검색어: ask for help and learn from other (영어 - 타갈로그어)

ask for help and learn from other
masanay sa paggamit ng mga kagamitan

ask for help
hihingi nang tulong

can i ask for help
jedmark kailangan ko kadi tulong mo okay lang ba?

can you ask for help?
pwede po ba ako makahingi ng konting tulong

embarrassing to ask for help
wala natira para sakin

ask for help in english?
huwag humingi ng tulong sa taong mahilig manumbat

why you don't ask for help
dbrbrhr d r r rr r r r r r rr r r g d dr g a g g d g t d sif

i would like to ask for help
gusto ko sana humingi ng tulong sayo

then, who are you to ask for help?
humingi ng tulong

i can't say no when someone ask for help
you can't say no to mom

ask for help and reach out for help, but say no to being taken care of, even hurting others
meminta pertolongan dan menghulur pertolongan tapi kata kata tidak di jaga, malah menyakitkan hati orang lain

even if i am ashamed, i have a crush on my face to ask for help again.
nahihiya man ako, kakapalan ko na mukha ko na humingi ulit ng tulong, sana wag mo masamahin at hindi ka mag sasawa na tulongan ako.

identify where you can refer this person to or who you can approach in order to ask for help regarding the needs of this person
tukuyin kung saan ka maaaring mag-refer sa taong ito o kung sino ang maaari kang lumapit upang humingi ng tulong tungkol sa mga pangangailangan ng taong ito

i know i hurt you, and i feel terrible about it. please forgive me. i promise to do better and learn from this mistake. you mean everything to me
patawarin mo ako sa lahat ng mali na nagawa ko

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