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Download System Analysis, Design, And Development: Concepts, Principles, And Practices, Vol. 1 2005
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Field Safety Notices - 22 - 26 May 2017
Summary List of field safety notices (FSNs) from medical device manufacturers from 22 - 26 May 2017.
If you receive a field safety notice (FSN) from a manufacturer you must always act on it.
MHRA publishes the following for information only.
If you have a question about a particular FSN contact the manufacturer.
Latest FSNs
View the latest FSNs
Applied Medical: Kii Shielded Bladed Z-Thread Dual Pack
18 May 2017
Surgical instruments, minimal access
Model: CTB14, CTB23
MHRA reference: 2017/005/022/291/006
B&D Electromedical: NIPPY 3+ RANGE OF VENTILATORS
11 May 2017
Lung ventilators
MHRA reference: 2017/005/023/291/017
CareFusion: Brand
February 2017
Infusion systems
Model: 8000 and 8015
MHRA reference: 2017/005/025/291/035
Christoph Miethke: Shuntassistant
27 April 2017
Implants, non active, hydrocephalus
Model: FV253T
MHRA reference: 2017/005/019/291/011
Cook: See Comments Section
27 April 2017
Surgical devices, non-powered
MHRA reference: 2017/005/019/701/006
Dale Medical Products: 270/273 Endotracheal Tube Holders
25 April 2017
Airway devices
Model: H84102701 and H84102731
MHRA reference: 2017/005/015/291/003
DePuy Orthopaedics: PINNACLE® Hip Sector DUOFIX® HA Shell 58MM
Feb 2017
Joint prosthesis, hip
MHRA reference: 2017/005/023/299/001
GE OEC Medical Systems: OEC Elite
X Ray, fluoroscopy systems
MHRA reference: 2017/005/025/291/031
GE Healthcare Medical Systems
5 May 2017
Monitors, Patient
Model: Dash 4000
MHRA reference: 2016/011/018/401/012
Leica Microsystems: Leica M525 F40
05 May 2017
Surgical equipment, miscellaneous
MHRA reference: 2017/005/019/291/019
Philips Medical Systems: DigitalDiagnost
18 April 2107
X Ray, digital acquisition systems
Model: 712026
MHRA reference: 2017/005/019/291/006
Philips Healthcare: IntelliVue NMT Patient Cable
26 April 2017
Monitors, patient
Model: Philips IntelliVue NMT Patient Cables (989803174581)
MHRA reference: 2017/005/019/291/010
Medos International: LATARJET EXPERIENCE
18 May 2017
Orthopaedic surgical instruments - Insertion/extraction tools
Model: 288211, 288201, 288202, 288203, 288216
MHRA reference: 2017/005/023/291/027
Medtronic MiniMed: MiniMed 640G Insulin Pump, MMT-1711, MMT-1712
May 2017
Infusion systems
MHRA reference: 2017/005/025/291/023
Molnlycke: Brennen® Skin Graft Mesher
17 May 2017
Surgical power tools
MHRA reference: 2017/005/023/291/024
Mölnlycke Health Care: See attached Product Table
23 May 2017
MHRA reference: 2017/005/023/701/015
Nutricia Medical Devices: Flocare Gastrostomy tube (G-tube) - ENFit
24 May 2017
Feeding systems and tubes
Model: Ch10, Ch14, CH16, Ch18, Ch20
MHRA reference: 2017/005/022/291/021
Roche: cobas p 512 pre-analytical system (model number: 07563124001)
cobas p612 pre-analytical system (model number: 07563116001)
16 May 2017
IVDs, clinical chemistry
MHRA reference: 2017/005/019/701/020
SHENZHEN MINDRAY BIO-MEDICAL ELECTRONICS: Beneview T1 Patient Monitor
March 2017
Monitors, patient
MHRA reference: 2017/004/020/701/007
St Jude Medical:Nanostim™ Leadless Pacemaker
Implants, active, pacemakers
Model: LSP102
MHRA reference: 2017/005/011/701/022
Stryker Instruments-Kalamazoo: Stryker SmartLife Large Aseptic Housings
March 2017
Surgical power tools
Model: 7126-120-000
MHRA reference: 2017/003/020/291/020
Zimmer Biomet: Vitality Spinal Fixation System
24 May 2017
Orthopaedic surgical instruments - insertion/extraction tools
MHRA reference: 2017/005/025/701/004

subset: commoncrawl


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Cancer can only be defined as one thing- an industry that blows out of proportions.
Plenty of people have discussed the concerning issue- why would the pharmaceutical industry seek a cure for an illness that earns them billions? The ugly truth is that- they are not actually looking for a cure.
Nowadays, cancer treatment prescribed by your doctor can cost you thousands of dollars, and despite being effective, prescribed medication can have more side effects than positive outcome.
The Truth About Alternative Cancer Treatments
Alternative medicine is usually greeted with suspicion and disbelief. However, the key to the alternative treatments is that they are in no relation with actual science.
Conventional methods, on the other hand, have a lot less science implemented unlike the alternative medications and this is what makes this "unexplored" treatment effective.
In her article Why Alternative Cancer Treatments Are So Effective", author Tanya Harter Pierce, M.A. MFCC, states "that there are certain well-known scientific principles on which numerous alternative cancer treatments are based, and all these have been scientifically tested, and at the same time proven by countless cancer cures in patients who applies these principles when using alternative medicine."
People in general, are insufficiently informed that, these alternative cancer research and treatments were introduced and studied by well-established physicians or scientists (including microbiologists, chemists, and in one case a physicist).
In her book, Outsmart Your Cancer, Pierce reveals the general scientifically proven characteristics of cancer cells, and discovers that anyone can get rid of their cancer if they can understand how cancer appears and performs and recognize its characteristics.
Overall, two important cancer cells characteristics need to be inspected in order for us to comprehend and eradicate cancerous environments in the body.
The Trophoblast Principle
In 1902, Scottish embryologist, Dr. John Beard, came to conclusion that cancer cells are virtually indistinguishable from pre-embryonic cells known as "trophoblasts."
The trophoblast principle
Dr. Beard revealed that pancreatic enzymes, in fact, consume all the protective protein covering cancer cells which results in making them resistant to our immune system.
To be more specific, throughout the first five days after fertilization, human embryonic cells are divided into two groups; embryoblasts, and trophoblasts.
One of the main characteristics of trophoblast cells is their capacity grow rapidly and their potential to "conceal" from the mother's immune system.
It is prudent for this to happen so that the mother's body won't interfere with the placenta and umbilical cord development through that period.
What is even more appealing in Beard's observations, both the way that trophoblast cells hide from the mother's immune system, and the cancer cells being used to hide from our immune system when we have cancer, is the same mechanism.
Dr. Beard revealed that trophoblast cells and cancer cells can conceal from the immune system by creating a defensive protein surrounding them and this protein brings a negative electrostatic charge.
Strictly speaking, every trophoblast cell of early pregnancy and every malignant cell of any type of cancer is coated by a protein releasing or carrying a negative electrostatic charge.
The compelling thing is that the key component to our immune system – our white blood, are also negatively charged.
They are therefore electrostatically confronted by trophoblast cells of early pregnancy and by cancer cells, too.
This is similar to the way the negative end of a magnet repels the negative end of another magnet.
All malignant cancer cells are coated by a protein that is negatively charged, and the white blood cells of our immune system also bear a negative charge, and because of this the cancer cells are able to electrostatically fight off the white blood cells and remain safe. Conventional cancer medicine is constantly ignoring this purely scientific principle.
What a person needs to do is somehow destroy the protein coating around their cancer cells, and by that the cancer cells will be much more exposed and vulnerable to attacks by the person's own immune system.
According to Dr. Beard, the pancreas may be the key organ able to stop the uncontrolled growth of trophoblast and cancer cells.
The normal pancreatic enzymes circulation through the bloodstream wears away the negatively charged protective protein surrounding these cells which grow rapidly.
By doing this, the pancreatic enzymes enable cancer cells to become defenseless to the body's immune system.
The Anaerobic Cell Principle of Cancer
Another very significant scientific principle of every malignant cancer cell that is the basis of more than one alternative cancer treatment is the principle behind the incredible liquid formula called Protocel treatment as well as the mighty and effective Cesium High pH Therapy approach.
Oxygen is required so that a healthy cell may breathe.
For the energy needed, a cancer cell deprives oxygen and ferments sugar instead.
The cells need to meet with their energy is also known as "cell respiration." Respiration is anot the same as breathing for cells. Respiration for cells means that the cells will be able to connect with their energy.
Contrary to that, a cancer cell shuns oxygen and ferments sugar instead for its energy requirements.
To meet their energy cells have several different pathways, but these can be separated into two broad categories: those that require oxygen (referred to as aerobic cell respiration) and those that do not require oxygen (referred to as anaerobic cell respiration.)
If conditions are normal and healthy, all of the cells of our body will obtain the energy they need through aerobic respiration, while only infected or attacked or unhealthy cells obtain the energy they need through anaerobic cell respiration.
(The one exception are the muscle cells that can temporarily revert to anaerobic respiration when facing conditions of great exertion when not enough oxygen is received by them in the right amount of time).
During the 1930s and 1940s, the Nobel prize-winning scientist, Otto Warburg, showed that all cancer cells have in common the important characteristic of being primarily anaerobic and that they cannot revert back to normal aerobic performance.
Unlike them, all healthy cells in our bodies are in need of an oxygen-rich environment, and Warburg was able to show that cancer cells actually develop in an oxygen-depleted environment.
He further proved that, instead of using oxygen, cancer cells follow a pathway of cell respiration called "glycolysis," which is glucose fermentation.
Cancer cells will die if the glucose is lacking, and thus their energy level is gone.
Because of this, every cancer patient should stay clear of eating refined sugar in any form, regardless of the fact that they are pursuing an alternative treatment for cancer or are being treated by a conventional doctor.
Cancer feeds on sugar.
It is a crucial matter that regular oncologists are not in the habit of telling all their cancer patients to avoid eating sugar, and it is becoming clearer that the cancer industry actively does not inform us about real science and how cancer works.
Tanya Pierce mentions that not all alternative cancer therapies usethe cancer cell's dependency on anaerobic functioning, but both Cesium high pH therapy and Protocel do.
Reliable scientific principles emerge all based on alternative cancer therapies.
And those methods have been successful in endless human cancer cases.
Moreover, unlike the toxic traditional treatments of radiation and chemotherapy, alternative methods are able to prevent the body from cancer without affecting negatively a person's healthy cells and are more and more capable to introduce long-term solutions.
What's popular Now
HOW TO OUT-SMART CANCER AND WHAT THE PHARMACEUTICAL INDUSTRY ISN'T TELLING YOU Reviewed by Health Tips on November 17, 2016 Rating:


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8. Brock Lesnar vs Kurt Angle
The Iron match between Brock Lesnar vs Kurt Angle for the WWE Heavyweight championship was one of the high-quality performance wrestling match ever. This is the most high rated and the Best WWE Iron Man Matches in History ever.
Brock Lesnar was leading from the start of the match and at the end, he emerged as the winner and was crowned as new WWE champion. It was pretty early days for Brock Lesnar.


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Melbourne, Victoria, Australia
About the Role:As a Protection and Control tester, you will perform maintenance testing, operating and commissioning of Electrical Plant, Protection,
Trades & Services Jobs > Electrician, Technician / Instrumentation Jobs
Trades & Services Jobs > Electrician, Technician / Instrumentation Jobs
Posted Date:
Sydney, New South Wales, Australia
NHP Electrical Engineering Products
Excellent opportunity to join a well-respected company whose focus is on providing "Stability, Relevance and Enjoyment".
Posted Date:
Canberra, Australia Capital Territory, Australia
Australian National University
Classification: Senior Manager 1 (Administration)Salary package: Competitive salary package to be negotiated with successful candidate.
Term: Full
Education Jobs > Management & Executive Jobs
Education Jobs > Management & Executive Jobs
Posted Date:
CSR Limited (CSR)
Shift Electrician – Somersby
CSR Hebel is Australia's leading manufacturer of Autoclaved Aerated Concrete (AAC), an amazingly innovative building
Posted Date:
QLD - Other, Queensland, Australia
Golding Contractors
Golding are currently seeking experienced site based HV Electricians to join our Maintenance team at Baralaba. Experience with Heavy Mining Mobile
Posted Date:
EBOS Group
EBOS Group is the largest and most diversified Australasian marketer, wholesaler and distributor of healthcare, medical and pharmaceutical products.
Posted Date:
SA - Other, South Australia, Australia
Monadelphous are seeking Boilermakers, Mechanical Fitters, Electricians, Auto Electricians and Heavy Vehicle Mechanics to join our Olympic Dam Team.
Fairfax Media
The Print and Logistics team are seeking an experienced Electrician to join their North Richmond plant. This is a permanent full time role, working
Posted Date:
Maintenance Supervisor Electrician
PGH Bricks & Pavers, a part of the CSR Group, is a leading manufacturer and distributor of high quality clay and
Posted Date:
Newcastle & Hunter Valley, New South Wales, Australia
Wind Farm Service Technician
Posted Date:
NSW - Other, New South Wales, Australia
Wind Farm Field Service Technician
Geraldton, Western Australia, Australia
Goulburn, New South Wales, Australia
Dubbo, New South Wales, Australia
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There are many things with define a good net. Yes of course it has to stand up and be a net like it should. But it should be flexible and I don't mean bending it. It should be able to be adjustable to the users preference as the people playing may be slightly shorter than an average player. They shouldn't be too much hassle for the average Joe to set up as people don't want to be constructing a net. They want to play badminton! Width is always important. The wider the better would be key point to talk about but some people may have limited room in the instance that they're playing in an enclosed garden so all factors must be incorporated.
I recently pick up this great badminton net. The Oypla Large Adjustable Badminton Net. It does exactly what the title of the product says it does! It all comes in a really neat and handy carry bag for easy transport and durability. The net can reach all the way up to 155cm perfect for badminton or as low as 107cm for people playing other sports such as tennis. Some people play many sports so this would be an ideal purchase for them. It's 5 metres wide which allows for doubles and singles matches which is always a great option. But of course don't buy the net if it's not going to fit! The netting is very strong and I'm adamant that it won't fray or tear even under great stress although the spacing is quite wide. This may cause the shuttlecocks to get stuck in the netting. I guess it saves you from bending over! The construction is like making toast…easy. It's just like playing with Lego. You just clip in the match parts and stand it up. Done!
While playing using this net I really liked the width of it. Allowed a lot of movement and footwork during the game. I never felt restricted while using this net also the height is perfect for me! But I'm not the tallest bloke around! Sadly the shuttlecocks do get stuck sometimes into the netting but that's not a reason to hate the net. For the great price given it's a minor drawback. I played a singles game but you can easily play a doubles without trouble using this net. the durability seems to be very high. The net is made of a high quality material and the construction is solid. I would highly recommend this net if you have the space and need for it! You can check out the latest price here! Oypla Large Adjustable Badminton Net .
Versatile and cheap


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When my trial runs out, will I not be able to use the desktop app??
Hi there, when the trial runs out you'll be able to continue using the free version of Gravit. Please check this link for more information: https://offer.designer.io/15daytrial
I understand i wont be able to use it offline. My question is will i be able to use the desktop app online. Or will I have to use the browser based freeware
Yes, you'll still be able to use the app online on the Free version.


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LIMERICK, Ireland - Gardai have launched an investigation into a fire that broke out at a house in Patrickswell.
The incident, which occurred in the early hours of Tuesday morning, was attended by Limerick Fire and Rescue.
Three units from Limerick City and Rathkeale rushed to the scene after an alarm was raised and it took firefighters several hours to douse the flames.
Gardai attended the scene and later said that the fire broke out at the former Parochial House, located at Creamery Road on the outskirts of the village.
Officials have now sealed off the site of the blaze to conduct a forensic and technical examination.
According to reports, the house where the fire broke out was recently refurbished.
The investigation is now focussed on the circumstances around the blaze, which is considered to be suspicious.


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Unfortunately, according to Hogan's research, as many as two-thirds of the people currently in leadership positions will fail, leaving companies with "damaged reputations, disheartened employees, and downed revenues". Failed leadership is often the product of flawed interpersonal behaviours that prevent leaders from forming and maintaining a productive team. Hogan's report identifies dysfunctional tendencies that can be mitigated through awareness and coaching.
Plan for Success
The Leadership Forecast Challenge Report is designed to help you develop as a leader. It will provide insights about your behaviour that could potentially undermine or inhibit your effectiveness as a leader. It then offers suggestions for leading
people more effectively.
Leadership involves building and maintaining a high-performing team. Anything that detracts from your ability to build a team, detracts also from your performance as a leader.
Under pressure, most people will display certain counter -productive tendencies. We refer to these as "risk factors." Under normal conditions these characteristics may actually be strengths. However, when you are tired, pressured, bored, or otherwise distracted, these risk factors may impede your effectiveness and erode the quality of your relationships with customers, colleagues, and direct reports. Others may be aware of these tendencies but may not give you any feedback about them. Your boss, in fact, may ignore them.
Research indicates that leaders develop risk factors while learning to deal with parents, peers, relatives and others early in life. Behaviour developed while you were young may become habitual and you may be unaware that you deal with stress in certain ways.
New awareness opens up the possibility of new strategies and tactics to ensure you stay effective under pressure.
If you would like to arrange for someone to take a Hogan Assessment, complete with detailed report and feedback session, please contact me.
Here are the Eleven De-railers along with some strategies for development
Pleasers are easy to work with on the one hand as they want to please you, however they're difficult to work with because they don't translate their understanding of what's needed into action. If this is your derailer, here's what you can do to avoid failure by making something happen:
You are a cooperative, congenial person who works well as part of a team. You are good at resolving disputes, soothing ruffled feelings, and you are a loyal supporter of good people and admirable causes.
• Remember that if you want your staff to be loyal to you, then you must be loyal to them, even if that means sometimes annoying people.
• When asked for your opinion, take your time, decide what you believe, and be prepared to defend it when challenged.
• Although you dislike conflict, there will be times when you must confront others and disagree with them. In the long run, your credibility depends on doing this.
Identify what you believe in. It's difficult to make tough decisions and take tough action if you don't know where you stand on issues. Clearly knowing your vision and values helps you with deal with other people's resistance.
Pick a fight. Think of a situation where you believe you should be more forceful and confront it. Think about why you're not confronting someone or something and put the focus on what you want or need from the situation rather than the person you're trying to satisfy or placate.
Defend someone who is worth defending. There is likely to be a situation where someone is being unfairly attacked. Stand your ground and make your case. It is a much better feeling than remaining silent and becoming accustomed to that good feeling should encourage you.
DILIGENT but PERFECTIONISTIC -
Perfectionists are often fastidious but they are likely to miss trends and macro changes while they are so focused on the details. Less denial exists around this derailer however perfectionists are all too quick to rationalise their behaviours. Being demanding is fine, being detailed to the point of obsession is not. Here are some ways you can prevent this derailing your career.
• Tackle issues with outside-the-box thinking. Try not to solve every problem in the same way.
• Practice delegating to your staff. This provides them with valuable developmental experiences and opportunities to learn.
• Your high standards result in high quality work. However, be careful not to criticise others continually who do not share your values for impeccable work.
Examine the costs. Recognise the negative impact on you, your career and your organisation. Do you feel exhausted every day at work? Have you lost the joy of your work? Do you overlook important facts when making decisions? Are you missing chances and opportunities because of too much research or checking of others? Are your team missing out on development because you're not delegating?
Prioritise the key jobs and learn to live with imperfection on less important projects. Force yourself to select three to five assignments that must be done right and relax your standards with others.
Give up a perfectionist behaviour. Start by writing how you typically behave in a given work situation that results in one of the costs above. Then specify how you or your organisation suffered as a result of your perfectionism. Then re-write the situation, choosing to give up a perfectionist behaviour.
IMAGINATIVE but Eccentric
When you are at your best, you are a colourful, visionary, and stimulating person. Others will appreciate your imagination, your talent, and your creative thinking.
• Remember to communicate clearly in order to avoid your ideas from getting lost or not getting implemented
• Your career will develop most productively if you focus on those ideas that seem most interesting to others, not you. In this way, more of your ideas will get turned into action.
• You probably need to partner with someone who may be less creative, but who is better at following through. You will need some assistance in bringing your ideas to fruition, and the best way to do this is to work with someone who likes your ideas and wants to help you implement them.
The best help for imaginatives is to get them to identify and limit their priorities and focus on executing their best ideas, however, if this is you, you're likely to resist this! You may see your eccentricity as part of who you are as a charismatic leader, and see change as conforming to the boring norm. See if the following suggestions might help you avoid failure
Colourful but Dramatic
• You probably use displays of emotion as a way of making a point. There are better ways to make a point and repeated emotional outbursts may annoy others.
• Practice active listening--don't interrupt. When others have finished, try to paraphrase what they have said as a way of showing that you were listening. This will enhance your credibility and show respect for the opinion of others.
• Partner with someone who is good with details and follow through, and ask that person to assist you in these areas.
• At your best, you are an interesting and entertaining person who can do several things at once, and who can galvanise others to action with your ideas and your ability to sell them.
While not all colourful leaders act alike, most exhibit obvious behaviours that suggest their on the path to failure.
Lack of focus. While being engaging and interpersonally successful they can lose sight of what's important, often saying whatever comes to mind to impress.
A failure to develop people. It's not that they set out to stifle people, it's just the force of their personality that gets in the way.
Elevated expectations. Colourful leaders often start out with a bang, but may fail to follow through on commitments, talking a good game but not delivering.
Turn down the volume: How to curb your tendencies
Get someone to videotape you in action. Colourful behaviour and its impact is highly visible. When you watch it back, ask yourself…Am I dominating the discussion to the point that no one is volunteering
Use setbacks as an opportunity to cross back over the line before a big failure hits. Nothing penetrates an arrogant leader's consciousness better than a small failure. At this point a teachable moment occurs – use it!
Mischievous (Charming but Manipulative)
Other people may think that you follow your own agenda and don't consider how your decisions impact them. As a result, they may be as reluctant to make commitments to you as you seem to be in return. Thus, you need to be careful to follow through on all your good faith commitments.
• If you find circumstances have altered the conditions under which you made a commitment, then negotiate the changes with the people to whom you have made the promise--rather than simply going on about your business.
• You tend to have a higher tolerance for risk than most people. Be aware that not everyone is as adventurous as you seem to be.
• You may have disappointed others by not following through. You need to acknowledge your errors and make amends-- rather than trying to explain the situation away.
• At your best, you are charming, spontaneous, and fun. You adapt quickly to changing circumstances, you handle ambiguity well, you add positive energy to social interactions, and people like being with you.
Take ownership of what you're doing. Question yourself about your rule-breaking, consequence-ignoring behaviours. Being aware may help you to control them.
Determine which rules are important to follow. Consistent rule breakers lose respect and are seen as hypocritical. Don't lose your risk taking charisma, manage it by deciding which rules you will and won't break.
Role play being on the receiving end of mischief. Think about the ideas you're going to be proposing and put yourself in the shoes of a direct report. Think about how you might respond.
Confide in a coach. Mischievous leaders are often oblivious to the impact hey have on people and a coach can help raise their consciousness and help determine whether their action is likely to have a constructive or destructive effect. Confide before you confound or confuse too many peopl
Some leaders are Confident but can be too Arrogant
You are right and everyone else is wrong....
These people place a high value on their own talents and abilities without exhibiting the self-doubts that hold others back. Not afraid to take the lead these people tend to have high self regard, self respect and self-certainty – all of those self words.
High scorers may tend to place a lot of emphasis on their accomplishments whilst ignoring or minimising their shortcomings and pushing the responsibility for mistakes onto others. For these reasons they may have clear but unrealistic career goals. Although such people are often assertive and typically make a strong first impression, others may find them hard to work with because they also tend to be demanding, opinionated, self-absorbed and unwilling to learn from their mistakes.
Is this your de-railer?
You're unwilling to give up a fight no matter what
You believe that your perspective is the correct one before evaluating others' ideas.
You refuse to take responsibility when your strategy or idea doesn't work
You reinterpret events to fit your point of view
You possess a powerful ego that causes you to dominate others.
If you would like to arrange for someone to take a Hogan Assessment, complete with detailed report and feedback session, please contact me.
What to do about it?
Find the truth tellers in the organisation and ask them to level with you. This is not the same as having an open door policy as few direct reports take advantage of it to approach a bold leader with disagreeable information.
Use setbacks as an opportunity to cross back over the line before a big failure hits. Nothing penetrates a bold leader's consciousness better than a small failure. At this point a teachable moment occurs – use it!
Further development strategies for BOLD.....
• Lower your expectations for receiving special treatment and give credit to others. This will help in the process of building and maintaining the team you need to achieve your goals.
• Because you may have trouble accepting negative feedback, listen to feedback from your friends and family. They know you well enough to be able to provide useful advice. In addition, they are not in competition with you so the feedback is usually well-meaning.
• You are a strong influence and energetic resource and you can intimidate others without intending to do so. Be aware of, and curtail, this tendency.
• Do not compete with your staff and peers. Remember the real competition is outside the organisation.
• You have the confidence and energy to make things happen. Difficulties and adversity will only make you more determined. Very little of importance in the world will get done without your kind of determination and drive.
some leaders are
FOCUSED but can be Passive Aggressive
Your silence is mis- interpreted as agreement
These individuals may play by the rules and fulfil their responsibilities but will vigorously defend their right to "do their own thing" with the freedom to do things on their own terms. High scorers want to work according to their own timetable and standards of performance. They tend to resist being hurried or instructed by others and become resentful and irritated when asked to increase the speed or quality of their performance; but they are likely to mask the resentment well. Although people with high scores on this scale can be outwardly pleasant and sociable , others may find them hard to work with because they seem procrastinating, sluggish, stubborn and reluctant to be part of a team.
Is this your de-railer?
Saying one thing and doing another is your standard operating procedure
You have a private agenda that you share with no one
You avoid conflict at all costs and rarely express any disagreement
You don't know or care what others expect of you
If you would like to arrange for someone to take a Hogan Assessment, complete with detailed report and feedback session, please contact me.
What to do about it?
Understand the gap between how you're feeling and what you're saying or doing. Force yourself to do this and decide whether what you're communicating mirrors what you're thinking and feeling.
Put yourself in the place of people you work with. You may think this is so prevalent it's no big deal, but it is to others. Put yourself in their place by asking:
What is their expectation of you and what you will deliver?
What commitments have you made? What commitment is the other person counting on?
Are you making an effort to align with these commitments and deliver on them?
Work on potential areas of conflict. Your reluctance to engage in debate may not be helpful, making conflict explicit rather than keeping it inside yourself may lessen the impact of this derailer.
You are independent, socially skilled, and able to say "no" diplomatically. You make few demands of others, except to be left alone to do your work in your own way.
• You see more incompetence in the world than others do. Although you may think others are naïve, you could profit from their optimism and trust.
• Understand that you may become irritable when others try to coach you. Allow yourself to be more easily influenced by friends or family, and more willing to do the little extra things they ask you to do.
• Limit the promises you make to others, but be sure to fulfil the promises and commitments you do make
some Leaders are Shrewd but can be Mistrustful
You focus on the negatives
Nothing escapes the notice of these perceptive individuals. This scale is concerned with having sensory antennae, continuously scanning people and situations, being immediately alert to what is awry, dissonant, out of place or dangerous – especially in dealings with people.
Such people have a tendency to mistrust others' motives and doubt their intentions, to be alert for signs that one is being deceived or mistreated, and to take action to defend oneself when wrongly treated. Although these people are shrewd and difficult to fool, others may find them hard to work with because they take criticism personally, they readily feel misused, they tend to be suspicious and they are prone to retaliate when they feel they have been wronged.
You never take action because you always see the downside
You're constantly looking for confirmation that people are acting out of self-interest or for political reasons
You dismiss all negative information on assumption that it's tainted by an individual's ulterior motive
You're consistently critical when giving feedback
You obsess over what can go wrong
What to do about it?
Be careful how you communicate with others. When you believe you are expressing honest opinions, others may see you as being argumentative. Be open to other points of view.
When you are at your best, you are a perceptive and insightful judge of people and you have a superior understanding of organisational politics. You are a good resource for identifying potential hidden agendas and for analysing and solving social and political problems.
You will tend to distrust your coach; you should suspend judgement and give your coach a chance to try to help you. The same is true for others who care about you--you need to make an extra effort to appreciate what they are telling you and why.
You should try to be less critical and judgemental. Tell a trusted friend that you are trying to become more tolerant. Ask him/her to tell you when you are being excessively critical, defensive, or sensitive--and listen to his/her feedback.
If you would like to arrange for someone to take a Hogan Assessment, complete with detailed report and feedback session, please contact me.
some leaders are Enthusiastic but can be Volatile
Your mood shifts may be sudden and unpredictable…
This scale is concerned with the tendency to develop strong enthusiasms for people, projects or organisations, and then to become disappointed with them. People with high scores tend to let little things bother them, become easily annoyed, and change jobs more frequently than others. Others tend to find people with high scores on this scale hard to work with because they seem moody, irritable and hard to please. Under pressure they may be particularly volatile and unpredictable. See how many of the following descriptions could apply to you or someone you know:
# You explode over minor mistakes or for reasons you can't articulate.
# Feedback tells you that your people don't know which you is going to show up from one day to the next
#You move back and forth between optimistic and pessimistic stances
#You create energy and enthusiasm one day and intimidate others the next through your word and deeds
#You feel like events or your moods create changes in how you normally act.
What to do about it?
First, remember your strengths--when you are at your best, you are an active, energetic, and interesting person who can infuse intensity and purpose in an organisation. If you can learn to control your tendency to be annoyed or discouraged and modify the way you express your emotions, you will be even more helpful to others.
• Second, listen closely to feedback from people you trust; this will be particularly helpful in allowing you to persevere when you become discouraged about a person or a project and begin to think about breaking off your participation.
• Third, recognise that you tend to get overly enthusiastic about people or projects. Reflect on this tendency and learn to control your initial excessive burst of enthusiasm. That way, you will reduce the likelihood of being discouraged later.
• Fourth, remember that being overly emotional can send unintended messages to your team and affect their productivity and performance.
• Finally, encourage yourself to stick with your plans and strategies and "ride out" the difficult periods when you might get discouraged. Change your expectations from "I knew this wouldn't work" to "Things aren't going well, I need to think about why, and what to do next to keep them moving forward." The more often you persist in solving your problems, the more you will build a reputation of being steady and reliable.
The 3 Essential Components of Leadership Talent. 28th April 2017
The competition for talent is fierce, and the future of many organizations depends on finding and developing leaders for key roles. The highest-performing organizations make it a top priority to prepare talented people for advancement. However, most organizations struggle to find accurate and useful ways to develop people with the most potential for success as leaders.
Some people who appear to have leadership potential are often not effective leaders; conversely, many effective
employees are overlooked for promotion because they do not self-promote enough to get noticed.
The Hogan High Potential (HIPO) model simplifies the process of finding talented people who can be developed, and who then will go on to achieve positive business outcomes.
A High Potential Leadership report can help you identify your leadership strengths and help to build a development plan.
Developed by the Hogan team, these new reports make use of all three of the Hogan Personality Assessments - the Bright side (HPI), the Inside (MPVI) and the Dark Side (HDS).
Grounded in decades of global research on leader performance, the Hogan High Potential Talent Report
is designed to help emerging leaders prepare for and develop three essential components of top
organizational leadership and helps leaders quickly and easily prioritize areas of development to maximize
leadership potential.
Here they are:
1) Leadership Foundations
The building blocks for career effectiveness. Before people can lead a team, they must first demonstrate their ability to contribute to a team and must establish a personal reputation as dependable and productive.
2) Leadership Emergence
Are you perceived as a leader? People who emerge as leaders are able to create a leader-like impression by standing out, being noticed, and seeming influential.
3) Leadership Effectiveness
The ability to build and maintain high performing teams. Effective leaders attract, retain, and
develop talented team members, and then secure resources, remove barriers to success, and achieve
strategic business goals.
If you would like to arrange for someone to take a Hogan Assessment, complete with detailed report and feedback session, please contact me.
If customers can't find it, it doesn't exist. Clearly list and describe the services you offer. Also, be sure to showcase a premium service.
Having a big sale, on-site celebrity, or other event? Be sure to announce it so everybody knows and gets excited about it.
Are your customers raving about you on social media? Share their great stories to help turn potential customers into loyal ones.
Running a holiday sale or weekly special? Definitely promote it here to get customers excited about getting a sweet deal.
Have you opened a new location, redesigned your shop, or added a new product or service? Don't keep it to yourself, let folks know.
Customers have questions, you have answers. Display the most frequently asked questions, so everybody benefits.


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Review our resources for client conversations.
Help clients understand how our distinct business model funds innovative medical research.
We're always looking for exceptional team members.
By Joe Gotelli - January 26, 2018
The municipal asset class has historically been somewhat insulated from the effects of natural disasters. 2017 put that resiliency to the test as state and local governments dealt with hurricanes, floods and wildfires.
While the municipal market was generally unscathed by these natural disasters—outside of the impact to Puerto Rico—we did not dodge the changes coming out of Washington, D.C. The Tax Cut and Jobs Act of 2017 included provisions that will have a meaningful impact on the municipal market going forward.
The elimination of municipal issuers' ability to advance refund older, higher-cost debt in the tax-exempt municipal market accelerated issuance of these types of deals into the fourth quarter of 2017. This acceleration of deals has led to lower supply forecasts for the first quarter of 2018. The loss of tax-exempt advance refunding could potentially reduce supply by 15-20% annually.
For individuals in high income tax states such as California, New York and New Jersey, the capping of state and local tax deductibility at the federal level should increase the relative value of tax-exempt income for those investors.
In the context of stable fundamentals and the impacts of tax reform, what do we expect this year? What sectors do we favor and what are we on the lookout for? I touch on all things muni in the video below.
Municipal bonds have been in high demand generating positive returns so far in 2019. What opportunities and challenges are ahead? On this Masterclass, a panel of experts discuss the world of Municipal Bonds.
April 2019
Learn more about why we believe staying selective is key to navigating through today's bond market.
February 12, 2019
Volatility is leading to lots of questions about where the corporate bond market is heading. What's keeping PM Kevin Akioka up at night?
August 03, 2018
We saw the resiliency of the municipal market in 2017. Going into 2018, we're monitoring how changes in tax and healthcare policies may impact the issuance and value of munis.
January 26, 2018
Advance refunding: A bond issuance in which new bonds are sold at a lower rate than outstanding ones. The proceeds are then invested, and when the older bonds become callable they are paid off with the invested proceeds.
The opinions expressed are those of American Century Investments (or the portfolio manager) and are no guarantee of the future performance of any American Century Investments' portfolio. This material has been prepared for educational purposes only. It is not intended to provide, and should not be relied upon for, investment, accounting, legal or tax advice.


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