Q: Regardless of who does the firing, your friend will probably feel hurt and embarrassed for losing the job and may say things out of anger to anyone who will listen. The fact that a friend is doing the firing, though, will obviously complicate the matter. If you don't want to lose the friendship, you need to go into the process understanding that your friend might blame you, and prepare to deal with that response. Imagine the worst or most hurtful thing your friend might throw at you in anger. Assume this will be said and don't take it personally. Consider writing a script and memorizing it. Stick to the script. Don't use the confrontation as the time to struggle for words. Lay out the course of action as succinctly and honestly as you possibly can. You need to lay out the case just as you would any other employee. If a boss told you to fire your friend, it's ok to pass the buck. Present the reasons as honestly as possible for the firing and offer your sympathy to your friend. Even if you agree with your boss's rationale, it's probably not the time to voice it: "It's not my call to make. I wish it could be some other way, but my hands are tied." If your friend has done something unethical or harmful for the company and it's your decision to terminate their employment for the good of the company, focus on the other employees to whom you owe as much as to your friend: "We go way back, and you're my friend, but it can't work this way. I have to think about all my other employees, too. If I don't listen to them, this business could fall apart." If your friend is underperforming or unsuited to the role assigned, focus on the conversation as a favor and an opportunity to succeed elsewhere, rather than a failure: "I want to see somewhere you'll be happy and your talents can be used like they deserve to be used. I'm sorry that place can't be here." At least your friend doesn't have to be fired by a jerk who doesn't care about their feelings. Approach the task as an unfortunate opportunity to use your knowledge of your friend to make the termination process as smooth and as painless as possible.
A: Anticipate your friend's reaction. Plan out what you'll say. Try to think of it as an opportunity to comfort, rather than a burden.

Q: As a team leader, you know that practice is just as important as the game. Just like in games, you need to be willing to work hard to show your teammates that it's important. Compete in every drill or practice session, and force your teammates to work hard to beat you. If you expect your teammates to follow your example, make sure you are the kind of person they want to follow. Stop rumors and gossip, and look for ways to encourage your teammates at all times. You need to be familiar with all of your teammates, including the best ways to motivate them. Not everyone responds to motivation the same way, so you'll need to know the best ways to motivate and encourage each of them individually. Avoid team cliques. You are part of a team made up of players, not a team made up of teams. You won't be able to make everyone friends, but you should be willing to break up groups that exclude other members. If you have personal issues with a teammate, it is always better to discuss them in private. You want to avoid calling out teammates in public, which can cause embarrassment, and make the disagreements worse. While the coach is in charge of the team, he can't be everywhere at once, and will probably need your help. If you notice someone who needs help, offer it rather than waiting for the coach to notice. If it is time for practice to start, and your coach is doing something else, set up some stretching or a drill to make sure you are doing something productive. If you notice problems developing in teammate's habits or their level of play that the coach can't solve, call a player's-only meeting to help one another discuss issues without the coach looking over everyone. Your team will work better when you are happy together. Find ways to build team spirit and encourage your teammates to interact with one another away from practices and games. Some good ways include holding a team dinner or party, making a team motto and even printing up shirts with it, or maybe creating a silly postgame tradition to recognize good performances. Even just briefly talking to your teammates when you run into them outside of practice or the game can help make them feel more like a part of the team. Many teams will have more naturally outgoing players that like organizing social events and other morale-boosters. It is okay to let someone else be the unofficial (or official) "social coordinator" as long as you support them and make sure the whole team is included. Not everyone on the team will be best friends, but doing social events together will help you all learn more about each other, and remind everyone of the importance of the team. As a captain, you are not only the team's leader, but one of its representatives to the rest of the community. Acting appropriately looks good for your team, and sets a good example for your teammates as well. If you play for a school team, this means doing well in your classes and staying out of trouble. In most high schools and colleges, you won't be able to compete if your grades are poor, so make sure you and your teammates stay eligible. Set a good example for your teammates by getting the best grades you can, encouraging success on and off the field. If you are a professional athlete, avoid getting into legal trouble. As a captain you are one of the team's most important public faces, and getting arrested or suspended is bad for your, and the team's, image. It can also prevent you from playing, which doesn't help your team at all. Whatever level or organization you play at, be careful about material you post on social media accounts. Keep your comments positive, both to your teammates and your opponents.
A: Lead in practice. Treat your teammates with respect. Take charge without your coach. Build team spirit. Do well away from the field.

Q: The amount of food you choose should be suitable for the serving size your baby normally eats. If your baby eats far less than 1 cup (236.58 milliliters) of food per sitting, process the food anyway to save yourself time in the future, then freeze or refrigerate the remaining portion to feed your baby later on. (44.36 milliliters) of water to the food. The amount of water you add may vary depending on the consistency of the food you are processing. For example, if you boiled potatoes, you may not need to add water at all; whereas if you cooked chicken, you may need to add water. Add extra water to the food as needed depending on your baby's ability to chew. For example, if you are just beginning to introduce your baby to solid foods, you may want to add the full 3 tbsp. (44.36 milliliters) of water or more to the food you are grinding to achieve a soup-like consistency. Grind the food and water together in the food processor. After the food and water mixture is well-blended, you can serve it to your baby.
A:
Place up to 1 cup (236.58 milliliters) of food in the food processor. Add up to 3 tbsp.