Hai cercato la traduzione di you have reasons but you're not d... da Inglese a Tagalog

you're not doing well
hindi maganda ang pamamalakad

you're not doing anything
anong oras trabaho mo?

when you're not doing my mom
my ginagawa si mama

you're not doing anything wrong
wala ka namang ginagawang mali

do you have a child but you're not married yet?
naa nakay anak? so daghan pakag kaunon na rice

you know me by name, but you're not my type.
kilala mo lang ako sa pangalan

i miss u but you're not mine
i miss you but you 're not mine.

but, you're not here to see him.
pero hindi siya ang pakay mo.

but you're not destined for each other
hindi tayo para sa isa't isa

i'm happy but you're not the reason
akala ko siya na translate to english

i'm one of your bestprend but you're not one of mine
i 'm one of your bestprend but you' re not one of mine.

i'm one of your best friends but you're not one of mine
i 'm one of your best friends but you' re not one of mine.

when you know you have to let him go coz you're not the girl he's willing to change you
when you know you have to let him go coz you're not the girl he's willing to change you

you're not my first, but you're probably the best that i have.
you're not my first, but you're probably the best that i have.

here's to the ones that we got cheers to the wish you were here, but you're not 'cause the drinks bring back all the memories of everything we've been through toast to the ones here today toast to the ones that we lost on the way 'cause the drinks bring back all the memories and the memories bring back, memories bring back you there's a time that i remember, when i did not know no pain when i believed in forever, and everything would stay the same now my heart feel like december when somebody sa
narito ang mga nakuha namin cheers sa nais na narito ka, ngunit hindi ka 'sanhi ang mga inumin ay ibabalik ang lahat ng mga alaala sa lahat ng pinagdaanan namin ng toast sa mga narito ngayon toast sa mga nawala tayo sa ang paraan 'pagdudulot ng mga inumin ibabalik ang lahat ng mga alaala at ang mga alaala ay ibabalik, mga alaala ay ibabalik sa iyo may oras na naalala ko, kapag hindi ko alam walang sakit kapag naniniwala ako magpakailanman, at ang lahat ay mananatiling pareho ng aking puso parang december kapag may tao sa

forming in this stage, most team members are positive and polite. some are anxious, as they haven't fully understood what work the team will do. others are simply excited about the task ahead. as leader, you play a dominant role at this stage, because team members' roles and responsibilities aren't clear. this stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues. storming next, the team moves into the storming phase, where people start to push against the boundaries established in the forming stage. this is the stage where many teams fail. storming often starts where there is a conflict between team members' natural working styles. people may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated. storming can also happen in other situations. for example, team members may challenge your authority, or jockey for position as their roles are clarified. or, if you haven't defined clearly how the team will work, people may feel overwhelmed by their workload, or they could be uncomfortable with the approach you're using. some may question the worth of the team's goal, and they may resist taking on tasks. team members who stick with the task at hand may experience stress, particularly as they don't have the support of established processes or strong relationships with their colleagues. norming gradually, the team moves into the norming stage. this is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader. now that your team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. people develop a stronger commitment to the team goal, and you start to see good progress towards it. there is often a prolonged overlap between storming and norming, because, as new tasks come up, the team may lapse back into behavior from the storming stage. performing the team reaches the performing stage, when hard work leads, without friction, to the achievement of the team's goal. the structures and processes that you have set up support this well. as leader, you can delegate much of your work, and you can concentrate on developing team members. it feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.
karaniwang pag-unlad