Uncommon Blessing - Acting on divine instruction.
Obeying laws gives you the benefit of the law and the contrary to a curse and that is the consequence of violation
Giving is has laws attached to it...
Give, and it shall be given unto you; good measure, pressed down, and shaken together, and running over, shall men give into your bosom. For with the same measure that ye mete withal it shall be measured to you again. (Luke 6:38)
It is not what you do not have that makes you poor. It what you hold on to that makes you poor.
This does not only apply to physical things but mainly to mind set.
So he arose and went to Zarephath. And when he came to the gate of the city, behold, the widow woman was there gathering of sticks: and he called to her, and said, Fetch me, I pray thee, a little water in a vessel, that I may drink. (1 Kings 17:10). ....... ...
And she went and did according to the saying of Elijah: and she, and he, and her house, did eat many days. (1 Kings 17:15)
There is that scattereth, and yet increaseth; and there is that withholdeth more than is meet, but it tendeth to poverty. (Proverbs 11:24)
The liberal soul shall be made fat: and he that watereth shall be watered also himself. (Proverbs 11:25)
Note: the gift of a man makes room for him.
Note the lad that gave five loaves of bread and 2 fishes...
It is important to teach our children to give now.
Every time you identify a need in a ministry is an opportunity to sow and reap.
He created their need so that he can bless a man.
Recall the story of the woman that built a house and took care of Elisha? The woman eventually conceived and brought forth a child.
________________________________
CONFIDENTIALITY NOTICE
NOTICE: This message is intended for the use of the individual or entity to which it is addressed and may contain information that is confidential, privileged and exempt from disclosure under applicable law. If the reader of this message is not the intended recipient, you are hereby notified that any printing, copying, dissemination, distribution, disclosure or forwarding of this communication is strictly prohibited. If you have received this communication in error, please contact the sender immediately and delete it from your system. Thank You.
________________________________
About Me
Sunday, October 21, 2012
Tuesday, October 2, 2012
FW: <<KingdomTalk>> Ten Ways to Get People to Change
-----Original Message-----
From: KingdomTalk@yahoogroups.com [mailto:KingdomTalk@yahoogroups.com] On Behalf Of modele adeyanju
Sent: Tuesday, October 02, 2012 7:12 AM
To: KingdomTalk@yahoogroups.com
Subject: Re: <<KingdomTalk>> Ten Ways to Get People to Change
The subject of change is fast becoming a daily dose of meal from every angle and corner of human endeavor.
Viewing this subject from the perspective of someone desiring it, suffice it to say that we seldom prepare for it despite praying for it. I have noticed that the way God answers our prayer on this change thing is often unprepared for by us. While we expect some easy-peezy letter of promotion, platter of gold type of change, He allows more troubles and persecution to deal with and prune us, making us refined and meet for the Master's use. At such times, we say God has not answered our prayers and get discouraged. He works from the bigger picture perspective while we see it from our narrow view corner.
Thanks for sharing these texts.
On 9/28/12, Kola Fabiyi <fabiyi@gmail.com> wrote:
> Ten Ways to Get People to Change by Morten T. Hansen Harvard Business
> Review
>
> How do you get leaders, employees, customers - and even yourself - to
> change behaviors? Executives can change strategy, products and
> processes until they're blue in the face, but real change doesn't take
> hold until people actually change what they do.
>
> I spent the summer reviewing research on this topic. Here is my list
> of 10 approaches that seem to work.
>
> *1. Embrace the power of one.* One company I worked with posted 8
> values and 12 competencies they wanted employees to practice. The
> result: Nothing changed. When you have 20 priorities, you have none.
> Research on multi-tasking reveals that we're not good at it. Focus on
> one behavior to change at a time. Sequence the change of more than one behavior.
>
> *2. Make it sticky.* Goal theory has taught us that for goals to be
> effective, they need to be concrete and measurable. So with behaviors.
> "Listen actively" is vague and not measurable. "Paraphrase what others
> said and check for accuracy" is concrete and measurable.
> *3. Paint a vivid picture. * When celebrity chef Jamie Oliver wanted
> to change the eating habits of kids at a U.S. school, he got their
> attention with a single, disgusting image: A truckload of pure animal
> fat (see photo). When Oliver taught an obese kid to cook, he showed
> how cooking can be "cool" - walking with head up, shoulders back, and
> a swagger while preparing food. This gave the boy a positive image he
> could relate to. As Herminia Ibarra outlines in her book *Working
> Identity*, imagining new selves can be a powerful force for change.
> Use stories, metaphors, pictures, and physical objects to paint an ugly image of "where we are now"
> and a better vision of a glorious new state. This taps into people's
> emotions, a forceful lever for (or against) change.
>
> [image: http://blogs.hbr.org/cs/flatmm/fat.jpg]
>
> *4. Activate peer pressure.* As social comparison theory shows, we
> look to others in our immediate circle for guidance for what are
> acceptable behaviors. Peers can set expectations, shame us or provide role models.
> When a banker was told by his boss that he needed to show more "we"
> and less "me" behaviors, team members observed and called out
> missteps, such as inappropriate "I" statements. The peer pressure
> worked. This is also the case for online groups. Ask peers to set
> expectations and put pressure on one another. Sign up friends on
> facebook to check in on your behaviors (or use a company network tool).
>
> *5. Mobilize the crowd.* In this video, would you be the second, the
> middle or the last person to join the dance? Most people would join
> somewhere in the middle, at the tipping point. Embracing a new
> behavior typically follows a diffusion curve - early adopters, safe followers, late-comers.
> Diffusion theory holds, however, that this is not a random process:
> Key influencers make it tip. They are often not managers with senior
> titles but those with the most informal connections and those to whom
> others look for directions (see ch. 6 in my book *Collaboration* for
> these "bridges" in a company network). Get a few early adopters to
> adopt a behavior, then find and convince the influencers, and then sit
> back and watch as it goes viral (hopefully).
>
> *6. Tweak the situation.* How do you get employees to eat healthier
> food in the company cafeteria? You could educate them about healthy
> food. Or you could alter the physical flow. Google did just that.
> Using the cue that people tend to grab what they see first, they
> stationed the salad bar in front of the room. This and similar
> techniques are based on the red hot area of behavioral decision
> theory, which holds that behavioral change can come about by tweaking
> the situation around the person. You nudge people, not by telling them
> directly (eat salad!), but indirectly, by shaping their choices. Use
> different default settings, frame things as losses (not gains), commit in advance and so on.
>
> *7. Subtract, not just add.* In *The Power of Habits*, Charles Duhigg
> tells a great story about a U.S. Army Major stationed in a small town in Iraq.
> Every so often crowds would gather in the plaza and by the evening
> rioting would ensue. What to do? Add more troops when the crowd
> swells? No. Next time the Major had the food stalls removed. When the
> crowd grew hungry in the evening, there was nothing to eat and the
> crowd dispersed before a riot could take hold. Change behaviors by
> removing enablers, triggers and barriers. Managers are so obsessed
> with what new things to add that they forget the obvious: Subtracting.
>
> *8. Dare to link to carrots and sticks (and follow through). * This
> list would not be complete without the traditional HR lever,
> incentives, in the form of pay, bonus and promotion. In a famous HBS
> case, a banker at Morgan Stanley is up for promotion. His numbers are
> great, but he comes up short on the 360-degree review that assessed
> his behaviors. Tie incentives to both performance and desired
> behaviors. But, as Dan Pink highlights in * Drive*, such extrinsic
> rewards and punishments only work for non-creative behaviors and much less for, say, "innovate outside the box".
>
> *9. Teach and coach well. *Many behaviors have a skill dimension: I
> may not know how to prioritize work, even though I am motivated to do
> so. Be a good teacher or coach (or, be a good learner if you're trying
> to change your own behaviors). This involves practicing the behavior,
> like a muscle, which is difficult especially for behaviors with a high
> tacit component (e.g., how to listen well).
>
> *10. Hire and fire based on behaviors.* The list so far is about
> changing the person. But there is also selection: Change the
> composition of the team. Get people who embody the desired behaviors
> and get rid of those that clearly do not. This is based on theories of
> role fit: Match strengths (including your current behaviors) to what
> the job requires. This also goes for you: Fire yourself and find a better job if need be.
>
> These ten principles for changing behaviors are rooted in different
> theories that are rarely put together: Sharpen the destination (1-3),
> activate social processes (4 and 5), tweak the situation (6 and 7),
> and revamp traditional HR levers (8-10).
>
> Why don't we see more successful change in organizations? Because
> managers use only a few of these levers. Use them all.
>
>
> [Non-text portions of this message have been removed]
>
>
>
> ------------------------------------
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> Blessed is the man that walketh not in the counsel of the ungodly, nor
> stand in the way of sinners, nor sit in the seat of the scornful.
> (Psalm 1:1)
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> FREE DOWNLOAD OF INSPIRING & CONTROVERSIAL ARTICLES:
>
> Can a christian be cursed?
> http://groups.yahoo.com/group/KingdomTalk/message/1374
>
> "Dad I'm Pregnant"
> http://groups.yahoo.com/group/KingdomTalk/message/1289
>
> Sx, Men & God: Part 1-3
> http://groups.yahoo.com/group/KingdomTalk/message/1210
> http://groups.yahoo.com/group/KingdomTalk/message/1226
> http://groups.yahoo.com/group/KingdomTalk/message/1237
>
> Breaking Financial Hardship
> http://groups.yahoo.com/group/KingdomTalk/message/6159
>
> Are Men Intimidated by Successful Women?
> http://groups.yahoo.com/group/KingdomTalk/message/1249
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> Access past, life-enriching articles of KingdomTalk at:
> http://groups.yahoo.com/group/KingdomTalk/messages/
>
> Access your favorite Ministries, Pastors, and Churches at:
> http://groups.yahoo.com/group/KingdomTalk/links/
>
> ***************************************************
> To join: KingdomTalk-subscribe@yahoogroups.com
> To suspend: KingdomTalk-nomail@yahoogroups.com
> To resume: KingdomTalk-normal@yahoogroups.com
> To quit: KingdomTalk-unsubscribe@yahoogroups.com
> ***************************************************Yahoo! Groups Links
>
>
>
>
------------------------------------
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
Blessed is the man that walketh not in the counsel of the ungodly, nor stand in the way of sinners, nor sit in the seat of the scornful.
(Psalm 1:1)
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
FREE DOWNLOAD OF INSPIRING & CONTROVERSIAL ARTICLES:
Can a christian be cursed?
http://groups.yahoo.com/group/KingdomTalk/message/1374
"Dad I'm Pregnant"
http://groups.yahoo.com/group/KingdomTalk/message/1289
Sx, Men & God: Part 1-3
http://groups.yahoo.com/group/KingdomTalk/message/1210
http://groups.yahoo.com/group/KingdomTalk/message/1226
http://groups.yahoo.com/group/KingdomTalk/message/1237
Breaking Financial Hardship
http://groups.yahoo.com/group/KingdomTalk/message/6159
Are Men Intimidated by Successful Women?
http://groups.yahoo.com/group/KingdomTalk/message/1249
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
Access past, life-enriching articles of KingdomTalk at:
http://groups.yahoo.com/group/KingdomTalk/messages/
Access your favorite Ministries, Pastors, and Churches at:
http://groups.yahoo.com/group/KingdomTalk/links/
***************************************************
To join: KingdomTalk-subscribe@yahoogroups.com
To suspend: KingdomTalk-nomail@yahoogroups.com
To resume: KingdomTalk-normal@yahoogroups.com
To quit: KingdomTalk-unsubscribe@yahoogroups.com
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<*> Your email settings:
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<*> To change settings online go to:
http://groups.yahoo.com/group/KingdomTalk/join
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________________________________
CONFIDENTIALITY NOTICE
NOTICE: This message is intended for the use of the individual or entity to which it is addressed and may contain information that is confidential, privileged and exempt from disclosure under applicable law. If the reader of this message is not the intended recipient, you are hereby notified that any printing, copying, dissemination, distribution, disclosure or forwarding of this communication is strictly prohibited. If you have received this communication in error, please contact the sender immediately and delete it from your system. Thank You.
________________________________
From: KingdomTalk@yahoogroups.com [mailto:KingdomTalk@yahoogroups.com] On Behalf Of modele adeyanju
Sent: Tuesday, October 02, 2012 7:12 AM
To: KingdomTalk@yahoogroups.com
Subject: Re: <<KingdomTalk>> Ten Ways to Get People to Change
The subject of change is fast becoming a daily dose of meal from every angle and corner of human endeavor.
Viewing this subject from the perspective of someone desiring it, suffice it to say that we seldom prepare for it despite praying for it. I have noticed that the way God answers our prayer on this change thing is often unprepared for by us. While we expect some easy-peezy letter of promotion, platter of gold type of change, He allows more troubles and persecution to deal with and prune us, making us refined and meet for the Master's use. At such times, we say God has not answered our prayers and get discouraged. He works from the bigger picture perspective while we see it from our narrow view corner.
Thanks for sharing these texts.
On 9/28/12, Kola Fabiyi <fabiyi@gmail.com> wrote:
> Ten Ways to Get People to Change by Morten T. Hansen Harvard Business
> Review
>
> How do you get leaders, employees, customers - and even yourself - to
> change behaviors? Executives can change strategy, products and
> processes until they're blue in the face, but real change doesn't take
> hold until people actually change what they do.
>
> I spent the summer reviewing research on this topic. Here is my list
> of 10 approaches that seem to work.
>
> *1. Embrace the power of one.* One company I worked with posted 8
> values and 12 competencies they wanted employees to practice. The
> result: Nothing changed. When you have 20 priorities, you have none.
> Research on multi-tasking reveals that we're not good at it. Focus on
> one behavior to change at a time. Sequence the change of more than one behavior.
>
> *2. Make it sticky.* Goal theory has taught us that for goals to be
> effective, they need to be concrete and measurable. So with behaviors.
> "Listen actively" is vague and not measurable. "Paraphrase what others
> said and check for accuracy" is concrete and measurable.
> *3. Paint a vivid picture. * When celebrity chef Jamie Oliver wanted
> to change the eating habits of kids at a U.S. school, he got their
> attention with a single, disgusting image: A truckload of pure animal
> fat (see photo). When Oliver taught an obese kid to cook, he showed
> how cooking can be "cool" - walking with head up, shoulders back, and
> a swagger while preparing food. This gave the boy a positive image he
> could relate to. As Herminia Ibarra outlines in her book *Working
> Identity*, imagining new selves can be a powerful force for change.
> Use stories, metaphors, pictures, and physical objects to paint an ugly image of "where we are now"
> and a better vision of a glorious new state. This taps into people's
> emotions, a forceful lever for (or against) change.
>
> [image: http://blogs.hbr.org/cs/flatmm/fat.jpg]
>
> *4. Activate peer pressure.* As social comparison theory shows, we
> look to others in our immediate circle for guidance for what are
> acceptable behaviors. Peers can set expectations, shame us or provide role models.
> When a banker was told by his boss that he needed to show more "we"
> and less "me" behaviors, team members observed and called out
> missteps, such as inappropriate "I" statements. The peer pressure
> worked. This is also the case for online groups. Ask peers to set
> expectations and put pressure on one another. Sign up friends on
> facebook to check in on your behaviors (or use a company network tool).
>
> *5. Mobilize the crowd.* In this video, would you be the second, the
> middle or the last person to join the dance? Most people would join
> somewhere in the middle, at the tipping point. Embracing a new
> behavior typically follows a diffusion curve - early adopters, safe followers, late-comers.
> Diffusion theory holds, however, that this is not a random process:
> Key influencers make it tip. They are often not managers with senior
> titles but those with the most informal connections and those to whom
> others look for directions (see ch. 6 in my book *Collaboration* for
> these "bridges" in a company network). Get a few early adopters to
> adopt a behavior, then find and convince the influencers, and then sit
> back and watch as it goes viral (hopefully).
>
> *6. Tweak the situation.* How do you get employees to eat healthier
> food in the company cafeteria? You could educate them about healthy
> food. Or you could alter the physical flow. Google did just that.
> Using the cue that people tend to grab what they see first, they
> stationed the salad bar in front of the room. This and similar
> techniques are based on the red hot area of behavioral decision
> theory, which holds that behavioral change can come about by tweaking
> the situation around the person. You nudge people, not by telling them
> directly (eat salad!), but indirectly, by shaping their choices. Use
> different default settings, frame things as losses (not gains), commit in advance and so on.
>
> *7. Subtract, not just add.* In *The Power of Habits*, Charles Duhigg
> tells a great story about a U.S. Army Major stationed in a small town in Iraq.
> Every so often crowds would gather in the plaza and by the evening
> rioting would ensue. What to do? Add more troops when the crowd
> swells? No. Next time the Major had the food stalls removed. When the
> crowd grew hungry in the evening, there was nothing to eat and the
> crowd dispersed before a riot could take hold. Change behaviors by
> removing enablers, triggers and barriers. Managers are so obsessed
> with what new things to add that they forget the obvious: Subtracting.
>
> *8. Dare to link to carrots and sticks (and follow through). * This
> list would not be complete without the traditional HR lever,
> incentives, in the form of pay, bonus and promotion. In a famous HBS
> case, a banker at Morgan Stanley is up for promotion. His numbers are
> great, but he comes up short on the 360-degree review that assessed
> his behaviors. Tie incentives to both performance and desired
> behaviors. But, as Dan Pink highlights in * Drive*, such extrinsic
> rewards and punishments only work for non-creative behaviors and much less for, say, "innovate outside the box".
>
> *9. Teach and coach well. *Many behaviors have a skill dimension: I
> may not know how to prioritize work, even though I am motivated to do
> so. Be a good teacher or coach (or, be a good learner if you're trying
> to change your own behaviors). This involves practicing the behavior,
> like a muscle, which is difficult especially for behaviors with a high
> tacit component (e.g., how to listen well).
>
> *10. Hire and fire based on behaviors.* The list so far is about
> changing the person. But there is also selection: Change the
> composition of the team. Get people who embody the desired behaviors
> and get rid of those that clearly do not. This is based on theories of
> role fit: Match strengths (including your current behaviors) to what
> the job requires. This also goes for you: Fire yourself and find a better job if need be.
>
> These ten principles for changing behaviors are rooted in different
> theories that are rarely put together: Sharpen the destination (1-3),
> activate social processes (4 and 5), tweak the situation (6 and 7),
> and revamp traditional HR levers (8-10).
>
> Why don't we see more successful change in organizations? Because
> managers use only a few of these levers. Use them all.
>
>
> [Non-text portions of this message have been removed]
>
>
>
> ------------------------------------
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> Blessed is the man that walketh not in the counsel of the ungodly, nor
> stand in the way of sinners, nor sit in the seat of the scornful.
> (Psalm 1:1)
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> FREE DOWNLOAD OF INSPIRING & CONTROVERSIAL ARTICLES:
>
> Can a christian be cursed?
> http://groups.yahoo.com/group/KingdomTalk/message/1374
>
> "Dad I'm Pregnant"
> http://groups.yahoo.com/group/KingdomTalk/message/1289
>
> Sx, Men & God: Part 1-3
> http://groups.yahoo.com/group/KingdomTalk/message/1210
> http://groups.yahoo.com/group/KingdomTalk/message/1226
> http://groups.yahoo.com/group/KingdomTalk/message/1237
>
> Breaking Financial Hardship
> http://groups.yahoo.com/group/KingdomTalk/message/6159
>
> Are Men Intimidated by Successful Women?
> http://groups.yahoo.com/group/KingdomTalk/message/1249
>
> *:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
>
> Access past, life-enriching articles of KingdomTalk at:
> http://groups.yahoo.com/group/KingdomTalk/messages/
>
> Access your favorite Ministries, Pastors, and Churches at:
> http://groups.yahoo.com/group/KingdomTalk/links/
>
> ***************************************************
> To join: KingdomTalk-subscribe@yahoogroups.com
> To suspend: KingdomTalk-nomail@yahoogroups.com
> To resume: KingdomTalk-normal@yahoogroups.com
> To quit: KingdomTalk-unsubscribe@yahoogroups.com
> ***************************************************Yahoo! Groups Links
>
>
>
>
------------------------------------
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
Blessed is the man that walketh not in the counsel of the ungodly, nor stand in the way of sinners, nor sit in the seat of the scornful.
(Psalm 1:1)
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
FREE DOWNLOAD OF INSPIRING & CONTROVERSIAL ARTICLES:
Can a christian be cursed?
http://groups.yahoo.com/group/KingdomTalk/message/1374
"Dad I'm Pregnant"
http://groups.yahoo.com/group/KingdomTalk/message/1289
Sx, Men & God: Part 1-3
http://groups.yahoo.com/group/KingdomTalk/message/1210
http://groups.yahoo.com/group/KingdomTalk/message/1226
http://groups.yahoo.com/group/KingdomTalk/message/1237
Breaking Financial Hardship
http://groups.yahoo.com/group/KingdomTalk/message/6159
Are Men Intimidated by Successful Women?
http://groups.yahoo.com/group/KingdomTalk/message/1249
*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_,.-:*'``'*:-.,_:-.,_,.-:**:-.,
Access past, life-enriching articles of KingdomTalk at:
http://groups.yahoo.com/group/KingdomTalk/messages/
Access your favorite Ministries, Pastors, and Churches at:
http://groups.yahoo.com/group/KingdomTalk/links/
***************************************************
To join: KingdomTalk-subscribe@yahoogroups.com
To suspend: KingdomTalk-nomail@yahoogroups.com
To resume: KingdomTalk-normal@yahoogroups.com
To quit: KingdomTalk-unsubscribe@yahoogroups.com
***************************************************Yahoo! Groups Links
<*> To visit your group on the web, go to:
http://groups.yahoo.com/group/KingdomTalk/
<*> Your email settings:
Individual Email | Traditional
<*> To change settings online go to:
http://groups.yahoo.com/group/KingdomTalk/join
(Yahoo! ID required)
<*> To change settings via email:
KingdomTalk-digest@yahoogroups.com
KingdomTalk-fullfeatured@yahoogroups.com
<*> To unsubscribe from this group, send an email to:
KingdomTalk-unsubscribe@yahoogroups.com
<*> Your use of Yahoo! Groups is subject to:
http://docs.yahoo.com/info/terms/
________________________________
CONFIDENTIALITY NOTICE
NOTICE: This message is intended for the use of the individual or entity to which it is addressed and may contain information that is confidential, privileged and exempt from disclosure under applicable law. If the reader of this message is not the intended recipient, you are hereby notified that any printing, copying, dissemination, distribution, disclosure or forwarding of this communication is strictly prohibited. If you have received this communication in error, please contact the sender immediately and delete it from your system. Thank You.
________________________________
Fw: Message 30th Sept 2012 - Renewing you marriage
----- Original Message -----
From: Femi Kupoluyi
Sent: Sunday, September 30, 2012 03:16 PM
To: Femi Kupoluyi
Subject: Message 30th Sept 2012 - Renewing you marriage
Ephsian 5:22 -
Husbands, love your wives, even as Christ also loved the church, and gave himself for it; (Ephesians 5:25)
Two words that define love are sacrifice and commitment.
The love explained in Ephisian is Agape love...
Note Agape love is really not Natural...
You have to create it and force feed it..
You have to make it happen..
It is sacrifice and commitment.
Agape Love is unconditional love...
You must work at it..
If you see a green turf... Note that is being watered by someone, it is hard work to keep it green.
Hope
H - Holding
O - On
P - Praying
E - Expectantly
We need grace to have agape love... Unconditional love..
TLLC - The Light and Love Christ
________________________________
CONFIDENTIALITY NOTICE
NOTICE: This message is intended for the use of the individual or entity to which it is addressed and may contain information that is confidential, privileged and exempt from disclosure under applicable law. If the reader of this message is not the intended recipient, you are hereby notified that any printing, copying, dissemination, distribution, disclosure or forwarding of this communication is strictly prohibited. If you have received this communication in error, please contact the sender immediately and delete it from your system. Thank You.
________________________________
From: Femi Kupoluyi
Sent: Sunday, September 30, 2012 03:16 PM
To: Femi Kupoluyi
Subject: Message 30th Sept 2012 - Renewing you marriage
Ephsian 5:22 -
Husbands, love your wives, even as Christ also loved the church, and gave himself for it; (Ephesians 5:25)
Two words that define love are sacrifice and commitment.
The love explained in Ephisian is Agape love...
Note Agape love is really not Natural...
You have to create it and force feed it..
You have to make it happen..
It is sacrifice and commitment.
Agape Love is unconditional love...
You must work at it..
If you see a green turf... Note that is being watered by someone, it is hard work to keep it green.
Hope
H - Holding
O - On
P - Praying
E - Expectantly
We need grace to have agape love... Unconditional love..
TLLC - The Light and Love Christ
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