@zuxiaoyi: cowo sekalem boze ketemu cewe seaktif hai tangqing😭 【 #OVERDO 】 #cdrama #xuzhenxuan #wangzisu #libaize

jul ❥𝓁𝒾 𝒷𝒶𝒾𝓏ℯ ℯ𝓇𝒶
jul ❥𝓁𝒾 𝒷𝒶𝒾𝓏ℯ ℯ𝓇𝒶
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Region: ID
Sunday 19 July 2026 13:36:45 GMT
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zhanglingheaoruipeng2
clara :
linghe langganan bgt main drama yg cp second lead nya mantep😭 kmre di POJ second lead nya sweet skrng disini juga second lead ny ga kalah menarik 😭😭
2026-07-19 15:58:32
91
shzhou6d
g :
akhirnya ada yg notice cp ini😍
2026-07-20 01:00:52
28
owrencii._
kewren.⋆.˚ :
pls ini jafi second couple ga? semisa ga ada second couple kah ni drama?
2026-07-20 11:31:25
0
sasuke359724
Art With Hazel :
Tatapan mereka bikin penasaran kelanjutannya, aku lanjut nonton di iQIYI.
2026-07-20 10:12:00
0
faeriethieng
࣪ ִֶָ☾. |𝐖𝐇𝐘ɪᴠʏᦾ༊ ‧₊˚ ⋅ :
dari awal udah curiga sama nih cewek suruhan Ren Susu kelihatan banget pas ngambil dompet
2026-07-19 17:10:46
9
kksjddjis
@Nia. :
gemes bgttt
2026-07-19 14:26:25
12
eriloeyifl
eriloeyifl :
aduhh xuan dapet cewe cieee 🤣
2026-07-20 11:53:36
0
hellomee130
Hellomee🌸 :
aku lebih suka second couple nya pliss😭😭
2026-07-20 11:33:46
0
volkvolny
Miracon :
aku kira short drama 😭🙏
2026-07-20 09:36:39
0
abcefghilov
jaeyi :
HAH GANTENK BANGET XUANNN
2026-07-20 10:20:21
0
belleup6
belleup :
pegangann tangan, takutnya ada yg jadi umbi umbian ges
2026-07-20 12:01:11
0
mynameis_aaaaaaaaaaa
amewia :
🥰🥰🥰
2026-07-20 11:40:11
0
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Here are 5 strategies for leading your toughest people that you want to keep on the team.  Theoretically you accept that some people are harder for you to manage than others.  As a leader, it’s your job to meet people where they are and help them grow. And that means you need different strategies for different kinds of people.   And I’m going to give you 5 strategies to do that.  Hi, I’m Mel - I’m an exec coach for pre-executives who want to be better leaders in their career. If that’s you - then make sure you give me a follow  OK… here are 5 strategies for leading your toughest people.  1: Stop calling them tough.  When you call them tough then you’re always looking at them through that lens… and yourself you have to “deal with them”.  And that’s not helpful  2: decide whether you’re truly committed to them or not (half in half out doesn’t work) - set yourself a deadline to go all in for 3 months and then re-evaluate.  3: question your thoughts about them.. Just because you think they’re lazy or underqualified, doesn’t mean they are, or that’s the whole story… ask yourself what else could be true about this person?  4: Set incremental development expectations that you both agree on.  If they’re performing at 5/10, don’t expect them to be a 10/10 starting Monday…instead, agree to what a 6/10 looks like and start there.  5: look for what’s working.  Instead of looking for evidence of why they’re tough, start looking for evidence of how they’re valuable to the team and improving.  ONE FINAL THOUGHT: Just because someone is tough for you, doesn’t make them tough in general. This might be an opportunity for YOU to level up YOUR ability to think like a leader.  #leaders#leadershiptoks#leadershipd#bealeaders#leadershipskillsi#executivecoacha#corporatelifes#successincorporatevocate
Here are 5 strategies for leading your toughest people that you want to keep on the team. Theoretically you accept that some people are harder for you to manage than others. As a leader, it’s your job to meet people where they are and help them grow. And that means you need different strategies for different kinds of people. And I’m going to give you 5 strategies to do that. Hi, I’m Mel - I’m an exec coach for pre-executives who want to be better leaders in their career. If that’s you - then make sure you give me a follow OK… here are 5 strategies for leading your toughest people. 1: Stop calling them tough. When you call them tough then you’re always looking at them through that lens… and yourself you have to “deal with them”. And that’s not helpful 2: decide whether you’re truly committed to them or not (half in half out doesn’t work) - set yourself a deadline to go all in for 3 months and then re-evaluate. 3: question your thoughts about them.. Just because you think they’re lazy or underqualified, doesn’t mean they are, or that’s the whole story… ask yourself what else could be true about this person? 4: Set incremental development expectations that you both agree on. If they’re performing at 5/10, don’t expect them to be a 10/10 starting Monday…instead, agree to what a 6/10 looks like and start there. 5: look for what’s working. Instead of looking for evidence of why they’re tough, start looking for evidence of how they’re valuable to the team and improving. ONE FINAL THOUGHT: Just because someone is tough for you, doesn’t make them tough in general. This might be an opportunity for YOU to level up YOUR ability to think like a leader. #leaders#leadershiptoks#leadershipd#bealeaders#leadershipskillsi#executivecoacha#corporatelifes#successincorporatevocate

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