same time, helps them achieve self-actualization.
Another distinct characteristic of millennials is their ambition to pursue their passion and their desire to keep learning to move up quickly in an organization.
If these expectations are not met, they are not hesitant to move on quickly to another career opportunity that can fulfill their needs.
While millennials want a flexible work approach, they also aspire for regular feedback and encouragement. They want to feel that their work is worthwhile, and their efforts are being recognized and appreciated.
The business landscape has changed drastically over the recent years due to the increasing number of young, talented workers.
Well, irrespective of the organizational long term objectives and ambitions, a more inventive talent strategy is required in order to successfully attract, develop, lead and retain millennial talent, and to bring out the best in them.
Because money isn't everything to them, therefore it is our capacity to attract, develop, lead and retain millennial talent not solely dependent on the compensation package, but rather on our ability to create a sense of belonging to an organization.
At the same time, offering a sustainable relationship, professional development opportunity and has a clear conception of organizational goals – of what it wants to be and how to achieve it.
Organizations should take a different strategic approach when it comes to recruitment and retention of young talents.
Millennials are generally looking for more in life rather than just a job or a steady climb up the corporate ladder. Gone are the days of loyalty (I will work till I retire) for the sake of comfort zone.
They want to do something that makes them feel it's worthwhile, which takes into account the values and principles of a company when considering a job.
I think it's also safe to say that most millennials are motivated by much more than money.
It's not that competitive wages isn't important – but the biggest draw for millennials is the opportunity for career progression.
They are attracted to employers who can offer more than just merely 'a good pay'.
It is also said that millennials are apparently prepared to be more practical and realistic when it comes to accepting a job offer, such as salary trade-off for location and corporate reputation.
A recent survey suggested that customizing the remuneration package and benefits to each employee could potentially attract millennial talents.
With their constant desire to learn and progress, financial benefits are not the only factor that would attract them. In fact, it is the training and development, and flexible working opportunities that they are looking for.
However, employers should remember that millennials generally focus on benefits once they are sure that their basic requirements on wages and working conditions have been satisfied.
While salary may not seem to be their main consideration, that doesn't mean they don't care about it.
Work-life balance with strong diversity policies have always been a priority and central selling point for millennials.
More importantly is the transformation from work-life balance to work-life integration.
Besides, the smartphone, once known as a fancy gadget, is now an integral part of daily life – from a personal and business perspective.
Thanks to the internet and smartphone, we are no longer confined in the physical office space, and we can access to what we need at any time and place.
Hence, millennials need to know that their superior trusts them to handle their workload and not looking over their shoulder throughout the day, or texting them about work late at night or during off days – which ultimately defeats the whole premise of work-life integration.
It is suggested that millennials could be rewarded based on results, rather than the number of hours worked in the office.
Thus, millennials should be allowed to decide when and where to do their work.
Productivity should be encouraged and rewarded with opportunities created equal for all.
Millennials want their work to have a purpose.
They want to be able to contribute and add value to the world.
They want to be proud of their employer.
The brands (employers) that appeal to this young generation as consumers includes those that emphasizes on their environmental and social record.
Millennials might avoid working in a particular sector or company if they believe it had negative image towards environment and society.
Nevertheless, while corporate values undoubtedly influence millennials' choice of employers, other basic needs may be equally or more important, such as adequate pay and working conditions.
The younger workers are generally defined by their energy, enthusiasm and optimism, believing they can achieve anything with the right focus and access to learning.
Millennials are intensely ambitious and are keen for rapid career progression in a company.
It is evident that millennials have particular needs and expectations when it comes to learning and career development.
In an ideal world, they would like to see their manager or boss as a coach who supports them in their personal development but also they prefer to learn by doing it themselves rather than by being told what to do.
One of the strongest millennial attributes is that they welcome regular and continual structured plus constructive feedback on a job, and expect praises for a job well done.
Millennials expect to keep on learning as they enter the workplace, while gaining new experiences and absorbing new information.
Millennials are attracted to employers who offer excellent training and development programs as these young workers relish the opportunity to engage, interact and learn from strong coaches and mentors (senior management).
Moreover, these mentoring programs can be particularly effective to relieve tensions between generations.
However, with the millennials' ease with technology means that they respond well to a range of digital learning styles and delivery methods, which includes online learning modules, webinars and interactive workshops.
They are inclined towards collaborative learning in teams. Thus, a one-sided lecture is less likely to hold their attention.
Nonetheless, the best training programs consist of a mix classroom instruction, self-directed study, and group learning.
Despite their preference for independence, millennials yearn for employers to clearly define the structure and objectives that must be achieved.
In this increasingly globalized world, millennials have a strong appetite for working abroad with overseas assignments as they view international experience as a vital element to a successful career.
International employers should recognize this demand and take active steps towards fulfilling the need. This would also form a new approach towards flexible career paths.
Don't even try to manage millennials – lead them. Yes, you've read that right. Now let me tell you why.
Those born just before the turn of this last century are different. They cannot be managed the same way other generations have been managed.
They must be inspired and enabled to realize their potential in contributing to the world with a clearly defined purpose.
Companies who cling on to the rigid model of fixed working time and place was better suited to the industrial age. In this digital age, employees are more productive if they have greater autonomy over where, when and how they work that suits them best.
Millennials feel constrained when they see outdated traditional working practices, rigid hierarchies and old-fashion management styles.
In fact, employees should be rewarded by results rather than the number of hours or the location they work; while offices becomes a meeting space instead of a fixed location for the working day.
Hence, a millennial-friendly environment may be fully digital but it also needs to be comfortable and creative. Millennials expect to work hard, but they don't wish to sit in a cubicle all day. They will be drawn to companies that offer a comfortable, engaging and stimulating atmosphere that creatively blends work and life.
This type of employee-focused environment may seem like an indulgence, but it's actually good for retention, which means good for business because engaged employees are more productive than those who are not.
Although millennials appreciate personal develop and new opportunities, they will not follow your lead just because you are the boss.
Instead of trying hard to get millennials to be loyal to your leadership or organization, focus on developing and communicating the principles and purpose behind your organization's work because millennials need to know that they are working to make the world a better place.
Millennials believe that there is no success without sustainability for individuals, society, organization and the environment. If you can convince them in an authentic and genuine way that what you are doing is principled, millennials will be loyal to your purpose.
For millennials, they believe that power is distributed and control requires permission. They don't listen to authority figures if they don't agree with them.
This may seem like a challenge for traditional bosses, but in the long run, more and more employees will stop accepting poor leadership.
The lesson here is: Don't be a high and mighty leader. Learn to communicate and make sure your millennial employees understand why your organization are doing what they are doing.
Don't just tell people they should do things just because you said do. Walk the talk and be an example to them. Also, don't neglect leadership development because investing in your leadership capabilities will help to motivate millennials workers.
You don't learn if you don't listen.
You can't assume or generalize situations.
You need to embrace the differences.
Any good leader needs to understand and figure out how to be relevant and resonate with their younger workforce.
Always learn to keep an open mind because we're talking about an audience where one size does not fit all.
Treat your millennials with a customized, unique approach. Most importantly, your words and actions have to be genuine.
When I went for a job interview, the CEO asked me: What do you want to do for the rest of your lives? I said, I don't know. He looked surprised.
To me, a career is 4 years, not 40 years. It's 10 times lesser than the older generation of workers.
Now, that's a career, not a job.
Contrary to the stereotype that millennials are job hoppers, millennials actually don't prefer changing organizations every few years.
In fact, millennials would like to stay for a long time, because they want to learn, grow and become leaders in their organizations.
Nevertheless, it doesn't mean that millennials aren't looking or willing to make a change.
Millennials, like everyone else, leave an organization because they can get something better elsewhere.
Some millennials are trying to escape a situation they don't like, such as a bad boss, negative environment or office politics.
Others leave because they feel overloaded and underpaid for the work they are doing.
Or some are looking to 'level up' to a better situation in order to gain access to better options in their career.
The question remains as to how do you keep these young, restless workers from moving on to another job before they fulfill their professional potential?
Colleagues, friends, team and boss are all part of the retention package.
Create an environment so that millennials can develop true, genuine friendships.
Be sure that managers and team leads are well trained, and have time to connect and build relationships.
If millennials don't feel like they have a community at work, they are most likely to look for it elsewhere.
What they do and how they do it is critical for millennials' workplace experience.
It would be advisable to structure work so that it's interesting and meaningful. This enables them to enjoy a balanced life.
Millennials worry that they could stagnate and won't be competitive in the job market.
Thus, make sure organizations provide them with the right opportunities, including enough feedback, compensation and development for them to feel that they are continuously progressing even as they stay with the same organization.
In a nutshell, millennials are a talented and dynamic generation.
The best of them are hard to find and even more difficult to keep.
The finest of them are already in high demand.
Research suggests that there is a significant gap between what millennials expect from their employers and career, and their experience of the workplace.
Superficial changes that are intended to connect with younger workers will not work, such as 'greenwashed' corporate values and unconvincing media outreach.
Ultimately, retention starts with making people happier, because otherwise, they won't stay. One of the ways is to make people happy, that means no one in the company feels like it's a dead end.
Before long, this generation will form the majority of workforce, and they will look for employers who are truly acting on their promises.
As such, organizations that can provide the conducive working conditions that millennials crave will benefit their bottom line as they are willing to work hard and stay for a long term.
Therefore, by looking beyond millennials' reputation as job hoppers and focus on their potential through offering meaningful work, career development and work-life balance, companies can go a long way to ensure that their future health and growth is sustainable.


While the Mate 20 Pro and Mate 20X both feature AMOLED displays—as opposed to the regular Mate 20's LCD display—new information shows that Mate 20X users can rest easy, with their phones unlikely to suffer from the green hue issues found on the Mate 20 Pro.
Huawei released its Mate 20 flagships last month. You could be forgiven for assuming only two devices were released—the Mate 20 and Mate 20 Pro—but the company also launched the Mate 20X alongside the aforementioned duo. The Mate 20X has mostly been out of the media's eye because of its size, a 7.2-inch display making it a daunting prospect to potential buyers.
The Mate 20X shares some of its features with the Mate 20 Pro, most notable being its camera hardware. Thankfully, it doesn't share the Mate 20 Pro's greatest weakness, its display. The Mate 20 Pro, while otherwise an impressive device, has received criticism for its poor displays. Users of the phone have noticed a green hue at low brightness settings, a phenomenon that has now been chalked up to the poor LG OLED displays used on the phones—some Mate 20 Pro's use BOE panels and don't seem to have any issues.
The Mate 20X is unlikely to share the Mate 20 Pro's discoloration issues, though, as it uses a Samsung-made AMOLED panel. Samsung panels have gained a reputation for being the best in the business, and haven't been associated with any major faults, unlike LG units.
Sadly, the Mate 20X's AMOLED display is just a FHD+ one, which is inadequate at that 7.2-inch size. We guess buyers of the Mate 20X are fine with having a lower pixel density if it means they don't have to suffer the agonies of a sub-par display.


It's easy for job seekers to find advice and tips on Dice. But is the information helpful or just a bunch of empty words? Look at it this way, we all know that diet and exercise are important to our health, but certainly some of us aren't heeding that guidance. Plus, your doctor may tell you to exercise at least three times a week, but he probably lets you choose between jogging and biking.
The point is, each professional has a unique value proposition, set of liabilities and interviewing style, so it's up to you to assess your situation and incorporate relevant advice and recommendations into your job-search strategy and campaign. Since most advice is based on a combination of surveys, data and anecdotal evidence, here are three ways to use the information to bolster your search.
You can't maximize your strengths or mitigate your weaknesses unless you know how employers are identifying and selecting candidates. For example, you may need to clean-up your online information, because more employers are running social media checks on applicants. And don't turn off your mobile because mobile recruiting is on the rise. While you're at it, don't forget to create a personal brand.
Data shows that networking is still the best way for IT professionals to land a job, but you might need some tips and a nudge to get started if you're painfully shy. And hopefully you're researching the market, targeting specific employers and touting your business acumen and ROI, because both recruiters and CIOs say these are critical traits.
It's hard to find a job even if you follow our advice completely, so it's good to know that you're on the right track and not alone. At the very least, you can glean inspiration from reading the articles and the comments from other job seekers. In fact, you never know when you might make a connection that turns into a lead or an unadvertised job opportunity.


Man laughing because of a funny video.
When you think about the most memorable viral videos you've seen, I bet they lean more to the commercial side. I'd even go so far as to say that some of your favorite ads were the ones that relied on humor.
Additionally, videos with humor are effective at grabbing and holding our attention because they're more entertaining, unique, and vibrant than other videos. When they get a little cheeky, they become even more memorable. In fact, humor has been linked to higher recall.
Another perk is that funny videos are more relatable, which in turn establishes trust and humanizes brands. Also, because laughter is contagious, videos that make people smile are more often shared with others. This can help ensure that your video goes viral and gets your product in front of a larger audience.
However, if the humor is tasteless, offensive, and amateurish, your video may have the opposite effect. As a result, your brand won't be taken as seriously, and you may even turn off existing customers.
Shock or surprise the viewer.
Start a dialogue on relatable real-life experiences.
Focus on unique and overly dramatic voice-overs or action.
Maintain a short length to keep engagement high.
Need a little inspiration? Here are five viral videos that were able to successfully sell their products through humor.
First off, can you honestly go wrong with Ryan Reynolds? The actor always seems more than willing to exhibit his natural comedic chops.
Titled "The Process | Aviation Gin," this video mocks the tired, clichéd ads used by its competitors. You know which videos I'm talking about: the ones that discuss how elegant and cultured their spirits are and how much care and craft went into their creation.
It's creative, brilliant, and hilarious because it takes highbrow to a whole new level. I mean, how many other spirits are "serenaded with the healing music of Sarah McLachlan"?
This was the ad that put Dollar Shave Club on the map. The best part? It was put together with just a budget of $4,500. Since then, it's been viewed nearly 26 million times on YouTube, and the company was acquired by Unilever.
There are a couple reasons why this video went viral. First and foremost, it's hysterical and fun. Personally, I found it funny because of how it picks apart corporate culture so absurdly -- I still chuckle every time I watch it.
Second, it does an excellent job of introducing the company without being stuffy, and it explores how it's solving a real-world problem: having to purchase outrageously priced razor blades that must be picked up in person.
Purple is one of several online mattress-in-a-box retailers. So how does it differentiate itself from traditional mattresses? It created a viral video that uses just a little bit of comedy.
Like Dollar Shave Club, it introduces the company without being boring or too professional. It also solves a literal pain point: insomnia and achy bodies from sleeping on "garbage" mattresses.
The video cleverly uses Goldilocks to explain the problems most of us have encountered with mattresses that are too hard, too soft, or too average.
How effective was the video? Check out the comments on YouTube, and you'll catch plenty of people stating that this is one of the only YouTube commercials they won't skip.
When I first saw this video, I thought it was a joke. But it was an ad for a real product that's, uh, still floating today.
Free from the restraints of traditional TV advertising, this video is crass and fully embraces toilet humor without being overly juvenile or disgusting. This is certainly helped by a spokesperson who's a refined lady with an English accent — especially when delivering the genius line "Our business is to make it smell like your business...never even happened."
To prove that it is, in fact, a real product, the video proudly states that it has better ratings on Amazon than the iPhone 5, which is subsequently dropped in the toilet.
How can you sell a product that isn't the sexiest or most exciting? Have fun with it. Dissolve, a company that provides stock photos and footage, created a video entitled "This Is a Generic Brand Video." It looks like the standard branded videos we've all seen a million times, full of stunning visuals with "big words that are synonyms for progress." They don't really tell you what they do. But they hint that it's something important enough for you to care about.
Here's why this spoof is clever: Besides the entertaining voice-over that reminds me of Sam Elliott, we find out at the end that it was created using all stock footage from Dissolve. The brand managed to poke fun at traditional video ads while displaying its own stock footage the entire time. Making fun of itself while making fun of an industry trend? A brilliant and pleasant surprise.
Creating a video that uses humor to sell a product is a proven and cost-effective way to introduce your brand and spread awareness. The key is to not just focus on the humor. These videos have to also offer a solution to a real-world problem in a surprising, clever, and sometimes overly dramatic way.
What are your favorite viral videos that sold products through humor?


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Mariah Carey's You're Mine, Eternal, Arrives With Kelly Price on Adult R&B Songs Chart
by Njai Joszor March 4, 2014
Mariah Carey and Kelly Price have two of this week's hot shot debuts on the Adult R&B Songs chart.
According to Billboard, Kelly Price has the highest debut of the two with "It's My Time," which arrived at no.24 and leads Price's upcoming projects, including a new R&B album.
Mariah Carey follows with a no.27 debut of "You're Mine (Eternal)."
"After debuting at No. 12 on R&B/Hip-Hop Digital Songs (with opening-week sales of 32,000, according to Nielsen SoundScan) two weeks ago, Mariah Carey's "You're Mine (Eternal)" makes its first airplay chart appearances, entering Adult R&B Songs at No. 27 and Rhythmic Songs at No. 39. The ballad previews Carey's May 6 studio album," reports Billboard.
John Legend continues to top the Adult R&B Songs tally with "All of Me," which earns its fifth week at the summit this week.
Taggedmariah carey
T Pain Announces 'I Am T Pain' Tour, Preps For 34 Dates
Justin Timberlake Announces 20/20 Experience Tour Expansion
LaTavia Roberson Says Mathew Knowles Used to Make Kelly Rowland Cry, Talks Unfair Treatment
Patti LaBelle Visits Power 105.1's The Breakfast Club, Talks Career, Patti Pies & More
Young Jeezy 'Puts On' #1 Debut, Light On Howard and Klang Debuts Fades
Kelly Price: 'I Probably Rubbed People The Wrong Way'
Was Terrence Howard A Stalker Before 'Shine Through It' ?
Ginuwine on Posthumous Aaliyah Album: "I Don't Agree With It"

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Ra Medical Systems launches catheters and lasers in Northern Europe
Ra Medical Systems and bo medical technologies, have announced the launch of the Dabra atherectomy system for cardiovascular and Pharos excimer laser for dermatology in Europe.
Ra Medical says that its Pharos (FDA market cleared and CE mark) has more than a decade of success treating challenging, chronic dermatology diseases including psoriasis, vitiligo, and atopic dermatitis throughout the USA, Middle East, and Asia. The Dabra atherectomy system (CE mark and investigational in the USA), has a 95% success rate in clinical trials in North America.
"bo medical technologies has extensive expertise and market presence in both dermatology and vascular markets in the Benelux Union as well as Scandinavia. They have outstanding relationships with thought leaders and high volume practitioners in both therapeutic areas, extensive technical experience, and the drive to capture the Northern European market for both Pharos and Dabra," said Ra Medical Systems co-founder and chief executive officer Dean Irwin.
"We see bo medical as the first of many successful partnerships as we penetrate the dermatology and vascular markets in Europe. We are actively looking for additional distribution partners throughout Europe as we drive Pharos' and Dabra's commercialisation in this region," added Irwin.
Henk-Peter Oonk, chief executive officer of bo medical technologies commented, "Pharos will have a significant impact because all the doctors will market this to their patients as another option in the treatment of psoriasis and vitiligo. Biologicals are burdensome to some patients and not everybody desires or are eligible for them. Pharos will be a major breakthrough in the treatment of psoriasis and vitiligo in Europe."
"Healthcare continues to evolve, with practitioners looking for newer, more cost-effective, safer, and better options than current treatments. Our laser and catheter systems offer alternative treatment options with potentially better outcomes and are now available in markets around the world. Giving patients access to these treatments for their diseases, often for the first time in their lives, is quite rewarding," added Jeffrey Kraws, president.
bo Medical
Ra Medical Technologies
Ra Medical Systems announces 10 subjects have been enrolled in its DABRA trial
Ra Medical Systems announces enrolment of first patient in pivotal atherectomy clinical study
New study shows 94% success rate for DABRA laser system achieved in PAD patients


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Dolphin Assisted Therapy: Acoustic Wave Healing
The dolphin is a particular animal characterized by its intelligence, sociability, character, creativity and lifestyle. But this cetacean is not interesting just for its iconic appearance or for its ingenuity.
Among all its peculiarities, the transmission of acoustic waves (sonar) stands out, used to "see" what surrounds it, to communicate … and, for a while, also to offer therapy. More precisely, something called dolphin assisted therapy.
Dolphin sonar
Sea therapists
Assisted therapy with dolphins
Acoustic waves have been cut by the evolution of dolphins to allow them to interact with an environment in which the naked eye has access to a very limited amount of information due to the lack of light.
These waves are used by dolphins to see because they interpret the echo produced by objects struck by these waves. But sonar is also essential in communication, and its sound-producing device uses frequencies 4.5 times higher than humans and emits 4 times more information per unit of time than us.
These animals produce both whistles for communication and clicks for orientation, this whole range of sounds is known as echolocation and this is what makes them unique therapists.
The Florida-based Aquatought Foundation has spent years researching the consequences of applying sonar to patients. Its founder, David Cole, offers a scientific explanation of the physiological changes that these waves produce in humans.
He reveals that sonar is so powerful that it could cause a phenomenon known as cavitation (formation of vapor-filled cavities in a moving liquid) these bubbles form in the sea and are very fleeting, but temperatures reach 5500 ºC, this manages to modify the membrane potential of the endings of nerve cells in humans, producing changes in our cells and tissues.
The results of his research indicate that the effect of these waves in contact with humans produces a synchronization of the cerebral hemispheres, (which manage to emit waves of similar frequency and phases) and a neurological response similar to that given in states of anesthesia. In other words, brain activity occurs in which alpha waves predominate, as occurs in states of relaxation. In contrast, in a state of concentration, the electrical activity produced by the brain is mainly beta waves.
The specificity of this effect and its benefits have led to several attempts to artificially reproduce its therapeutic impact. Musical productions have been made that attempt to mimic the dolphin's echolocation, and it has also gone a step further by creating a device called cyberfyn, which uses virtual reality to copy the effect of sound.
The therapeutic session revolves around the application of sonar in different parts of the body. This is complemented by various activities between the child and the dolphin that improve their relationship and create a bond, such as feeding the dolphin, performing motor exercises or playing with hoops and balls.
For the application of the sonar, the patient remains floating in the water (a life jacket is used and the collaboration of a qualified therapist), while the dolphin applies its sonar to different parts of the cos.
Children benefit the most from this experience because their brain structures are more plastic and changeable than those of an adult. Sonar emits electromagnetic sound waves that produce stimulation throughout the central nervous system, connecting neurons that are less active than normal. this effect it is crucial in the treatment of autism, One of the disorders to which this therapy has been applied the most.
It has also been used in patients with chronic and / or terminal illness because it improves immune activity and causes the release of endorphins, which act on pain and mood.
How is cognitive behavioral therapy applied to ADHD cases?
How to help an alcoholic not to relapse?
Anxiety in adolescence: characteristics and keys to solving it
Psychology at home: a new way of caring for patients
Asperger's syndrome: causes, symptoms and treatment


My favorite is, of course, the latter one. I would also add: "Doing one thing at a time." We can, in fact, do only one thing at a time, even if one is a good juggler and has a lot of items in the air all at once. At that present moment, it is only one item at a time, even though all items are in movement. That is the art of keeping them in motion.
Life sometimes comes at us so quickly that we actually can get lost in the shuffle: Of feelings, thoughts, bodily sensations, actual events that are occurring in our lives, etc. What then?
The first thing you will notice as you get stressed out is that your breathing has changed: You are breathing from the upper body, leaving the diaphragm out of it altogether. When you notice this, you stop for just a second or two (or a moment or two), take a really, really deep breath.
You will notice that one act alone helps to calm you down. If you do not know how to do that, maybe it is time to look into a yoga class.
Focus is key here. What are you putting your attention towards? Is it a plethora of so many things that you feel like you, personally, must do all of them before the end of the day? That is common in our society, unfortunately. However, it can also, in fact, be a truth. Each person has many roles to play every day. Often the roles overlap and collide, causing a mess, both inside and outside of you. What then?
As we age, we also lose the ability to keep "balls in the air." We slow down. Our responses are slower. I don't believe that life is moving faster. It is just that we are moving more slowly.
Your choices are clear: Get on that spinning merry-go-round and keep going until you drop from fatigue, OR STOP, BREATHE, Prioritize, figure out what is number one, do that, and then move on to number two. Anything else leads to insanity and ill health.
Besides, it does not work very well if you just jump on and keep going. Even Type A personalities get tired.
Meditation is taught in so many forms these days. If you need a quiet mind to function at your optimum level (and most people do), even a few moments in the morning before you begin your day is enough. Beauty is everywhere around us. Look for it. Take a few seconds to enjoy it. It just takes Focus and Awareness.
When the tempo of the dance of your life picks up to a pace where you can no longer keep your rhythm, something has to change. You just have to decide what that is. Are you willing?
Posted on March 19, 2017, in Uplifting Thoughts and tagged age, awareness, Beauty, blessings, change, choices, dance, deep breathing, focus, God, journey, juggler, life, meditation, merry-go-round, metaphysics, Mindfulness, New Age, New thought, prioritize, rhythm, thoughts, Truth, understanding, willing, wisdom. Bookmark the permalink.	Leave a comment.


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James Iheakanwa, known professionally as B Wise, is a Nigerian Australian artist from Sydney, New South Wales.

He released his debut album Area Famous in 2018 via the label Elefant Tracks.

Biography
Iheakanwa was born and raised in Liverpool, New South Wales, the son of a Nigerian social worker and entrepreneur father and an Australian nurse and maternal support worker mother. The eldest of three children, Iheakanwa spent six months in Nigeria with his father when he was 12 years old, where he discovered hip-hop influences such as Tupac Shakur, but he was shaped by life in the southwest suburbs.

In July 2022, B Wise formed the group BBGB with BLESSED, Manu Crooks, Kwame and Lil Spacely. BBGB released their debut single "Tough Love" on 15 July 2022.

Advocacy
Alongside musicians Jack River and Ebony Boadu, Iheakanwa was a keynote speaker at the 2019 Conference for Young People in Sydney, in which he shared his experiences of how he got his start in the industry.

Discography

Studio albums

Extended plays

Singles

As lead artist

As featured artist

Notes

Awards and nominations

AIR Awards
The Australian Independent Record Awards (commonly known informally as AIR Awards) is an annual awards night to recognise, promote and celebrate the success of Australia's independent music sector.

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! scope="row"| 2019
| Area Famous
| Best Independent Hip Hop/Urban Album
|
|
|}

APRA Awards
The APRA Awards are presented annually from 1982 by the Australasian Performing Right Association (APRA), "honouring composers and songwriters". They commenced in 1982.

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| 2022
| "Ezinna" by B Wise, Sampa The Great & Milan Ring (Nicholas Martin, Milan Ring, Sampa Tembo, Tung Yeng, James Iheakanwa)
| Song of the Year
|
|
|-

ARIA Music Awards
The ARIA Music Awards is an annual ceremony presented by Australian Recording Industry Association (ARIA), which recognise excellence, innovation, and achievement across all genres of the music of Australia. They commenced in 1987.

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| 2021||  jamie || ARIA Award for Best Hip Hop Release ||
|
|-

References

External links

Australian male rappers
Australian musicians
Australian record producers
Living people
Musicians from Sydney
Rappers from Sydney
Year of birth missing (living people)

redpajama_set_name: RedPajamaWikipedia