Think before you act…

“Thought For Today”

Good morning to you.

Think before you act

Think before you act

Before you start to work, always ask yourself these questions –

Why am I doing it?

What the results might be? ( write down positive and negative results)

Where will this lead?

Who should be involved and why?

Speak with a trusted advisor/mentor/counselor/coach.

“Only when you think deeply and find satisfactory answers to these questions, go ahead.”

Happy Blessed Saturday!

By Daniel Phillington


Ten Ways to Build Trust

Ten ways to build trust in your personal and work relationships.

1. Keep it confidential
2. Keep your promises and follow through with commitments
3. Realize that trust is up to you
4. Trust people who are different from you
5. Tell the truth
6. Communicate openly and honestly
7. Forgive and move on
8. Be a good listener
9. Work at building trust when there is a problem
10. Learn to recognize whom to trust

Everything from a good relationship with a customer to a good marriage is built on trust. Trust affects how we see the world, how safe we feel, and how we approach new people and situations. It affects whether we’re willing to go the extra mile for a friend, relative, co-worker, or even someone we’ve never met but with whom we do business.

When trust levels are high, you feel relaxed and accepted; you can be yourself. When trust levels are low, you feel uncomfortable and on the defensive; you can’t be yourself. Co-workers with high levels of trust enjoy working and spending time together and tend to be more productive.

How can you build trust in your personal and work relationships? Below are ten tips.

1. Keep it confidential
You build strong relationships by being a trustworthy listener.

When you are working with a group or committee, don’t share sensitive committee work outside the group.
When a friend, a relative, or a co-worker confides in you or shares personal information, don’t share it with others.
Respect the confidence your children place in you. Don’t discuss your child’s personal relationships or secrets with your friends.

2. Keep your promises and follow through with commitments
When you keep your promises and follow through with commitments, you show people that you care about them, that you’re reliable, and that you can be counted on in the future.

Always try to do what you say you will do, even for the small things.
If you promise your child you’ll be home by 5 o’clock to help with a project, keep your promise.
If you tell a friend you’ll be there for her child’s baseball game, show up.
If you tell your co-worker you’ll be at a meeting, arrive on time and be prepared.
If you can’t make a deadline, explain why as soon as you can and renegotiate the deadline if possible.

3. Realize that trust is up to you
You are responsible for how much — or how little — people trust you. Think about your relationships with others and about your actions. Are you a trustworthy and honest co-worker and friend? When you have a breakdown in communication with someone, do you try to get beyond the misunderstanding?

Accept responsibility for building trust in new relationships.
Collaborate with co-workers and others.
Offer to help a colleague who seems overloaded.
If a friend, a relative, or a co-worker is ill or going through a difficult time, offer to help with errands or other jobs.
If a breakdown in trust occurs between you and a co-worker who is not open to discussing the problem, try to identify a likely intermediary to help you talk.
If mutual friends, family members, or co-workers have had a breakdown in trust or communication, offer to help reopen the channels of communication.
Keep in mind that some people aren’t trusting by nature; they may be overly suspicious or fearful. It’s not realistic to think that everyone will trust you.

4. Trust people who are different from you
It’s easier to establish trust with people who are more like you than it is to establish it with those who are quite different from you. In an increasingly diverse and changing workplace and world, it’s important to be able to trust people outside your circle.

Be open to new ideas and beliefs, regardless of where they come from. The more open you are, the more trusting your relationships will be.
Respect the fact that others may not always share your opinions.
Show a genuine interest in other people. Ask non-intrusive questions about the other person’s life, culture, beliefs, and background. Look for common interests.
Try to use inclusive language that doesn’t assume that everyone is heterosexual or married, or from the same racial or ethnic background.

5. Tell the truth
Tell the truth and you’ll surround yourself with trusting — and trusted — co-workers and friends.

Tell the truth on your résumé.
Admit when you are wrong. Don’t cover up a mistake.
Don’t embellish your role at work or lead people to believe you have more responsibility or authority at work than you do.
Give credit to the people who deserve it. Never take credit for someone else’s work.
Talk with your children about the importance of being honest.

6. Communicate openly and honestly
To build trust in groups or with individuals, you must be willing to communicate openly and freely and to share your ideas, thoughts, and concerns. When you withhold important information, for example, people question your motives and intentions: “What isn’t he telling me?” When you share information openly and honestly, people trust that your intentions are good.

When you are in a group discussion, don’t dominate the conversation. You want people to feel they can share information. Give everyone an opportunity to talk.
Be careful with email. Be cautious about how you communicate with associates, clients, and co-workers. Sometimes email notes or memos can sound curt or too casual. Review your email messages before sending them to make sure the tone is what you intended. If you’re unsure, pick up the phone or go see the person.
Be careful about what you post on social-networking and other sites. Be aware that associates, clients, and co-workers may see or hear about anything you post on a networking or other website. Security breaches can occur even on password-protected sites. Never post something that you wouldn’t want an associate, a client, or a co-worker to see. Send consistent on- and offline messages about who you are. This will help to show that you are good for your word.
Consistent messages about who you are means that people can depend on your reactions. Everyone has bad days, but avoid taking it out on others. They may remember your occasional tirade or temper tantrum long after you’ve put it behind you.
When you have a problem with someone’s behavior, provide constructive feedback in private, rather than in front of others. Sometimes it seems easier to sulk or strike back than to talk, but the payoff from a successful conversation is likely to be much higher. If your co-worker doesn’t want to talk, the next best thing is to show no hard feelings and to try to rebuild a strong working relationship through positive behavior yourself. Avoid speaking against the person to others. Negativity doesn’t build trust.
When you’re talking about difficult issues, avoid words and behavior that can trigger a conflict or put people on the defensive. Avoid phrases like “You always . . .”, “You never . . .”, “It’s your fault,” and “Why didn’t you . . .” Name-calling and negative labels create mistrust. Ignoring questions, acting like the expert, pointing a finger, lecturing, yelling, and humiliating others all create mistrust.
Be aware of the tone of your voice and your body language. Sometimes it’s not the words you use but how they are expressed that creates mistrust.

7. Forgive and move on
To build trusting relationships, you must be able to forgive and move on.

Try to let go of old arguments, resentments, and issues from the past.
Accept the other person’s apology and don’t dwell on how it was offered.
Don’t rehash what happened in the past.
Remember times in your life when you needed or wanted forgiveness. Face your own mistakes and forgive yourself. It will become easier to forgive another person when you can admit your own wrongs and forgive yourself. Similarly, apologize to others who were adversely affected by your mistake.

8. Be a good listener
Listening well is one of the best ways to show, give, and rebuild trust.

When you are talking with someone face to face, don’t answer the phone, check email, or sort the papers on your desk.
If someone wants to talk and you don’t have the time because you’re busy with something else, be honest and say that. Instead of listening and being distracted, it’s better to say, “I want to talk with you, but I don’t have the time right now to give this my full attention. Could we arrange a time to talk later?”
Be a patient listener. Not everyone thinks or speaks as fast as you do. Avoid completing people’s sentences or putting words into their mouths.
Make time to talk one-on-one with your spouse or partner.

9. Work at building trust when there is a problem
When there are setbacks or disappointments at work or in personal relationships, the only way to regain lost trust is to work at it.

Talk with the person who let you down. If you feel angry, disappointed, betrayed, or taken advantage of, talk about it.
Don’t wait. The longer you wait to talk about a problem, the bigger the misunderstanding becomes.
Find small ways to trust the person again. When you see smaller commitments being met over time, it’s easier to trust that the larger ones will be met, too.
Consider professional counseling to work through the tough issues of rebuilding trust.
Be realistic and know that it can take a long time to rebuild trust.

10. Learn to recognize whom to trust
The unfortunate fact is that not everyone can be trusted. It can be harmful to trust too much, just as it can be harmful not to trust enough. It’s not a good idea to trust everyone you meet or to share personal information about yourself too freely.

Use your instincts, good judgment, and interactions with people to determine whether or not someone can be trusted. If you feel uncomfortable, take time to figure out why you feel this way. Check out the person’s story or background if possible. While first impressions sometimes turn out to be wrong, they can still send valuable signals to be careful.

Watch for signs that someone may not be trustworthy. These may include: avoiding eye contact, stumbling over words, excessive fidgeting, making conflicting statements or outlandish promises, or purposely speaking so that you cannot hear. (Be aware that there may be other reasons for some of this behavior, such as cultural differences or disabilities.) At the same time, the least trustworthy people can be con artists: charming, smooth talkers who put you at ease right away; you need time to tell.

If something feels wrong, hold off trusting the person until you feel comfortable doing so. Distrust and suspicion are healthy reactions under certain circumstances.
Choose the people you trust. Be alert to any stranger who tries to strike up a sudden friendship in person, online, or over the phone. The person may use your first name or engage in small talk as part of his pitch. Don’t automatically judge a stranger by his voice or good manners.

Written with the help of Lynne Gaines, B.A. and Advanced Human Resources Certificate, Boston College Graduate School of Management/Bentley College. Ms. Gaines is a human resources manager in the Boston area. She has written widely about employment issues and is the former editor of The Levinson Letter for middle managers. Her HR experience spans 25 years in financial services, higher education, and publishing.

© 2003, 2011 Ceridian Corporation. All rights reserved.

Try Feedforward Instead of Feedback by Marshall Goldsmith

Mentoring, coaching, ...

Mentoring, coaching, …

Providing feedback has long been considered to be an essential skill for leaders. As they strive to achieve the goals of the organization, employees need to know how they are doing. They need to know if their performance is in line with what their leaders expect. They need to learn what they have done well and what they need to change. Traditionally, this information has been communicated in the form of “downward feedback” from leaders to their employees. Just as employees need feedback from leaders, leaders can benefit from feedback from their employees. Employees can provide useful input on the effectiveness of procedures and processes and as well as input to managers on their leadership effectiveness. This “upward feedback” has become increasingly common with the advent of 360 degree multi-rater assessments.

But there is a fundamental problem with all types of feedback: it focuses on the past, on what has already occurred—not on the infinite variety of opportunities that can happen in the future. As such, feedback can be limited and static, as opposed to expansive and dynamic.

Over the past several years, I have observed more than thirty thousand leaders as they participated in a fascinating experiential exercise. In the exercise, participants are each asked to play two roles. In one role, they are asked provide feedforward —that is, to give someone else suggestions for the future and help as much as they can. In the second role, they are asked to accept feedforward—that is, to listen to the suggestions for the future and learn as much as they can. The exercise typically lasts for 10-15 minutes, and the average participant has 6-7 dialogue sessions. In the exercise participants are asked to:

• Pick one behavior that they would like to change. Change in this behavior should make a significant, positive difference in their lives.

• Describe this behavior to randomly selected fellow participants. This is done in one-on-one dialogues. It can be done quite simply, such as, “I want to be a better listener.”

• Ask for feedforward—for two suggestions for the future that might help them achieve a positive change in their selected behavior. If participants have worked together in the past, they are not allowed to give ANY feedback about the past. They are only allowed to give ideas for the future.

• Listen attentively to the suggestions and take notes. Participants are not allowed to comment on the suggestions in any way. They are not allowed to critique the suggestions or even to make positive judgmental statements, such as, “That’s a good idea.”

• Thank the other participants for their suggestions.

• Ask the other persons what they would like to change.

• Provide feedforward – two suggestions aimed at helping the other person change.

• Say, “You are welcome.” when thanked for the suggestions. The entire process of both giving and receiving feedforward usually takes about two minutes.

• Find another participant and keep repeating the process until the exercise is stopped.

When the exercise is finished, I ask participants to provide one word that best describes their reaction to this experience. I ask them to complete the sentence, “This exercise was …”. The words provided are almost always extremely positive, such as “great”, “energizing”, “useful”, or “helpful.” One of the most commonly-mentioned words is “fun!”

What is the last word that comes to mind when we consider any feedback activity? Fun!

Eleven Reasons to Try FeedForward

Participants are then asked why this exercise is seen as fun and helpful as opposed to painful, embarrassing, or uncomfortable. Their answers provide a great explanation of why feedforward can often be more useful than feedback as a developmental tool.

1. We can change the future. We can’t change the past. Feedforward helps people envision and focus on a positive future, not a failed past. Athletes are often trained using feedforward. Racecar drivers are taught to, “Look at the road ahead, not at the wall.” Basketball players are taught to envision the ball going in the hoop and to imagine the perfect shot. By giving people ideas on how they can be even more successful (as opposed to visualizing a failed past), we can increase their chances of achieving this success in the future.

2. It can be more productive to help people learn to be “right,” than prove they were “wrong.” Negative feedback often becomes an exercise in “let me prove you were wrong.” This tends to produce defensiveness on the part of the receiver and discomfort on the part of the sender. Even constructively delivered feedback is often seen as negative as it necessarily involves a discussion of mistakes, shortfalls, and problems. Feedforward, on the other hand, is almost always seen as positive because it focuses on solutions – not problems.

3. Feedforward is especially suited to successful people. Successful people like getting ideas that are aimed at helping them achieve their goals. They tend to resist negative judgment. We all tend to accept feedback that is consistent with the way we see ourselves. We also tend to reject or deny feedback that is inconsistent with the way we see ourselves. Successful people tend to have a very positive self-image. I have observed many successful executives respond to (and even enjoy) feedforward. I am not sure that these same people would have had such a positive reaction to feedback.

4. Feedforward can come from anyone who knows about the task. It does not require personal experience with the individual. One very common positive reaction to the previously described exercise is that participants are amazed by how much they can learn from people that they don’t know! For example, if you want to be a better listener, almost any fellow leader can give you ideas on how you can improve. They don’t have to know you. Feedback requires knowing about the person. Feedforward just requires having good ideas for achieving the task.

5. People do not take feedforward as personally as feedback. In theory, constructive feedback is supposed to “focus on the performance, not the person”. In practice, almost all feedback is taken personally (no matter how it is delivered). Successful people’s sense of identity is highly connected with their work. The more successful people are, the more this tends to be true. It is hard to give a dedicated professional feedback that is not taken personally. Feedforward cannot involve a personal critique, since it is discussing something that has not yet happened! Positive suggestions tend to be seen as objective advice – personal critiques are often viewed as personal attacks.

6. Feedback can reinforce personal stereotyping and negative self-fulfilling prophecies. Feedforward can reinforce the possibility of change. Feedback can reinforce the feeling of failure. How many of us have been “helped” by a spouse, significant other, or friend, who seems to have a near-photographic memory of our previous “sins” that they share with us in order to point out the history of our shortcomings. Negative feedback can be used to reinforce the message, “this is just the way you are”. Feedforward is based on the assumption that the receiver of suggestions can make positive changes in the future.

7. Face it! Most of us hate getting negative feedback, and we don’t like to give it. I have reviewed summary 360 degree feedback reports for over 50 companies. The items, “provides developmental feedback in a timely manner” and “encourages and accepts constructive criticism” both always score near the bottom on co-worker satisfaction with leaders. Traditional training does not seem to make a great deal of difference. If leaders got better at providing feedback every time the performance appraisal forms were “improved”, most should be perfect by now! Leaders are not very good at giving or receiving negative feedback. It is unlikely that this will change in the near future.

8. Feedforward can cover almost all of the same “material” as feedback. Imagine that you have just made a terrible presentation in front of the executive committee. Your manager is in the room. Rather than make you “relive” this humiliating experience, your manager might help you prepare for future presentations by giving you suggestions for the future. These suggestions can be very specific and still delivered in a positive way. In this way your manager can “cover the same points” without feeling embarrassed and without making you feel even more humiliated.

9. Feedforward tends to be much faster and more efficient than feedback. An excellent technique for giving ideas to successful people is to say, “Here are four ideas for the future. Please accept these in the positive spirit that they are given. If you can only use two of the ideas, you are still two ahead. Just ignore what doesn’t make sense for you.” With this approach almost no time gets wasted on judging the quality of the ideas or “proving that the ideas are wrong”. This “debate” time is usually negative; it can take up a lot of time, and it is often not very productive. By eliminating judgment of the ideas, the process becomes much more positive for the sender, as well as the receiver. Successful people tend to have a high need for self-determination and will tend to accept ideas that they “buy” while rejecting ideas that feel “forced” upon them.

10. Feedforward can be a useful tool to apply with managers, peers, and team members. Rightly or wrongly, feedback is associated with judgment. This can lead to very negative – or even career-limiting – unintended consequences when applied to managers or peers. Feedforward does not imply superiority of judgment. It is more focused on being a helpful “fellow traveler” than an “expert”. As such it can be easier to hear from a person who is not in a position of power or authority. An excellent team building exercise is to have each team member ask, “How can I better help our team in the future?” and listen to feedforward from fellow team members (in one-on-one dialogues.)

11. People tend to listen more attentively to feedforward than feedback. One participant is the feedforward exercise noted, “I think that I listened more effectively in this exercise than I ever do at work!” When asked why, he responded, “Normally, when others are speaking, I am so busy composing a reply that will make sure that I sound smart – that I am not fully listening to what the other person is saying I am just composing my response. In feedforward the only reply that I am allowed to make is ‘thank you’. Since I don’t have to worry about composing a clever reply – I can focus all of my energy on listening to the other person!”

In summary, the intent of this article is not to imply that leaders should never give feedback or that performance appraisals should be abandoned. The intent is to show how feedforward can often be preferable to feedback in day-to-day interactions. Aside from its effectiveness and efficiency, feedforward can make life a lot more enjoyable. When managers are asked, “How did you feel the last time you received feedback?” their most common responses are very negative. When managers are asked how they felt after receiving feedforward, they reply that feedforward was not only useful, it was also fun!

Quality communication—between and among people at all levels and every department and division—is the glue that holds organizations together. By using feedforward—and by encouraging others to use it—leaders can dramatically improve the quality of communication in their organizations, ensuring that the right message is conveyed, and that those who receive it are receptive to its content. The result is a much more dynamic, much more open organization—one whose employees focus on the promise of the future rather than dwelling on the mistakes of the past.

Marshall Goldsmith is the million-selling author of the New York Times bestsellers MOJO and What Got You Here Won’t Get You There – the Harold Longman Award winner for Business Book of the Year.

The Twelve Demonic Spirits

“You cannot cast a demon out that is nameless.” Benny Hinn

“Deliverance From Demons”

The Spirit of Jealousy
Numbers 5:14
Proverbs 6:34

“If you ever find the spirit of jealousy you’ll will find the spirit of murder, you’ll find the spirit of anger,
you’ll find the spirit of rage.” – Benny Hinn

The Spirit of Lying
2 Chronicles 18:22
Jeremiah 23:14

“This spirit is connected to adultery – it’s connected to evil doing…. profanity, hypocrisy, vanity.” – Benny Hinn

The Spirit of Familiarity
1 Samuel 28:7
Deuteronomy 18:10-12

“This (spirit) is forbidden by the Lord… astrology, horoscope, fortune telling, the occult.”
” You will find ever evil demonic activity connected to it.” – Benny Hinn

The Spirit of Perversion
Isaiah 19:14
Proverbs 14:2
Proverbs 23:33
Acts 13:10

“This spirit will cause people to live in error… bring about laziness… lust after women… this spirit amazing also hates God.”
“This spirit always twists the word of God.” Benny Hinn

The Spirit of Heaviness
Isaiah 61:3

“This spirit of heaviness carries with it grief, carries with it despair… hopelessness, rejection, self pity… gluttony.”
“Grief that has no joy… a life of sustained grief… a life of sustained despair.” Benny Hinn

The Spirit of Whoredom
Hosea 4:12
Ezekial 16:28-39

“This is the spirit of prostitution… idolatry… never satisfied… it will cause a weak heart.”
“The end result of whoredomness… poverty.” Benny Hinn

The Spirit of Infirmity
Luke 13:11

“All sickness if it’s demonic its controlled by the spirit of infirmity.” Benny Hinn

The Spirit of the Deaf and Dumb
Mark 9:17-25

“This spirit is not deaf and dumb… this is a spirit manifesting in insanity, epilepsy, suicide, seizures, lunatics.” Benny Hinn

The Spirit of Fear
2 Timothy 1:7
Job 4:14

“With the spirit of fear there is torment… there is terror, worry, timidity, an inferiority complex, phobias.”
“That spirit will make you feel inadequate.” Benny Hinn

The Spirit of Pride
Proverbs 16:18
Proverbs 13:10

“This spirit of pride will cause mockery… stubbornness, gossip, causes contentions and wars… causes wrath.”
“Not all pride is wrong – there is that Godly pride where we’re proud of our Heavenly Father.” Benny Hinn

The Spirit of Bondage
Romans 8:15
Exodus 6:9

“This spirit is also a spirit that manifests in fear… has anguish… bitterness, you see addictions.”
“There is spiritual blindness… unless it is broken they’re unable to receive spiritual truth.” Benny Hinn

The Spirit of Antichrist
1 John 4:3

“The spirit that denies the virgin birth.. denies the deity of Christ… this spirit denies He died on a cross,
this spirit denies the resurrection.” Benny Hinn



Job 41 is the key passage on leviathan. Most of the people who have this powerful spirit never get deliverance because one of his chief jobs is to block deliverance. Ministers who refuse to open up to the ministry of deliverance are being controlled by a leviathan spirit. This is their chief problem. Most of the people who fight the deliverance ministry have powerful leviathan demons, and are therefore rarely delivered. Perhaps one of the reasons we know so little about this spirit is because we do not get to tackle him as often as others.

Strong’s Concordance (3882, 3867) defines leviathan as a wreathed animal or a serpent. He is also called the constellation of the dragon, or Orion. Within the constellation Orion there are seven stars, each with a name. These names have been found helpful in dislodging leviathan in deliverance. Pleaides and Articus are two of these seven stars (demons) tied in with leviathan. Often when you manage to force them out, leviathan is also defeated.

Another word for leviathan means to twine, to unite and to remain. Again we are reminded of his serpentine nature and that he is a strongman. A word which occurs six times in the Old Testament comes from a root word which means to bend or twist. It means literally wreathed; like a wreath; to be wreathed; gathering itself in folds. The context suggests some form of aquatic monster which dwells in the sea. In the scriptures the sea represents nations of people. The sea is the voice of many waters, or many people, in the book of Revelation.

In Psalms 74:14, is a reference to Pharaoh and the Exodus, which parallels with another Hebrew word “tannon,” which means a sea or river monster. The word occurs again in Ezekiel 29:3-5 symbolizing Pharaoh and the Egyptians. Oftentimes there is an Egyptian spirit tied in with leviathan, a spirit of the world and worldliness.

In Job 3-8 reference is made to a dragon, which according to ancient mythology, was supposed to cause eclipses by wrapping itself around the sun. Leviathan was considered to be a great mythical monster, identified with the Babylonian mother goddess, Timat. The father of Timat was Apsu, in the Babylonian creation story. This monster fought with Marduk by reciting charms and casting witchcraft spells.

In the Word there is a seven-headed monster, which takes us back to the constellation Orion and its seven stars. The seven heads are the seven stars and the creature is described as a fleeing serpent, the tortuous serpents smitten by Baal.

Isaiah 27:1 declares: “In that day the Lord, with his sore and great and strong sword shall punish leviathan, the piercing serpent, even leviathan that crooked serpent (or tortuous serpent) and he shall slay the dragon that is in the sea.” There is a dragon in the sea (people or nations) and God is going to slay that dragon.

I believe He is already beginning and we are already there, tribulating now. For example, there are some things which no longer bother me. I have overcome areas in the sex and drug area, yet out in the world some are still falling like flies in those traps. Even some Christians are being snared because they are not getting into deliverance and therefore not being set free.

The noun translated leviathan may also designate serpents such as might be roused by snake charming magicians. These men were also reputed to be able to impose curses, therefore snake charming curses are involved here.

There is another root word, Lawa, in the Hebrew (Strong’s 1087) used once in Ecclesiastes 8:15. It refers to the joining of an item or a person to someone or something else. Significantly, we believe that in the Bible this refers to foreigners who join God’s people as converts, the joining of an alien thing to God’s people.

In general, I think it refers to the way in which hedonistic pleasures stay with a man. In Ecclesiastes 8:15: “Then I commended mirth, because a man hath no better thing under the sun, than to eat, and to drink, and to be merry; for that shall abide with him of his labor all the days of his life, which God giveth him under the sun.”

Notice, these pleasures will cling to a man. Again the reference is to clinging, writhing and twisting. They get caught up with a man internally.

Job 41 says: “Canst thou draw out leviathan with an hook? Or his tongue with a cord which thou lettest down?” In our congregation there is a man from a hard background, he was a career army officer in Viet Nam. When he came home his brains were scrambled. Officials of the Army had judged him to be a 100% disabled schizophrenic. He appeared on our doorstep one day after hearing our radio program. This began a battle such as I had never seen, and it is not over yet. We have been at it now for about six months.

Being a disabled veteran, he is required to report every month to a psychiatrist in order to maintain his disability. After deliverance, he came to me and said he was so much better that he no longer was schizophrenic. He asked “What am I going to tell them when I go back for my interview?” I said, “Well, what do they want to find out?” He said they just want to know whether or not I am still crazy. I told him to tell them what had happened to him in deliverance. It worked, for after that report they were certain he was crazy.

In his Bible studies he came to the conclusion that Behemoth (Job 4) was the will of man. That big sluggish animal is strong, brassy and very hard to budge. Leviathan represents or burrows into the self of man.

In the book of Job the whole context is an ongoing debate between Job and his friends. Finally, God announces that He has had enough and demands an answer in chapter 38:4: “Where was thou when I laid the foundations of this earth? Declare if thou has understanding.” In verse 31 He asks, “Canst thou bind the sweet influences of Pleiades or loose the bands of Orion?”

Here at the culmination of an entire revelation, God gives this righteous man of God an entire discourse about leviathan. Some call him a crocodile or something else, but he is an evil spirit. There is revelation here and although we do not have all of it, we can utilize what we do know.

When we get down to that real, true self, we are where leviathan has his stronghold. He’s a writhing serpent, seven heads, etc. Although I’ve never seen him in the Spirit, he must be very ugly. There is a part deep inside where leviathan dwells. Even after ousting him, there’s still self-will which says, “This as far as I’m willing to go,” and sure enough, if you listen; that is as far as you will go.

Job 41:8 says that when we lay our hands on leviathan we will remember the battle and will not do it again. That struggle reminds us of our old self who does not want to reveal things, does not want anyone to know.

Job 41:15 states that the scales of leviathan are his pride and are shut up together with a close seal. One is so near to another that no air can come between them. In the scripture, air, breath and wind are synomymous with the Holy Spirit.

The reason people get so shut in is because of the effects of leviathan’s tight coils around them, inhibiting the moving of the Spirit. They cannot hear or discern the Spirit and they say they never get a word from the Lord or move in the gifts. The reason is that no air of the Spirit is able to get in because this demon has such a strangle hold. The scales are joined one to another and cannot be sundered.

“By his sneezings a light doth shine and his eyes are like the eyelids of the morning or the rays of dawn; out of his mouth goes burning lamps and sparks of fire leap out.” This brings to mind James’ references to how the tongue kindles a fire. Tongue problems are rooted in leviathan. When he gets in the church and looses some of that fire, he sets the whole place ablaze.

“Out of his nostrils goeth smoke as out of a seething pot or cauldron; his breath kindleth coals and a flame goeth out of his mouth.” This refers to a cutting, critical tongue rooted in a spirit of pride. I see this smoke going out of leviathan’s nostrils as false praise and worship, like the smoke going up from the incense burning of Nadab. Because the person is so bound up with pride, he cannot really praise God. He is too important, too bound up in himself to give any real praise and worship to God.

In verse 22, “In his neck remaineth strength.” The neck reminds you of the will. Stiffnecked pride and stubborness are with leviathan. Sometimes strength in the neck can be a negative thing, because Jesus spoke of the stiffnecked and uncircumcised heart. The bowing of the neck is rebelliousness, which brings us back to pride and sorrow.

Dismay goes with stubborn people just as the flakes or the folds of leviathan’s flesh are joined together; firm in themselves and unable to be moved. These people cannot be told anything, they know it all. Haughtily they speak: “God showed me that a Christian can’t have a demon. You’re in deception, brother.”

His heart or chest is said to be as firm as a stone, as hard as a piece of the nether millstone (verse 24). Here, hard and cold heartedness are tied to leviathan. “When he raises up himself, the mighty are afraid: by reason of breaking they purify themselves.”

In verse 31, he makes the deep to boil like a pot and there is a verse in Psalms which says “deep calleth unto deep.” This brings us back to self again. The deep is where the real you is located. There is a deep in me and I’m very careful about who I let in there.

God can get in there, deep calls unto deep, but the leviathan spirit will cause that deep to boil. There will be a restlessness and turmoil inside. Sometimes you cannot sleep well because there is something moving around, boiling in there. This could well be a leviathan spirit at work inside. Also note that this boiling is not only in you but that it also stirs up other people.

If you ever have occasion to spend much time around schizophrenics you will find that they just wear you out. They have a problem and you do also. We need to become unmovable, unable to get stirred up about anything except God’s righteousness and the evil that is in the world.

“He maketh a path to shine after him and one would think the deep to be hoary (or have white hair; to have wisdom with old age); upon earth there is not his like, who is made without fear, or (who behave without fear). He beholdeth all high things: he is a king over all the children of pride (vs. 32-34).

Another way of stating this is that he looks down on all who are haughty; he is a king over all those who are proud. Pride and leviathan are practically synonymous. It is hard to separate them because pride causes that stony heart to close the scales and folds together blocking the Spirit of God from entering. Some sit listening, but not understanding or hearing the Word of God. Leviathan’s most crucial work is in the area of keeping people from receiving the things of God and of the Spirit.

You may say you have no pride but rebellious pride often hides. Leviathan is sneaky and subtle and can easily hide himself. He can twist, writhe and slip out of the way; causing one to reject dependence on God and subjection to God. he is quick to attribute to self the honor due to God, therefore this pride is the very root and essence of all sin.

Long ago Lucifer said, “I will exalt myself; I will sit on the sides of the north and be king” (Isaiah 14). The very root of his downfall was pride. Me! Me! Me! The awful worship of me, who needs no help. “If I go to a church which is really real, they’ll get revelation by the Spirit, of what I need.” That is just pride, nothing more or less! It is like driving into a gasoline station and telling the attendant, “I have an unspoken request.” To tell the workers, “Just see what the Lord tells you,” is rebellious pride in action.

The fallen devil, as described in Luke 10:18, still has a craving to be like God. As a result of the fall our whole nature has become infected with pride. The temptation to know good and evil, to eat of that forbidden tree was motivated by pride in Adam and Eve.

Just think, the tree of life was also there in the garden and God did not forbid them to eat of it. Yet, they went straight over to eat of the tree of good and evil, not the tree of life. That is pride.

We are descended from Adam and therefore easily affected by pride. This why leviathan is so strong, powerful and deeply rooted in us. The fascination with the forbidden, feeds leviathan who wreaths himslef tightly in the old self.

There is yet another dimension, even after deliverance from leviathan. The crucifixion of self must still take place in many areas. For example, people want to be delivered from cigarettes but they also must have a part. In our church there is a pouting brother right now who refused to come to church last Sunday. He had gotten deliverance from cigarette spirits, nicotine, tobacco, etc., and expected to get up the next morning without any desire for a cigarette.

Although this might happen, many times when you get up the next morning, you want one so bad that you think you are going to die. Is the evil spirit still there: No, he has gone. What is that then? That’s me, that’s me, that’s the old self down there. The only course to pursue is to put on the cross.

Crosses were instruments of death having two dimensions. Frankly, I don’t know where we cross the line from the spirit of pride to just the old self which refuses to humble itself in submission to God. You can resist the devil all day long but there must first be submission to God if you are really going to be free.

You may have to say, “God, I’m going to have to break out of this pride and become submissive to You.” This indeed might be the starting place to overthrow pride. The condemnation of the devil is associated with pride (I Timothy 3:6) and his undoing. Proverbs 8:13 says: God hates pride, therefore there is no place in us for it.

Proverbs 16:18 warns that prides goes before destruction and a haughty spirit before a fall. The word for pride used here is one which means swelling excellence. Psalms 10:4 declares it to be the root cause of atheism.

Psalms 10:4: “The wicked, through the pride of his countenance, will not seek after God: God is not in all his thoughts.” The word here again is haughtiness, which brought about the downfall of Nebuchadnezzar in Daniel 4.

The dictionary defines pride as an over high opinion of oneself; exaggerated self-esteem, conceit; haughty behaviour; arrogance; delight or satisfaction in one’s own or another’s achievements. God hates all of this.

Once when I was meditating and praying about leviathan, I asked God for a revelation. Awakening in the night, God spoke to my heart that leviathan resides in the Holy Place and that he is a counterfeiter.

Any studies on the tabernacle of Moses will show a fenced outer court with a tent-like structure on the inside containing two rooms. One was the Holy Place and the other the Holy of Holies.

The Holy Place was entered dialy by ministering priests and contained three pieces of furniture. A massive golden candlestick or lampstand was lit and provided the only light. There was a golden altar of incense where incense made sweet smelling smoke to go up as a type of worship and prayer to God and as a type of the baptism of the Holy Spirit. There was also a table of shewbread to the right with twelve loaves of shewbread, which were replenished weekly.

When you came in through the second veil, you had already been at the Brazen Altar (salvation). The second veil is the place of revelation and illumination by the Spirit of God, symbolized by the oil burning in the lamps. Nourishment is from Jesus, the bread of life, on the shewbread table.

This is where leviathan has his place. He is more interested in Spirit-filled people than anyone else. One of the big problems in the Spirit-filled churches is pride. We are so proud of our revelation! We do have some truth, but God is too wise to give any one of us the whole thing.

We are three part beings; we are soul; we have a spirit, and we live in a body. This is a type of the Holy Place where leviathan works. He is at work in our soul; in our emotions, mind and will.

He attempts to keep us from entering into the Holy of Holies, into the very presence of God. This is the third veil and he does not want us there, for once there, we have got it. This third veil was rent when Jesus died on the cross. This was that veil between the Spirit filled realm and the very presence of God.

No man could go there except Moses and the high priest, and then only once a year. Here leviathan stands to block entrance. He attempts to snuff out the lamps; cut off the bread (the manna); and he tries to keep us from offering up daily incense (prayer in the Spirit). He does not want us to move in the Spirit; to have words of knowledge or any other spiritual gift. He will choke us off with spiritual deafness and blindness, causing us to be tongue-tied. God said leviathan is living in the Holy Place and is a counterfeiter. His seven heads imitate the seven lamps of Revelation (Psalms 74:14; Job 41:19) The smoke from his nostrils is counterfeit prayer (worship at the altar of incense) and he is commissioned to counterfeit the genuine Pentecostal experience.

Leviathan wants us to have the counterfeit and if we get that and are satisfied with it, he has us. Many have had counterfeit experiences. Increasingly, we have had to cast out spirits of false tongues. Many are requiring deliverance from false, error filled ministries.

Malachi 2 speaks of the blessings which have been cursed. While I read that scripture one of the brothers in my church woke up. It was as if he had been asleep for five years. Five years earlier, he had become involved in a ministry led by a man in serious error. Not knowing this, he walked with him for years before finally realizing the truth. God told him to stay there although the man was cursing him from the pulpit. Finally, God told him to leave.

He just realizeed that his blessings had been cursed for those five years. When it lifted off of him with that scripture, he received a massive deliverance. Perhaps you too are asleep. Ephesians says, “Awake thou that sleepest, and arise from the dead, and Christ shall give you life.” Leviathan can come in to strangle your experience in God in such a way that you can slumber for years without notice.

The modern church today is largely asleep because of leviathan’s work. He loves to eclipse things and mythology associates him with the eclipse of the son. He wants to eclipse the S-O-N in your life but you don’t have allow this. You can be free.

Leviathan is the climatic revelation of Job and the climax of the book is chapter 41. God reveals the monster and Job responds in Job 41:5: “I’ve heard but now I see.” He had the revelation. Job’s primary problem was pride and God had to hit him hard to enable him to see it.

In Isaiah 27:1 there is an endtime scene dealing with leviathan. There is a parallel pasaage in Revelation 12:9 in which the devil is called the great dragon. Some believe leviathan to be the devil and no doubt he is a close copy.

Scripture says much about pride; God breaks the pride of power because it refuses to hearken to His Word and to the commandments, despising his statutes (Leviticus 16:19; Job 33:17). God speaks to a man at night to keep him from pride. If God spoke to some of us audibly, we’d form a new denomination!

In Psalms 73:1-6, pride results from prosperity, therefore much of the extreme prosperity preaching can not be of God. Pride comes from prosperity and from the lack of trouble (Psalms 73:1-6). Paul said he had to learn how to be abased then how to abound. It is much easier to learn how to be abased than how to abound. The downfall of many good preachers has been accomplished by prosperity and the lack of trouble. In deliverance at least, we will not lack for either.

Shame follows after pride (Proverbs 11:2); pride brings contention and breeds quarrels (Proverbs 13:10). If you’re a quarreler, contentious, always arguing with people, your problem is pride and leviathan. pride brings a man low (Proverbs 29:23); pride defiles a man (Mark 7:22). We need not worry about the fellow who becomes proud and arrogant, for God will take care of him.

Pride is our biggest area of blindness. It can be right before us and we will fail to see it or to call it pride. It is rooted in rejection and rebellion. We react to rejection with perfectionism and as we become “perfect,” we achieve the carnal goals of having things just as we want them. We begin to puff up with pride. “I want somebody to love me, so I’ll set myself a goal, achieve it and say, look at me; look what I’ve done.” We develop an exaggerated opinion of ourselves, vanity follows, with excessive pride.

Pride may even hide itself under a false humility. “I’m such a mess. Oh, I’m so thankful I got to come.” Ego also rises up when we become hyper-self conscious. Self awareness leads to intolerance of others because they are not as perfect as we are. In comes a critical spirit as satan works to load us with demons. We become frustrated and impatient because everyone is not as we want them to be. It is frustrating for we can not change them to suit ourselves.

Because a perfectionistic person is still aware of his own personal flaws and problems, he is miserable. He sees his problems and cannot solve them, therefore he begins to project them onto other people. He will talk about and accuse others (Proverbs 13:10).

Because other people are so messed up, this justifies his becoming disobedient and anti-submissive or rebellious. That husband just won’t straighten up so she must take over. He will not be the priest of the house or pray, therefore she must take charge because he is not perfected yet.

Create him in your own image instead of letting God create him in His image. Ladies, if you try this you are going to have a monster on your hands. It is better to leave him alone and let God create him in God’s image. Deep inside, the perfectionist believes that nobody can or should be trusted, not even God, because sometimes even he misses the mark.

When God does not seem to answer your prayers, you wonder why He messed up. After all, you had every right to have that prayer answered, the Word says so. “Why didn’t You answer my prayer God?” If you got in your prayer closet and became honest, that is what some of you would have to talk about. This stands between you and everything else and will keep you from getting deliverance. If you cannot even trust God, who can you trust?

“Me, I’m dependable,” and in comes self-will as you become your own source of authority. You will be selfish and stubborn, caught in a proud snare (Psalms 31:20). Self-deception deceives, defrauds and misleads a person about himself. Self-seduction means to tempt, decoy or mislead into something wrong or evil.

When we seduce ourselves, pride reinforces itself and it becomes a vicious circle. The afflicted one becomes unteachable, judgmental and usually seeks to control others with an attitude of possessiveness. It is a downward spiral for when you become unteachable, you have moved to the place where very little help is available.

There is little success with unteachable people. The critical time comes when one’s ultimate confidence in God as the object and source shifts to oneself as the object and source. God must be our source and the object of all we want. When such a shift takes place and I become the source, then I become legalistic: “If I don’t do this or that,” it’s not going to be right.

Pride makes professions such as: “It’s over; I can’t stand it nor I’m only human,” etc. Slogans we often pick up are loaded with pride as are some religious advertisements and ballyhoo such as: famous, renowned, apostolic, dynamic, powerful, international, stupendous, etc.

Some of our do nots and will nots: “I don’t do that and I don’t do this” can be pride. “Why, God?” Who are you to ask God why? “I want some private ministry. Can I talk to you alone?” There is pride cropping up again.

The good news is that Jesus is both the Answer and the Deliverer. We know there is no condemnation in Christ Jesus and we thank the Lord for the spirit of conviction. May we all work diligently to root out all pride for the destruction of leviathan in the name of Jesus.

Based on a sermon preached by Steve Bell

Corporate Etiquette – Do’s and Dont’s

It is essential for every individual to behave in a socially acceptable way.

Etiquette refers to good manners which help an individual leave his mark in the society.

An individual must know how to behave at the workplace. There is a huge difference between college and professional life. One needs to be disciplined at the workplace.

Office decorumGoogle Image

Corporate Etiquette refers to set of rules an individual must follow while he is at work. One must respect his organization and maintain the decorum of the place.

Corporate Etiquette refers to behaving sensibly and appropriately at the workplace to create an everlasting impression. No one would take you seriously if you do not behave well at the workplace. Remember we can’t behave the same way at work place as we behave at our homes. One needs to be professional and organized.

It is important to behave well at the workplace to earn respect and appreciation.

Let us go through some Do’s and Don’ts at workplace:

  • Never adopt a casual attitude at work. Your office pays you for your hard work and not for loitering around.
  • Don’t peep into other’s cubicles and workstations. Knock before entering anyone’s cabin. Respect each other’s privacy.
  • Put your hand phone in the silent or vibrating mode at the workplace. Loud ring tones are totally unprofessional and also disturb other people.
  • Don’t open anyone else’s notepads registers or files without his permission.
  • It is bad manners to sneeze or cough in public without covering your mouth. Use a handkerchief or tissue for the same.
  • Popping chewing gums in front of co workers is simply not expected out of a professional.
  • Stay away from nasty politics at the workplace. Avoid playing blame games.
  • Keep your workstation clean and tidy. Throw unwanted paper in dustbin and keep files in their respective drawers. Put a label on top of each file to avoid unnecessary searching.
  • Never criticize or make fun of any of your colleagues. Remember fighting leads to no solution. There are several other ways to express displeasure. Sit with your colleagues, discuss issues face to face and decide on something which is mutually acceptable.
  • Take care of your pitch and tone at the workplace. Never shout on anyone or use foul words. It is unprofessional to lash out at others under pressure. Stay calm and think rationally.
  • Never attend meetings or seminars without a notepad and pen. It is little tough to remember each and everything discussed in the meeting. Jot down the important points for future reference. Wait for your turn to speak.
  • Pass on information to all related recipients in the desired form. Communicate through written modes of communication preferably through emails. Keep your reporting boss in the loop. Make sure your email signatures are correct.
  • Reach office on time. One must adhere to the guidelines and policies of the organization. Discipline must be maintained at the workplace.
  • No organization likes to have a shabbily dressed employee. Shave daily and do not use strong perfumes.
  • Never wear revealing clothes to work. Body piercing and tattoo are a strict no no at the workplace. Females should avoid wearing heavy jewellery to work.
  • Don’t pass lewd comments to any of your fellow workers.
  • While having lunch together, do not start till the others have received their food. Make sure your spoon and fork do not make a clattering sound. Eat slowly to avoid burping in public.
  • Respect your fellow workers and help them whenever required.
  • It is unethical to share confidential data with external parties and any other individual who is not related to the organization. Data in any form must not be passed to anyone outside the organization.
  • Office Stationery is meant to be used only at work. Taking any office property back home is equivalent to stealing.
  • Make sure you turn off the monitor while you go out for lunch or tea breaks. Switch off the fans, lights, printer, fax machine, scanner before you leave for the day.
  • Don’t bring your personal work to office. Avoid taking kids to office unless and until there is an emergency.
  • Park you car at the space allocated to you. Don’t park your vehicle at the entrance as it might obstruct someone’s way.
  • Never ever drink while you are at work. Smoke only at the smoking zones.
  • Do not leave the restroom with taps on.
  • Female Employees should stick to minimal make up.

Related articles:

This article is found on

Adverse Effects of a Bad Attitude in the Workplace

Bad attitudes destroy morale.
Bad Attitudes



Bad attitudes in the workplace might include laziness, tardiness, rudeness, rumor mongering or any other attitude or activity that lowers overall morale. Negative attitudes could be due to personal problems. For example, an employee might be having trouble at home that influences her behavior at work. Bad attitudes also can result from workplace events, such as a firing, pay decreases or other small-business problems.


Decreased Performance

Negative Attitude

Google Image

Bad attitudes spread, which is why you must address the issue quickly. A single person’s bad attitude can have a huge effect on the operation of your business. For example, if one employee begins complaining, his discontent might spread to other workers. Bad attitudes also can trickle downward. A cranky manager can ruin the workplace atmosphere for everyone he supervises. Pervasively negative attitudes can have a detrimental effect on performance, causing employees to become apathetic and despondent. Mistakes might occur more often, and output will likely slow.

Unhappy Customers

If your customers encounter bad attitudes from your employees, they won’t come back. Customers don’t want to deal with snippy or rude representatives, and employee apathy leads to blown project deadlines and incomplete fulfillment of orders. Monitoring the performance of employees who deal directly with customers might head off some trouble, but a more effective approach is to deal with the underlying causes of the discontent to raise the morale of the entire workplace.


Sometimes, one person is the clear cause of an organization’s problem. Other times, you must identify underlying causes for general discontent. For example, if you enforce unreasonable deadlines for projects, meaning employees must work overtime to meet your expectations, you can expect resentment to build. Though you should expect the best from your employees, pushing them too hard will test their loyalty and might be bad for morale and employee retention. Other possible causes of bad attitudes include employee perceptions concerning the financial health of your business, insufficient support from management or a feeling that hard work goes unappreciated.


Ask for regular employee feedback so you can stay ahead of the curve. Act quickly and decisively to nip negative attitudes in the bud. For example, if an employee consistently voices unreasonable complaints, take that person aside for a private discussion. Try to come to an equitable resolution but warn the employee you won’t tolerate negative influences in your business. Dealing with systemic problems is more difficult but well worth it in the long run if it improves employee morale. High morale has been shown to lead to better performance and happier customers. For example, invite employee feedback concerning workloads when determining project deadlines.

This article is taken from and written by Stan Mack, Demand Media