@pai.nono: Olha quem está aquiiiiiiii! Hoje as Sabrinas estão na picanha ❤️👌🏾

Pai Nono

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Region: AO

Monday 20 July 2026 22:44:47 GMT

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Comments

Velvet Secret :

Pai Nuno te mordeeee, tétano contigo 😭😭😭😭😭

2026-07-21 11:15:58

2304

Kafuruto :

Pai Nuno quando recuperar a memória vai te bater😂😂😂

2026-07-21 10:20:01

1388

Joaqsports ⚡💯 :

pai nuno está em todo lado

2026-07-22 18:20:31

546

I am_emanuElzin_CJ :

Pai Nuno passar perto da tua dama , ficas solteiro

2026-07-21 09:20:00

542

vizinha da Kiuma Alberto :

Pai Nuno sorriso metálico ehhh 😭 😭 😭 😭 😭

2026-07-21 16:49:01

133

harmony Konvict :

who is this guy he's just getting famous for his smile

2026-08-02 16:20:18

22

🌸★Nita•Eilish♥︎🌸 :

Eu sou tímida. 😫

2026-07-22 11:17:46

150

Waris Silva🍒 :

Pai Nono é patrimônio histórico da província de Luanda.♥️

2026-07-21 06:00:47

57

إپرآهيم 🩵 :

Dembele with financial issues

2026-08-02 04:01:58

36

Josué player19 :

Pai do dembele

2026-07-26 18:47:39

44

Jany.com :

quero conhecer o narrador 🥹😂🤣🤣🤣🤣

2026-07-21 13:07:09

62

Kiuma Alberto :

Pai nuno é tímido 😭😭😭

2026-07-24 17:39:53

33

Tchissola Pedro :

Não lhe agitem muito, vai parar no Fly 😭😭

2026-07-21 17:22:20

34

~ L£ SAG£ ~ :

2026-08-01 01:02:50

31

Zu🇨🇻 :

Hj estou tão pai nunooo😭😭😭

2026-07-21 22:14:21

30

Paulo Henrique :

Esse não é aquele Atacante Francês. vencendo da Bola D'or

2026-08-01 00:52:26

6

Gil. Brás🍷 :

Pai Nuno sabe tsanto yh 😭🔥🔥🔥

2026-07-22 21:00:14

7

𝓓‘🐆 :

nosso mais novo cantor😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭😭

2026-07-21 09:15:19

7

Mary Xavier :

Pai Nuno veste yha, quando ouço olha quem está aqui .... já começo a rir

2026-07-21 09:45:44

12

To see more videos from user @pai.nono, please go to the Tikwm homepage.

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🚨 Handling the “slack” one 👇 When we work with or manage someone who avoids taking responsibility or ownership it can feel incredibly irritating and leave us feeling like we’re carrying a disproportionate amount of responsibility. The temptation is to criticise them and “tell them off”. I’d recommend avoiding this approach as it is likely to worsen the dynamic and leave you feeling a weight of responsibility. Instead approach the conversation with curiosity and in a way that requires them to share the responsibility for working out how to proceed to shift the dynamic. Ask them open questions to gain a better mutual understanding and work out a way forward. Here are some examples (remember tone and body language): ▶️ What happened? ▶️ What got in the way of you asking for support/ flagging this sooner? ▶️ What’s your plan to get this finished/get the missing information? ▶️ What do you need from me? ▶️ What’s the best way to avoid this happening in future? ▶️ How could we approach this differently in future? If they respond with “I don’t know” say “could you have a think and then we can come back to this tomorrow?” ▶️ You can also replay back your interpretation of the situation factually. This gives them a chance to share if you understood it differently. 📌 Please remember the advice offered in this video is generalised and will not fit every situation. Therefore please use your own judgement when using this advice. You’ve got this 💪 💬 Have you ever worked with someone where you feel you’re holding a disproportionate amount of the responsibility? 👀 💾 Save this for when you might need it ✈️ Share with someone you think this could help 🚀 Follow for more tips on handling tricky people at work #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #managertips #difficultpeople #communicationskills #managingpeople #assertive #difficultconversations

🚨 Handling the “slack” one 👇 When we work with or manage someone who avoids taking responsibility or ownership it can feel incredibly irritating and leave us feeling like we’re carrying a disproportionate amount of responsibility. The temptation is to criticise them and “tell them off”. I’d recommend avoiding this approach as it is likely to worsen the dynamic and leave you feeling a weight of responsibility. Instead approach the conversation with curiosity and in a way that requires them to share the responsibility for working out how to proceed to shift the dynamic. Ask them open questions to gain a better mutual understanding and work out a way forward. Here are some examples (remember tone and body language): ▶️ What happened? ▶️ What got in the way of you asking for support/ flagging this sooner? ▶️ What’s your plan to get this finished/get the missing information? ▶️ What do you need from me? ▶️ What’s the best way to avoid this happening in future? ▶️ How could we approach this differently in future? If they respond with “I don’t know” say “could you have a think and then we can come back to this tomorrow?” ▶️ You can also replay back your interpretation of the situation factually. This gives them a chance to share if you understood it differently. 📌 Please remember the advice offered in this video is generalised and will not fit every situation. Therefore please use your own judgement when using this advice. You’ve got this 💪 💬 Have you ever worked with someone where you feel you’re holding a disproportionate amount of the responsibility? 👀 💾 Save this for when you might need it ✈️ Share with someone you think this could help 🚀 Follow for more tips on handling tricky people at work #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #managertips #difficultpeople #communicationskills #managingpeople #assertive #difficultconversations

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