European Gaming and Betting Association (EGBA)

As part of an initiative to contribute to safe online entertainment, EGBA has recently promoted safe and sustainable online gambling and actively contribute to European society, such as social contribution activities and sports, and its member companies. We have announced the 2nd Annual Sustainability Report that summarizes joint efforts and progress. This time, the EGBA member CEO has expressed his determination to promote sustainable online gambling by focusing on safer gambling.

This report includes highlights of major sustained sustainability in the past year, the use of more secure gambling tools, promotion of safer gambling, social contribution, and support for European sports. Includes data points and more social responsibility initiative sections.

During the Safe Internet Day period, EGBA shares the report on the report on the social media channel.

What we are doing to create a better internet…

EGBA and their members are investing a lot in more secure online gambling culture. In the past year, one of the important goals for EGBA was to deepen understanding of online gambling issues. A survey required by EGBA in 2022 revealed that the knowledge and approaches to understand the gambling in Europe were still very fragmentary, and the common understanding and framework were valuable.

In early 2023, EGBA's proposal was approved by the European Standardization Committee (CEN) to enable all stakeholders to gather and develop European standards for online gambling harm markers. EGBA members take the industry's responsibilities seriously and have already applied sel f-regulation measures for the CEN workshop agreement on responsible remote gambling measures. This workshop agreement includes many measures to protect minors, such as checking age and all websites.

In addition, EGBA members have applied the code of conduct for responsible advertising and have begun their monitoring last year. In the first independent agencies of this Pan European Code of Conduct, the comprehensive and detailed content provides a solid foundation for responsible advertisements, and EGBA members have already met most of them. It turned out to be applied. The rules include online advertising, social media advertising, and the protection of minors.

EGBA, which leads the cooperation of the industry more secure gambling and aims to increase the awareness of safer online gambling in Europe, including the annual European Safer Gambling Week, the industry's joint behavior. We are combining 23 domestic groups in Europe.

Last year's European Safer Gambling Week was held from October 17 to 23, and during that period, a number of open, frank and constructive conversations were exchanged for a safer online gambling. It was the second year of this initiative, and we are happy that this initiative is already progressing. Last year, more stakeholders participated, and more events were held, activating the social media campaigns to convey safer gambling messages to social media viewers in Europe. Instagram, Facebook, Twitter, and Link t-in had 1. 5 million impressions of content, increasing 400 % from the first in 2021.

EGBA aims to promote meaningful cultural changes in the online gambling category through these safer gambling efforts. Our members play a role in promoting the powerful and sustainable gambling strong culture and working to fulfill the transparency and accountability of their efforts. This cooperation has come to the issue of EGBA's 2nd Annual Survival Possibility Report. The report outlines the shared efforts and progress of EGBA member companies to promote more secure online gambling, protect players, and actively contribute to European society.

Finally, EGBA members use a variety of digital tools, such as electronic ID cards, age confirmation, and information exchange mechanisms, to prevent minors from accessing online gambling. Minors' gambling is prohibited by all member countries, and preventing gambling through strict ID confirmation measures is the foremost line of member countries that promote safer Internet. 。 The regulations on ID authentication vary from country to country. As a result, the laws of each country have a significant effect on the types of technical solutions that members can apply. If the database of the government or regulatory authorities cannot be used to confirm the identity of the customer (such as age), our members will cooperate with a private database provider (check for thir d-party confirmation). All employees involved in the operator's age confirmation process provide explicit training.

About us

The European Gaming and Betting Association (EGBA) is a Brussels-based industry association representing the major online gaming and betting operators established, licensed and regulated within the EU, including bet365, Betsson Group, Entain, Flutter Entertainment, Kindred Group and William Hill.

EGBA works with national and EU regulators and other stakeholders to achieve a well-regulated and well-governed online gambling market that offers a high degree of consumer protection and takes into account the realities of the internet and the demands of online consumers.

EGBA member companies meet the highest regulatory standards and in 2021 hold 225 online gambling licenses, serving 29. 8 million customers in 21 European countries. EGBA members currently represent 33% of Europe's online gambling gross gaming revenue (GGR).

Additional links/resources

• EGBA Sustainability Report 2021/22
• European Gambling Safety Week 2022
• CEN Approves EGBA Proposal to Develop European Standards for Markers of Online Gambling Harm
• Monitoring and Reporting Problem Gambling in Europe
• Consumer Protection in EU Online Gambling Regulation (2nd Edition)
• Co-CEO Letter Advancing Sustainability with a Focus on Safer Gambling
• CEN Workshop Agreement on Responsible Remote Gambling Measures
• EGBA Responsible Advertising Code of Conduct

Why Accountability Needs an Upgrade

In this excerpt from their new book, Conscious Accountability, Yale SOM's David Tate and co-authors Marianne Pantalone and Darin David argue for moving beyond blame and punishment to embrace accountability based on clear communication and mutual trust. Chris Bradley/Axiom via Alamy

Associate Research Fellow at the Yale Child Study Center; Associate Director for Leadership Development, Office of Academic and Professional Development, Office of Diversity, Equity, and Inclusion, Yale School of Medicine

Founder and Chief Strategy Officer, Conscious Growth Partners

Lecturer in Management; Clinical Assistant Professor of Psychiatry, Yale School of Medicine March 20, 2023 In every relationship, whether with individuals, groups, or organizations, there is an equation of accountability. We need and expect something from others, and others need and expect something from us. Whether we acknowledge it or not, relationships are human nature, and therefore accountability is always present and inevitable.

In the traditional sense, we think of accountability as having to answer to someone or having to justify our actions or behavior. But this is a serious flaw in how we think about interacting with people, both on a personal and professional level. It is transactional in nature, focused on blame, and pushes our camaraderie and commitment to relationships to the back burner in an effort to get the job done, perhaps without even consciously thinking about it.

Conscious accountability is the practice of working together in a way that fosters interpersonal connection and produces great work outcomes. The power of conscious accountability lies in its potential to transform leaders and teams from "good" - getting things done and delivering so-so results - to "fantastic" - excelling at things, getting them done more consistently, and doing them in a way that fosters learning and connection. This brings greater joy, passion, and satisfaction to the work itself. Imagine waking up every day feeling this way and working with people who feel the same way. By bringing conscious awareness and accountability together, we can take accountability to a whole new level.

We define conscious accountability as expanding your awareness to generate deliberate intention, take informed action, and take responsibility for your impact. Let me explain a bit more. Consciousness means awareness of yourself, awareness of others, and awareness of the interdependence of self and others. Deliberate intention is having preconceived ideas about what you want to do and how you want to impact others. Informed action is action based on your awareness and in line with your intention. Finally, taking responsibility for your impact is acknowledging that your actions (and inactions) impact others and being willing to own the consequences that flow from your choices.

How Is Conscious Accountability Different?

We see conscious accountability as a state that emerges as a result of engaging in a number of practices. There are seven in our book:

Clarify

• Open Engage
• Practice
• Notice
• Exchange Feedback
• Assert
• Try Again
• One of the key ways conscious accountability differs from traditional notions of accountability is in its focus on two outcomes: relationships and results. Let me explain this difference a bit more.

Joe was a financial charge, and was highly evaluated by rebuilding emerging companies, which had worsened and had fallen into financial difficulties. He entered the organization, quickly identified the changing opportunities, and promoted the change to achieve remarkable financial improvement within six months. One of his successes was that he was able to take responsibility for the employed employees.

One Outcome Versus Two

However, Joe had a bad deal with colleagues, and they focused on the burden on his reforms to people. The relationships with these leaders are often jumbled, so he usually did not stay in the organization after the change was realized. Joe thought that it was either a happy and good relationship, or a good result, and that he could not get both. His perspective is the question, "Can you get everything?"

Our answer to that question is "Yes, You Can!"

Professor Amy Edmondson of Harvard Business School emphasized the importance of psychological safety and accountability to enter the most optimal teamwork and learning "learning zone". Inspired by her lubricks, we have developed a similar matrix to understand how conscious accountability can be born from hig h-quality human relationships and task performance.

Looking for further insights? If you register, we will send you the top story by email.

Thank you for your registration.

In order to become a person who acts with conscious accountability, they need to hold these two things at the same time, and take action in consideration of these two dimensions. Look at what happens if you give priority to either performance or relationships, or if you do not give priority to either.

Harmona is the person who emphasizes the quality of human relationships and does not emphasize the results of work. It feels best for everyone to work in a good group. I am not good at conflicts and prefer everyone who is convinced. I think it failed if the team succeeded in tasks. Give priority to human relationships over business performance and profits. In this situation, the productivity of the team may be reduced, and dissatisfaction may occur due to lack of challenges and collective poor performance. < SPAN> Joe was a financial charge, and was highly evaluated by rebuilding emerging companies, which had worsened business performance and had fallen into financial difficulties. He entered the organization, quickly identified the changing opportunities, and promoted the change to achieve remarkable financial improvement within six months. One of his successes was that he was able to take responsibility for the employed employees.

Harmonizers

However, Joe had a bad deal with colleagues, and they focused on the burden on his reforms to people. The relationships with these leaders are often jumbled, so he usually did not stay in the organization after the change was realized. Joe thought that it was either a happy and good relationship, or a good result, and that he could not get both. His perspective is the question, "Can you get everything?"

Hard Drivers

Our answer to that question is "Yes, You Can!"

Neutralizers

Professor Amy Edmondson of Harvard Business School emphasized the importance of psychological safety and accountability to enter the most optimal teamwork and learning "learning zone". Inspired by her lubricks, we have developed a similar matrix to understand how conscious accountability can be born from hig h-quality human relationships and task performance.

Looking for further insights? If you register, we will send you the top story by email.

Conscious Performers

Thank you for your registration.

Learn more about the book:

• In order to become a person who acts with conscious accountability, they need to hold these two things at the same time, and take action in consideration of these two dimensions. Look at what happens if you give priority to either performance or relationships, or if you do not give priority to either.

Harmona is the person who emphasizes the quality of human relationships and does not emphasize the results of work. It feels best for everyone to work in a good group. I am not good at conflicts and prefer everyone who is convinced. I think it failed if the team succeeded in tasks. Give priority to human relationships over business performance and profits. In this situation, the productivity of the team may be reduced, and dissatisfaction may occur due to lack of challenges and collective poor performance. Joe was a financial charge, and was highly evaluated by rebuilding emerging companies, which had worsened and had fallen into financial difficulties. He entered the organization, quickly identified the changing opportunities, and promoted the change to achieve remarkable financial improvement within six months. One of his successes was that he was able to take responsibility for the employed employees.

Embrace the Journey

However, Joe had a bad deal with colleagues, and they focused on the burden on his reforms to people. The relationships with these leaders are often jumbled, so he usually did not stay in the organization after the change was realized. Joe thought that it was either a happy and good relationship, or a good result, and that he could not get both. His perspective is the question, "Can you get everything?"

Our answer to that question is "Yes, You Can!"

Professor Amy Edmondson of Harvard Business School emphasized the importance of psychological safety and accountability to enter the most optimal teamwork and learning "learning zone". Inspired by her lubricks, we have developed a similar matrix to understand how conscious accountability can be born from hig h-quality human relationships and task performance.

• Looking for further insights? If you register, we will send you the top story by email.
• Thank you for your registration.

Публикация участника Kindred Group plc

In order to become a person who acts with conscious accountability, they need to hold these two things at the same time, and take action in consideration of these two dimensions. Look at what happens if you give priority to either performance or relationships, or if you do not give priority to either.

Harmona is the person who emphasizes the quality of human relationships and does not emphasize the results of work. It feels best for everyone to work in a good group. I am not good at conflicts and prefer everyone who is convinced. I think it failed if the team succeeded in tasks. Give priority to human relationships over business performance and profits. In this situation, the productivity of the team may be reduced, and dissatisfaction may occur due to lack of challenges and collective poor performance.

People who value work results rather than the quality of human relationships may create a climate where productivity and efficient output can be maximized anyway. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.

People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

Больше актуальных публикаций

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

"Conscious explanatory accounts: deepening connections and enhancing results." People who emphasize the results of work rather than the quality of human relationships will maximize productivity and efficient output. It may be created. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Organizational Behavior

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Facebook

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Linkedin

Harmona is the person who emphasizes the quality of human relationships and does not emphasize the results of work. It feels best for everyone to work in a good group. I am not good at conflicts and prefer everyone who is convinced. I think it failed if the team succeeded in tasks. Give priority to human relationships over business performance and profits. In this situation, the productivity of the team may be reduced, and dissatisfaction may occur due to lack of challenges and collective poor performance.

Twitter

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

Facebook

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

About Finnish gambling regulations

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

About supporting Japanese companies to expand overseas

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Annual Report on Gambling Safety

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Twitter

Q2 2024 Financial Results Interview

https://www.youtube.com/

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Twitter

Kindred Group plc - Interim report: January - June 2024 (unaudited)

kindredgroup.com

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

Twitter

• When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?
• A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.
• "Conscious accountability: Deepen connections and improve results" < SPAN> For those who value work results rather than the quality of human relationships, productivity and efficient output will be maximized anyway. There is a possibility of creating a climate. They are known as hard drivers. They always try to do their best and seek the same thing around. They prefer the results of the bottom line: either reaching goals or not. They consider the explanation as an excuse. People need to be responsible for their work, and if they can't do that, they need to go next. Under these circumstances, people may feel underestimated, underestimated, and do not look at them, and may feel uneasy about their performance. You may also be afraid of accepting mistakes, seeking help, and showing signs of other weaknesses and weaknesses.
• People who do not take into account the results of work and human relationships are called neutralizers. They may be proud that they are easy and adaptable. If you need a decision, you are not reluctant to leave it to an expert on the spot, vote from a neutral standpoint, or completely abstain. If the team works well and the performance goes up, it feels good, but even if you face difficulties, you won't fall asleep. Work may not be a place to get the important meaning of life. In such an environment, people can easily leave each other and work in front of each other.

When thinking about these descriptions, can you imagine when you are in a situation where either the performance of the task or the quality of human relationships is in a situation where the other is sacrificed? What was it like? If both were emphasized, what was the difference?

A conscious performance is a person who can balance both the performance of work and the quality of human relationships. They have sharp observation and tend to notice the energy of the team. They prefer deeply to clarify the root cause of the task. Understanding and acknowledging each other can lead to better results. In order to optimize the results, we believe that various opinions and approaches are essential and everyone should hear the voices of everyone. The results cannot be optimized without optimizing the team's dynamics. For them, these two are compatible.

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• We're PLEASED TO PRESENT A STRONG SET OF SECOND PERIOD EBITDA CAME IN at GBP 73. 6 Million, Repressenting 32% Growth Versus The Same Period Last Year We're Taking Significant Steps in The Right Direction, and I WOULD EVERYONE AT Kindred for Their Support. IGHT Direction, and I WOULD LIKE TO THANK EVERYONE at Kindred for the exceptional Effort ' . Link to Press Release: https://lnkd. in/dxgzgbxv #Kindredgroup #q2financialResults
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• The latest Journey Towards Zero report shows a decline in revenue from high-risk players. In Q2 2024, the percentage of revenue from high-risk players decreased to 3. 0% (down from 3. 2% in Q1 2024). This decrease reflects Kindred's ongoing dedication to driving positive change within the industry. At Kindred, we continue to work diligently across the Group to ensure our customers can enjoy our products in a safe and sustainable way. This includes educating our customers, stakeholders and partners on safer gambling initiatives. A link to the press release is in the comments section. #kindredgroup #journeytowardszero #responsiblegambling
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