What is a trolling motor battery?



A trolling motor battery, another product you won’t be naming you need, after you actually need it. It is a great tool which can state and mention when a golf car battery for example is broke. The most errors regarding golf car batteries are caused, not because of driving but because loose engine cables that are connected to the battery. So before doing any research regarding the engine of the golf car in this example, first check cables and the power with a trolling motor battery. You can calculate the amps per hour easily. The battery should be around 36 and 48 volts of a normal battery. If it is lower than 36 volts you should be worried.

F&R switches are also a common switch to break in any kind of battery charged vehicle or device. 9 out of 10 times, if the F&R switch clicks, its okay. Then again get your trolling motor battery to check out if the battery is running low. These 2 checks will solve the problem for 95% of the times.

But how does a trolling motor battery actually works? But the contact on the device or vehicle you are trying to measure, after this put on the contact and try to start the device, if you do not measure 48 volts when started the device or engine on your trolling motor battery, stop it right away; your battery has passed away. If you have a lower voltage measured, you should try to run the device for at least half an hour to recharge the battery. Most batteries do not brake down that easily and can be rebooted when fired up the right way. Another great future of this measuring wonder is that you can measure the ABC boot; this is the first boot of a battery when measuring the start engine or in a smaller device it is called the starter. If the trolling motor battery gives a lower volt of 24 volts, do not continue but buy a new battery right away.

Recapitulating we can state that a trolling motor battery has a lot of benefits and great features which you can really benefit from. Get your trolling motor battery today!

Natural Products for Cleaning Floors



Cleaning floors has never been an easy task, there are many products and devices designed for it but you always have to be extremely careful because they require different care according to the material they are made with.

In the market, there are several solutions and chemicals made specifically for the maintenance of our floors, however, most of them can be erosive and damage them in some way. For that reason, there is always the possibility of resorting to what we have in our kitchen.

Leaving behind the need to use artificial items, we have several ingredients in our pantry that are excellent at the time of cleaning.

  • Lemon: lemon juice has whitening and deodorants properties, serves to remove stains, helps eliminate mold and is a natural cutter of fat. To use it, it must be mixed with a little water and applied to the surface to be treated, if it is necessary to whiten or remove some kind of deeply stuck stain, it can be left to settle for a few minutes and then removed. It can also be sprayed with a pressure cleaner or a hydro-cleaner to sanitize concrete or tile floors, for example. It is excellent at the time of cleaning and disinfecting metals, in addition, it gives a touch of shine to surfaces.
  • Salt: salt is a great ally when cleaning and sanitizing. Its main function is to enhance the properties of those products with which it is used. For example, if it is mixed with lemon, it can remove all traces of rust on iron or metal surfaces. On the other hand, if it is used with vinegar, you get a great deodorizing cleanser.
  • Olive oil: besides being an excellent cleaner, olive oil is a sublime polisher. It can be used to eliminate unwanted marks on delicate areas, such as scratches on skin surfaces. It gives it shine and keeps a neat appearance on the floors, it can be used in accessories of vacuum cleaners or steam mops to polish wood and achieve a glossy and satin finish.
  • White vinegar: serves as a disinfectant and deodorant thanks to its natural acidity, which makes it a perfect antifungal and antibacterial. You can spread out in the rooms and leave overnight to get rid of bad smells.
  • Bicarbonate: Baking soda is one of the most versatile products when it comes to cleaning, it is perfect for getting rid of bad odors and, at the same time, it has whitening properties. It serves to whiten vinyl floors and to purify glass surfaces. It is also a great antiviral and can eliminate mure and fat.
  • Gasified water: effective to clean windows, doors and floors, it can be placed in a sprinkler or applied with cloths, mops or sponges. It is perfect for removing mure stains and can be used when cleaning stair rails.
  • Essential oils: disinfect, eliminate mold and directly attack bacterial colonies. Each essential oil has different properties, however, all share the characteristic of being powerful natural deodorants.

Always remember that the cleaning tasks can develop your creative side and enhance your imagination. So get to work! Check your pantry and take advantage of all the benefits nature provides.

Important Changes Can’t Be Undone.


Undo KeyI admit it…I am not sure who some of my Facebook friends are, or where they came from. There must be some connection, some reason I either offered them a friend request, or accepted one that was sent my way. It’s easy enough to unfriend them; but then again, why bother? Our relationship isn’t that important to either of us.

Just like unknown “friends” on Facebook, little changes can be easily undone. If you fell in love with the paint chip in the store but hate the way the living room looks now that you have painted it, you can redo it. If you felt good about the way the new suit looked on you in the dressing room but saw it differently once you got home, you can return it. Some car dealerships are now offering exchange and/or return options for new car purchases.

But, important changes can’t be undone.

Getting divorced is not the same as never having been married. Obtaining a new job is not the same as never having held the current one. Moving to the city (or the country) is not the same as never having lived in the country (or the city). The examples are endless. Whether the change was personal (e.g. returning to work after the birth of a child or a serious illness), organizational (e.g. withdrawing a new product from the market after its launch as a result of quality control problems), or social (e.g. significant movement toward equal rights)…you can’t undo the change.

You can’t undo it because people have experienced it. you can’t undo it because people have been changed by it. You can’t undo it because it has been part of the way people now think/see/behave in the world, or part of how they now think/see/behave toward you, or part of how you now think/see/behave.

Ultimately, as I have written elsewhere, all change is personal. And when people are personally changed you can’t undo it. Whether mother or father, if you have taken time off of work for the birth of your child, you are returning to work with a different perspective. If you are the business that launched–and withdrew–a faulty product, the marketplace sees you differently. If you have experienced being treated fairly after a lifetime of judgment and discrimination, you are not going to willingly relinquish fair treatment.

Important changes can’t be undone. For this reason, some people refuse to make them in the first place. They hold onto the old ways, the old beliefs, the old technologies.

While millions of photographs are taken on cellphones around the world each day, there remain photographers with large-format cameras and film, and photographers who are making albumen and cyanotype prints. Though their work is often beautiful and distinctive, cellphone cameras will be replaced by a future generation technology, not by a return to film.

The Amish shun technology and modern conveniences. They continue to travel in horse and buggy, sharing the roads with today’s cars and trucks. It is likely that in the not-to-distant future they will be sharing the road with driverless vehicles; today’s cars and trucks will not be replaced by horse and buggy.

Last week I wrote that “every change has an expiration date.” And when changes expire, they are not replaced by that which came before, but by something newer, something different.

Important changes will expire; they can’t be undone.

It was the thinking of the past that fostered today’s changes…thinking that challenged the status quo, that sought creative and innovative solutions to the problems and the opportunities being faced then. Every solution, every innovation, every change, brings with it new problems. Albert Einstein is quoted as having said, “We cannot solve our problems with the same thinking we used when we created them.” Nor can we solve them by returning to the thinking of the past. Important changes cannot be undone.

If important change can’t be undone, what is the answer to today’s challenges in our lives?

First, don’t act/react impulsively.

Explore; consider options; “think outside the box;” ask those who think differently than you for their perspective, and listen with an open mind.

Learn from the past. There are reasons that change happened back then. Many of the factors that made things work–that sustained the status quo–back then are no longer in place.

There were mistakes that were made along the way. Learn from them; don’t repeat them.

Avoid “change for change sake.” if there is no other reason than to make change, then you are squandering your capacity for change when you may well need that capacity for unforeseen changes that are just around the corner.

Recognize that our memories of the past will often “let go of the bad” and “reinforce the good.” The “good old days” may be old, but it is doubtful that they were as good as they are remembered…and if they were as good for us, it is likely that they were less-than-good for others who are in a better place today.

Consider the anchors that keep you tied to the past. Are there ones that you need to let go of, others that you need to connect to differently to meet today’s challenges?

Have you ever undone an important change (or seen one undone)? How? If important changes can’t be undone, what other things can you recommend regarding how we address today’s challenges? Comment below.


Every Change Has an Expiration Date


grunge red tag

I remember my first personal computer; it was a state-of-the-art dual floppy disk PC manufactured by IBM. In order to run spell-check I had to swap one of the disks out to put in the spell-check disk; my recollection is that there were 10 or more disks for the word processing program. The printer required a special Plexiglas hood that was lined with eggshell crate foam to help manage the noise. At the time many office workers were still on electric typewriters or dedicated word processing machines. That was 1983.

In 1990 I bought my own personal laptop; it was an upgraded model with 20 MB of storage. If I still had it today, that laptop wouldn’t even hold one of the photographs I now take with my digital mirrorless 35mm camera. Part of this post was written on a 120 GB iPad while sitting in a park enjoying the sunshine; it was uploaded to the cloud and then downloaded to a PC when I got home.

In 2004, 90% of American households had landlines; today that number is less than 50%. I am old enough to remember the evolution from 78’s, to 33-1/3’s and 45’s (for my younger readers, all forms of musical records); to eight-track and cassette tapes; to CD’s; to the first iPod, which Steve Jobs boasted was “designed to hold 1,000 songs.” Even that feels outdated today.

Every change has an expiration date.

Today most children still grow up thinking they have to choose a career that will be theirs the rest of their lives. The reality is, some of the lines of work that 2016’s high school and college graduates will experience don’t even exist yet. Even those who do select–and remain in–a single career for a lifetime, will hold way more than one job.

According to the Bureau of Labor Statistics, the average worker currently holds ten different jobs before age forty, and this number is projected to grow. Forrester Research predicts that today’s youngest workers…will hold twelve to fifteen jobs in their lifetime. (“How Many Jobs Will the Average Person Have in His or Her Lifetime?” Scott Marker, LinkedIn. February 22, 2015.)

It’s not just careers or jobs that are changing. Things change “on the job.” Think about almost any line of work…it is most likely changing at revolutionary speed. Manufacturing. Teaching. Sales. Law. Healthcare. Technology. Construction. Agriculture. Transportation. Do a little research over the past 40 years (back to 1976), which is approximately the average length of a working career these days. If you weren’t around “back then,” it will be difficult for you to even imagine what work in that field was like compared to today.

Every change has an expiration date.

Changes in our personal lives have expiration dates as well. Child to teen to adult to elder. Single to married to single or widowed. Student to worker to retired. Childless to parent to grandparent, perhaps to great-grandparent. A home full of children to an empty nest. Within each of these changes there are more changes, some minor and some significant; the honeymoon is not like the first year of marriage, or the fifth, or the twenty-fifth.

Yet we tend to approach changes as if they are permanent, as if “This is it.” As a result:

  • We continue to invest in the old, the outdated, the worn out and expired well after such investments are justified
  • Decisions become harder and harder to make, and even more challenging to execute
  • We find ourselves “frozen in time,” failing to let go of the past, becoming increasingly isolated as we grow more and more distant from both the present and afraid of the future
  • Hours, days, weeks, years are spent talking about–and longing for–a past that cannot return
  • Victors of an earlier day allow themselves to evolve into victims today
  • Once upbeat, vibrant lives grow disengaged, depressed, despondent, desperate

Every change has an expiration date…but not everything in our lives has to change.

Anchors are what provides a sense of stability even in times of turbulent change. I have addressed anchors several times in my posts; Anchors Aweigh talks about them in depth. For many people, their families, lifetime friends, religious or spiritual practices, core values, and beliefs serve as those anchors. I am not sure whether any of these anchor lasts a lifetime without going through its own changes, at least for most of us. But if we can hold on to them, move with their changes and change our relationship to them when the time is right, they will continue to keep us anchored even as other changes in our lives continue to expire.

How do you address the expiration dates of your changes? Do you allow yourself adequate time to define, prepare for, plan, and execute the transitions; do you try to ignore the expirations; or do you try to leap the chasm at the last moment? What anchors move you through the expiration of important changes in your life? Comment below.

Character and Presence: Guest Post by Daryl Conner


daryl-conner-high-resIt is an honor to publish this guest post by Daryl Conner. For more than four decades Daryl has been a thought leader in the field of change management. I have had the good fortune to study and work with Daryl for much of the past 28 years. Over the last five years, he has increasingly turned his attention to the role that character and presence play in the effectiveness of change practitioners and organizational leaders; Conner Academy serves leaders and practitioners seeking to “raise their game” through a focus on character and presence. In this post Daryl discusses character and presence more generally, encouraging us to consider the role our own character and presence plays whether we are leading, facilitating, or otherwise undergoing change.

There is a quote that “eighty percent of life is showing up.” While showing up is certainly important, it has become clear to me through my years of work in the field of change management that how we show up also plays a critical role both in our ability to influence and to lead others, and in how we experience change ourselves. At the root of how each of us shows up are our character and our presence.


Underneath what you do is who you are—not the values you espouse but may not live up to, not the habits you have acquired over the years, and not what you have learned to do or say so others will accept you. Character is what is left after all the trappings and illusions have been stripped away. It is here that your optimum impact resides. Of all the things you can draw on to create leverage with those around you, your true nature, the indigenous core of who you are, is your greatest asset.

  • The term character is impartial; it applies to both positive and negative elements of who we truly are. Your character is comprised of many components. Some promote favorable outcomes; others may not.
    • Positive components might include things such as devotion to serving others, commitment to honesty, and passion for the work.
    • The negative side to a person’s character might reflect such things as self- centeredness, manipulation, insecurity, etc.

Whether it advances or detracts from achieving change aspirations, character is a critical determinant of the value received from your efforts.

  • A positively oriented character brings life to your capabilities.
    • It operates as a filter applied to what we know and how we operate. By screening everything through our character, we infuse our unique state of being into our change work.
    • It is far more than the knowledge and competencies we’ve acquired—it influences how we inform decisions, guide actions, and whether or not we ultimately facilitate successful outcomes.
  • The knowledge and skills we use in executing change are actually neutral. We can employ the same techniques to connect with, or distance ourselves from those we interact with. The same concepts can generate clarity or add to confusion. The spin our character puts on these otherwise agnostic tools of change bends their impact toward either advantageous or adverse outcomes.
  • Character differentiates much more than the skills we use. Others can apply the same concepts and techniques, but no one can duplicate the outcomes we produce when our character interlaces with our words and actions. The secret sauce isn’t in our heads, it’s in our hearts.



A strong character, comprised of mostly positive components, is necessary, but insufficient, to be seen as high impact. Character is your true nature, your essence. As such, it is an internal phenomenon that is accessible only to yourself. Character is imbedded so deep within you that people don’t actually interact with it as much as they do with the presence your character projects. Your interior character needs a “voice” to be expressed to the exterior world. The presence you extend to others is that voice.

Presence is like a force field that you project when you express aspects of who you are. It is the temperament you emit that serves as the conduit through which your character comes. Beyond concepts and techniques, presence is another key pillar in your repertoire. Whenever you attempt to influence someone, you draw on not only what you say and do, but also on this reflection of who you are.

  • Presence is like a subliminal identity signature embedded within your interactions. It might fall into a broad category such as peaceful, hectic, accommodating, demanding, etc., but it also has a unique frequency that, when released, creates an ambient bubble like no other. Whether the exchanges are face-to-face, by phone, through email, or by text, interactions inside your “influence bubble” are distinctive to only you. Whether this bubble engenders a high or low regard for you by others directly affects the amount of influence you can exert.
  • The problem is that all the verbal and non-verbal communications inside this bubble are affected by our presence, yet most people pay little, if any, attention to its impact. We tend to think more about weight, hairstyle, and attire than we thank about our presence.
  • Just as not all aspects of character are conducive to success, presence also contributes to or detracts from whether you achieve your desired outcomes. When you emit a positive presence, it affects others in three ways.
  • People with a powerful, constructive presence are usually seen as having deep and passionate convictions. An effective presence is not a function of superficial façades or manipulated images. It’s an expression of one’s authentic being.
  • Presence brings with it an assuredness noticed by others. They sense when you believe you can and will achieve the change you set out to make.
  • Radiating a convincing presence can have the effect of penetrating the unconscious defenses people sometimes use to guard themselves against new thinking, challenges that appear beyond their reach, or interpretations other than their own.

The combination of definitiveness, self-confidence, and the ability to help people open themselves to new possibilities can have a compelling effect on what is seen as achievable.

When you transmit a clear, persuasive presence, your self-assurance and conviction often become contagious. While others may not agree with everything being stated, they are often drawn to the excitement, intrigue, and enthusiasm that can come from being around someone living their own truth.

Character, Presence, and You

Whether you are a change leader, practitioner, or are otherwise experiencing change; whether the change is professional or personal; showing up is necessary but not sufficient for achieving the greatest possible success. It is not enough to know what the desired outcome is and to have a plan for achieving it. Your character—who you are at the core—and your presence—how you show up—will play a significant role in both the change journey and the outcome.

Advocate Power!


webIf you want to discuss something discretely, who do you talk to? Chances are, it is not the same person as you talk to when you want to “spread the word.”

Advocates have tremendous power in supporting–or undermining–change both at the personal and the organizational level. Millennials rely heavily on advocacy; for them, in many cases the power of their social network is significantly greater than the power of positional authority. Social movements–whether it be civil rights, women’s rights, gay rights, or any other–are all about advocacy. Lobbying carries advocacy into the halls of government.

While social movements and lobbyists are often highly successful in their advocacy, it is a resource that tends to be under-utilized in personal and organizational change. What would it take to make use of advocate power in these circumstances?

Successful advocacy begins with knowing who has influence with whom. Who talks? Who listens? We’re not referring to those that everyone seeks out for the latest gossip. Rather, we want to know who people talk to when they want insights into “what is really going on,” whether a pending change is a good idea or not, etc. Working at the personal level, this is something most of us are in touch with. I remember one client who told me, If I need to bring my dad onboard, I start with my mother. She can influence him in ways I never can do. But, she also doesn’t really talk with a lot of people, so if I want to ‘spread the word,’ I start with my good friend Jake. He talks with everyone, and when he talks, they all listen.

At the organizational level it is often more difficult to know who the advocates are. If your organization uses online communities, these can tell you a great deal. Who are the active participants? How are their posts responded to, and how broad an organizational reach do the responses reflect? Another useful tool is Organizational Network Analysis (ONA), sometimes referred to as Social Network Analysis (SNA). Very often these tools are highly academic in nature, and difficult to use. However, I have found one or two that are easily accessible, and that can provide powerful insights into who the real influencers are in an organization…More often than not, it isn’t who you think.

Some people are strong advocates across the board. Other people may be able to advocate on certain changes, but not on others, or with certain groups of people, but not others. Pay attention to this. Whether the change is personal or organizational, you may need different advocates to help with different stakeholders.

And what do you want them to advocate for?

Historically, many saw the role of advocates as seeking sponsorship of a change. “Mom, can you talk Dad into letting me stay out past curfew?” Or, “Honey, we really do need a new car, and this one…” Or, “If I can convince the boss to let us change how we execute this process we can free up time for some other things.”

But more and more, advocacy is about directly influencing people to make changes, whether personal, organizational, or social. By far the best book I have found on this topic is Influencer: The New Science of Leading Change by Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, and Al Switzler (the authors of Crucial Conversations). According to the authors,

Influencers do three things better than others. They are clearer about the results they want to achieve and how they will measure them. They focus on a small number of vital behaviors that will help them achieve those results. They overdetermine change by amassing six sources of influence that both motivate and enable the vital behaviors.

The “six sources of influence” the authors reference take the form of a two-by-three matrix that addresses motivation and ability at the personal, social, and structural levels. They provide a number of case studies reflecting how the model has been successfully applied to personal change (e.g. in lowering school drop-out rates), organizational change (e.g. improving workplace safety), and social change (e.g. lowering poverty rates through micro-credit loans). Whenever possible, I advocate the use of their advocacy model. It works!

Do you intentionally use advocacy in your change efforts? How have you harnessed Advocate Power? Comment below.

Commitment is Easy…


iStock_000014440792SmallOr is it?

How long have you been thinking about this change? Analyzing it? Considering the pros and cons? Shaping it in your mind? Assessing what it will take, and how likely that it will work? Maybe you’ve talked it over with a few people, a spouse or best friend, or (if it is a business change), key colleagues and those who report directly to you.  You’ve decided to move forward. You’re committed!

Or are you?

And what about the people who have to make this journey with you?

Let’s take a look at a few key things about commitment.

For as much time as you have spent with this important change maturing in your head, it’s likely that you don’t know what you don’t know. Every big change, whether personal or business, positively or negatively perceived, has a “honeymoon.” You don’t know what you don’t know. The road ahead has unforeseen obstacles. The dream, the fantasy, the “ideal future” isn’t as easy to obtain or to sustain as you imagine it to be. Even if others have told you to expect the surprises, chances are you will still be surprised.

As you learn more, you will be challenged to continue forward–to continue deepening your commitment–or to let go of the change. There will be periods of pessimism as the inevitable challenges surface. There will be mistakes, and some really big mistakes, that will drain resources, confidence, and time. If you are prone to believing in your own infallibility–or even to just projecting that image to others–your self-confidence, and the confidence of others in you, is likely to wane.

Commitment to something new means uncommitting to something old. And, if the change is big it often means uncommitting to something that you have been strongly committed to. Committing to a serious monogamous relationship or marriage? It means letting go of those free-wheeling days (and nights); letting go of the dishes in the sink, books in the oven, Chinese take-out in the fridge kitchen; letting go of the open toothpaste squeezed from the middle; letting go of the dirty clothes strewn around the apartment or the laundry basket overflowing. It may mean letting go of friendships, or professional relationships…it can even mean letting go of family.

As you get older, commitment to something new often means uncommitting to something that you have invested significantly in creating and/or sustaining. At work, it may be the systems, the processes, the structures, perhaps even the products and services on which you have built your reputation. In your personal life it may be your lifestyle, your friends, your leisure activities, or your home.

Commitment requires deep understanding. Each time you learn more, commitment is tested. If it passes, the commitment is strengthened. If the new learning breaks the commitment-building cycle it is time to work at either rebuilding, or to “cut loose.”

Commitment comes in different forms.

Compliance is one way to express commitment. You wear your seatbelt because you don’t want to get a ticket. You “follow orders” because you need the job, or you don’t want to get into a conflict with your boss. You perform your job “by the book” since you’ve seen how that gets others bonuses and promotions. You attend religious services regularly “to keep peace in the family.” You host family Thanksgiving dinner because “it’s become a tradition.” Commitment at this level is externally driven; remove the external driver and you would be doing something different.

Internalized commitment is much stronger. It is self-motivated, self-powered, self-reinforcing. It is also much more difficult to achieve, especially when the change is not one that you have initiated. For this reason, always consider whether the commitment needed for success can be a commitment of compliance, or whether it has to be internalized.

As difficult as commitment is to achieve, it always baffles me how many people assume that others will instantly commit when introduced to a change.

In organizations, the leadership team may take months building their understanding, commitment, and alignment to a change. It continues to strengthen as the project team plans the roll-out, establishing their own commitment to the initiative. Yet when the change reaches the front line the expectation is often that people will readily–and rapidly–let go of the old and fully embrace the new.

In our personal lives the pattern is much the same. Others come to us with changes they have been contemplating (or working on) for extended periods of time; the expectation is often that we will “jump on board.” We, in turn, do the same with others. There are all sorts of rationale given for avoiding earlier conversations. “I wanted to make sure that I was committed myself.” “I had to do the research so I could answer questions.” “I wasn’t sure how people would respond.” Etc. While these may be valid reasons for waiting to enter the conversation, they do not overcome the reality about commitment. It doesn’t just happen. If you get expressions of commitment when you first introduce the new idea, remember, it is only commitment to the idea. Time will tell whether it can and will develop into commitment to the reality.

What lessons have you learned about commitment? What does, and doesn’t, work for you when you in building your own commitment? What works when you are seeking the commitment of others? Comment below.