a la Carga / Gung Ho!

by Kenneth H. Blanchard

A travs de la inspiradora historia de dos lderes corporativos, los autores Blanchard y Bowles revelan en este libro el secreto de Gung Ho: una tcnica revolucionaria para estimular el entusiasmo y el desempeo y lograr resultados increbles en cualquier organizacin.

Genres: Business, Leadership, Nonfiction, Management, Self Help, Personal Development, Business Leadership

Paperback

First published October 8, 1996

About the author

Ken Blanchard, one of the most influential leadership experts in the world, is the coauthor of the iconic bestseller, The One Minute Manager, and 60 other books whose combined sales total more than 21 million copies. His groundbreaking works have been translated into more than 27 languages and in 2005 he was inducted into Amazon’s Hall of Fame as one of the top 25 bestselling authors of all time.

Ken is also the cofounder and chief spiritual officer of The Ken Blanchard Companies®, an international management training and consulting firm that he and his wife, Margie Blanchard, began in 1979 in San Diego, California.

When he’s not writing or speaking, Ken also spends time teaching students in the Master of Science in Executive Leadership Program at the University of San Diego. Ken can be found at www.kenblanchard.com.

Reviews

[Doug Warren · Rating 1 out of 5]

This is exactly like every feel good "we are going to work together as a team and build a successful team!" books I have ever read. I think the only difference is it didn't have the word synergy. (At least, thinking back, I don't ever remember seeing that word. There's still a good change it was there.) And the margins and the top and the bottom of the page were ridiculously large. I mean, if you don't have enough content to fill 256 pages, then don't make your book 256 pages! (Seriously, 2 inch margin at the top.) This book could have easily been made into 3 motivational posters, and I would have gotten the same amount out of it. Really, these books about working together as a team and building a successful company (the whole genre--if you can call it that) is the biggest racket. Spew out 250 pages of absolute drivel, repeating yourself over and over, never really saying anything except "If everyone does their best then we will be really successful!" and pretending it is new and different than every other book like it. It's not. BUT, I have a feeling that heads of companies buy these in bulk to give to all their employees to try to boost production, (buying in bulk, mind you) and then the next year or next quarter they rinse and repeat with another book just like it. I mean, I didn't buy this book myself to read...Did anybody? This book added nothing new to the literary (ha!) world, had no new ideas for businesses, and had absolutely no reason to have been written and published. This book is out because it is easy to make a quick buck, not because gives anything of value.

[Jamie Matthews · Rating 4 out of 5]

This book was super helpful for my team to read, and we use a lot of the language from the book when communicating as a team. It is a fast easy read, and the content has been useful on many occasions :)

[Kiran Dellimore · Rating 3 out of 5]

Gung Ho! is a very easy to read book which can be finished in an afternoon. What I liked most about Gung Ho! is the simplicity of its message and the authors' use of easy-to-grasp animal behaviors to illustrate the three core principles that it teaches: Spirit of the Squirrel, The Way of the Beaver, The Gift of the Goose.

I am only able to give Gung Ho! three stars since I found the explanation of the three principles fairly high level and generic. I feel that some of the most challenging aspects of transforming a workplace/organization such as defining group values are superficially glossed over in the story. For me Gung Ho! could delve deeper into more practical aspects of transforming an organization by linking these three principles with contemporary concepts such as psychological safety, inclusion etc. Another question that came to mind when reading Gung Ho! is whether the three principles are universally applicable to all companies/industries or are they perhaps better suited to particular ones. For instance, the definition of shared goals (part of Spirit of the Squirrel), might work better in companies in which there are natural inter-dependencies between workers such as in production at a factory (e.g., car manufacturing), or a service industry (e.g., in commercial aviation - offloading and loading an aircraft after it lands). In these situations if someone messes up then everybody is affected, and therefore everyone has a clear vested interest in meeting the shared goals. However, I am skeptical that common goal sharing can be as effective in situations in which individuals work independently of each other and the shared goals are artificially imposed (e.g., in a research environment). This is analogous to difference between the work of a pilot and a surgeon. A pilot has a clear interest in not crashing an aircraft since she runs the risk of losing her life, while a surgeon has no such risk. A surgeon does not risk losing her life if her patient dies. Apart from this aspect, I found the frequent use of "Indian speak" in Gung Ho! a bit stereotypical and denigrating to Native American Indian people. Perhaps this is more my personal taste, however, this may be something that some readers are sensitive to and should therefore be aware of before choosing to read this book.

Overall, Gung Ho! is a worthwhile book to read if you are looking to transform your company.

[Kristen · Rating 5 out of 5]

My boss had us read this book. I would actually like to buy it; Ken gives good advice on how to motivate people and what motivates them. Even if for your own personal information, it is very enlightening. In the end it is leadership and inspiration, not just management.

[Sara · Rating 4 out of 5]

Spannende Ideen für die Arbeit in Teams, die auch einfach sehr nett verpackt sind in dieser kleinen Geschichte. Kann ich empfehlen, liest sich gut runter.

[Terri · Rating 1 out of 5]

This is the cheesiest business book I've ever read. There are some good concepts if you can get through the storyline without either laughing or gagging.

[Corey · Rating 2 out of 5]

It's hard to get past the silly animal analogies and (made up) narrative. It has concepts that are good on their own merit, but they are presented in a very juvenile way.

[Shebby · Rating 4 out of 5]

A lot of this book is outdated. I wish they had either shortened the book to condense the principles learned, or used the space for solidifying those principles with some real-life examples. Instead we're left with an eye-rolling and campy story that gets more dated by the year.

Those details aside, the principles are very foundational and impactful. Anyone looking for a good culture in an organization should follow these principles. And culture eats strategy's lunch.

These principles take years to take hold and they take constant care to keep up. But just like physics, it is a lot of work to get moving from being stationary (or resistant) but less work when it's moving in the right direction.

Spirit of the squirrel
Everyone is drinking the kool-aid
Hard work should not feel like hard work. It should feel like a way of life and fulfillment.
Make sure everyone sees the big picture!
Make sure everyone feels like their contributions matter. The company mission and direction are beneficial for everyone. Everyone is bought in on the same goal (determined by employees) and bases their actions on the company values (determined by management).
Your feeling of fulfillment will then extend to teammates and to customers in a good attitude.
No matter how small the task you are doing, it can be impactful and have purchase buy-in.

Way of the beaver
Do not create impossible goals
Do not put employees in failing situations
Do not redo another employee's work just to cause hard feelings
Every beaver is in control of their individual responsibility
Each beaver controls how they work and acts like an independent contractor

Gift of the goose
Give encouragement!
E=mc2 (enthusiasm=missionxcash and congratulations) Get buy in from your employees with a great mission, as well as good pay and attaboys. Salary is really important, but it's only a piece of the puzzle. Supplement salary limitations with a kick-butt company mission, and with plenty of kudos.
Make sure you cheer along the way. Don't wait until a huge milestone or a company event to provide kudos. A football crowd doesn't wait until the game is won to cheer, they are giving support at every yard gained.

This book didn’t offer any ground breaking ideas but it presented those ideas in a way that will stick with me.

[M.Kiran Kumar · Rating 5 out of 5]

This book was recommended by my friend. I expected this would come out a good read. But this is a great read. Just 3, all it takes is 3 ideas/principles to achieve something difficult, Sometimes impossible. I immediately started to be a GUNG HO! And I want to make everyone GUNG HO around me. My workplace, my home, my friend circle everyone. This isn't just motivation. This is much more than. An impression you were looking forward to.
I recommend this book to every individual out there..

[Jim Archambeau · Rating 5 out of 5]

This is a brilliantly simple book on how to transform an organizations culture based on wisdom from experience and proven results. Culture is the focal point of how organizations succeed or fail. Read it with an open mind and think of teams or groups within your own company that have any of these traits and how they perform. Gung Ho my friends😁

[Maureen · Rating 3 out of 5]

This book has some good information, but it really dragged the whole time I was reading it.

[Judd Pendred · Rating 5 out of 5]

Great book to read!! If you want to influence any way in an organization this would be a great way to do so!

[Miel García · Rating 3 out of 5]

Es un libro que recomiendo leer para todos aquellos que estén estudiando administración logística RH y si no quieren perder su tiempo en leer el libro mejor vean la película que se estrenó en 1986 y ahí entenderán el don de la ardilla, del castor y del ganso!!

[Milly Cohen · Rating 3 out of 5]

suena interesante, ya conocía la estrategia, y me gusta, pero el libro es tan corto que dice poco, en estos casos, creo yo que hay que llenar al lector necesitado, de muchas más estrategias y ejemplos y casos, parece un cuentito, pero sirve!

[Cathy Allen · Rating 4 out of 5]

One would not expect to find Native American philosophy in a book called Gung Ho! but that is exactly what we have here. Thought-provoking, applicable, much-needed, and timely philosophy, embedded (because it is Blanchard and Bowles) in an easily-read story. This time the tale is less fable and more adapted true story of a real-life newbie CEO who is sent to oversee the closure of a factory owned by a large conglomerate, but instead turns the organization around and saves it.

Key to her success was energizing the entire enterprise with the possibility that the place could be saved, and that the existing employees could do it. The spiritual lessons taught by Native American elders paying careful attention to the work habits of squirrels, beavers, and geese infuses the process with life and purpose. The natural Gung Ho-ness (Gung Ho-nity?) of these species make them great role models for us humans. I am really glad I learned that.

The subtitle here is illuminating: Turn on the People in Any Organization. Yes, it can be done. By you. Pick up the book (or download my summary at www.WhatIsCathyReading.com) and find out how!

[Chris · Rating 5 out of 5]

Gung Ho! my friend is an Outstanding Book. I rate this up there with The Fred Factor, You Don't Need a Title to be a Leader, and Who Moved my Cheese.

This is a great book to help encourage and inspire others and improve productivity and positivity at work.

To summarize the book: 1) The Spirit of the Squirrel
2) The Way of the Beaver
3) The Gift of the Goose

read the book yourself to learn more about each of these and how they can help Gung Ho your organization.

Blanchard and Bowles came up with Start with Why long before Simon Sinek did as detailed in this book and what people do matters.

I definitely recommend this book.

[Cris Morales · Rating 3 out of 5]

Some of my notes:

This is a very beautiful theory.

I greatly enjoyed the fable aspect of it.

Gung Ho! is basically a system that turns the behavior found in a highly motivated sub group into an organizational culture. The scenario described is ideal. Everybody drinks the Kool-Aid and the system works, but how could you positively address a pervasive unwillingness of the existing culture to comply? Is it immoral to peer pressure others into motivation? (hah!)

I wish there was a real life case-study of this being applied to a low productivity/morale environment with a specific outline or journal of the actions taken, and how were all of the little nuances addressed.

note to self: full notes in the yellow notebook.

[Jenny Thompson · Rating 4 out of 5]

This book was a pleasure to read and short enough to finish in an evening. I left it feeling rather inspired and thinking of ways I could be a more supportive coworker. My only major objection is the ambiguity surrounding whether it is a true story or a parable. If the story is true, that is wonderful, but I would argue Peggy Sinclair's pseudonym should be on the cover alongside the names of Blanchard and Bowles. If Andy Longclaw and Peggy are fictional, there is something pretty off-putting about two white guys making up a story to get a point across then claiming it as wisdom from a Native American artist passed down to us through the deathbed wish of his son.

[Abby · Rating 2 out of 5]

The strength of this book is its brevity. Having read a half dozen or so business leadership books, a recurring theme was, "This could have been so much shorter!" Not so with Gung Ho! Simple, three-step plan for implementing attitude changes within an organization with an easy to remember mnemonic, without the padding of unnecessary anecdotes.

On the other hand, I found the story-telling to be cringe-worthy. The parable through which the method is imparted comes across, to this reader, at least, as both simplistic and a bit racist. Ugh.

[Carl Paukstis · Rating 5 out of 5]

Real, practical advice about managing and motivatoing people. Wrapped in a somewhat schmaltzy fable or fairy-tale pretending to be a documentary of a real-life manager's success story.

I'm a sucker for chick-flicks and inspirational stories. I found this book inspirational. Anybody who cares about managing people in business - no matter what the business - should read this book.

Very quick read. Less than one day. Probably a LOT less.

[Jim Welke · Rating 5 out of 5]

One of a series of One Minute Manager books by Ken Blanchard. The "Spirit of the Squirrel" means the work must be worthwhile while The "Way of the Beaver" means the employees must be in control of achieving the goal. The "Gift of the Goose" says employees must cheer on the other employees as they succeed in accomplishing their part of the project. All added together brings a "Gung Ho!" attitude to the job to make employees more effective and improve efficiency to maximize production.

[Carlos Campos · Rating 2 out of 5]

El gran editor Ramón Córdova recomendaba leer de todo. Por cuestiones de trabajo tuve que leer este libro, aunque me interesa siempre el modo en que se escriben estos ejemplares dirigidos al mundo empresarial. El resultado es una historia simple, con personajes unidimensionales, con consejos básicos para aprovechar el potencial de las personas de la empresa.
Se lee de una sentada, pero se ahorra tiempo leyendo las últimas diez páginas en donde se encuentran resumidos los consejos.

[Jackie · Rating 2 out of 5]

Had to read this book for a job I once had. I can see the points it was trying to make but it was cheesy to say the least. Not something I would recommend to others as much of it seems the sort of thing any decent employee should already be attempting to do anyway.

[Carlos Xavier · Rating 1 out of 5]

Cheesiest management book... EVER!

[Kimberly Devault · Rating 4 out of 5]

Great read! Quick and impacting. Easy theories to implement with teams.

[Michael Bell · Rating 3 out of 5]

A short inspirational read. Nuff said. The Way of the Beaver is to Be in Control of Achieving the Goal.

[Destiny T · Rating 2 out of 5]

Had to read this book for a job I had. Don’t remember much about this book and don’t plan to re read.

[Iman Dokht · Rating 5 out of 5]

گانگ هو ( مدیریت شگفت انگیز)

[Elly Stroo Cloeck · Rating 4 out of 5]

Op 7 juni 1994 ligt Andy Longclaw in het ziekenhuis in Walton, en Peggy belooft hem de wereld te vertellen hoe zij beiden hun bedrijf hebben gered. Hij ligt op zijn sterfbed en weet dat er veel mensen zijn ‘wiens geest sterft zodra ze op hun werk zijn’. Hij wil dat iedereen hoort over de geestdrift van de eekhoorn, de manier van de bever en de gift van de gans. Andy is Indiaan, dat moge duidelijk zijn! Even later overlijdt Andy en terwijl Peggy richting restaurant Denny’s loopt om bij te komen, hoort ze twee mannen tegen elkaar zeggen: ‘De boeddhisten zeggen dat als de leerling ontvankelijk is, de leraar zich als vanzelf zal presenteren.’

Een van die twee mannen is Ken Blanchard, en hij schrijft met Peggy dit boek, over hoe Ging Ho! de fabriek van Peggy en Andy van het faillissement redde en hun zelfs een prijs van het Witte Huis opleverde.

Het boek is opgezet rond de drie verhalen uit de natuur en de vergelijkbare manier van werken die in de fabriek wordt geïmplementeerd.

In de geestdrift van de eekhoorn wordt beeldend uitgelegd waarom de eekhoorns met bolle wangen rondrennen, onvermoeibaar, en hoe diezelfde geestdrift in elke organisatie kan worden gekweekt: een belangrijk, zelfs levensbelangrijk doel, dat alle moeite waard is.

De manier van de bever laat ons kijken naar de beverdam, en hoe die na heftige regenbuien weer wordt opgebouwd, door schijnbaar ‘stuurloze’ bevers. In onze organisaties is dit te vertalen naar zelfsturende teams, en nog belangrijker: vertrouwen van de managers in de vaardigheden van hun ondergeschikten.
Tenslotte de gift van de gans, wat neer komt op vooral heel veel herrie maken: gak-gak-gak-gak. Dit zijn geen waarschuwingen, of instructies van de hoofd-gans, nee dit is gewoon enthousiast elkaar aanmoedigen. In onze organisaties zouden weleens meer complimenten gegeven kunnen worden, of in ieder geval aanmoedigingen. Niet 1 keer per jaar in de evaluatiegesprekken, maar gewoon elke dag.

Het boek is in de eerste persoon geschreven (Peggy) en verhaalt over haar uitjes met de Indiaan Andy naar het bos waar zij de dieren observeert en haar worstelingen in de fabriek om die geleerde principes te implementeren. Dat maakt het boek bijzonder goed leesbaar en grappig. Maar ook heel herkenbaar!

Gung Ho! staat voor enthousiast samenwerken, een term die in de Eerste Wereldoorlog opkwam en in de Tweede Wereldoorlog bekend werd, onder andere door een Hollywood film. Nu is het leven geen dagelijkse oorlog en bepaald geen film, maar evengoed zijn de principes heel goed te gebruiken in ons werk. Gedemotiveerde medewerkers kunnen een bedrijf te gronde richten, dus daar kunnen we maar beter wat aan doen! Dit is niet (alleen) de taak van de HR-afdeling, maar van iedere manager, en zeker ook van ons GRC-professionals, omdat continuïteit en reputatie van de organisatie geraakt worden door medewerkers-motivatie.

Gung Ho! van Ken Blanchard en Sheldon Bowles. Ook als ‘boekverkleining’ te verkrijgen in de serie “Samenvatting van…” onder andere bij Kobo en iBooks

Mijn waardering: 4**** (Inhoud 4* schrijfstijl 4 1/2*)

Elly Stroo Cloeck is specialist op het gebied van GRC en Internal Audit. Daarnaast schrijft ze samenvattingen van managementboeken (kijk eens op Kobo, iBooks of Bol!) en recensies.

[Juan Camilo VT · Rating 4 out of 5]

es interesante...
lo lei para gerencia de sistemas.

--
My Notes

* el espiritu de la ardilla, el estilo del castor y el don del ganso

[HA] buscar info sobre ensenhanzas de los indios

> "los budistas dicen que el maestro aparece cuando el alumno esta listo" !!!

? Peggy Sinclair @ Walton works #2??
? Andy Longelaw (indio) ???
? Andrew Payton - artist ??

||> El espiritu de la ardilla:
"trabajo que vale la pena"

+ el trabajo debe ser visto como algo importante
+ debe llevar a una meta comprendida y compartida por todos
+ los valores deben orientar todos los planes, las decisiones y las actuaciones

? por que su trabajo hace de este mundo un sitio mejor para vivir???
-> como deja una huella en su propio pedazo de bosque???

* ...la gente necesita hacer un trabajo correcto

> "es preciso aprener a ver la forma como ayudamos a los demas con lo que hacemos"
-> vealo en funcion del impacto humano, no de unidades manipuladas
-> see ex [34] -> very nice

> amor propio: sentirse bien con uno mismo

> "lo que vale la pena es mas que importante" !!!

> The goal [38]
-> es el compromiso de convertir la meta en la realidad el que debe ser compartido"

-> ...se sentia bien de ser como era y tenia suficiente amor propio para burlarse de si mismo sin problema [40]

-> see how to goals [41] !

> los valores sostienen el esfuerzo. con los valores solo hay lineas rectas, con las metas se puede ser flexible!!!
-> valores see [42-43]

> nice: la dignidad del trabajo [45]

> los valores deben sostenerse en tiempos dificiles!!

> valores vs. metas [46]

* ? Manly Grant: afianzarse o rodar (rimas para la tierra)
-> seras roca o seras guijarro?

> el espiritu de la ardilla:
+ ser importante
+ conducir metas compartidas
+ basarse en los valores

-> apoyo a las metas <-> confianza : see [50]

***** Decir la verdad!!! >> toda la verdad !!!!

> si las cosas esenciales se hacen bien, todo lo demas viene por anhadidura

> prioridades -> ojo [53-54]
1. el equipo de gente
2. los clientes

Sumary: el espiritu de la ardilla. "trabajo que vale la pena" [56-57]
1. por que estamos aqui?
2. cuales son nuestras metas?
3. cuales valores nos guiaran?

> estar listo para pelear otra vez...

[B] Gung Ho? - teniente W.S. Le Francois

!!!!!! ?como contribuir a mejorar el mundo?

-> paciencia <-> disciplina

||> El espiritu del castor:
?quien manda aqui?
... se dan indicaciones entre si
"ejercer el control sobre el cumplimiento de la meta" [76]

> cada uno se ingenia la forma de ayudar en la solucion, usan su buen criterio -> ex [77]

-> que los miembros del equipo tengan el espacio para opinar en la forma de hacer las cosas y acepten el desafio

>> leadership [79] !!!
> "tu deber como lider es saber hacia donde va la planta, el deber de los miembros del equipo es llevarla alla" !!!

> dejar espacio para saber que el jefe no esta ansioso por inmiscuirse y tomar el control

*> key: descubrir lo que la gente hace de manera natural y luego tratar de adaptar... para aprovecharlo.

> para la mayoria los problemas viejos y conocidos son mas comodos que los nuevos y desconocidos !!!

> espiritu de la ardilla -> relacion con las necesidades de la sociedad
> estilo castor -> relacion con las needs del individuo: relation individuo con la organizacion

!!!
-> se respetan entre si
-> no hay secretos, info precisa y actualizada para todos
-> valorar a las individuos como personas!

> trabajo factible: hay que darle a las personas trabajos que 'puedan' hacer
-> "permitir rendir de acuerdo a su capacidad" -> no over | no under : just above

[B] Margaret Craven - escuche que el Buho pronunciaba mi nombre.

... recuerda que estas en el escenario tienes que representar tu papel

?? como lograremos que nuestras metas se cumplan??

* "cambiar no significa unicamente deshacerse de los viejos habitos. Significa desarrollar habitos nuevos pra reemplazar los nuevos" [110]
!{el viejo habito no cambiara hasta ser reemplazado por uno nuevo}! !!!

> "... todas las mananas nos agrupamos para repasar el trabajo del dia. Al final estiramos los brazos, tomamos las manos y lanzamos un grito de victoria..."

> empower team members
ex: + quien decidio desmontarlo?
+ yo, claro que comunique mi decision al equipo durante la reunion matutina

* no es dificil trabajar cuando uno se siente a gusto

> Participacion: el equipo debe participar y ser autonomo. Necesita buena informacion. Cosas positivas y alegres, celebrar los triunfos, cumpleanhos, darle animo a los miembros, 'confiar' en ellos
-> Jorge Barrera like !!! :)

> Ojo: "cuando uno pone un perro viejo en un potrero nuevo, lo primero que hace es orinar los postes..." !!!

!!! ... a las familias de torta pequenha les es dificil sentarse a la misma mesa con gente de torta grande -> explanation [118]

> "con tela y madera se hace un bote, pero solo con los rabiones de rio se hace un canoa" -> exp. [120]

>> Compromiso: gallina-cerdo story, desayuno huevos con tocino [121]

-> el valor de los valores [123]

||> El don del ganso:
"alentar a los demas a seguir adelante"

>!! el espiritu de la ardilla y el estilo del castor son como la chispa, el don del ganso es como botar gasolina en la chispa!!!

---
> esp. Ardilla: hace realidad el plan de dios para el bosque
> est. Castor: hace realidad el plan de dios para el castor
> don Ganso: es el regalo de dios que nos damos mutuamente
---

* ... lo hacen dandose animo entre si, dandose animo a cada palmo del camino

> ganso: "es la forma de dar vida a la mision" -> exp. [138] nice

-> Gung Ho: hacer el trabajo correcto, de la manera correcta, por la recompensa correcta!

> "... sin tabla de puntuacion no hay juego" !!!

***!!! equipos deportivos == las organizaciones mas Gung Ho!

> E=mc^2 ($congrats) -> las dos ces... [139]

-> se tienen que encontrar las cosas positivas -> congrats sinceras/verdaderas
-> dar una voz de aliento -> see exp. [140]

* $ preocupacion #1 -> las necesidades basicas son fundamentales
=> pero es clave, y no quedarse solo en eso, hay que seguir adelante

> afirmaciones activas y pasivas...
-> ... ese silencio representa un mensaje muy claro para el empleado: "usted es capaz, usted puede manejarlo, confio en usted" !!! [143]

> dar las herramientas para el W, y luego dejarla al mando, siempre y cuando sea competente... [144]

!!!!{ una felicitacion debe ser: oportuna, en respuesta a algo correcto, incondicional, entusiasta }!!!
-> debe ser autentica de verdad

> militaries example [145]

> alimentar el alma...

> congrats: espontaneas, individuales, especificas, unicas

-> ... felicitar por el progreso, no solamente por el resultado. -> futbol like !!!
-> see ice ex. [147-148]

>> El don del ganso: alentar a los demas a seguir adelante
1. las congatulaciones activas o pasivas, deben ser VERDADERAS
2. si no hay anotacion no hay juego, y felicitar por el progreso
3. e=mc^2. entusiasmo = mision x circulante $ y las congratulaciones
[154]

> ... lograr que hiciera cualquier cosa... anunciandolo y agradeciendoselo efusivamente in public

> el exito es actitud, energia, equilibrio y union con los demas

* capacitacion => mente abierta [162]

> puedo programar mi mente para que espere el dia siguiente con entusiasmo [164]

> Gung Ho 'poster' !!! [171]
-> plan de juego from [170]
-> nice summary