This video was an inspired look by Blake Lively in gossip girls call Serena Van Der Woodsen, in the show, she has bright eyes on the inner corners and outter corners she has light brown on the brease. hope u enjoy this look, personally i like this and everyone is able to do this look. its a good ideal when you are in a hurry. simple n nice NYX eyeshadow base (primer) NYX ultra manic in white pearl NYX 10 colours in mysterious brown palette Everyday mineral soft touch ELF cream/gel liner ELF studio eyebrow kit NYX Smokey brush NYX Crease Brush NYX Blending brush ELF eyeshadow brush NYX Lipstick Black Label in Natural NYx Lipgoss in mauve NYX Doll eye mascara in Volume Faceshop lash 24k curler Youtube: ThecandysbeautyTV Follow me on twitter – candysbeautyTV Email us: thecandysbeautyTV@hotmail.com Web: thecandysbeautytv.webs.com

Blake, Celebrities, GIRLS, gossip, inspired, Lively

ps i never meant to offend your vagina! NO MORE TEXTING AND DRIVING! www.youtube.com Thanks for rating 5 STARS! I hope you subscribe for more! Comment Questions of the day (Answer any or all) 1. Which winners were you most happy for at Golden Globes? Who should have won and didn’t? 2. Best dressed / worst dressed. Didn’t Aniston look hot and Garner kinda run down? 3. Any other thoughts / fave moments from the Globes? (beaver) 4. What would you like to say to Taylor Momsen right now? Re: Haiti Bonus: Leave a QUEER COMMENT and stay tuned for the Bonus Question!! Subscribe to JimmyKimmelLive on YouTube! (and thanks to them for the clip!) www.youtube.com ______ MORE BUCK! Official Website: buckhollywood.com What the Buck Show youtube.com Personal Buck Videos: youtube.com Live Shows! Sun 5pm/ Thurs 10pm Eastern: www.blogtv.com Follow Buck on Twitter: twitter.com Friend Buck on Facebook: www.facebook.com Take sexy pics with Buck: dailybooth.com ______________ In this video Buck calls out Jenny Humphy from Gossip Girl for dissing Haiti relief! Golden Globe recap! Kimmel smack talks Leno. Queer comments and I am sorry if i offend your vagina with my lady bit slang! Hope you enjoy! Love, Michael “Buck”

DISSES, GIRL, Globes, Golden, gossip, Haiti, Kimmel, Leno, Mariah's, RELIEF, Spanks

Alexandra Burke Is Officially Number One!!

X factor winner Alexandra Burke was all smiles as she headed to a meeting in central London earlier today and it turns out she has a very good reason to be grinning like Cheshire cat.

Yesterday we revealed that Alex’s first single Hallelujah was the fastest EVER selling single via download and since it’s release on Saturday it had sold a massive 80,000 copies surpassing the previous record holder Leona Lewis whose current single Run sold 69,244 in two days.

Well the midweek charts are now in and despite the fact the CD isn’t actually available till tomorrow, on download alone Alex has sold a whopping 149,546 copies and rocketed to the number one spot!

Ha Ha Madonna Fell Over In Rio Last Night…

Have you ever been walking down the street and the person walking a few paces ahead stumbles? It’s funny right?

Well what if that person wasn’t Joe public? What if it was Madonna? And what if the street was a stadium full of thousands of people? But worst of all what if the stumble was a major stack? That would be pretty embarrassing right?

Well that’s precisely what happened and we’ve got the video evidence to prove it! No need to thank us, we’re here all day.

Breaking News…

X Factor winner Alexandra Burke’s single Hallelujah is officially the fastest EVER selling single via download. Since it’s release on Saturday night it has sold a massive 80,000 copies surpassing the previous record holder Leona Lewis whose current single Run sold 69,244 in just two days.

Robbie Williams’ Comeback Scheme…

Were you a bit confused earlier this week when Robbie Williams had a sudden change of heart and announced that he would “love” to rejoin his former band Take That?

Well, so were we, but we’re sure you won’t be shocked to learn that Robbie is reportedly planning on using his reunion with Take That to launch his solo career again. The singer has just recorded an album and he intends to use the hype from the band’s reunion to reach the top of the charts.

Apparently the star wants to release his first single in two years just one month after reforming with the TT boys in a special one-off gig. A source close to Robbie revealed:

“He knows this is his last chance to make it big again. He needs the band to be successful again. And for Robbie, success and being Number One again are the only things that will make him happy now.”

But will his plan work?

Alexandra’s Winning X Factor Performance…

Last night’s X Factor final was simply explosive. Our highlight of the evening, undoubtedly, was Alexandra’s incredible duet with Beyonce – every time we listen to it, the hairs on the back of our neck stand on end.

But let’s just put Alexandra’s impressive performance with Beyonce aside for one moment so we can contemplate something. Do you think Alexandra deserved to win X Factor 2008, or should JLS have been crowned the winners?

Have You Heard Lily Singing Womanizer Yet?

It’s odd because we never would’ve thought that Womanizer could sound good sung with a strong London accent, but for some reason Lily Allen’s version of the song sounds bloody brilliant. Have you heard it yet? If not have a listen to it and tell us what you think. Which version of the track do you prefer: Britney’s or Lily’s?

FROM, gossip, Latest, Music, paparazzi

Copyright (c) 2009 Shona Garner

How managers can reduce gossip, politics, blame and moaning in their team.

Do you ever think if your staff put even half the same energy into more productive and focused discussion and behaviour you’d be getting a darned sight better results?

Do you think it’s naive to imagine a team where these behaviours and attitudes didn’t exist?

Do you know some teams/managers or organisations where they do seem to have great working relationships, but you put that down to “luck” – they’ve just got “good people?”

Do you wish you knew how to deal with this more effectively?

One thing’s for sure: if you experience this in your team, you’ll certainly be aware how time consuming, frustrating, and energy draining these behaviours and attitudes are; and you’ll certainly realise they’re eating away at productivity, performance and the overall results you demonstrate.

But when you’re short on time and unsure how to tackle the issue, what do you do?

First, you need to know, running an occasional team building day, or attending a course on communication is helpful – but it’s highly unlikely to produce lasting change. In some cases, I’ve seen such a strategy be a monumental, extremely expensive, flop. At a time when every penny counts, wouldn’t it be more sensible to consider more effective and lasting ways of dealing with the root causes of poor team dynamics and under-performance?

Second, you need to stop thinking that changing attitudes and behaviours is all your responsibility. You have to take the lead – that’s for sure. There is still much truth in the adage, “it starts at the top”. So start by getting really clear about the attitudes and behaviours you want to see more of in your team. Culture, at its simplest, is really just about “the way we do things around here”. As the manager, how do you want things done around here? What kind of attitudes and behaviours do you want to foster and encourage, and which would you want to discourage?

When asked, most managers I work with are quite clear about what they want – or at the very least what they don’t want! There’s often talk of having staff who have more of a “can do” attitude; who are committed; who try to focus on solutions instead of problems; who don’t waste time on the “moan” or “blame” roundabout, and who don’t play the negative work games of politics and gossip.

The problem is, whilst they know what they want, when it comes down to how to achieve this goal things get a little hazy!

As a coach, I know that achieving any goal is about taking consistent and regular steps which move you nearer to your ideal.

Ad-hoc, just doesn’t cut it. Especially if the goal is quite challenging.

And the onus for making all the changes is not just the responsibility of the manager either!

The most successful, outstanding managers, expect, and successfully encourage their staff to take some responsibility and ownership for making “the way we do things around here” good for everyone too. It’s a bit like a sports coach – you can mentor, train and encourage others – but you can’t do their press-ups for them! At some point, they have to take ownership. Outstanding managers build cultures where such accountability is the norm.

So, effective team building means you need to communicate clear messages about the attitudes and behaviours you expect in your team, but then this must be supported through implementing strategies and tactics which make it easy for your people to engage, to discuss and to grow their own people skills. And these strategies and tactics need to become a regular feature of “the way you do things around here”.

3 specific steps which will make a positive difference to the culture of your team:

1. Set up a simple and “safe” feedback mechanism which allows people to express their views

In my experience, people want to be heard more than they may necessarily expect to get what they want. Moaning, back-biting and gossip grows when there’s no other outlet to express dissatisfaction or concern.

The simplest, and least threatening process for gaining feedback is through a staff survey. Now there are staff surveys, and there are staff surveys! In the same way that 360 feedback can be done well or badly, the same is true of staff surveys. It needs to be simple, anonymous, and give you the results in real time – not months later when everyone has forgotten all about it. Most importantly, it should form the basis for measuring just where you are now in terms of working relationships, and what might need tweaking; and for everyone to see the results don’t go into a black hole, but actually form the basis for actions to improve things. Even if your staff are cynical at first, let them see this is not some token activity, but a genuine intention to improve the way things are for everyone. With commitment and consistency of message, you’ll start to see real shifts in attitudes and behaviours, and the atmosphere will be far more open and upbeat.

2. Review what’s working well, and where the team feel they could work better – then set some individual and team goals!

This doesn’t have to be onerous. In fact, it’s better when it’s fun, short and sharp, and goal centred. Thirty minutes in a team meeting, or 15 minutes as part of a learning lunch, done regularly, which build momentum, structure and a sense of direction to what you’re doing.

Once some goals have been set, agree when you’ll review these – and then stick to it!

3. Re-assess and measure progress on a regular basis

Build a regular review into your year. At the very least, you should re-do the staff survey twice a year. People should see this as an important part of the culture; not some token activity done for appearances sake, but something, which genuinely offers a vehicle for developing stronger working relationships and honing communication and people skills.

And make sure you celebrate progress. You may not change a rather negative culture overnight – in fact it’s highly unlikely! However, if teams are reporting less back-biting, less conflict or tension, and people feel a more positive atmosphere, you’re on the right track.

blame, gossip, managers, moaning, politics, reduce, Team, Their

Does your career have a worm embedded in it, destroying it secretly, as you perform the tasks you believe will assure success?  Nothing makes standing in a supermarket line more enjoyable than reading the tabloids, finding out some gossip on the celebrity of our choice.  And it’s so innocent, harmful to no one.  As a matter of fact, it seems the more gossip piled on an individual in those pages, the higher the salary they’re able to command for their next project.  But you can be assured, this equation doesn’t apply to you.  Gossip not only will not enhance your salary, it has the potential to take it away completely.  

I’ve seen it all, wherever people gather under one roof for a common purpose.  The common purpose is the employer’s.  Everyone else is there to provide for their families and themselves.  But so very often, these factors fade in importance to issues that are the shame of human nature, the destruction of the other.  I’ve seen individuals attempt to create hardship for others and their families because the person reminded them of a past spouse.  Though it offers little solace, if you find yourself the target of a sustained, vicious gossip campaign, you probably possess positive qualities your attackers lack.  Jealousy is at the root of much of this.  Those viewed as inferior are generally dismissed by the gossip channel as stupid or silly, and rarely generate malice.  We all know the value of education, but there are those who will orchestrate your downfall because you’ve attained something they envy.  It’s much easier to sabotage someone with an education superior to yours than it is to attend classes, write papers and take tests.  
Of course, this possibility strikes many as an unlikely outcome.  After all, the more educated you are, the higher you’ll rise in the organization, thus finding protection in your academic efforts.  

But companies seldom adhere to the organizational charts that seem so comforting.  There is an informal network of influence that can bring you to your knees through the effects of a thousand cuts. Long term employees, some malicious, some bored and in search of excitement, excitement that will not harm them in the eyes of their employer, have created deep cover channels of gossip.  These are capable of ruining a person’s effectiveness on the job without him or her ever gaining an inkling of what has transpired.  Those engaged in these channels know their effectiveness is dependent on the subject of their ire remaining ignorant.  This prevents any action being taken that can either prove the allegations false or worse yet, the victim going to a higher authority, possibly exposing the members of the channel.  I know of a case where a director, who was initially viewed as a star, in the course of a few weeks couldn’t elicit a hello from the janitorial staff.  It was only after he was a marked man that someone, after a few drinks, took pity on him.  Because his life didn’t provide the information necessary to do the job, lies were freely circulated by a number of enemies he didn’t know existed.  He was informed that it was common knowledge he met a female employee a few blocks from work each evening to take her to a motel.  He was supposed to be having sexual relations with another female employee in his office.  

Gossip is the great equalizer in the workplace.  Character assassination can dissolve your degrees and accomplishments in the eyes of others, making you far less than those who didn’t bother with an education.  I’m always amused when I read an article by an expert in the field of employment who tells you to carefully assess your faults if you’re experiencing difficulty in an organization.  The logic underlying such advice is clear.  Companies are pristine environments and if you aren’t fitting in, obviously you have a problem that needs to be addressed.  I too am familiar with the types of organizations they’re describing.  They exist in the grad school textbooks.  I’ve never encountered such an organization outside of those pages.  And remember, it’s usually the victim that questions him or herself incessantly.  Advising them to continue to do so can have negative consequences.  The victimizers seldom engage in such soul searching.  Their acts, always self serving, are couched in concern for the good of the organization.  

Why would an employer allow behavior so contrary to group cohesion to persist.  Believe it or not, it does help create cohesion, at least among those participating in the channel.  There are other employers who find the supposed knowledge about someone they see everyday alluring.  Since others are not aware of the actual gossip, they develop a negative view of the target through complaints about work related matters.  Frequently, the group will take a hypercritical view of the person’s work output, going over it with a fine tooth comb.  These are the reports that find their way to the employer.  This is the reason the person has entered a period of insecurity.  He or she has been devoured, carcass thrown to the pavement.  Satisfaction permeates the organization for a while, momentary satiation.  But they wait in deep cover, on the lookout for a member of the herd separated from the pack, far from the leaders.  But patience must be exercised.  Complaining too frequently gets you labeled a complainer.  The channel and its offshoots lose effectiveness with overuse

Dangers, gossip