A View of the C

Funny – Inappropriate – Edumacational

Real Or Fake…?

Join an ongoing discussion, at the hizzouse, by sharing your thoughts on how you know if you or someone else is real or fake?  The question arose after watching the premiere of True Beauty this week when one of the contestant’s (the mean one from Nashville) began a rant about all the other people in the house being ‘completely fake’.

What is fake?  What is real?  Over the years I’ve always heard the ‘I just want to be around people who are real’ statements from some of the most fake people I know.  Does that make me fake for not telling them my thoughts on their situation at that moment? 

What about this week’s episode of Bromance when Gary (the dance instructor) told Brody that Femi was one of the guys to watch out for in terms of causing too much commotion in the house?  When Gary went to Femi to tell him what happened, Femi acted a fool towards Gary declaring him to be ‘fake’.  Personally, I think it was a rather respectable thing for Gary to do in regards to bringing Femi up to speed on his discussion with Brody.

And what about the video below?  What does Aubrey really mean when she overstates the word ‘real’ about 30 times? (Side note, does plastic surgery already default you into the fake category?)

Vodpod videos no longer available.

 I’d love to know what you think!

January 8, 2009 Posted by | Did you know? | , , , , , , , , , , , , , | 2 Comments

You’ve Got To Give Him Credit For Trying!


Being that Kristin Cavallari is a lady, I’m sure that her denial is based more on the outdated Oktoberfest T-shirt or the funky thing going on with his jams rather than anything else when she was approached by this lil’ nugget in South Beach. 

I think I’ve found the title for my new best seller:  09′ The Year of the Lil’ Guy!

January 2, 2009 Posted by | Funny, TV Shows | , , , , , , , | Leave a comment

Apologies: Why Do We Try So Hard?

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December 22, 2008 Posted by | Did you know?, Funny | , , , , , , | Leave a comment

Pretty Girls Are Like Cars That Need A Lot Of Oil

alec_greven_nine_year_old_talk_to_girls1That’s what he said, no really – that’s what this little, punk kid said in the book he just published, How to Talk to Girls.

My question is how this lil guy got published:  Did he win a coloring contest at his local Albertson’s or something? 
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December 3, 2008 Posted by | Commentary, Cool Commercials, Did you know?, Economy, Funny, Inspiration, Rant | , , , , , , , , , , , , , , , , , , , , , , , , , , , , | Leave a comment

This Is Why I’m Self Centered

November 24, 2008 Posted by | Did you know?, Funny, Inspiration | , , , , , , , , , , , | Leave a comment

Love Lost – Paris Hilton & Benji Madden Call It Quits


Apparently, Benji is now in the Friend Zone,
and Onch is on the rebound for either of the two – TTYN!

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November 20, 2008 Posted by | Did you know?, Movies, Music, Music Video, Pop-Trash Pickup | , , , , , , , , , , , , , , , , , | Leave a comment

Public Service Announcements – Nicely Said!

Knowing truly is half the battle – thank you PSAs!

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November 10, 2008 Posted by | Did you know?, Funny, Inspiration, Rant | , , , , , , , , , , , , , , | 2 Comments

I’m Gonna Whoop That Ass & Enjoy It!


Brain Scans Show Bullies Enjoy Others’ Pain

Bullies may actually enjoy the pain they cause others, a new study using brain scans suggests.

The part of the brain associated with reward lights up when an aggressive teen watches a video of someone hurting another person, but not when a non-aggressive youth watches the same clip, according to the University of Chicago study, published in the current Biological Psychology.

Have A Desire To Know More… Get Help & Read The Full Article

November 7, 2008 Posted by | Commentary, Did you know?, Fitness, Funny | , , , , , , , , , , , , | Leave a comment

Flying Soon…? Kinky!


Airline crew subdues passenger with duct tape!

CNN Story Highlights

  • Crew whips out duct tape after passenger fights with attendants & blind person
  • Why the duct tape? United crew says ankle cuffs kept slipping off the suspect  
  • (Scarcely Related, Unfortunately)
    Mile High Club How-To Tips:

    1. Take the red-eye
    2. Take advantage of airplane booze
    3. Don’t be shy
    4. Dole out the cash for a fancy flight – Mile High Atlanta is a charter-plane company that lets couples join the club for $379
    5. Sanitize, Sanitize, Sanitize

    November 6, 2008 Posted by | Did you know?, Funny | , , , , , , , , , , , , , , , , , , , , | Leave a comment

    Tyra Stats

    According to TB, 50% of guys ‘pine’ over an ex whereas only 27% of women ‘pine’ over an ex.

    Interesting, huh?

    Additionally, 100% of people polled think their favorite episode of Tyra is when she dressed up in a fat suit.  Do it again, T!

    Part of the pathetic 50% or 27%?  Don’t fret, you’re not alone!

    October 30, 2008 Posted by | Did you know? | , , , , , , | 1 Comment

    Is It Time To Reach Around The Aisle?

    Can a Democrat date a Republican?

    There are plenty of articles out there regarding this topic; I researched through a lot of them and pulled a few of the more colorful points, quotes, and comments:

    “Opposites may attract, but similarities endure”

    “Would a Dem and a Rep Make It Work, not this one!”

    “Republicans Are People, Too.”

    “Look at Arnold Schwarzenegger and his wife Maria. It works for them.”

    “Things are going wonderfully, until your date mentions the unthinkable. No, he’s not straight; he’s a… Republican.”

     “Respect your date (even if he/she is wrong!)”

    October 28, 2008 Posted by | Commentary, Funny, Politics | , , , , , , | 1 Comment



    September 18, 2008 Posted by | Uncategorized | , , | Leave a comment

    Feeling Cold? Maybe You’re Lonely

    Very interesting social experiment.


    September 18, 2008 Posted by | Uncategorized | , , , , , | Leave a comment


    The ability to recruit and retain top performers is a key to any company’s long-term success. One recent survey identified that almost half (47 percent) of high-performing employees are actively looking for new jobs, yet only 18 percent of the “low performers” are.

    Consider what it would mean to your business to lose key contributors, who would exit with their critical company knowledge or account relationships.

    High performers are attracted to companies that foster a culture where they can be successful — one with like-minded people, leadership they admire, growth opportunities and meaningful recognition. Attracting and hiring talent is just the first step. The greater challenge is retaining them.

    The top reasons performers leave companies: lack of leadership, recognition and engagement.

    Frankly, it’s often easier to “manage” the mediocre than to “lead” creative, clever and talented people. One thing I have continually confirmed in my executive coaching practice is that the old school command-and-control style isn’t effective with most of today’s high performers.

    What will work? Here are some strategies:

    • Engage hearts and minds. Performers need inspiration (a compelling vision); they want to contribute in a way that matters. They want “ownership” (and will often leave when they aren’t given it) and opportunities to bring the best of what they have to offer.
    • The best and the brightest resent being “micromanaged.” In my experience, it makes them crazy. If you hired the right person (with commitment, skills, talent and experience to do the job), let them do it. Provide clear expectations, the resources they need and get out of their way. Trying to constantly rein in talent will lead them to stray.
    • Block and tackle for them. Get rid of obstacles in their way. Do you want your best resource filling out forms, attending pointless meetings, or do you want them increasing business?

    Few things frustrate high performers more than mundane systems and pointless process that waste their time, creativity and talent. Wise leaders of top performers focus on clearing out unnecessary administrative burdens that can bring talent to a screeching halt.

    High performers value continual learning and development. They expect companies to provide ongoing training, coaching and mentoring by someone they aspire to be (or someone who has achieved what they want to achieve). If that person isn’t you as their boss, you’re likely in trouble.

    Talent will find someone to work for whom they admire, trust and aspire to emulate — a common reason why talent will ask to be transferred.

    Compensate, recognize and challenge them. Talented employees know their worth and they expect you to know it, too. Towers Perrin researchers found that high-performing employees earn bonuses on average of 1.5 to two times larger than average-performing employees. Top performers require challenge to be satisfied and engaged. They respond well to incentives, provided the criteria are clear, fair and reasonably achievable.
    Coach’s tip: Avoid incentives that are intangible (“Top 10 performers earn the right to participate in a drawing for …”).

    Motivate your best by providing them something worthy of their sacrifice (like extra-long hours) to get to the finish line. Incentive programs that employees identify as a “joke” (the goals are unrealistic, criteria poorly explained, are unfair, etc.) do more damage than good.

    While stretch goals provide healthy challenge, unreachable goals simply promote frustration and dissatisfaction.

    Involve your talent in “big picture” strategy and problem-solving sessions. Top performers want, and need, access to senior leaders and for senior leaders to value their input. It deflates them when they aren’t asked to the “seniors” dance.
    Few things inspire talent more than the CEO asking for their opinion, “secrets to success” or input.

    Be straightforward and transparent. Don’t try to snow smart people and make any promises you can’t keep. If you ask them to take risks and push the envelope, be prepared to support them when they encounter resistance.

    Either “walk your talk” as their leader, or your talent may soon be walking.

    September 15, 2008 Posted by | Did you know? | , , , , , , , | Leave a comment


    According to this article, CareerBuilder found that 22 percent of the 3,100 employers it surveyed now use services like MySpace and Facebook to research candidates, up from just 11 percent in 2006. An additional nine percent of responders said they don’t conduct such research but intend to start doing so. Of those managers who did screen potential employees, just over one-third of them—34 percent—said they had found information that led them to dismiss candidates from consideration. Listed reasons include:

    • 41 percent of candidates disclosed incidents of drinking/drug use
    • 40 percent posted provocative photos or information
    • 29 percent had poor communication skills
    • 28 percent badmouthed a previous company/employer
    • 27 percent lied about qualifications
    • 22 percent made offensive statements about gender, race, religion, race, etc.
    • 22 percent used an unprofessional screen name
    • 21 percent were linked to criminal behavior
    • 19 percent shared confidential information from previous employers

    September 15, 2008 Posted by | Did you know? | , , , , , , , , , , | Leave a comment