Business
Pennon Partners Claims Its Debt Consolidation Program Will Get You Out of Debt

Best 2019 Reviews provides expert reviews for consumers looking to consolidate their credit card debts. A particular website, Pennon Partners, is of interest to best2019reviews.com. After a Pennon Partners review, it was determined that the same organization was also known as Jayhawk Advisors, Clay Advisors, Pine Advisors, Colony Associates, Alamo Associates, and White Mountain Partners. Pennon Partners and pennon partners com are part of the new type of Debt Consolidation Loan companies that are marketing to American consumers. Generally, they engage consumers through direct mail offers, cold calling and internet advertisements.
Debt Consolidation is the costliest in terms of borrowing money. Check the Debt Consolidation Loan reviews. They make it simple and easy to borrow money due to the highly liquid nature of the money. Younger people who are susceptible to impulse purchases are likely to become addicted to the ease of spending money they don’t currently own.
When it comes to credit cards, the smartest course of action is to have no credit cards at all. You can have one credit card if you want to account for emergency payments, but it should be used for emergencies only.
Your financial life and your personal loan offer will becomes much more manageable when you have one less thing to worry about. Credit cards, for all the flexibility they purportedly bring, make it too easy to fall in debt. It becomes a concern when you depend on them to pay for just about everything, from grocery bills to gas and utility bills, entertainment, and shopping clothing.
Most households wouldn’t find themselves in a financial stumbling block if they use their credit cards with discipline. The idea is to spend reasonably and pay off the debt before the end of every month. If nothing else, at least pay more than the minimum payment and don’t accrue more unneeded debt.
How to Determine if You Have too Much Debt
The most efficient way to calculate if you have too much debt is to use a formula known as the debt-to-income ratio or DTI.
This is the formula: recurring monthly debt / monthly income = DTI ratio.
The debt ratio can be determined in two ways, one includes mortgage, the other excludes it. The one including mortgage is often used by creditors to approve or reject a loan.
So for instance, let’s assume your debt payments every month are equal to $4000 and your monthly income is $8,000. The math for that is 4000/8000 = .50 or 50%. This is extremely high. You have way too much debt that you can handle.
Lenders prefer to work with individuals who have less than 35% or less after including mortgage or rent payment.
The other method to determine your debt to income ratio is to exclude mortgage payment. The resulting number should be less than 10% and not more. Anything larger should be a serious cause for concern.
How to Fix a Bad DTI Ratio
The best way to fix things is to lower your expenses and try increasing your income. Unfortunately, old habits die hard. Even though you may end up increasing your income, some people respond by increasing their expenses. This makes it harder to play catch up with debt and they find themselves caught in a vicious cycle.
How to Seek Help
If you feel you are too overwhelmed with your debt, the last thing you should do is to seek out quick fixes.
Things such as loans that promise no credit check must be avoided at all costs. It is important to realize they will make your situation worse, and not better. The best thing you can do is contact a nonprofit credit counseling agency that will try to seek lower interest rates on your credit card. This is known as debt management, and should usually take 3 to 5 years, leaving you debt-free at the end.
Business
The Ultimate Guide to the Essential Social Skills in Business

Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).
Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.
In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.
According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.
There are several key components of EQ that are particularly important for success in the workplace. These include:
Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.
Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.
Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.
Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.
Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.
A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.
Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.
And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.
In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.
References:
Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.
Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.
Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.
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