Herbal Extract: Devil’s Claw

Posted on December 20, 2011 by lifecoach | Permalink 0

What is it?

Devil’s claw is an herb. The botanical name, Harpagophytum, means “hook plant” in Greek. This plant, which is native to Africa, gets its name from the appearance of its fruit, which is covered with hooks meant to attach onto animals in order to spread the seeds. The roots and tubers of the plant are used to make medicine.

Devil’s claw is used for “hardening of the arteries” (atherosclerosis), arthritis, gout, muscle pain (myalgia), back pain, tendonitis, chest pain, gastrointestinal (GI) upset or heart burn, fever, and migraine headache. It is also used for difficulties in childbirth, menstrual problems, allergic reactions, loss of appetite, and kidney and bladder disease.

Some people apply devil’s claw to the skin for injuries and other skin conditions.

How effective is it?

Natural Medicines Comprehensive Database rates effectiveness based on scientific evidence according to the following scale: Effective, Likely Effective, Possibly Effective, Possibly Ineffective, Likely Ineffective, Ineffective, and Insufficient Evidence to Rate.

Read More on Devil’s Claw at MedlinePlus.

For more product information visit: My Virtual Assistant

Nutrition

Emotions and the Acceptance to Change

Posted on December 20, 2011 by lifecoach | Permalink 0

 

Change in today’s turbulent business environment, is a constant and a regular experience. It [change] is endemic, rapid, and often has significant implications. Change has become the norm rather than the exception and leading organizations through fundamental change processes poses a major challenge to management.

Research suggest that people respond emotionally to change in one of several ways (1) with negative reactions in terms of stress, anxiety and loss; (2) with resistance due to an individual(s) inability or unwillingness to change; (3) a lack of understanding the reasons for change or (4) with anger, frustration and guilt in connection with “survivor syndrome” after downsizing.

Individual Response to Change

During times of significant change to organizational strategies and structures, employees can experience high levels of stress as their jobs, areas of responsibility and roles also change. Prior to the implementation of these strategies, however, organizations must empower employees to adopt the role of “change agent” and encourage them to take action to solve the problems that stress them. At the individual level, employees can respond to the stress created by organizational change by using problem- and emotion-focused solutions.

Most management experts agree that people tend to be uncomfortable with change. Change means giving up the security of a known situation, with familiar routines, old friends and an established role, for something different and new. It means risking a current situation for an unknown one. Managing change effectively requires an understanding of the variables at play, and adequate time must be allowed for adjustments.

The Emotional Stages of Change

Organizational change has an element of loss inherent in the process, and it is a loss that is often deeply felt by employees.  Four emotional states experienced throughout the change process may be expressed by employees in behaviors that are obstacles to the process of change. By understanding the emotions employees often encounter during change, you will be better prepared to facilitate the change process.

The Kubler – Ross Grief Model addresses four emotional issues associated with change.

Denial. At this stage individuals believe that they can ignore the change. They may feel that it will not happen or that it will not affect them.

Unresolved fears about the change initiative need to be addressed during this phase. Fear and mistrust need to be replaced by acceptance. To be an effective, an organization should encourage acceptance to change by initiating trust-building activities.

Resistance. At this stage individuals may try to prevent the change from taking place. They may actively resist it, putting up barriers or refusing to engage with it.

During this stage you must be able to spot resistance when it occurs and formulate sound strategies for overcoming it.

Exploration. If employees are unable to stop the changes from occurring, they begin to explore their new roles.

During the exploring stage, it is important that unresolved issues that continue to surface be addressed. Be alert for employees who remain angry about the change initiative. Those individuals should be counseled at the first sign of falling back to old behaviors. If trust has been created among the group, then peer influence can be used to encourage behavioral change.

Commitment. Here people have let go of the past and begin to investigate what the change means for them.  This is when people accept and own the change. It becomes the normal way of working and people at this stage may become advocates of the benefits of the change.

Implementing Change Agents

Individuals are more apt to support change if they are ready to make changes. This means they believe in the changes, have the time and energy to invest in the changes, and your organization is ready to help them support the changes.  High energetic, postitive individuals are known as “Change Agents” to the organization.  Change agents have an ability to help people come to terms with change and make the change process easier. Change agents understand their organization and its culture. Above all, they believe in the benefits of change and its positive advantages. Change Agents are identified as:

Innovators (ready for change) are often seen as adventurers and risk-takers, but may not command respect from colleagues.

Early adopters (positive about change) are generally respected and act as opinion leaders. They tend to have a favorable attitude to change, and an ability to cope with uncertainty and risk. They usually have good networks that stretch beyond their immediate work base. They are also information seekers.

The early majority (open to change) consider change carefully before deciding to follow opinion leaders.

Overcoming Resistance to Change (Change Management Plan)

There are several suggested ways top level staff and identified“change agents” can assist employees in overcoming resistance to change:

1. Education and communication

Resistance to change is often based on inaccurate or inadequate information. People need to understand why the change is needed and what benefits it will bring, both to the organization and to themselves as individuals.  During times of uncertainty communication voids are filled with rumors. By providing specific information to everyone at the same time, rumors can be minimized.  When communicating, communicate only the facts- Effective communication lowers stress and anxiety.  Not communicating to employees when implementing change programs is the worst mistake a company can make.

2. Participation and involvement

Involving people in both planning and implementing the change can help to overcome their resistance. Proper consultation that includes listening and responding to objections and suggestions about the change is a powerful method of reducing resistance and increasing support. It is a way of helping people gain some control over the change they are experiencing, and thus helping them to cope with change.

3. Facilitation and support

Change may demand new skills and new working practices. Those who are affected need to develop their skills through training and development. People can become anxious and stressed during change, so they may require extensive support and practical help, such as time off or reduced duties, where necessary.

Team leadership

Vision and leadership drive successful change. As the change agent, first you must create a vision of the future that is capable of focusing the group’s energy. The vision should contrast what is, with what can be and it must be comprehensive enough to direct attention at how to bridge the gap to the future. Implemented change must become a core organizational value using internal and external customer feedback to develop organizational improvements and other external feedback.

One of the deciding factors in the success of any team in achieving its goals lies in the strength its leadership.  Change is often greeted by resistance in its initial stages; the teams that have been established to manage change may themselves be resistant to the measures they are trying to implement.  Strong leadership and constant reassurance, coupled with constant reiteration of the team’s goals, vision and mission are necessary to overcome resistance.

Leaders can implement and influence positive change to ensure that the team’s tasks are achieved.

• Set clear success criteria

• Co-ordinate the team’s activities so that work is neither duplicated or missed out

• Encourage commitment to the team’s tasks

• Keep the team focused on the project at hand

• Draw in outside expertise when necessary

• Enable decision-making

Call to Action

Change must be continually managed to yield sustained results. Measurement provides a way to track progress. An effective measurement system would be specific, simple to understand, creative and involve both managers and employees. The results should be visually displayed so that employees can track their progress.

A consistent process of measuring the results of the change initiative combined with a rewards program that reinforces the desired behavior is the backbone of an effective change program. When teams are managed well, they can prove a formidable force for implementing change and making it acceptable across the organization.

 

Taras NK Raggio, MPA, HHP
Taras is the Managing Principle of Taras Techniques, llc.  Taras’ 21+ years experience in Human Capital and Operations Management has led her to hold positions in Legislative Affairs, and Public and International Relations.

 

Read More at:
1^Burke, W. Warner, and Bill Trahant,Traveling Through Transitions, Training & Development, 1996, 50, 37 – 41.
2^Buchel, Mary, Accelerating Change, Training & Development, 1996, 50, 48 – 51. D’Aveni, Richard A., Hypercompetition: Managing the Dynamics of Strategic Maneuvering, New York: The Free Press, 1994
3^Copyright 1999 by the Credit Research Foundation.

Mental Health ,

Holistic Recipe: Vegetarian Chili

Posted on December 19, 2011 by lifecoach | Permalink 0

Estimated Times

Preparation Time: 15 mins
Cooking Time: 1 hr

Servings: 6
Ingredients
1 small onion, chopped
1 large green bell pepper, chopped
3/4 cup chopped celery
3/4 cup dry red wine or water
3 cloves garlic, finely chopped
2 cans (14.5 ounces each) recipe-ready diced tomatoes, undrained
1 1/2 cups water
1/4 cup tomato paste
2 MAGGI Vegetarian Vegetable Flavor Bouillon Cubes
1 tablespoon chopped fresh cilantro
1 tablespoon chili powder
1/2 teaspoon cumin
2 cans (15 ounces each) kidney or pinto beans, rinsed and drained

Directions
COMBINE onion, bell pepper, celery, wine and garlic in large saucepan. Cook over medium-high heat, stirring occasionally, for 6 to 8 minutes or until vegetables are tender.

ADD tomatoes and juice, water, tomato paste, boullion, cilantro, chili powder and cumin; stir well. Stir in beans. Bring to a boil; cover. Reduce heat to low; cook, stirring occasionally, for 45 minutes. Serve with sour cream.

FOR FREEZE AHEAD:
PREPARE as above. Cool chili completely. Place in airtight container; freeze for up to 2 months. Thaw overnight in refrigerator.

HEAT in large saucepan over medium heat, stirring occasionally, for 30 to 35 minutes or until heated through.

Source:
Read More at: Meals dot com

Holistic Recipes

Product Spotlight: Vitamin D3

Posted on December 19, 2011 by lifecoach | Permalink 0

Vitamin D3

What Is It?
*Vitamin D3 enhances calcium absorption and retention, a key nutritional role in supporting healthy bones, and may play a potential role in cardiovascular, colon and cellular health. Vitamin D levels have been shown to decline with age, due primarily to a reduction in either absorption or metabolism by the liver. Decreased exposure to sunlight, a vegetarian diet, or a low intake of vitamin D fortified foods also play a role in inadequate vitamin D levels.
Uses For Vitamin D3
Bone Health: Vitamin D promotes intestinal calcium and phosphorous absorption and reduces urinary calcium loss, essential mechanisms for maintaining proper calcium levels in the body and for healthy bone composition. Clinical studies involving vitamin D
supplementation suggest the importance of vitamin D in addition to calcium for bone health. Vitamin D supplementation alone may also support bone health.
Cardiovascular Support: Vitamin D may also provide cardiovascular support for some individuals, which may be attributed to its effect on calcium metabolism or possibly by helping to maintain healthy plasma renin function.
Cellular Health: Studies suggest vitamin D supports colon health by promoting healthy cellular function. Vitamin D is also believed to provide general cellular support potential, including breast and prostate cells, in part by helping to maintain healthy angiogenesis
balance, supporting immune cell activity and maintaining healthy cell metabolism.

Preliminary evidence suggests that vitamin D may also play a role in maintaining healthy
glucose metabolism, since vitamin D receptors are present on the islet cells of the pancreas.

Vitamin D3 from Pure Encapsulations:

  • Support for bone, breast, prostate, cardiovascular, colon and immune health*
  • Enhances calcium absorption and retention*
  • Natural form of vitamin D3 cholecalciferol (from lanolin)
  • Strengths from 400 i.u. to 10,000 i.u.
  • Available in capsule and great-tasting liquid forms available

Call 1-571.766.1430 or visit www.purcapspro.com/raggionutrition for pricing details and ordering information.

*These statements have not been evaluated by the Food and Drug Administration. These products are not intended to diagnose, treat, cure or prevent any disease.
Featured Products

Biosocial Model of Borderline Personality Disorder

Posted on December 11, 2011 by lifecoach | Permalink 0

Biosocial Model of Borderline Personality Disorder
Borderline Personality Disorder (BPD) is primarily a disorder of the emotion regulation system. BPD results from a biological predisposition to emotional dysregulation combined with certain dysfunctional (invalidating) environments which interact over time. The characteristics of BPD begin developing during childhood because the fundamental inability to regulate emotions is exacerbated by an invalidating environment.

The vulnerable child fails to learn how to identify feelings or regulate emotional stimulation. She does not learn to trust her private experience as valid and real. BPD individuals fail to learn how to tolerate emotional distress.

As adults, BPD individuals adopt the characteristics of the invalidating environment in which they grow up. Looking to others for accurate reflections of reality and oversimplifying the ease of solving life’s problems characterize this self-invalidation.

Oversimplification of life’s difficulties leads to unrealistic goals. Those with BPD tend to have an inability to use reward instead of punishment for small steps toward final goals. When they fail to achieve these goals they are filled with self-hate.

Those with BPD are generally unable to self-regulate. Those with BPD have difficulty regulating arousal, for example going to bed (sleep) and getting out of bed (awakening). The usually have short attention spans and difficulty concentrating. They often feel overwhelmed when depressed and out of control when anxious. Self-esteem is especially vulnerable as they often feel that their self-esteem is on the line in every situation. Normally, those with healthy self-esteem are able to maintain positive feelings about themselves despite setbacks.

Emotional Vulnerability
Individuals with BPD have difficulties regulating several, if not all, emotions. They have a very high sensitivity to stimuli – even small things set them off. They respond to even low levels of stress. And when emotionally aroused, they take longer to return to a baseline level of emotion. Thus, they are emotionally vulnerable. The more emotionally vulnerable a person is the more they need to be able to regulate emotion effectively.

BPD individuals tend to regulate emotions by either shutting down (avoiding emotions) or escape (intense overreaction). Under the influence of intense (positive or negative) emotions, they are impulsive (unable to inhibit inappropriate behaviors). In other words, they are unable to inhibit mood-dependent actions.

Family members of BPD individuals often feel that they are “walking on eggs” because BPD individuals are so emotionally sensitive and tend to over-react.

Emotional intensity means that emotions are extreme and difficult to regulate. On the negative side, partings may precipitate intense feelings of loss, annoyance may turn into rage, and apprehension may escalate to a panic attack or out of control feelings of terror. On the positive side, they may fall in love at the drop of a hat, experience joy more easily, and be more susceptible to spiritual experiences.

Emotions affect thinking. Emotional arousal narrows the attention. The more emotionally aroused you become, the more pertinent and compelling emotion-relevant material becomes. Therefore, when emotionally aroused, emotions dominate perception, judgment, and behavior. For example, when angered, those with BPD find it hard to let go of thoughts and feelings that reinforce their anger.

“Slow return to emotional baseline” means that emotional reactions are long lasting. Basic normal emotions are fleeting and generally adaptive, lasting only seconds to minutes. For the borderline, emotions are long-lasting because they are amplified with sustained attention and reactivated with memories.

Emotional regulation instead of dysregulation
Emotional regulation and control includes these activities or abilities: • Decrease (or increase) physiological arousal associated with emotion. Calming down with relaxation and breathing exercises when angry or anxious. Revving up with depression and sadness. • Re-orient attention in the presence of strong emotion. To regulate emotions, you must be able to direct the focus of your attention (concentrate) and shift your attention from one thing to another. • You must be able to inhibit mood dependent behavior. In other words, feel one way and act another. To keep life progressing forward, you must be able to coordinate action in the service of an external, non-mood dependent goal. • Experience emotions without escalating or blunting. Inhibition of negative emotions serves to increase emotional avoidance. Emotions must be experienced to learn about them. Self-soothing is critical to tolerating intense emotions.

Invalidating Environments
An invalidating environment is one in which communication of private experiences is met by erratic, inappropriate, and extreme responses. In other words, private experiences are invalidated. Personal expression is punished or trivialized. The environment disregards the experience of painful emotions. Neither are the factors related to expressed emotion appreciated. Also, factors that seem related to the expressed emotion (the person’s experience) are not appreciated. Likewise, the individual’s interpretations of the emotional distress are dismissed. Finally, the intentions and motivations of the emotional person’s behavior are not considered.

Descriptions of one’s self are not accepted by the environment as an accurate self-description. The invalidating environment does not appreciate one’s behavior as a valid response to events and often criticizes or punishes the individual. Behavior is attributed to socially unacceptable characteristics (e.g. over-reactivity, paranoia, lack of motivation, manipulation, lack of discipline, and failure to adopt a positive attitude).

Apparent calm and competence are valued. Emotionally invalidating environments are generally intolerant of negative displays of affect. Great value is attached to being (or appearing) happy! The message is to never “give in” to hopelessness. Most of all, the power of a “positive mental attitude” will overcome any problem.

Chaotic families may be oriented in this way due to limited resources ($, education, time, emotional or mental stability, etc.). Perfectionistic families overvalue intellectual or rational thinking and undervalue immediate experiencing. “Normal” families are sometimes inadequate for biologically vulnerable individuals.

The consequences of invalidating environments include:
• The child raised in an invalidating environment does not learn to label private experiences, including emotions, consistent with the larger social community for similar experiences.
• The child is not taught to modulate emotional arousal.
• Emotional problems are not recognized and the child is told to control her emotions without being taught how to do so.
• The solutions to life’s problems are oversimplified so the child does not learn to tolerate distress. Nor does she form realistic goals and expectations.
• Extreme emotional displays are often necessary to provoke a helpful response.
• By punishing communication of negative emotions and intermittently reinforcing displays of extreme emotions, the environment teaches the child to oscillate between emotional inhibition and extreme emotional states.
• An invalidating environment fails to teach the child when to trust her own emotional responses as valid interpretation of events. Rather, the invalidating environment teaches the child to invalidate her own experiences and to search her social environment for cues how to think, feel and act. Emotion Dysregulation tends to lead to Invalidation and vice versa.

A family which consisted of a slightly vulnerable child with slightly invalidating parents can over time evolve into a highly sensitive vulnerable child and an invalidating family.

A temperamental child, a distractible child, and the persistent child can overwhelm, threaten and disorganize otherwise nurturing parents. Over time, children and caregivers shape and reinforce extreme and coercive behavior in each other. In turn, coercive behaviors further exacerbate the invalidating and coercive system, leading to more, not fewer, dysfunctional behaviors within the entire system.

Understanding BPD reveals how other psychiatric disorders (depression, manic-depression, anxiety, post traumatic stress disorder, and attention deficit disorder) affect the development of one’s personality.

Re:
1^: Wiki Books

Mental Health