Steroids Sources Online

Steroids Sources OnlineHowever, I do not recommend reducing the weight of the projectile too much, unless you train for maximum clarity and best place to buy anabolic steroids online muscle relief, because when you work with a very light weight, you do not build muscle. steroids in proffesional sports Many bodybuilders use this method differently, alternately removing the discs from the bar and performing more and more series until exhaustion.

Isometric principle

During a short break between the series, you should not just sit and watch how your partner performs his exercises. Continue to flex and contract the muscles that you train. This not only supports pumping and readiness for action, but is in itself a very useful exercise.

Static weight retention or muscle tension is called isometric exercise. Although such exercises are usually not steroids online buy used in bodybuilding due to the limited range of motion, they steroids sources online cause very intense contraction of muscle fibers. structure of steroids A bodybuilder posing and straining the muscles in front of a mirror in the gymnasium performs a very important part of his workout.

In fact, I don’t think that you can win a major competition if you don’t practice isometric exercises while relaxing between series. It is not enough just to have big muscles; you must have complete control over them, and this must be learned. We will discuss this in more detail later (see the buy steroids in bulk online Posing section).

Instinctive principle

When you start bodybuilding, master the main exercises and create the basic structure of muscle mass, you need to strictly adhere to the established program. But if you already have a certain experience, then you may find that your development is accelerating, if you can correctly interpret the individual reactions of your body to exercise and build your schedule accordingly.

In the early years I trained on a hard schedule, each time doing the same exercises. steroids penis size Then I started training with Dave Draper, and he taught me a different approach. Dave illegal steroids for sale online came to the gym, well knowing which muscle groups he wasgoing to develop, and what exercises he has to perform. how testosterone replacement therapy near me do u take steroids But he changed the order of these exercises depending on his feelings on different days. For example, if he usually began training with a series of pull-ups on a horizontal bar, then one day he would suddenly begin with a pull of dumbbells to his chest and endure the pull-ups at the end of the workout. He learned to trust his instincts and was not afraid to make changes to the usual routine. steroids for sciatic nerve pain From time to time he violated the course of the training and did something unusual: for example, instead of the 15 series of presses, there were several shortened series with very high weight or many series with less weight, but with very high speed.

I learned from black market steroids online Dave that the body has its own rhythms, that it feels differently on different days, and the more experienced you become, the more attention should be paid to these cycles and sensations. But let me remind you that intuitive knowledge does not come in one night; you need to train for a year or more before you can get some benefit from the steroids online pharmacy intuitive changes in your program.

Principle of preload

The overall effect of bodybuilding occurs when you fully stimulate and activate the most muscle fibers. steroids anavar oxandrolone But some muscles are bigger than others, and when working in combination with smaller muscles, unused muscle fiber remains in them when other muscles are completely exhausted.

You can plan your workout in such a way as to first isolate and load a large muscle, and then train it in combination with smaller muscles. For buy anabolic steroids online usa example, when you are doing the bench press, you use the pectoral muscles, the front deltoid muscles and the triceps at the same time. The strongest of these, of course, are the pectoral muscles, and usually when you lift the barbell many times in a row, the deltoid muscles and triceps get tired much earlier. To compensate for this effect, you can first perform the reduction of the hands with dumbbells in the prone position – an exercise that isolates the pectoral muscles and gives them preload. barry bonds before and after steroids Now, when you go to the bench press, already tired pectoral muscles will reach exhaustion almost simultaneously with the rest of the muscles muscle building steroids online.

Other preload methods include leg extension on a hip muscle trainer before squatting with a barbell (quadriceps thigh muscle preload), flattening dumbbells over head before performing barbell presses from shoulders (deltoid preload) and many others.

I finish / you start

This method, designed to increase the intensity of training, works as follows. You finish the series and immediately transfer the projectile to your partner, without lowering the weight, and then you work alternately. I remember how Franco and I were doing the bending of the arms with the barbell, then not counting the number of repetitions, just american steroids online working to failure. hgh supplement online india After a while, I was ready to howl in pain and only hoped that Franco would not be in a hurry, because my biceps were burning like fire.

The meaning of the method is that when it is your turn, you start working regardless of whether you are ready or not. It doesn’t matter how tired you are. By training in this way, you can develop a fantastic intensity. The only problem is the painful sensations that you experience the next day.

The method buy gear online steroids is useful for training small muscles, such as biceps or calf muscles.

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Fixation method

After completing the main series, you keep a relatively light weight in a fixed position at different stages of movement, forcing the muscles to constantly strain for quite a long time. steroids medication names For example, after completing the maximum number of repetitions for me to mix hands with dumbbells, I relax for 2-3. seconds, and then raise my arms about 5 inches from the hips, feeling the deltoid muscles tense. I hold this position for best place to order steroids online about 10 seconds, experiencing an increasingly burning sensation as lactic acid builds up in the muscles. supplements and steroids This additional tension at the end of the series helps to strengthen the isolation of individual muscles and can be applied to different parts of the body. For example, doing dumbbell arms,you hold the weight motionless at different angles or when you hold your hands on a block device, keep them crossed when blood rushes to the pectoral muscles.

Variable series

To give an impetus to the muscles, instead of performing 5–6 episodes of one exercise, you change the exercises after how to get real steroids online each series. It is important to remember that this is not a super series; you perform them alternately and rest between the series. But at the same time you perform only one series for this exercise, and then go on to the next 1. For example, after performing a series of arms flexing with a barbell, you rest for about a minute, and then perform a series of regular arm flexion with dumbbells, arm flexion on a block device, arm flexion with dumbbells on an inclined bench, and so on, until your biceps run out of endurance. The idea is to slightly change the load in each of the next series, attacking the muscle from all angles, to ensure the full development of muscle fibers and give them a powerful impetus, which will cause the body to respond.

Method “one and a half”

Another way of varying the muscle steroids online load on the muscles in each series is to complete a full cycle of movement, followed by a half cycle. Further, full and half cycles alternate to the end of the series. Make sure the half cycles are very slow and clear. Fix the weight for a split second at the end point of the movement, then lower it evenly under full control on your part.

Group system (“system 21”)

This system is more complicated is it legal to order steroids online than the “one and a half” method, since you perform a series of half cycles in the lower range of motion, a series of half cycles in the upper range of motion, and then a series of complete cycles. You can set any number of cycles (repetitions) – I usually do 10-10-10 – provided that equality between half and full cycles is maintained . Many bodybuilders traditionally perform 7 cycles of each, hence the name “system 21”: 21: 3. x 7 = 21. steroids for gout flare The additional load created by this kind of training comes from the fact that you stop the movement in the middle of the cycle, and this causes the muscles strain in an unusual way.

Progressive load

No one can crawl out of their skin at every workout. Using the progressive system, you perform a separate training for one part of the body three times a week, and in such a way can you buy real steroids online that the first training is conducted with a relatively large number of series and repetitions, but with a small weight. During the second workout, you increase the weight, but work with a certain amount of strength. During the third workout, the load increases to a maximum: the number of repetitions should be no more than 4–5 per series.

Change is Hard: Here are 5 ways to Accomplish It

At the beginning of each year, many of us resolve to make changes to make the new  year better. For instance, we may resolve to lose weight – by exercising and eating more healthy food , and/or increasing sales and profits  – by increasing price/value and reducing costs through more effective use of staff. The problem is we start out with good intentions and then, if we’re not getting immediate reinforcement that our methods are working, we stop. The fitness industry sees this every year: it starts with lots of new clients, and many start dropping out by the end of the first month.

Daniel Lock wrote a blog for Innovation Excellence that identified 5 behaviors that enable us to execute more effectively:

  • Share a compelling story with a clear purpose to create a sense of urgency. Whether you’re supported at home by a network of friends and family, or you’re changing the company in which case you need to engage other leaders/managers, this is a powerful technique. John Kotter first identified the need to create a sense of purpose and urgency in order to make the change the purpose of the story is to clearly state objectives and processes, and engage your supportive players so they can visualize the future state, understand the risks and obstacles, and commit to doing their part to help effective change.
  • Paint a picture of opportunity. You need to spark people’s growth-mindset so they see how they, too, can grow by doing their part. Their support means giving up current daily practices in order to make time to implement the changes they must make in their routines. They need to visualize themselves in their new roles.
  • Discover what is not working. Leaders must fully understand what behaviors he/she, and the support group are engaged in which are counterproductive to the new change. Sleeping late or buying unhealthy food for the household, or  holding long, unproductive meetings which don’t focus on accountability and individuals committing to make changes, are counterproductive activities
  • Determine why it’s not working. Everyone must understand why the current behaviors are causing the problem that you want to change. Awareness by your supportive players is critical, if they are going to change the counterproductive behaviors.
  • Encourage a Participative and collaborative approach. The point is that you are more likely to succeed if you create a culture which encourages people to make all the changes they have to make to help you make your change. Create a culture that recognizes the risks, and encourages people to accept initial failures in making changes, and rewards ongoing learn for what else can be done to develop new personal habits and/or work processes so every player is a part of the success.

Use these insights to effect the changes you want this year. Then learn from the successes to apply the system to effect more changes throughout the year and in the future.

Share with us what your “change” goals are for 2019 are, how you’re creating a sense of purpose and urgency for yourself and your support group, and then let us know in future months how you are succeeding. If things aren’t working out, share the situation with us, so we can be part of your support group committed to helping you win in the battle for change.

Don’t Settle for Less

Last year, one of the common leadership themes which our CEOs started addreessing is the negative effects of tolerating inferior performance from staff. By becoming aware of bad habits we can change!

Unless we’re excellent at time management and delegation – critical goals our CEOs pursue – we often get overwhelmed with things, especially firefighting. As a result, to avoid the stress of adding a new time commitment to help staff improve, we tolerate inferior performances.  In addition to the damage that sub-par performances produce directly, they have an indirect negative impact – signaling the firm’s acceptance of a lowering of standards. To succeed in today’s world, you need A performances – not less.

We see this especially when we have employees who are not meeting KPIs (performance standards) set for them and also showing no effort to improve. We should dismiss such employees; instead they linger like a virus, usually because of “loyalty”. Yet, when a manager finally releases this employee, others speak out: “What took so long? We all know his/her faults – and they made our lives more difficult!”

This year, the CEOs that I have the privilege of coaching/mentoring, are going to take it to the next level – Don’t Settle for Less. You should too!

Tom Koulopoulos, in a blog posted in Innovation Excellence, notes a conversation he recently had about Steve Jobs with his co-founder of Apple – Steve Wozniak. Woz told him that one of his management techniques explains why Apple’s culture creates such innovatively-well-designed products like the iPhone.  “Jobs had a habit of sometimes just popping into meetings. He’d quickly survey the room, take stock of the problem being addressed, and without so much as five seconds of prelude, he would announce to the people there, ‘You can do better than this’. And with that, he’d leave the meeting. His comment wasn’t necessarily delivered with a tone of arrogance or even disappointment, but rather as a statement of fact– simply put, ‘Don’t settle!’”  The net result is that everyone went back to the drawing board to do better – and created a culture encouraging everyone to do their best.

Henry Kissinger, a foreign policy expert who helped President Nixon open the doors to US-China relations in the 1970s, pursued a similar goal.  As the story goes, he would often request from a staff person a policy position paper.  A few days later, the colleague would put it into Kissinger’s  inbox, and be told to return the next day. The next day, the colleague would return, and Kissinger would hand the paper back to the person with the following comment; “you can do better”.  A few days later, an improved paper was produced and submitted. The following day, Kissinger would hand it back saying, again, “You can do better.” A few days later, a third version of the paper would be submitted. Mr. Kissinger would accept it, saying to the colleague, “Thanks, now I’ll read it.”

He knew that the first set of papers were not thought through well enough and refused to settle for less.  How often does do you get “data-dump presentations” rather than fully developed products that meet the standards. Several CEOs I know complain that even new analysts hired from top schools often don’t pay an attention to detail. Also they follow the prescribed presentation template, focusing on detailed facts, with no attention to crafting a persuasive, compelling presentation that drives the audience to the desired conclusion (e.g., not following our ADAP (Audience-Driven, Authentic Presentation) standard.

So this year, make one of your leadership themes not to settle for less! 

Share with us, how are you inspiring people to take the time to submit their best work possible?  Are you creating a CILO (Continuous Improving Learning Organization) where staff are held accountable for improving skills? (For more on how the Eval2Win Job Description and Performance System guides the worker and supervisor dyad to constantly improve, contact  Jcahn@eval2win.com or 646-290-7664).

Engaged Employees Make Recruitment and Retention Easier

When I interview candidate CEOs about their three most significant challenges for future growth, one of the answers usually is “finding and keeping top talent”.  Studies show that recruitment is easiest for companies with engaged employees, especially since they often identify talent and make referrals. That’s why Vistage has several experts who share their insights and strategies with our members on:

  • How to hire the best people and then keeping them and
  • How to develop effective cultures that keep employees engaged.

Our Interview discussion then turns to how well the CEO’s organization is doing.

The Gallup Organization recently surveyed a number of organizations with six questions which asked employees about conditions at their companies.  Here are the questions. Ask yourself what the results may be for your organization    Then check that against what Gallup found in its survey.

What percentage of your employees strongly agree that:

  1. Their leaders have a clear direction for their organization?
  2. Their organization always delivers on its promises to customers?
  3. Their organization does a great job of onboarding new employees?
  4. The performance reviews they receive inspire them to perform?
  5. They are sometimes, very often or always burned out at work?
  6. They are searching for new jobs or watching for new opportunities?

Got your numbers?  Good.  Now compare to what Gallup found:

  1. 22% agree that the leader s have a clear direction
  2. 26% believe the organization always delivers onb its promise to customers
  3. 12% believe their organizations do a great job of onboarding
  4. 14% believe performance reviews inspire them to improve
  5. 67% report they are sometimes, very often or always burned out at work
  6. 51% say they are searching or watching for new opportunities (and 47% say now is a good time to find a new quality job!)

What are you going to do about it? Share with us what you’re doing in 2019!

Note: If you’re a CEO of a committed to growth and live in the NY region, we offer you the opportunity to experience Vistage’s 4-part service ecosystem (which enables members to grow 2-3X faster than competitors (D&B studies)). If you live elsewhere, let us know you want an introduction to a local Vistage Chair, so you, too, can explore the opportunities. Contact Jerry.Cahn@vistage.com.

Solve Your Hiring Problems by Keeping Employees Engaged and Happy!

In today’s talent-scarcity labor market, smart CEOs set talent management as a top priority.  Are you?

I was reading a Business Insider article on ways employees can be happier at work and I thought I’d share with you the top ways:

  • Enable staff to advance professional development. Knowing you can grow and learn in your company (through classes or projects done in the company) leads to happiness.
  • Facilitate staff’s ability to identify what truly motivates them. As we grow, our purpose/life priorities may shift. Indeed the reason the person took the job in the first place may not be for central, intrinsic values which are central for her/him. Working with mentors is one way a person can discuss these issues – and find new ways to stay motivated by taking on new assignments, moving to different departments, etc.
  • Remind staff how they are benefiting by working in the company. Many times people get lost in their day-to-day work, and forget about all the extras the company is offering (e.g., profit sharing, extra 401K match, benefit packages, community involvement opportunities). I know of a case where the company bought for each employee a life insurance policy, and after several years discovered that almost none of the employees knew.

The list also reminded me about the Gallup Q-12 which I previously discussed. Don Clifton, Ph.D. studied 24 companies in 12 industries with 2500 business units, and interviewed 105,000 employees and found that 12 items differentiated highly productive, engaged employees from all the others.

The top six statements which highly engaged employees strongly agreed with were:

  • I know what is expected of me at work.
  • I have the materials and equipment I need to do my work right
  • At work, I have the opportunity to do what I do best every day
  • In the last seven days, I have received recognition or praise for doing good work
  • My supervisor, or someone at work, seems to care about me as a person
  • There is someone at work who encourages my development

If you’re a CEO in NY who wants more success in the volatile new year, you can learn more about how Vistage members learn about these strategies, help each other tailor implementation and then hold each other accountable for execution. The Vistage community of 22,000 CEOs, 1400 experts, and 800 Chairs, gives members a Competitive Advantage over others; Dun & Bradstreet reports that they grow 2-3 X faster than competitors.

In January, we’re sponsoring a no-obligation breakfast for qualified candidates to attend a mini-CEO Advisory meeting. See details at: http://vi-ny.com/Jan-2019CEOBreakfast.pdf

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