[Chicas relajen…, o no!, bueno aquí unos consejos] 7 Myths About Sex After 50

Who says sex stops at midlife? Dr. Dorree Lynn, author of Sex for Grownups, debunks the myths and reveals the lies.

Myth #1: Older women are lousy lovers.
False! For centuries, older women would initiate young men into the world of sexual pleasures. You have history and experience on your side; you’ve lived long enough to have earned your stature. Hold your head up high and believe in yourself. Think of some of those wonderful role models: Susan Sarandon, Helen Mirran, Meryl Streep, Iman and so many others. Roll like a Role Model and show the word how wonderful it is to be over 50 and how fortunate a woman is to get there.

Myth #2: Older women don’t want sex as much as older men do.
Women just want more talk along with sex. Women love foreplay and feeling desired. If your partner doesn’t “get it” suggest a date night away from the bedroom and gently talk to him (or her) about what you want. Communication is the key. Foreplay starts in the morning with an “ I love you” or a stroke of your hair. Desire can continue at any age.


By Dr. Dorree Lynn

7 Myths About Sex After 50

Who says sex stops at midlife?  Dr. Dorree Lynn, author of Sex for Grownups, debunks the myths and reveals the lies.

Myth #1: Older women are lousy lovers.
False! For centuries, older women would initiate young men into the world of sexual pleasures.  You have history and experience on your side; you’ve lived long enough to have earned your stature. Hold your head up high and believe in yourself. Think of some of those wonderful role models: Susan Sarandon, Helen Mirran, Meryl Streep, Iman and so many others. Roll like a Role Model and show the word how wonderful it is to be over 50 and how fortunate a woman is to get there.

Myth #2: Older women don’t want sex as much as older men do.
Women just want more talk along with sex. Women love foreplay and feeling desired. If your partner doesn’t “get it” suggest a date night away from the bedroom and gently talk to him (or her) about what you want. Communication is the key. Foreplay starts in the morning with an “ I love you” or a stroke of your hair. Desire can continue at any age.
Leer más “[Chicas relajen…, o no!, bueno aquí unos consejos] 7 Myths About Sex After 50”

Wendy’s Introduces “Natural” French Fries

French fries are not the first thing that comes to mind when you think about “natural” foods. But that isn’t stopping Wendy’s from testing out its so-called Natural Fries in select markets throughout Florida, North Carolina, and Louisiana. The fries are pretty bare bones–just skin-on strips of potato slathered in oils and sea salt. Regular Wendy’s fries contain table salt, oil, and sodium acid pyrophosphate (to protect color).

So far, customer reviews have been positive. Wendy’s executives are also excited about the new fries. Food blogger Rick Allen explains:

But at least one local Wendy’s manager is thrilled with the new fries, too. Larry Romanik, who runs the Wendy’s at 3001 E. Silver Springs Blvd., says in the three weeks they’ve been available, “They’ve been getting overwhelmingly rave reviews. I think we’ve had only one negative so far.”


BY Ariel Schwartz

French fries

French fries are not the first thing that comes to mind when you think about “natural” foods. But that isn’t stopping Wendy’s from testing out its so-called Natural Fries in select markets throughout Florida, North Carolina, and Louisiana. The fries are pretty bare bones–just skin-on strips of potato slathered in oils and sea salt. Regular Wendy’s fries contain table salt, oil, and sodium acid pyrophosphate (to protect color).

So far, customer reviews have been positive. Wendy’s executives are also excited about the new fries. Food blogger Rick Allen explains:

But at least one local Wendy’s manager is thrilled with the new fries, too. Larry Romanik, who runs the Wendy’s at 3001 E. Silver Springs Blvd., says in the three weeks they’ve been available, “They’ve been getting overwhelmingly rave reviews. I think we’ve had only one negative so far.” Leer más “Wendy’s Introduces “Natural” French Fries”

Line25 Sites of the Week for August 27th 2010

Line25 Sites of the Week is a weekly roundup of the most outstanding website designs that I stumble across during my every day browsing. In this week’s collection, we have designs from Little Black Dress Society, Themify, Hull Digital, CandyBar and Carbon Ads.


Line25 Sites of the Week is a weekly roundup of the most outstanding website designs that I stumble across during my every day browsing. In this week’s collection, we have designs from Little Black Dress Society, Themify, Hull Digital, CandyBar and Carbon Ads.

View the website

Themify

View the website Leer más “Line25 Sites of the Week for August 27th 2010”

When Crowdsourcing Goes Wrong

There are lots of success stories about crowdsourcing out there, but unfortunately, there are also a fair number about crowdsourcing failures. Recently I’ve read about or heard about some perceived failures, in particular the Pepsi Refresh Challenge and the Mad Men Casting Call, which have motivated me to write about why some crowdsourcing goes wrong. Naturally, we don’t like to talk about the failures; we’d much rather say all crowdsourcing projects provide benefit…


The crowdsourcing process in eight steps.
Image via Wikipedia

Randy Corke

There are lots of success stories about crowdsourcing out there, but unfortunately, there are also a fair number about crowdsourcing failures.   Recently I’ve read about or heard about some perceived failures, in particular the Pepsi Refresh Challenge and the Mad Men Casting Call, which have motivated me to write about why some crowdsourcing goes wrong.  Naturally, we don’t like to talk about the failures; we’d much rather say all crowdsourcing projects provide benefit… Leer más “When Crowdsourcing Goes Wrong”

Prepping Candidates and Taming Hiring Managers

Most candidates — even high-level executives — need to be prepped before the interview. The reason for this is obvious: they all think they’re great interviewees. Most aren’t. Making matters worse, the hiring managers they’ll be meeting think they’re endowed with some special instinct that allows them to accurately assess candidate competency. Most aren’t.

Since I don’t like to present great candidates who get inadvertently excluded for dumb reasons, I need to prep both my hiring manager clients and my candidates to increase the likelihood the candidates are appropriately and accurately evaluated. This way I don’t have to do searches over again and rely on luck to make placements.

To be taken seriously on this point I had to write a book: Hire With Your Head. Basically it describes a process on how to get hiring managers and candidates on the same page. From the hiring manager’s perspective, it’s describing the work as a series of performance objectives required for on-the-job success. (I refer to these as performance profiles.) From the candidate’s perspective, it’s having them describe a comparable accomplishment for each performance objective. For example, let’s assume the job required the new product marketing manager to develop and launch 25 new iPad apps over the course of the next year. During the interview you’d ask the candidate to describe in detail some comparable product-marketing-related accomplishment. I suggest spending 10-15 minutes getting lots of details for each accomplishment. (Here’s my one-question interview article I wrote for ERE in 2001 on how to do this.) These performance objectives can be split among the hiring team; then, during the collective debrief, the team can rank the candidate on how well the accomplishments compare.

At least that’s the theory. In the field other things happen to mess up this plan.


Photograph taken during the California rodeo, Salinas, 2006 edition Copyright © 2006 David MonniauxMost candidates — even high-level executives — need to be prepped before the interview. The reason for this is obvious: they all think they’re great interviewees. Most aren’t. Making matters worse, the hiring managers they’ll be meeting think they’re endowed with some special instinct that allows them to accurately assess candidate competency. Most aren’t.

Since I don’t like to present great candidates who get inadvertently excluded for dumb reasons, I need to prep both my hiring manager clients and my candidates to increase the likelihood the candidates are appropriately and accurately evaluated. This way I don’t have to do searches over again and rely on luck to make placements.

To be taken seriously on this point I had to write a book: Hire With Your Head. Basically it describes a process on how to get hiring managers and candidates on the same page. From the hiring manager’s perspective, it’s describing the work as a series of performance objectives required for on-the-job success. (I refer to these as performance profiles.) From the candidate’s perspective, it’s having them describe a comparable accomplishment for each performance objective. For example, let’s assume the job required the new product marketing manager to develop and launch 25 new iPad apps over the course of the next year. During the interview you’d ask the candidate to describe in detail some comparable product-marketing-related accomplishment. I suggest spending 10-15 minutes getting lots of details for each accomplishment. (Here’s my one-question interview article I wrote for ERE in 2001 on how to do this.) These performance objectives can be split among the hiring team; then, during the collective debrief, the team can rank the candidate on how well the accomplishments compare.

At least that’s the theory. In the field other things happen to mess up this plan. Leer más “Prepping Candidates and Taming Hiring Managers”

Robert Cialdini y los 6 Principios de la Infuencia

Robert B. Cialdini es el psicólogo social más citado del mundo, particularmente gracias sus 6 principios de la influencia. Cialdini (27 de abril de 1945) es escritor, y profesor de psicología en la Universidad Estatal de Arizona. Estudió en la Universidad de Columbia y se doctoró en la Universidad de Carolina del Norte, y actualmente es muy conocido por ser uno de los principales estudiosos de la psicología social de la persuasión.

Las 6 reglas de la comunicación persuasiva de Cialdini se basan en aprovechar algunos patrones de conducta interiorizados de manera colectiva en la psique humana, con el fin de influir en el comportamiento del interlocutor. Se trata de resortes naturales que surgen de heurísticas más que de procesos lógicos o de reflexiones.


Imagen: Open Salon

los-seis-principios-de-la-influencia-de-robert-cialdiniRobert B. Cialdini es el psicólogo social más citado del mundo, particularmente gracias sus 6 principios de la influencia. Cialdini (27 de abril de 1945) es escritor, y profesor de psicología en la Universidad Estatal de Arizona. Estudió en la Universidad de Columbia y se doctoró en la Universidad de Carolina del Norte, y actualmente es muy conocido por ser uno de los principales estudiosos de la psicología social de la persuasión.

Las 6 reglas de la comunicación persuasiva de Cialdini se basan en aprovechar algunos patrones de conducta interiorizados de manera colectiva en la psique humana, con el fin de influir en el comportamiento del interlocutor. Se trata de resortes naturales que surgen de heurísticas más que de procesos lógicos o de reflexiones.

Leer más “Robert Cialdini y los 6 Principios de la Infuencia”

Social Media Marketing to Baby Boomers

If your business or marketing department has dismissed Facebook and other social networking venues or social media platforms as digital playgrounds for indolent teenagers and twenty-somethings, this Pew Research Center study should be the blaring wake-up call to get you thinking otherwise.

More and more older adults are spending increasing amounts of time on the internet and on social media sites in particular. As you might suspect, they are connecting with old friends, keeping in touch with family members, building personal and professional networks to help find jobs and advance careers, and managing their daily communications. And wherever your company’s targeted demographic or secondary market is spending increasing amounts of time, you should be shifting increasing focus on your marketing efforts.


Facebook is not just for kids anymore, nor is LinkedIn, Twitter, YouTube or the many other popular social media platforms and services. As today’s Pew Research Center study entitled “Older Adults and Social Media” concludes, “Social networking use among those ages 50 and older nearly doubled over the past year.” In fact, the fastest growing demographic of social networking users consists of Baby Boomers ages 50 to 64. Nearly half (47 percent) of internet users ages 50-64 and about one in four (26 percent) users age 65 and older now use social networking sites, according to the study. Leer más “Social Media Marketing to Baby Boomers”