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Céline Schillinger On How We Need To Adjust To The Future Of Work



… Human motivation. Younger generations aspire to personal fulfillment and are more resistant to the compromises made by their elders. They are more willing to leave their organization if their individual needs are not met. The collective mobilizations to which I contribute allow individuals to activate in their work their sense of purpose, their desire to contribute to something greater than themselves. Corporate movements create new human connections and new knowledge at scale, enabling people to grow. This is a phenomenal asset for a company.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Céline Schillinger.

Céline Schillinger is an award-winning entrepreneur, author, change agent and leadership consultant. She has over 30 years of field experience, working with both small and global organizations across several continents. A blogger since 2013 and an acclaimed public speaker, a Kotter Affiliate, she was knighted in 2017 in her native France for her workplace change efforts; her book Dare to Un-Lead is released in May 2022.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

In these troubled times, inter-human connection across differences feels more essential than ever. This aspiration cultivated in my family heritage has become a personal value I hold dear since an experience I had shortly before my twenty-third birthday.

I made then the decision to leave France, my native country, and go explore opportunities in Vietnam. A family of thirteen — three generations under the same roof — hosted me for about six months, the time it took me to start mastering Vietnamese and to find a job. I spent four amazing years in Vietnam. This experience gave me a taste for difference, for exploration of what connects across cultural and social barriers. So much so, that I later lived in China and then several years later, with my family, in the United States. Each time, I loved this immersion in the unknown. The familiar feels nice, but I am curious for the otherness. Wherever I settle, I find beauty and joy.

The second defining moment was when I unexpectedly became involved in corporate activism, from 2010. Frustrated by the lack of diversity in the company where I then worked, I started a movement with colleagues to help our organization progress. With the collective knowledge and sense of purpose we all held, we felt we could contribute to changing our organization for the better — in its own interests! The more a company reflects the community it is aiming to serve, the better it is able to understand and to meet its needs. Our employee activist community quickly grew to several thousand people, and taught me some fundamental insights about people engagement, digital amplification, and collective leadership. Since then, I’ve been consistently applying these dynamics to various business issues. I eventually left the corporate world in 2018 and set up a consultancy to help organizations with this approach.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

What will remain the same in my opinion is that every year, talented and good-willed people will join the workforce with a lot of enthusiasm and a desire to make things better for themselves and for the world. Yet many of them will be progressively silenced, forced to conform, or thrown out of the corporate system, by the effect of conservative and potential-limiting organizational cultures.

As for what can be different, there are potentially troubling changes, and others that do offer hope. The efforts required for the transition to a decarbonized economy, the fragmentation of the workforce (with more people working as free-lancers, working remotely…), the development of algorithmic management, in a context of obscene inequalities and identity divisions, all this will be tough for workers. Authoritarian regimes in a large part of the world will prevent people there from getting involved in corporate governance issues.

The positive trend I foresee is that, in Western countries, our traditional management models are so stale that organizations have no choice but to evolve them. To recruit talents, to retain them, to succeed in the marketplace, the corporate world must change. More and more people know that other ways are viable. Evolution is slow, but is now a real possibility.

What advice would you offer to employers who want to future-proof their organizations?

Those whose work involves organizational future-proofing are often located at the higher echelons of their organization. It’s not something to blame them for, it’s just a fact. Having spent nearly three decades in the corporate world, I have seen many of them operate in a homogeneous and privileged social world, with limited awareness of the mental models that shape their actions. These mental models are beliefs in, for example, a separation between thinking and doing, a downward flow of knowledge, a mechanistic management of human collectives, or an engineering approach to change.

To future-proof our organizations, we must start by emancipating ourselves from these models inherited from the past. This does not mean erasing the past: it means paying attention to the patterns of interaction in which we operate, to those we perpetuate, and to those we need to change because they no longer serve us.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

The biggest gap I observe, in large organizations at least, is between our desire for things to change significantly, and what happens effectively: very little change.

I wouldn’t necessarily distinguish here between employers and employees. Whatever our role or our position in the corporate hierarchy, we all end up frustrated at one point or another. It is a consequence of those limiting, traditional thought patterns, which affect us all.

I believe that to overcome these limitations, we need to collectively design new value creation strategies. These strategies combine emancipatory practices, the use of networks — both as technology and as operating principle — and community engagement. I have been involved in the creation of such strategies several times, in different contexts, and they’ve all produced remarkable outcomes. I am convinced that it is through value creation in a different way, not through communication gimmicks or Human Resource fads, that we will manage to close the gap.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

Working from home was very difficult for some (“I would give anything to commute again”, I heard from one of my clients’ employees), but has also allowed many to realize what work is like when it’s lightened from the burden of surveillance, from a competition-induced unhealthy atmosphere, from unbalanced interactions marked by toxic power relationships. It felt like a real liberation for millions of people. At the same time, it has made things more difficult for team leaders, for managers — at least those who were not accustomed to leading through community engagement.

We need to learn new ways of interacting. It is actually already happening every day, in many organizations. This possibility of creation, and the dialogue that accompanies it, seems to me a precious opportunity that we can’t afford to waste. How can this experience take us all together towards a future that is both more bearable and more efficient than the past?

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

I don’t think society will change in any way to support a better future of work. Society will continue to evolve under the influence of multiple, contradictory forces, underlying trends and sudden events such as a pandemic or a war. There is obviously a trend toward fragmentation. People follow more and more individual trajectories, as the traditional structures that ensured cultural and social cohesion are becoming less powerful. Our liberal consumer society encourages the individualization of desires and creates winners and losers.

Also, people no longer have the same relationship with authority. Some regret this, while I think we have to deal with it. It even opens up exciting new possibilities. That’s why, to answer your question, I think we shouldn’t long for societal changes to support a better future of work. We should instead strive for an evolution of the world of work. It is the experience of work that should be changed, to support a society that works for everyone. And not in the future, but right now. It is possible, and it is not even difficult.

What is your greatest source of optimism about the future of work?

Human ingenuity!

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

Work can be a space where people feel useful and respected, where they are valued for their full humanness rather than treated as robots, where they bond together by acting freely for a common cause. This is not idealism; it is a very pragmatic ambition that combines social and economic interest. I’ve seen it in action several times, it’s perfectly feasible. In an organization focused on this ambition, in which relational leadership gets nurtured, employees do well and customers are happy.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

As leaders, we have an important role to play here. When we are able to break free from usual relational norms, we give a symbolic permission to the rest of the organization to change as well. To do so, it helps enormously to step out of our cognitive bubbles, to seek social and perceptual diversity in our surroundings, to value connection and not just alignment.

We should resist the comfort of surrounding ourselves with docile or obsequious people — some of whom are so, not because of their character, but because of the very nature of our relationship. We should consider emotional sensitivity a condition for professional success, instead of relegating it to the private sphere. We may also cultivate curiosity and an explorer’s mindset, which help cross boundaries. By asking good questions, rather than asserting answers; by accepting that our point of view is just a point of view (which only makes sense when connected to others, because reality is relational), then we show we’ve heard the important messages and we’re ready to lead differently.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Social fragmentation. While companies need to set human collectives in motion in a coordinated way, they face the challenges posed by the polarization of society, the expansion of “parallel realities” and the erosion of common ground. To overcome them, organizations usually rely on structure, processes and push communication. I have found that the dynamics of activism work much better. For example, the failing industrial quality of a very siloed company was greatly improved by mobilizing people in an activist movement that brought them together across cultures, geography, beliefs and roles.
  2. Ecological transformation. The changes necessary to preserve a habitable planet are urgent and considerable. The world of work is not spared by these changes in habits, methods and technologies. To succeed, companies must be able to mobilize the knowledge and commitment of their entire ecosystem. To do this, we must move beyond our narrow focus on expertise. I have seen thousands of corporate volunteers contribute to the digital transformation of their company, why not to its ecological transformation?
  3. Human motivation. Younger generations aspire to personal fulfillment and are more resistant to the compromises made by their elders. They are more willing to leave their organization if their individual needs are not met. The collective mobilizations to which I contribute allow individuals to activate in their work their sense of purpose, their desire to contribute to something greater than themselves. Corporate movements create new human connections and new knowledge at scale, enabling people to grow. This is a phenomenal asset for a company.
  4. Technological integration. The tremendous advances in computational capabilities, automation, artificial intelligence… mean that our lives and work are increasingly penetrated by technology — and increasingly quantified. Depending on how they approach these changes, employers can make their employees victims or actors of this integration. One example that comes to mind is an airline I worked with that wanted to implement a new pricing technology. The sales force was reluctant. We put together a great team of volunteers, who partnered with leadership to mobilize the staff around the company’s digital transformation. Not only was the technology adopted faster and better than expected, but this movement increased the social capital within the company. This is hugely important for resilience and innovation, which we need more than ever.
  5. Leadership reinvention. The context in which we now live, trade, and work in the 21st century has little in common with that of Frederick Taylor or Henry Ford. What is revered as leadership today is often nothing more than a destructive set of obsolete behaviors that harm individuals and societies, and that must be reinvented. And yet, opportunities exist to collectively transform leadership from a top-down hierarchical hegemony to one that is based on empowering people to lead together through the concepts of liberty, equality and community. This requires new leadership behaviors. For some, it’s a big change; for others, not so much.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

One of my favorite quotes is: “The way you get to the future is the future you get”. It was coined by Myron Rogers. Myron is an expert in living organizations — the science of living systems applied to human organizations –, also a mentor and a friend. His quote sums up, to me, the essence of change in living systems. This is something that many organizations still don’t understand. They believe it is possible to bring about innovation and agility in a controlled, top-down way. But it can’t work. The only thing a controlled, top-down way produces is average, obedient executants. This doesn’t lead any organization into the future. We must pay much more attention to the process we use, to how we trigger and support change, as it is the real determinant of change.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

I would love to have a coffee with Brené Brown ? You’ve probably noticed that the title of my book is a (respectful) nod to her Dare to Lead. Brené’s work on shame, vulnerability and courage has created new, important conversations at a global scale. She is a prolific role model for many and a rock star marketer. So, fingers crossed for a coffee someday!

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

My book Dare to Un-Lead: The Art of Relational Leadership (Figure 1 Publishing) gets released early May 2022. The book includes many real-life stories and concrete ways to help practice relational leadership. Tenured leaders, young professionals, women leaders, change agents… may all find valuable insights there. I can’t wait to interact with readers! They can reach me easily on




on my website

and by email [email protected]

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Exclusive Interview with The NET ZERO ENERGY Buildings Expert Anastasia Makarska: Shaping a Greener Future



Anastasia Makarska

Welcome to an exclusive interview with Anastasia Makarska, a renowned figure in the world of commercial real estate development. Anastasia’s resolute commitment to sustainability and her unique background in physics and engineering have revolutionized the real estate landscape, transforming spaces into sustainable and coveted marvels. 

In this interview, we delve into the concept of Net Zero Energy Buildings (NZEB) and the challenges associated with building codes for NZEB. Join us as we explore the visionary force behind Anastasia’s remarkable projects and her dedication to shaping a greener future.

Anastasia, thank you for joining us today. Let’s start by discussing the concept of Net Zero Energy Buildings. Could you explain to our audience what exactly is meant by a Net Zero Energy Building (NZEB)?

Anastasia: Certainly. A Net Zero Energy Building, or NZEB, is an approach to construction that focuses on creating energy-efficient buildings that are connected to the power grid while also generating renewable energy to offset their energy consumption. The aim is to achieve a balance where the amount of renewable energy produced either on-site or nearby matches or exceeds the building’s annual energy needs, resulting in virtually no net energy consumption.

That’s fascinating. It’s clear that NZEBs hold tremendous potential in terms of sustainability. How are developers and building owners embracing this concept, and what are some innovative features we can find in NZEBs?

Anastasia: Developers and building owners are increasingly interested in constructing zero energy buildings, driven by corporate objectives and regulatory requirements. The building and design community is actively embracing this challenge and leading the way with innovative and forward-thinking projects.

NZEBs incorporate a wide range of energy-efficient strategies, from simple to highly intricate. These include maximizing the utilization of passive solar heat gain and shading, integrating high-efficiency heating and cooling systems, appliances, windows, and doors, enhancing insulation, natural ventilation, air sealing, and incorporating advanced renewable energy solutions like solar photovoltaics and geothermal energy systems. 

The goal is to create buildings that regulate temperature fluctuations, minimize energy consumption, and reduce environmental impact.

It’s impressive how NZEBs combine various technologies and strategies to achieve sustainability. Now, let’s delve into building codes. What role do building codes play in the construction of NZEBs, and what codes and standards exist for this purpose?

Anastasia: Building codes play a crucial role in guiding the construction of net zero energy buildings. Currently, there are codes and standards in place to assist designers, architects, builders, and contractors in creating more energy-efficient and sustainable structures compared to previous years.

In the United States, professionals in the building industry can refer to the International Energy Conservation Code (IECC), which has been adopted in approximately 44 states and territories. Across North America, ASHRAE 90.1 provides significant guidance, and the International Green Construction Code (IgCC) serves as another valuable resource. In Canada, there are the National Energy Code of Canada (NECC) and the National Energy Code for Buildings (NECB).

That’s helpful to know. Given the increasing need for more rigorous energy and building codes, what are some of the challenges faced in developing codes specifically tailored for NZEBs?

Anastasia: The development of codes specifically tailored for NZEBs faces several challenges. As industry professionals and officials work on designing new codes to facilitate the transition to net zero energy, there is still no consensus on the structure of the code, its comprehensive scope, and ensuring that buildings achieve net zero energy status throughout their lifecycle.

To ensure buildings perform as intended, it is essential to establish post-construction reporting, analysis, and a framework for oversight and enforcement. 

Current codes and standards often rely on energy proxies without a requirement for actual quantification of energy usage. There are also gaps in the inclusion of certain types of energy usage in calculations. 

To achieve the goal of net zero energy buildings, methodologies need to evolve, modeling capabilities should be enhanced, and real-world outcomes must be measured.

Overcoming those challenges will be crucial for the success of NZEBs. Could you tell us about the advantages that net zero energy buildings offer to building owners, occupants, and the environment?

Anastasia: Absolutely. Net zero energy buildings provide several advantages. Buildings account for a significant portion of fossil fuel energy consumption and greenhouse gas emissions. By increasing the number of net zero energy buildings, we can reduce our dependence on fossil fuels and effectively lower carbon emissions.

Some key advantages of NZEBs include protection for building owners against future energy price hikes, enhanced occupant comfort, health, well-being, and productivity, reduction in energy consumption and associated costs, improved reliability of energy supply, increased resale value due to high demand for net zero buildings, contribution towards achieving zero energy targets, and minimized environmental impact. These advantages create value for building owners, occupants, and the planet.

Those advantages make a compelling case for embracing net zero energy buildings. As a visionary force in real estate development, how do you see the future of NZEBs and their potential impact on communities and the environment?

Anastasia: I believe the future of net zero energy buildings is incredibly promising. As awareness of the need for sustainability grows, NZEBs will become the norm rather than the exception. They have the potential to reshape communities and serve as catalysts for positive change.

Net zero energy buildings can create vibrant, sustainable communities that prioritize the well-being of both residents and businesses. By reducing energy consumption, minimizing environmental impact, and offering enhanced comfort and productivity, NZEBs have a transformative effect on the communities they serve. They not only contribute to the preservation of our planet but also provide value for investors, businesses, and communities alike.

Thank you for sharing your insights, Anastasia. Before we conclude, could you tell our audience about any upcoming projects or initiatives that you’re particularly excited about in the realm of net zero energy buildings?

Anastasia: Certainly. I’m thrilled to be working on a groundbreaking project that aims to create a net zero energy residential community. This community will embody the principles of sustainable living and showcase the potential of NZEBs on a larger scale. It will integrate cutting-edge technologies, energy-efficient systems, and sustainable materials to provide residents with an exceptional living experience while minimizing the community’s environmental footprint. I believe this project will serve as a blueprint for future developments and inspire others to embrace the vision of net zero energy living.


As we conclude this insightful interview with Anastasia Makarska, it is evident that she is a visionary force transforming the real estate industry through sustainable development. Anastasia’s dedication to creating sustainable and desirable spaces, her commitment to excellence, and her unwavering belief in the power of net zero energy buildings have positioned her as a leading authority in commercial real estate.

Through her innovative projects and expertise, Anastasia is shaping the world we live in, one groundbreaking project at a time. Her visionary approach, fueled by her unique background in physics and engineering, has redefined the boundaries of commercial real estate development and paved the way for a greener and more sustainable future.

Witness the remarkable journey of Anastasia Makarska as she continues to revolutionize the real estate landscape and leave an indelible mark on the communities she transforms into sustainable and coveted marvels.

If you would like to get in touch with Anastasia Makarska you can contact here

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Devin Millar Promotes the Normalization of Cross-dressing Through his Music



Devin Millar

An independent music producer, who’s name is Devin Millar, hailing from the Portland Oregon area is bringing a new approach to fashion, animation, and music.

Devin is on YouTube and creates animations to go with his music, which is modeled after 90s children’s animations with adult themes and references. He grew up his uncle Grayson, and with his parents, and Grayson showed him how to create Dance music which was how Devin got his music-making knowledge. Clothing-wise, he wears skirts and dresses similar to Melina Martinez, and is heavily inspired by her. He says he always felt like a kid even at the age of 22.

Devin claims that modern society should treat crossdressing the same as how women and girls are viewed when dressing the same way. Millar believes everyone should be understood and that skirts and dresses should become everyday clothing regardless of who is wearing it.

One view and song in particular, is “Doll Life”, a song Devin released which focuses on the main mascot of his music, Jack.

Jack is a teenage boy who dresses up like a girl as part of his feminine style and goes on an adventure with his friends to fight the underwater mafia in his Cadillac Escalade. Everyone becomes friends and all perform together. The song has been viewed many times on YouTube many times and has been a hit for the last couple of months. One may notice the boy characters also wear dresses with the girls and women, which are identical to the one Jack is wearing. For that reason, the song subliminally sends Devin’s message.

Promoting a sense of animated nostalgia and creating songs with happy tones mixed with Dance music through his YouTube channel, Devin has been creating melodic, inspiring Pop music since he was 14 and continues to inspire others. Devin is also on a mission to inspire the world to not label clothes and fashion based on gender.

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The Three Most Crucial Supplements to Take During the First Trimester of Pregnancy



Image by Freepik

A healthy first trimester is critical to the normal growth of the fetus. You may not be exhibiting much on the exterior, but on the inside, all of the fetus’s vital organs and systems are developing.

Several changes occur as the embryo attaches itself to the uterine wall. During the first trimester, the fetus is most vulnerable to harm from substances such as alcohol, narcotics, and some medications, as well as infections such as rubella (German measles). Throughout the first trimester, both your body and your baby’s body are rapidly changing.

During the first trimester, the most dramatic changes and development occur. All nutrients are vital throughout pregnancy, but some are especially important for your baby’s growth and development.

Folic acid

Taking folic acid before and during early pregnancy can help avoid neural tube defects (NTDs), which are birth malformations of the brain and spine. According to some research, consuming folic acid may help prevent birth malformations in your baby’s mouth (called cleft lip and palate).
Spina bifida and anencephaly are the most common NTDs. In the United States, around 1,500 newborns are born with spina bifida each year. Spina bifida occurs when the small bones of the spine fail to close completely, and a portion of the spinal cord pokes through the spine. Children with spina bifida may have paralyzed legs and difficulty managing their bladder and intestines (going to the toilet).

One of the most severe NTDs is anencephaly. It affects approximately affecting about 1 in 1,000 pregnancies in the United States each year. However, because the majority of these pregnancies end in miscarriage, the prevalence of this disease in neonates is far lower. Anencephaly affects approximately one in every 10,000 infants in the United States. Anencephaly occurs when the upper portion of the neural tube that develops the brain does not completely seal. Major regions of the brain, skull, and scalp are missing in babies with this disease. They are usually only alive for a few hours after birth. Anencephaly affects girls three times more than boys.

Docosahexaenoic acid (DHA) 

Docosahexaenoic acid (DHA) is an omega-3 fatty acid that promotes growth and development. DHA is required throughout pregnancy to aid in the development of your baby’s brain and eyes. DHA promotes the growth of the cerebrum, which is in charge of thinking, remembering, and feeling.

Autism and schizophrenia disproportionately afflict males and are closely linked to early life adversity caused by maternal stress and other variables, which may be influenced by nutrition. However, the fundamental causes of these male-specific effects are not fully understood. Researchers from the University of Missouri School of Medicine and the MU Thompson Centre for Autism and Neurodevelopment have discovered potential explanations for male vulnerability in the womb, and they’ve discovered that a specific maternal nutritional supplement called docosahexaenoic acid (DHA) may protect unborn males during early development from the effects of maternal stress.


Iodine is a mineral that your body needs to produce thyroid hormones, which aid in the usage and storage of energy from food. Additionally, iodine is required throughout pregnancy to aid in the development of your baby’s nervous system. Your baby’s neurological system (brain, spinal cord, and nerves) allows him or her to move, think, and feel.

During pregnancy, iodine requirements rise by 50%. A lack of iodine during pregnancy can result in maternal and fetal hypothyroidism, as well as impaired fetal neurological development. The effects are determined by the severity and timing of the hypothyroidism; the most severe symptom is cretinism.

Controlled studies in iodine-deficient areas have shown that iodine supplementation before or during early pregnancy eliminates new cases of cretinism, increases birth weight, lowers rates of perinatal and infant mortality, and improves developmental assessments in young children by 10-20%.


You’re not alone if you’ve never heard of Choline. Although it is suggested that it be included in all prenatal vitamins, most do not contain a significant quantity of Choline, if any at all. While Choline occurs naturally in foods such as cow liver and whole eggs, up to 95% of pregnant women do not consume enough prenatal Choline to meet their nutritional needs.

Choline is a “vitamin-like” important ingredient, which means that while it is not a vitamin, it functions similarly to one. Choline is necessary for optimal bodily function and is especially vital during pregnancy to support the adequate intake of Omega-3 DHA, general baby growth, and the mother’s personal health and wellness.

Furthermore, Choline prevents birth abnormalities. According to research, the lowest incidence of neural tube abnormalities is directly tied to the mother’s choline status during pregnancy.

Choline acts against factors that cause pregnancy problems preventing a variety of pregnancy complications, including low birth weight, pre-eclampsia, placental abruption, and recurrent pregnancy loss.

Furthermore, choline decreases the baby’s stress response, helps increase childhood visual memory, and improves motor performance in tasks that require accuracy. Additionally, prenatal choline supplementation enhances a child’s attention span.

You’re effectively working overtime to build a human being, thus a good, balanced diet is vital to compensate for this extra energy expenditure. Appropriate supplementation is essential to guarantee you’re meeting your higher prenatal vitamin demands.

Supplementation varies based on the particular woman, and it is strongly advised that all supplements be pre-approved by your doctor or medical expert.

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