COX Cooking

“Do whatever you want” Curry

Today vegetarian, tomorrow vegan, and the day after that, with meat or fish.

Ingredients:

  • 1 tbsp coconut oil
  • 1 onion
  • 1 garlic clove
  • Fresh turmeric (thumb-sized) or turmeric powder
  • 1 zucchini
  • 1 red bell pepper / yellow bell pepper
  • Broccoli florets
  • 1 can chickpeas
  • 1 can coconut milk
  • 1 tbsp curry paste

 

Preparation:

  1. Finely chop the onion and garlic.
  2. Peel and finely chop or grate the ginger and turmeric.
  3. Cut the vegetables – feel free to use whatever is in the fridge. Zucchini, bell peppers, carrots, mushrooms… whatever you like.
  4. Heat the coconut oil; sauté the onions, garlic, ginger, and turmeric in it.
  5. After a few minutes, add the curry paste and continue to sauté.
  6. Add the vegetables.
  7. Pour in the coconut milk and bring to a boil, then reduce the heat and simmer for 10 minutes.
  8. Season the curry with salt and pepper.

 

For different variations, you can also add tofu and other vegetables. If you prefer the meat version, cut chicken fillets into pieces and sauté them with the onions. A fish version is also possible: cut fish fillets (not too thin) into strips and add them to the finished curry, letting it sit for a few minutes.

 

For side dishes, rice, couscous, quinoa, or rice noodles work well – all can be easily prepared.

 

Enjoy your meal!

More articles

from fractures to bridges

Dual Leadership

passive resistance in change processes

Lack of understanding

If employees do not understand why a change is necessary, they often react with rejection. Without a clear “why”, there is a lack of willingness to actively support the change.

Lack of communication

If the reasons for and objectives of a change are not communicated clearly and comprehensibly, uncertainty arises. And uncertainty leads to employees distancing themselves or blocking change.

Loss of trust in leadership

If previous changes have failed or the leadership itself seems unconvinced, trust dwindles. Without trust, there is no motivation to actively participate in the change.

Lack of participation

People want to help shape things. If changes are only imposed from above, employees feel ignored. The feeling of powerlessness often leads to passive resistance.

Fear of loss

The fear of losing status, influence or skills is a strong driver of resistance. Anyone who fears losing value as a result of the change is more likely to block it than support it.