halki-diabetes-method

Despite what some people believe, there is in fact an effective way to reverse type 2 diabetes for good. If you want to turn your condition around for the better, you will need to get the right information. The Halki Diabetes Remedy offers an effective way to cure this condition without taking any drastic measures. It is definitely an option worth looking into for anyone who no longer wants to have these health issues.

How it Works

The Halki Diabetes Remedy features an effective protocol for reversing type 2 diabetes with the right combinations of eight vitamins and nutrients. This in turn removes harmful toxins from the body. The recipes included in this product are derived from the diet of a small Greek island called Halki. This diet prevented the native people from developing insulin resistance, which is essentially what diabetes is.

What’s Included?

There are four individual resources included with the Halki Diabetes Remedy that you should know about. The first is the main guide, which provides you with a number of recipes for meals that can help reverse your type 2 diabetes.

The four bonus materials that you will get include:

Achieve Your Goals Video Series
The Achieve Your Goals guide is a 10-part digital video series that will explain how to achieve your health and fitness goals in great detail. Each of these videos will walk you through the process step by step, so there is no confusion whatsoever.

Mind-Body Video Series
You will receive another 10-part video series that will explain the mind-body connection in relation to diabetes. This will help you to overcome your condition in a big way. It explains how your mind and thinking can have a very real physical impact on your overall body.

Energy Multiplier Video Series
The Energy Multiplier video series teaches you how to start increasing your energy levels on a regular basis. Following the steps that are laid out in these videos will allow you to become more productive on a daily basis.

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Benefits of the Halki Diabetes Remedy

There are numerous benefits to following the Halki Diabetes Remedy, including:

• It’s based on facts: Unlike so many other guide products that claim to help people reverse their type 2 diabetes, this one is based on scientific fact.
• Lose weight: Following the recipes that are laid out in this guide can help you lose a significant amount of weight.
• Easy to understand: All of the steps and information in these resources are laid out in a very easy-to-understand way.
• Bonus materials: You will get a number of bonus materials with this product that will help you increase your chances of reversing type 2 diabetes.

Drawbacks

One of the only drawbacks of this product is that it is only available online in digital format. You might not experience the same results as others when following this guide, as it depends on the person.

Customer Reviews

There are numerous reviews for the Halki Diabetes Remedy from actual customers, and most of them are very positive. These reviews paint a very encouraging picture of this product to say the least. A lot of the people who review this guide claim that they were able to completely get rid of their type 2 diabetes within a matter of weeks. Most reviewers are amazed by just how quickly this method works. There is no question that most people who buy this product are very satisfied with the results they get from ti.

Price

The Halki Diabetes Remedy costs a total of $37, which is pretty incredible when you consider all of the bonus resources you get. When you visit the official product website, you will be able to get a $20 voucher to save money. There is a 60-day money back guarantee, allowing you to get a full refund if you are not completely satisfied with your results. You can pay for this product with any major credit card or PayPal.

Who Should Buy the Halki Diabetes Remedy?

Anyone who has type 2 diabetes and wants to reverse it for good should look into purchasing this product. It is also a great choice for those who want to be healthier and more energized. Those who are tired of feeling unhealthy and sluggish should consider buying it right away.

Conclusion

There are a number of products available that claim to help reverse type 2 diabetes, but not all of them actually work. The Halki Diabetes Remedy is based on scientific fact, and it can help you become healthier and feel better on a daily basis. It has changed the lives of many people already, and it is one of the most popular anti-diabetes resources. If you want to start taking charge of your own health, this product is a great start.

The 4 KPIs Every Manager Has To Use- what does kpi stand for

The 4 KPIs Every Manager Has To Use- what does kpi stand for

In this post, you can ref free useful materials about what does kpi stand for and other materials for what does kpi stand for such as kpi tips, kpi mistakes, kpi examples, kpi templates, kpi dashboard, kpi form, how to create kpi/performance metrics

If you need free ebook:

• List of free 2436 KPIs

• Top 28 performance appraisal forms

• 11 performance appraisal methods

• 1125 performance review phrases

please visit: kpi123.com

KPI guides

We seem to live in a world saturated with KPIs. Our corporate rivers are overflowing with them drenching everything in numbers and targets. KPIs stands for Key Performance Indicators and most companies and government organization are either drowning in metrics and/or are using them so badly that they are leading to un-intended behaviors.

The other week I wrote about the 75 KPIs every manager needs to know. That list of metrics was intended as an overview of all the ‘good’ KPIs I see in use today. I thought I made it unmistakably clear in the article that no-one should pick all 75, but some still didn’t get the message. Anyhow, my suggestion was to learn about the 75 good ones and then select the vital few that would be most relevant and meaningful to any given business.

With this post I want to follow on to say that there are really only 4 KPIs that every manager needs to use. These four are the same KPIs that come out of every workshop I run with executive from all over the world, across all different types of industries. To get to them I create a simple exercise and say to them: “You are running this business and want to understand how well the business is performing. You now have to select KPIs for the business and those metrics are the only management information you can use to judge whether the business is doing well or not. The challenge is that you have to agree on only 4 and together they should give you a complete picture.”

This, by the way, is a great exercise you can do in your own company or with your own team and is one that sits in stark contrast to the way KPIs are usually developed: Brainstorming what we could possibly measure and ending up in a position where we measure everything that walks and moves and nothing that matters!

Anyway, the four KPIs that always come out of these workshops are:

• Customer Satisfaction,
• Internal Process Quality,
• Employee Satisfaction, and
• Financial Performance Index

Here are the reasons why these KPIs are picked time and time again:

Customer Satisfaction: It’s simple, without customers your organization wouldn’t be here. Any organization has customers it has to satisfy. For example: Apple, Inc. has customers that buy their products, the FBI has customers (the American public) whom they protects from terrorist and foreign intelligence threats, and an internal IT or HR function has customers (their co-workers in the operational departments) to whom they deliver services. Any business, government or not-for-profit organization has to ensure it delivers to their customers.

Internal Process Quality: Companies need to make sure their services and products are to the expected standards and that they optimize the way these products or services are delivered. It doesn’t matter whether you are Apple, the FBI or a shared services function, all of them have to ensure their processes are as efficient and effective as possible and deliver the quality their customers expect.

Employee Satisfaction: Even though my last article was about the elimination of human jobs through the use of artificial intelligence and big data robots, we can safely say that employees are still the most important ingredients in any business. We all know that companies don’t do well if their employees are not happy and this again applies to all enterprises.

Financial Performance Index: Money matters to Apple as much as it matters to the FBI or a shared services team. Apple needs to ensure it satisfies shareholders by delivering turnover growth and healthy profits, the FBI has to demonstrate it delivers value for money to the tax payer and the internal IT function has to ensure it controls costs and generates efficiency savings.

So here we have it. The four KPIs every manager needs to use. But how exactly do we know collect data on these? Ah, this brings me back to my original article about the 75 KPIs. Apple might develop their financial performance index by combining revenue growth with profit margins and EBITDA. The internal services team might track customer satisfaction using the Net Promoter Score. And the FBI might measure staff satisfaction using the Staff Advocacy Score.

Some will have spotted that these four KPIs fit neatly into the four perspectives of the Balanced Scorecard (BSC). The point I am always making is that this means the BSC is a very intuitive framework – which might explain why it is one of the most popular management tools in use today. However, it suffers from the same problems as KPIs – most scorecards are stuffed full with KPIs that are not relevant or meaningful.

So if you are seeking relevant and meaningful KPIs, simply start with customer satisfaction, internal process quality, employee satisfaction and financial performance.

As always, please share your views and let me know what your thoughts are. Does this make sense? Do you agree or not?

What is a Key Performance Indicator (KPI)
How to Develop Key Performance Indicators (KPIs)

In KPI, K stands for Key- what does kpi stand for

In KPI, K stands for Key- what does kpi stand for

In this post, you can ref free useful materials about what does kpi stand for and other materials for what does kpi stand for such as kpi tips, kpi mistakes, kpi examples, kpi templates, kpi dashboard, kpi form, how to create kpi/performance metrics

If you need free ebook:

• List of free 2436 KPIs

• Top 28 performance appraisal forms

• 11 performance appraisal methods

• 1125 performance review phrases

please visit: kpi123.com

KPI guides

One can’t manage what one can’t measure and once one has invested anything in something it’s logical to try to know what came in return. Considering these wise words, organization add KPIs to all projects. Social and 2.0 ones are not exceptions. I know that many people says that, in this field, believing is enough but if faith can be helpful to start things it seldom helps to find one’s way along the path.
At first sight there’s nothing easier than setting indicators, most of all when organizations have the habit of measuring everything that’s measurable and build dashboards that look like we can be found in a plane cockpit. The result is  known ; no one understands them. Setting relevant indicators in a new field, where experience often lacks is a real challenge.
So let’s consider each point of the question, the one after the other.
• Indicator : everybody knows what an indicator. Anything that can be measured, evaluated, assessed is an indicator.
• Performance indicator : knowing that measuring everything causes nothing but confusion, it’s logical to select indicators that focus on performance. Should it be about the overall performance of the performance of the project ? I think the right choice is the second one, because of what follows.
• Key Performance Indicator : there’s a lot to say here. There’s few consensus and understanding on what ky means, what can lead to horrendous mistakes.First, there are people for whom “KPI” is so a part of the common language that they don’t see any difference between I, PI, and KPI. So they often end up with 25 KPIs that mean nothing.
The same result can also be obtained by another way : when people think any indicator is key. The previous case is caused by a vocabulary mistake, this one by misunderstanding. Measuring anything because it’s measurable should not pull the wool over our eyes. That’s because something is key that it should become an indicator, indicators not being key for the only reason they exist.
Before going deeper into this point, let’s mention the third situation : linking the “key” nature to the person (even if it’s not the most common situation). I happened to ear “what I do is always key because I’m the boss. My projects and their indicators are key too because it comes from me and is more important than anything else”.
In fact the “key” nature est the consequence of the direct link with the corporate strategic plan. It shows the contribution of the project being measured to something bigger that is supposed to make sense for anybody. There should not be any need for explaining why a Key indicator is key : it should be obvious. If not, it means either the indicator is not key, the project does not contribute to the corporate plan or the plan in not understood by employees. In some ways a key indicator does not measure the project but its contribution to the corporate plan.
So, it’s logical to have lots of I, some PIs and only a few KPIs.
Now, let’s figure what it means in a common and concrete situation.
Imagine a classical “2.0” project, let’s say an innovation community. Let’s find out what KPIs, PIs and Is could be.
• KPI : the number of ideas provided by the community and being executed, number of ideas actually implemented, the money made or saved because of these ideas could be KPI. I say “could” because if innovation is not a part of the corporate plan, if its contribution to business is not clear or if it’s project launched under the radar, we’ll need to find other KPIs…if they exist. It may also make people realize that the lack of link between the project and the corporate plan will make it hard to find anything key.
• PI : the number of ideas could be a good indicator. It shows that the system works without saying it contributes to anything. It’s an intermediate indicator that tells how effective the project is.
• I : the number of discussions, members, comments, votes…are basic internal indicators that shows the system is alive without promising anything more.
Of course, the three kinds of indicators matter, but each one at a given level, for given people. If Is show poor results, few chances KPIs will make one smile.
It reminds me of a person telling me how uncomfortable he was with the KPIs of internal projects that were submitted to him. In fact, these projects having nothing to do with the corporate plan he was only given PIs, not KPIs.
Last point. That’s not because a project has no KPI that it should be shut down. For instance, pilots projects, experimentations. The ambition can be limited for the time being necessary to show “things can work”, and the mechanisms that make business make the most of the social activity could be postponed. In this situation, having good PIs is great. Once the promise verified, it will be time to add the K. The only risk is that the lack of link with the bigger corporate picture, of sense, limits motivation and the ability to reach a critical mass. In this case, the project will only rely on conviced and passionate people. That’s not a problem if these elements of context are taken into account when it will be time to debrief and draw conclusions, positive or not.

What is a Key Performance Indicator (KPI)
How to Develop Key Performance Indicators (KPIs)

The Truth Is in the Numbers, Ignore Them at Your Own Peril- what does kpi stand for

The Truth Is in the Numbers, Ignore Them at Your Own Peril- what does kpi stand for

In this post, you can ref free useful materials about what does kpi stand for and other materials for what does kpi stand for such as kpi tips, kpi mistakes, kpi examples, kpi templates, kpi dashboard, kpi form, how to create kpi/performance metrics

If you need free ebook:

• List of free 2436 KPIs

• Top 28 performance appraisal forms

• 11 performance appraisal methods

• 1125 performance review phrases

please visit: kpi123.com

KPI guides

KPIs stands for “Key Performance Indicators” and are a mechanism by which individuals, departments and companies track their performance. If you do not have a good baseline and understanding of basic performance metrics, you will not know when you are slipping into mediocrity or worse. KPIs help keep everyone on track and moving towards goals.

Some people will excel and move up to higher levels of achievement and others will remain in entry-level positions their entire career. Many factors come into play when determining who will be successful and who will be mediocre or unsuccessful their entire lives. I, for one, have always desired the path of success. To that end, I use KPIs to track performance each month.

Good KPIs are not subjective but objective. They are very black and white and do not leave much in the way of wiggle room to debate their meaning. This is their power. As KPIs are tracked over time, the ability is gained to see how performance stacks up over prior months and years. Almost all of my KPIs I graph year-over-year. This allows me to compare performance over the last few months and the prior year. When I see something that is not within an expected range, I am able to look into it immediately and take action, including rewards for achievement, if needed.

In order to define good KPIs, I need a good understanding of the vision, mission, and goals of the company, department, or individual. Yes, I do believe that individuals need vision and mission statements and clearly defined goals to be successful.

Once I understand where the department or individual is coming from, and where they need to go, I can start working on KPI development. I follow a pretty basic and easy method for determining KPIs.

1. Brainstorm to capture everything that can be empirically measured. As with all brainstorming, do not evaluate the quality of feasibility of the suggestions at this point. You want a complete brain dump of everything that can possibly be measured.
2. Review the mission, vision, and goals. If working in a team, everyone needs to have a clear understanding of the mission, vision, and goals. If working on personal KPIs, also review job descriptions, annual reviews, and peer feedback.
3. Group and rank each of these possible KPIs by their relevance and ability to provide clarity on the mission, vision, and goals of the company, department, or individual.
4. Review the possible KPIs for feasibility of tracking. We may have some very good ideas for KPIs that are not realistic because the tracking mechanisms are too burdensome or simply unavailable. These KPIs go off on a separate list for possible future consideration or implementation of a tracking mechanism.
5. Add the tracking frequency for each of the possible KPIs: Again, this is a second way of looking at feasibility and clarity the KPI will provide. If the KPI has to be tracked in a way that is prohibitive to implement it should be moved to the second list.
6. Remove all possible KPIs that do not add value, provide clarity, or cannot be successfully tracked. If the list is still too long, I simply take the top X number of items per grouping.
7. Develop a work plan to capture the KPI data points based off the data capture frequency.
8. The first week of each month, compile all KPI information and generate Excel charts and summary tables. I review this information closely and look for any outliers. Anything that is above or below expectation is investigated and understood. While investigating unexpected improvements, always look and see if the source of improvement may be applicable to other areas.

As an example of KPIs for an IT department, they can track the total number of closed support tickets, initial response time, response time to close a ticket, recurrence rates, failure rates, up-time percentages, support hours, etc.

It is also very common to combine KPIs in your charts and tables. Using the above example, you could graph support hours and total number of closed tickets. When looking at this year-over-year, you should be able to see the effect of support hours on ticket closure rate. Furthermore, looking at these graphs, you can see if your team is closing support tickets at a faster or slower rate than prior periods.

Charting various KPIs are powerful tools when requesting additional resources or policy changes. This single activity alone has allowed it to influence policy and staffing decisions because I had the data to back up my requests.

I would challenge everyone to develop KPIs. Track them regularly and review the results monthly. After just a few months of tracking, you will be able to see patterns and start adjusting to further increase productivity and achievement of yourself, team, department, or company.

What is a Key Performance Indicator (KPI)
How to Develop Key Performance Indicators (KPIs)