Well not really, you have to know where you are and where you want to be in order to improve anything. So deciding that your time management skills are poor, and learning how to get better and where you want to be is time well spent. How ever in saying that if you've been searching for time management information for days now, and are still looking for a perfect solution there's a chance you’re procrastinating. Just one trait of someone with poor time management.
So what can you do to start improving your time management right away?
Make lists and prioritize
Often it's not that people aren't effective with their time rather they just don't spend the time they have doing the right things. We're all guilty of this at one time or another, but some of us are habitual with it. The easiest way to determine if you do this is to make a list each morning, or the night before of the things you need/want to accomplish
the following or that day. Once you have your list prioritize the items from greatest to least importance. Now spend a day and perform the tasks in the order you prioritized them. This does two things.
a.) It shows you what you need to accomplish in a day so you now have some urgency because you know there are other tasks to get done not just the one your currently working on.
b.) It ensures that the most important items are being taken care of first.
There are times when we can't finish every item on our list but at least we took care of the most important issues first.
Learn to say no
You can't do everything for everyone. Following our list exercise above it's obvious that if you have a list of 20 things and only time for 10 of them in a day then it's hard to accept additional activities from others. Of course there are trade offs that a more important task could come along and you exchange it for another task you were going to do that day. This gets into another discussion on life priorities such as friends, family, career, remember balance is also important. But you can't do everything so if the boss wants you to work late that night, but your supposed to see your son’s hockey game
you have to be able to say no somewhere.
Don't book every moment of your day
Now while we've preached lists, daily organization, and learning to say no you do need to leave some room for flexibility. Booking up every moment of your day so that you're on a minute-by-minute schedule can be a big problem if a mini crisis occurs in the day that wasn't accounted for.
Use other tools
Using day planners, or PDA's to keep track of appointments and to do lists will save time and promote organization on all levels. Also keeping good contact information whether it be in a contact database on your computer or in an address book will save time when you need to contact people. (Ian Henman)
Friday, April 20, 2012
Sunday, April 15, 2012
Employee Evaluations: Four Tips to Help Managers with Performance Review Conversations
Managers talk with the people on their teams every day. Whatever the topic, most of these conversations happen with no stress, little anxiety, and minimal tension. But when the conversation is about an employee’s performance, anxieties often abound. Here are four ways to reduce the tension and defensiveness that too often surround performance evaluations.
1. Don’t wait for the meeting to deliver the performance appraisal form.
I worked for large corporations for fifteen years before beginning my consulting career. Every one of those companies — GE, United Airlines, PepsiCo — took performance appraisal very seriously. And my bosses at those companies also took their responsibilities for performance evaluation seriously as well. But all of my bosses kicked off the appraisal discussion in a way that was guaranteed to get it off to a bad start. How did they begin? They set up the time for the meeting and then waited until I was sitting across the desk to hand me their completed appraisal form.
At the start of the meeting my boss would give me his appraisal form and I would engage all of my speed-reading skills, whipping through the document as fast as I could to see what he had said about my performance. While I was reading the evaluation (and probably missing some key points in my haste to take everything in) my boss would be behind his desk, pretending to work, but in truth trying to gauge how I was reacting to the evaluation he had written.
What a terrible way to begin! Don’t wait until the meeting starts to give the employee your performance appraisal document. It’s far more effective to go up to the employee an hour or so in advance of the meeting, and say something like this: “Mary, you know we’re getting together at two o’clock to go over your performance appraisal. Here it is. Why don’t you take some time between now and then to review it? Read it carefully and jot down any questions that you’d like to ask.”
Giving the person the appraisal to review in advance of the meeting can lessen defensiveness. It allows her time to think about what you’ve written and prevents spur-of-the-moment reactions. You’ll usually find that giving the person a chance to read what you’ve written in advance produces much more effective business discussions.
2. Set a time frame (and give yourself an extra fifteen minutes).
Your discussion of a person’s performance evaluation may be one of the most important interactions you'll ever have with that individual; make sure you’ve allowed enough time. In most cases, an hour should be sufficient to review the appraisal document itself as well as discuss many of the other subjects that often pop up during performance reviews — development activities, career plans, and future goals and projects. Make certain that the very next activity you’ve scheduled after finishing the review isn't one that must begin at a set time. If you provide yourself with a little flexibility at the end, you can take the time to wrap up the discussion comfortably.
3. Don’t start by discussing the form itself.
Yes, the form is important, but the form simply serves as the formal record of your assessment of how well the individual has done over the past year. Rather than beginning with the first entry on the appraisal form and moving lockstep through the document item-by-item, it’s more effective to start by asking a general question that requires the employee’s thoughtful consideration: “Tim, you’ve had a chance to read the appraisal. Why don’t you start by telling me how you feel the past year has gone?” Then listen as the individual responds and continue the discussion from there.
4. Don’t fixate on getting the employee to agree with your performance appraisal.
One of the most common questions managers ask me during training sessions involves how they can gain an employee’s agreement with what they’ve written in the performance appraisal, particularly when what they’ve written isn't entirely favorable. “Don’t try!” is my advice to them.
What is a performance appraisal? It is a formal record of the supervisor’s opinion of the quality of the employee’s work. Pay attention to the key phrase, “. . . the supervisor’s opinion . . .”
Of course the employee is going to have a different opinion — all of us believe we’re above average. The goal in the performance review discussion is not to gain the employee’s agreement, although it is nice if that happens, the goal is to gain the employee’s understanding. As long as the employee understands how you came up with the evaluation, you’ve done your job. Of course, he may disagree (particularly if you’ve set the bar high and have tough, demanding standards). But don’t waste time trying to convince a person that you’re right and she’s wrong. The important thing is that she understands your expectations and how her performance was assessed.
There’s a lot more to conducting good appraisal discussions, of course. But these four tips should make a tough job just a little bit easier. (Dick Grote)
1. Don’t wait for the meeting to deliver the performance appraisal form.
I worked for large corporations for fifteen years before beginning my consulting career. Every one of those companies — GE, United Airlines, PepsiCo — took performance appraisal very seriously. And my bosses at those companies also took their responsibilities for performance evaluation seriously as well. But all of my bosses kicked off the appraisal discussion in a way that was guaranteed to get it off to a bad start. How did they begin? They set up the time for the meeting and then waited until I was sitting across the desk to hand me their completed appraisal form.
At the start of the meeting my boss would give me his appraisal form and I would engage all of my speed-reading skills, whipping through the document as fast as I could to see what he had said about my performance. While I was reading the evaluation (and probably missing some key points in my haste to take everything in) my boss would be behind his desk, pretending to work, but in truth trying to gauge how I was reacting to the evaluation he had written.
What a terrible way to begin! Don’t wait until the meeting starts to give the employee your performance appraisal document. It’s far more effective to go up to the employee an hour or so in advance of the meeting, and say something like this: “Mary, you know we’re getting together at two o’clock to go over your performance appraisal. Here it is. Why don’t you take some time between now and then to review it? Read it carefully and jot down any questions that you’d like to ask.”
Giving the person the appraisal to review in advance of the meeting can lessen defensiveness. It allows her time to think about what you’ve written and prevents spur-of-the-moment reactions. You’ll usually find that giving the person a chance to read what you’ve written in advance produces much more effective business discussions.
2. Set a time frame (and give yourself an extra fifteen minutes).
Your discussion of a person’s performance evaluation may be one of the most important interactions you'll ever have with that individual; make sure you’ve allowed enough time. In most cases, an hour should be sufficient to review the appraisal document itself as well as discuss many of the other subjects that often pop up during performance reviews — development activities, career plans, and future goals and projects. Make certain that the very next activity you’ve scheduled after finishing the review isn't one that must begin at a set time. If you provide yourself with a little flexibility at the end, you can take the time to wrap up the discussion comfortably.
3. Don’t start by discussing the form itself.
Yes, the form is important, but the form simply serves as the formal record of your assessment of how well the individual has done over the past year. Rather than beginning with the first entry on the appraisal form and moving lockstep through the document item-by-item, it’s more effective to start by asking a general question that requires the employee’s thoughtful consideration: “Tim, you’ve had a chance to read the appraisal. Why don’t you start by telling me how you feel the past year has gone?” Then listen as the individual responds and continue the discussion from there.
4. Don’t fixate on getting the employee to agree with your performance appraisal.
One of the most common questions managers ask me during training sessions involves how they can gain an employee’s agreement with what they’ve written in the performance appraisal, particularly when what they’ve written isn't entirely favorable. “Don’t try!” is my advice to them.
What is a performance appraisal? It is a formal record of the supervisor’s opinion of the quality of the employee’s work. Pay attention to the key phrase, “. . . the supervisor’s opinion . . .”
Of course the employee is going to have a different opinion — all of us believe we’re above average. The goal in the performance review discussion is not to gain the employee’s agreement, although it is nice if that happens, the goal is to gain the employee’s understanding. As long as the employee understands how you came up with the evaluation, you’ve done your job. Of course, he may disagree (particularly if you’ve set the bar high and have tough, demanding standards). But don’t waste time trying to convince a person that you’re right and she’s wrong. The important thing is that she understands your expectations and how her performance was assessed.
There’s a lot more to conducting good appraisal discussions, of course. But these four tips should make a tough job just a little bit easier. (Dick Grote)
Tuesday, April 10, 2012
5 Promotion Secrets to Get the Job You Want
5 Promotion Secrets to Get the Job You Want
You Mean I Need to Promote Myself to Get a Promotion?
Time and time again I hear the following from students in my career advancement workshops:
• “My work speaks for itself…I shouldn’t have to tell anyone about my skills.”
• “Why did they hire from the outside, I am already doing what’s required of that position?”
• “Why did they get the job, I have more skills and experience than they do?”
• “How come my name is never mentioned when promotions come up in conversation?”
The answer is…you need to promote your skills and experience. Everybody quotes the old saying, “It not what you know, but who you know.” That’s not quite right. The correct saying should be, “It not what you know but who knows what you know.” The people that can make decisions or have input on your career need to know what you know. This will only happen if you promote, promote, promote your special skills and experience.
Here are five secrets you can use to promote yourself for promotions:
1. Volunteer to Make a Difference
Volunteer for assignments that expose your skills. Look for especially challenging projects that other people have declined.
Also volunteer to mentor others within your organization. This will show and develop your leadership, management, and interpersonal skills. Keep management posted on your challenges and how you are working with the person you are mentoring to overcome these challenges.
Volunteer to write a department or organizational newsletter. This is another way to benefit a large group with your ideas while showcasing your skills and ideas.
2. Be a Solution Creator not a Problem Maker
Anybody can find problems within organizations. My experience is that you don’t need to find them…they will find you. Sometimes they have a special skill of finding problems and reporting them.
Develop the skill of looking at these problems as “opportunities for advancement,” step back and analyze the opportunity, and develop ideas for overcoming the problem. Make sure you communicate these solutions during meetings, e-mails, memos, and conversations with management. You will soon be looked upon by management as someone who can overcome obstacles and make things happen within the organization.
3. Handle the Next Level at This Level
If you are a manager and want to become a vice president then, start working like a vice president. Find a vice president that is open to mentoring you for the next level. Remember, that vice president will not be promoted to the next level unless the organization sees that the vice president has developed someone to take their spot. It might as well be you. Plus you can lighten their work load.
Explain to the vice president what you want to accomplish so that everyone has a clear understanding and that this is a win-win situation for all involved.
I hear, “I’m too busy already to do this.” Well, let me ask you, “How badly do you want the promotion?” We are all busy. It’s up to you to enhance your time management and delegation skills so that you can take on these tasks that will prepare you for the next level.
4. Announce That You Want It!
Many times employees miss out on promotions because the decision makers and career influencers do not know they are interested in being promoted.
Announce that you want to go to the next career level!
Take time to sit down with your supervisor, manager, director, etc. and let them know you are interested in going to the next level. Ask them for their honest assessment of your skills. Then ask what you need to do to be ready when the next career opportunity appears.
Also announce your career aspirations to influencers in the Human Resources Department. Remember the more people they can hire from the outside, the less work they need to do. Make it easy for them to hire you.
Announce it to any one who can influence the decision for your promotion.
5. Join Groups to Accelerate Promotions
Join committees within the organization. This shows management that you care enough to make a difference.
Also join professional groups and associations. Professional groups and associations are a perfect way to let influencers outside your organization about your skills. Don’t just join, participant in the association’s activities to show your creativity, teamwork, and other skills.
One of the most important groups that you could ever join…is Toastmasters. This is a worldwide organization with over 175,000 members dedicated to helping it’s improve their public speaking, evaluation, think-on-your-feet, and leadership skills. The main reasons you should join Toastmaster is the following:
• Toastmasters give you the confidence to approach any opportunity with confidence.
• Toastmaster gives you the speaking skills to stand up in front of group and present your point in a persuasive manner while others shy away from this opportunity.
• You develop your leadership skills by learning how to do effective, positive, and encouraging feedback and evaluations while learning how to empower the receiver to do better.
• You have the opportunity to develop your leadership skills by volunteering for positions at the club, area, state, regional, and international level. I always say if you can’t get the skills at your organization, you can get it at Toastmasters.
Join and let your organization know you’ve joined these groups. I remember a student telling me he wanted the job of Network Administrator in a large organization. He never seemed to get past the first interviews. Then he joined Toastmasters. He shared with me he gained the confidence and think-on-your-feet skills needed to master his interviews. Shortly after joining Toastmasters, he landed his dream job as Network Administrator at a major hospital. It can make the difference for you.
I challenge you to apply these techniques. You will see immediate results and go to the next level. (Ed Sykes)
You Mean I Need to Promote Myself to Get a Promotion?
Time and time again I hear the following from students in my career advancement workshops:
• “My work speaks for itself…I shouldn’t have to tell anyone about my skills.”
• “Why did they hire from the outside, I am already doing what’s required of that position?”
• “Why did they get the job, I have more skills and experience than they do?”
• “How come my name is never mentioned when promotions come up in conversation?”
The answer is…you need to promote your skills and experience. Everybody quotes the old saying, “It not what you know, but who you know.” That’s not quite right. The correct saying should be, “It not what you know but who knows what you know.” The people that can make decisions or have input on your career need to know what you know. This will only happen if you promote, promote, promote your special skills and experience.
Here are five secrets you can use to promote yourself for promotions:
1. Volunteer to Make a Difference
Volunteer for assignments that expose your skills. Look for especially challenging projects that other people have declined.
Also volunteer to mentor others within your organization. This will show and develop your leadership, management, and interpersonal skills. Keep management posted on your challenges and how you are working with the person you are mentoring to overcome these challenges.
Volunteer to write a department or organizational newsletter. This is another way to benefit a large group with your ideas while showcasing your skills and ideas.
2. Be a Solution Creator not a Problem Maker
Anybody can find problems within organizations. My experience is that you don’t need to find them…they will find you. Sometimes they have a special skill of finding problems and reporting them.
Develop the skill of looking at these problems as “opportunities for advancement,” step back and analyze the opportunity, and develop ideas for overcoming the problem. Make sure you communicate these solutions during meetings, e-mails, memos, and conversations with management. You will soon be looked upon by management as someone who can overcome obstacles and make things happen within the organization.
3. Handle the Next Level at This Level
If you are a manager and want to become a vice president then, start working like a vice president. Find a vice president that is open to mentoring you for the next level. Remember, that vice president will not be promoted to the next level unless the organization sees that the vice president has developed someone to take their spot. It might as well be you. Plus you can lighten their work load.
Explain to the vice president what you want to accomplish so that everyone has a clear understanding and that this is a win-win situation for all involved.
I hear, “I’m too busy already to do this.” Well, let me ask you, “How badly do you want the promotion?” We are all busy. It’s up to you to enhance your time management and delegation skills so that you can take on these tasks that will prepare you for the next level.
4. Announce That You Want It!
Many times employees miss out on promotions because the decision makers and career influencers do not know they are interested in being promoted.
Announce that you want to go to the next career level!
Take time to sit down with your supervisor, manager, director, etc. and let them know you are interested in going to the next level. Ask them for their honest assessment of your skills. Then ask what you need to do to be ready when the next career opportunity appears.
Also announce your career aspirations to influencers in the Human Resources Department. Remember the more people they can hire from the outside, the less work they need to do. Make it easy for them to hire you.
Announce it to any one who can influence the decision for your promotion.
5. Join Groups to Accelerate Promotions
Join committees within the organization. This shows management that you care enough to make a difference.
Also join professional groups and associations. Professional groups and associations are a perfect way to let influencers outside your organization about your skills. Don’t just join, participant in the association’s activities to show your creativity, teamwork, and other skills.
One of the most important groups that you could ever join…is Toastmasters. This is a worldwide organization with over 175,000 members dedicated to helping it’s improve their public speaking, evaluation, think-on-your-feet, and leadership skills. The main reasons you should join Toastmaster is the following:
• Toastmasters give you the confidence to approach any opportunity with confidence.
• Toastmaster gives you the speaking skills to stand up in front of group and present your point in a persuasive manner while others shy away from this opportunity.
• You develop your leadership skills by learning how to do effective, positive, and encouraging feedback and evaluations while learning how to empower the receiver to do better.
• You have the opportunity to develop your leadership skills by volunteering for positions at the club, area, state, regional, and international level. I always say if you can’t get the skills at your organization, you can get it at Toastmasters.
Join and let your organization know you’ve joined these groups. I remember a student telling me he wanted the job of Network Administrator in a large organization. He never seemed to get past the first interviews. Then he joined Toastmasters. He shared with me he gained the confidence and think-on-your-feet skills needed to master his interviews. Shortly after joining Toastmasters, he landed his dream job as Network Administrator at a major hospital. It can make the difference for you.
I challenge you to apply these techniques. You will see immediate results and go to the next level. (Ed Sykes)
Thursday, April 5, 2012
Auto Loan: The Path for Your New Car
If you want to buy a new car but you don’t have enough money, you should consider the idea of getting an auto loan.
Auto loans are pretty helpful for people who cannot afford buying a new car, but still need either a new car or a car. This is common among students who usually work part-time and pay for an auto loan with the payment they receive from the job. Well, nothing better than buying our own car with our own money, right!?
Here are simple advantages of auto loans:
- Sometimes, getting all the money we need to buy a car is difficult. For these people who don’t have the luck of having this facility, auto loans make possible the dream of having a car or a new car.
- When you get an auto loan, sometimes the final price of the car is cheaper than it would be if you had bought the car with a dealership.
- If you are aware of the terms of the contract, there is no way for to be deceived and the facility of getting a car with an auto loan is much bigger than buying a car with a dealership.
Besides all this, an auto loan is the solution if you have to buy a car in an emergency situation. For example, if you start a business and you need a car for this new business. You may be invested all your money for the opening of your business and now that you need a car, you don’t have the enough sum of money. An auto loan turns this possible: you get an auto loan and then get your car.
Auto loans are also helpful if your family is getting bigger. If you are gonna have a new baby in the family you may want a safer car.
Another reason that may get your interest has to do with a trip. You may have planned a trip with your family or friends but you found out the car is not comfortable enough or not safe enough. You can get an auto loan in order to take the trip with a safer and more comfortable car.
In addition to this, there are some other things that you should know about an auto loan.
www.quick-auto-loan.info (Loany Cary)
Auto loans are pretty helpful for people who cannot afford buying a new car, but still need either a new car or a car. This is common among students who usually work part-time and pay for an auto loan with the payment they receive from the job. Well, nothing better than buying our own car with our own money, right!?
Here are simple advantages of auto loans:
- Sometimes, getting all the money we need to buy a car is difficult. For these people who don’t have the luck of having this facility, auto loans make possible the dream of having a car or a new car.
- When you get an auto loan, sometimes the final price of the car is cheaper than it would be if you had bought the car with a dealership.
- If you are aware of the terms of the contract, there is no way for to be deceived and the facility of getting a car with an auto loan is much bigger than buying a car with a dealership.
Besides all this, an auto loan is the solution if you have to buy a car in an emergency situation. For example, if you start a business and you need a car for this new business. You may be invested all your money for the opening of your business and now that you need a car, you don’t have the enough sum of money. An auto loan turns this possible: you get an auto loan and then get your car.
Auto loans are also helpful if your family is getting bigger. If you are gonna have a new baby in the family you may want a safer car.
Another reason that may get your interest has to do with a trip. You may have planned a trip with your family or friends but you found out the car is not comfortable enough or not safe enough. You can get an auto loan in order to take the trip with a safer and more comfortable car.
In addition to this, there are some other things that you should know about an auto loan.
www.quick-auto-loan.info (Loany Cary)
Sunday, April 1, 2012
Cancer and Diet
The issue of is paramount to your health. Without feeding the body the ingredients it needs, it simply cannot produce the processes that combat the cancer.
Firstly, when looking at nutrition for cancer, we need to understand the role of pancreatic enzymes. These enzymes, including trypsin & chymotrypsin, play a major role in halting the formation of tumours. Unfortunately these enzymes also play a part in digesting animal proteins, so if our diets are too high in animal protein, then our supply of pancreatic enzymes is tied up in digestion and not available for halting tumours.
Secondly, we need to understand the role of B17 (hydrocyanic acid) in our diets and specifically its interaction with cancer. B17 interacts with the very large amounts of beta-glucosidase in cancer cells to produce hydrogen cyanide and benzaldehyde. These two poisons combine into an extremely deadly poison that targets cancer cells. The reason that it doesn't target healthy cells is that although they have small quantities of beta-glucosidase, they also contain rodonase, a substance that cancer cells do not have, that breaks the poison down into compounds that actually assist the bodies immune system! Clever, hey!?
So we start to see the crucial relationship between cancer and diet!
At this point it is interesting to note that one of the most concentrated sources of natural B17 is apricot kernels - that is the kernel INSIDE the apricot seed itself. However it is our understanding that the sale of apricot kernels is illegal in some countries, including ours. Consequently if you are lucky enough to get your hands on a large supply, it will be by word of mouth connections. However if you are prepared to ask friends to eat a lot of apricots or go on a mission to make frozen or bottled apricots, or maybe apricot jam, there is no law to our knowledge that says you can't eat them. The recommended dosage for people with cancer is up to 60 a day, but starting with 2 per meal and adding one per meal daily to ensure there is no intolerance.
Side note: Apparently the bureaucratic argument for making sale of them illegal is that they will poison you as they are a cyanide compound, (hydrocyanic acid) and produce another cyanide, (hydrogen cyanide) but they fail to follow through and tell us that the hydrogen cyanide then combines with the rodonase to make compounds that actually boost the immune system. Following this logic I have to wonder why then that Vitamin B12 (cyanocobalamin!) has not been banned. You may be aware they feed B12 to anemia patients!
So, we can address a diet for cancer from specific angles. Firstly by adding whatever natural sources we can find that contain B17, secondly by reducing (not cutting out!) animal protein intake, and thirdly by adding nutrients to our diets in their most easily & effectively absorbed forms ie in foods.
The bottom line is our body is at our mercy and what we put in to it can either help or hinder its ability to help us. The beauty of becoming aware of the interaction of cancer and diet is that it is something we can do for ourselves, thereby empowering us in the fight against this horrid invader! (Marilyn Bennett)
Firstly, when looking at nutrition for cancer, we need to understand the role of pancreatic enzymes. These enzymes, including trypsin & chymotrypsin, play a major role in halting the formation of tumours. Unfortunately these enzymes also play a part in digesting animal proteins, so if our diets are too high in animal protein, then our supply of pancreatic enzymes is tied up in digestion and not available for halting tumours.
Secondly, we need to understand the role of B17 (hydrocyanic acid) in our diets and specifically its interaction with cancer. B17 interacts with the very large amounts of beta-glucosidase in cancer cells to produce hydrogen cyanide and benzaldehyde. These two poisons combine into an extremely deadly poison that targets cancer cells. The reason that it doesn't target healthy cells is that although they have small quantities of beta-glucosidase, they also contain rodonase, a substance that cancer cells do not have, that breaks the poison down into compounds that actually assist the bodies immune system! Clever, hey!?
So we start to see the crucial relationship between cancer and diet!
At this point it is interesting to note that one of the most concentrated sources of natural B17 is apricot kernels - that is the kernel INSIDE the apricot seed itself. However it is our understanding that the sale of apricot kernels is illegal in some countries, including ours. Consequently if you are lucky enough to get your hands on a large supply, it will be by word of mouth connections. However if you are prepared to ask friends to eat a lot of apricots or go on a mission to make frozen or bottled apricots, or maybe apricot jam, there is no law to our knowledge that says you can't eat them. The recommended dosage for people with cancer is up to 60 a day, but starting with 2 per meal and adding one per meal daily to ensure there is no intolerance.
Side note: Apparently the bureaucratic argument for making sale of them illegal is that they will poison you as they are a cyanide compound, (hydrocyanic acid) and produce another cyanide, (hydrogen cyanide) but they fail to follow through and tell us that the hydrogen cyanide then combines with the rodonase to make compounds that actually boost the immune system. Following this logic I have to wonder why then that Vitamin B12 (cyanocobalamin!) has not been banned. You may be aware they feed B12 to anemia patients!
So, we can address a diet for cancer from specific angles. Firstly by adding whatever natural sources we can find that contain B17, secondly by reducing (not cutting out!) animal protein intake, and thirdly by adding nutrients to our diets in their most easily & effectively absorbed forms ie in foods.
The bottom line is our body is at our mercy and what we put in to it can either help or hinder its ability to help us. The beauty of becoming aware of the interaction of cancer and diet is that it is something we can do for ourselves, thereby empowering us in the fight against this horrid invader! (Marilyn Bennett)
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