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Concerned About The Lack Of Vaccine Safety & The Autism Epidemic? Here's What You Can Do
Many people feel helpless when it comes to fighting the autism epidemic. And many feel even more helpless when it comes to doing something about the lack of safety regarding vaccines.
When we talk about this issue with friends, loved ones, and especially strangers on social media, it's often met with ridicule, anger and denial that there is a problem. Our media is flat out covering things up and printing stories that are protecting the pharmaceutical companies interests. Our governments globally have been involved in keeping vital information from the public. This has to stop.
There are many thousands of reports with VAERS, the vaccine adverse reporting system, ranging from injuries that are mild, to severe, to permanent injuries, or even worse, deaths. The numbers are showing that the problems from vaccines are far more than 'one in a million'.
Parents that are aware of these issues, are now choosing not to vaccinate their children. Many say they feel more concerned about the side effects of vaccines than the disease, and only would if vaccines can be made safely. Whilst some question if this is even possible, no one denies this: we've got to take a very good look into vaccines.
President Donald Trump has openly said he believes vaccines can trigger autism, so there seems to be hope for the first time in a very long time, that something may be done – finally – to have vaccines looked at under a much needed microscope.
Don't our children deserve better? Don't we all deserve better?
Here at CE, we have published countless articles regarding the concerns with vaccines – of which there are so many – and it's a subject we are very passionate about.
A petition has just been published that needs 100,000 signatures by March 31 so we want to help make that happen.
This is what the petition is about:
"We cannot make America great with so many disabled autistic children, so we must urgently face the autism epidemic, admit its reality and confront its stunning rise. In addition, we must rein in America's exploding vaccine schedule. Crucial to any reform in both autism and vaccine policy is an initiative to shine light on corruption and "drain the swamp" of unaccountable bureaucrats.
We ask you to take six actions:
1. Declare autism a national emergency.
2. Convene a Presidential Commission on Vaccine Safety and Scientific Integrity.
3. Depose the CDC whistleblower Dr. William Thompson.
4. Conduct a study comparing total health outcomes in vaccinated and unvaccinated populations.
5. Create a National Vaccine Safety Board.
6. Repeal and Replace the National Childhood Vaccine Injury Act.
If President Donald Trump could do all of these things, it would change the future immediately. We would no longer be looking at a possible autism rate of 1 in 2 children that is feared.
please sign and share this petition to the whitehouse
If you would like to take a look at the injuries reported with VAERS please click here:
The rate at which diseases like autism (along with Parkinson's, Alzheimer's and others) are growing would be unheard of just 50 years ago. You can't simply discount this phenomenon as the result of 'better screening and diagnosis.' In the past 5 years alone, autism rates have increased from 1/150 to 1/50. This is an environmental epidemic; it isn't genetic. Dr. Stephanie Seneff, Senior Research Scientist at the MIT Computer Science and Artificial Intelligence Laboratory
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30-Year Study Finds Weekly Use Of Disinfectants Greatly Increases Your Chances Of Lung Disease
In Brief
- The Facts:
A 30-year study conducted by Harvard researchers and the French National Institute of Health and Medical Research determined that people who use disinfectants just once a week have a 22-32% of developing lung disease.
- Reflect On:
There are many other natural alternatives out there these days. Some are listed in the article, be sure to do your research!
One of the most versatile cleaning supplies in the home, bleach disinfects anything it comes into contact with and can not only clean every surface but remove stains from fabrics, too. Despite its cleaning power, we've also long heard of the effects such chemicals can have on our health and wellbeing. The labels on such products make some of these clear, explaining they are corrosive and can irritate eyes, skin, and respiratory tract, often through simple inhalation. Despite these warnings signs, people continue to buy into this corporate propaganda.
As previously stated in an article of ours from 2013:
It is important to note that there is no FDA-type organization that regulates the cleaning products that are brought into your home. Instead groups such as the United States Environmental Protection Agency (EPA) make warnings of the use of Chlorine Bleach publicly available. Under the assumption that consumers will continue to use Chlorine Bleach within their households, the following safety precautions are widely recommended:
- Dilute the chlorine bleach with water. The lower concentration poses a potentially lesser risk of unwanted exposure.
- Wear a safety mask and rubber gloves when working with bleach as a preventative measure.
- Only use chlorine bleach in a well ventilated area to allow for sufficient air flow and to prevent the unwanted gasses from remaining stationary in the working space.
- Never mix chlorine bleach with any other household cleaners.
It's unlikely people exercise these precautions when dealing with this chemical, and it's also interesting to note that even more studies have come forward since then confirming these risks.
A new study has found that people who use disinfectants just once a week have a 22-32% increased chance of developing chronic obstructive pulmonary disease (COPD).
"COPD is the third leading cause of death in the United States. More than 11 million people have been diagnosed with COPD, but millions more may have the disease without even knowing it. COPD causes serious long-term disability and early death. At this time there is no cure, and the number of people dying from COPD is growing," according to the American Lung Association.
The 30-year study was conducted by Harvard University and the French National Institute of Health and Medical Research. This new study could potentially link COPD to specific cleaning chemicals, as two other studies in European populations showed that "working as a cleaner was associated with a higher risk of COPD," according to Orianne Dumas, a researcher at Inserm. Dumas goes on to say, "Earlier studies have found a link between asthma and exposure to cleaning products and disinfectants at home, such as bleach and sprays, so it is important to investigate this further."
In 1989, the Harvard researchers found 55,185 working female nurses in the U.S. who did not have COPD, then analyzed those who were still working in 2009 over the next eight years. Participants were given a questionnaire to determine which disinfectants they used most frequently and why they used them. The disinfectants included glutaraldehyde (a strong disinfectant used for medical instruments), bleach, hydrogen peroxide, alcohol, and quaternary ammonium compounds (known as "quats"). In addition to the questionnaire, they took into account factors such as age, weight and ethnicity.
During this period they found that 663 were diagnosed with the condition. "In our study population, 37% of nurses used disinfectants to clean surfaces on a weekly basis and 19% used disinfectants to clean medical instruments on a weekly basis," says Dumas.
The study aims to highlight the lack of health guidelines when it comes to cleaning and disinfectants, especially in healthcare settings, and researchers hope their results will prompt further investigation and better safety precautions.
There are many substantial alternatives to bleach like vinegar or essential oils, and if you'd like to further rid your home of harsh chemicals, check out this article (click here).
We need more people like these researchers, who dedicate their time to ensuring our safety when it comes to items we have incorporated into our lifestyle and assume are safe, doing this kind of work. This information isn't meant to scare anyone, especially those of us who actively use these materials, but rather to bring more awareness so that we can educate ourselves and make healthier choices. There are countless healthy and safe alternatives when it comes to what we clean with, what we wear, and what we eat. You have to play the role of researcher in your own life if you expect to make positive change, and by having an open mind, you allow yourself to accept opportunities that can further your growth, mentally, physically, and spiritually.
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Alcohol Is Killing More People Than The Opioid Epidemic. So Why Aren't We Talking About It?
In Brief
- The Facts:
Alcohol related deaths are the third leading cause of preventable deaths in the US.
- Reflect On:
Should we be glamorizing the consumption of alcohol in the media and in advertisements? Is it time to get real about the potentially life threatening risks of this drug?
In recent years, we have been hearing a lot about the opioid epidemic that is sweeping the nation. The Center for Disease Control reported that over 47,000 people died in the United States alone from an opiate overdose in 2017, that is almost 5 times the amount of deaths caused by opiates in 1999. This is important, and yes it is good this is getting the attention that it deserves. However, in the same year, an estimated 88,000 people died from alcohol related causes — Did anyone hear about that?
Alcohol is the third leading cause of preventable death in the United States, the first is tobacco and the second is poor diet and minimal physical activity. Given this, why aren't we talking about it? And why don't we see warning labels on alcoholic beverages? Why are we promoting such a harmful substance? We certainly don't see huge billboards with people in bikinis popping oxycontin or injecting heroin, because we are well aware that these substances are addictive and can cause harm, so again, why are we openly promoting alcohol? Especially to young people?
Is It Because It's Legal?
Is it possible that alcohol related deaths do not garner as much of a cause for concern because it is legal, easily available and socially acceptable? Most likely. Alcohol sales reached $253.8 billion in the US in 2018 — this might also have something to do with it.
I'm not suggesting that criminalizing alcohol is a solution to this issue or anything, the same way I don't see how it's still against the law to use any drugs at all, regardless of how bad they are for you. I believe that we should have the say in how we treat ourselves and what we put into our bodies, not the government or a legal system. But instead of being portrayed as a harmful substance, like opiates, crystel meth, and crack are — alcohol is glamorized by the media; often being portrayed as sophisticated, fun, sexy and generally just the cool thing to do.
Alcohol Is Basically Encouraged In Our Society
There is no doubt about it, the use of alcohol is deeply ingrained in our culture. So much so, that choosing not to drink is often the more odd thing to do. People will always ask, oh, how come you're not drinking? As opposed to other drugs, people won't typically ask, oh why aren't you smoking meth tonight? Or whatever it may be.
Binge drinking is practically expected on the weekends, and for many people it is a way to unwind, let loose and have fun after a long workweek. Many people justify their consumption this way insisting that it's fine, because, I don't drink every day. The thing about alcohol abuse is that it doesn't have to be every day to be considered a problem or for the person to be considered an alcoholic.
There are many ways we tend to justify our use, because the thought of giving it up entirely or admitting that we even have a problem can be extremely overwhelming — especially if our entire livelihoods are centered on it.
How Much Is Too Much?
The National Institute on Alcohol Abuse and Alcoholism (NIAAA) created a web site called "Rethinking Drinking" to highlight the amount of misconceptions about what is considered "low-risk" and "high-risk" alcohol consumption. It turns out, more than three drinks in a day or more than seven drinks per week for women and four drinks per day or 14 drinks per week for men are considered "high-risk," and these patterns can be detrimental both in the short and long-term.
Some people might have an attitude of, I don't drink at all during the week, so I have all of my allotted alcoholic beverages on the weekend — however, for men consuming 5 or more drinks and for women consuming 4 or more drinks in about a 2 hour period is considered binge drinking.
Is It Time To 'Rethink That Drink'?
Should we have more campaigns aimed to raise awareness about the potential harm caused by alcohol? Because it is legal it seems to have this view of also being safe, because our government officials and lawmakers always have our best interest at heart, right? 😉 But if we aren't educating young people effectively on the potential risks associated with alcohol consumption, then perhaps there should be more of an effort to make the risks known on the packaging and even eliminating ads. In my opinion, it simply does not make sense to be legally allowed to advertise something that is so harmful — especially in such a glamorized way.
I don't know what it's like now for teens and if it is still considered "cool" to drink and if there is a ton of peer pressure around the whole thing. My hope is that this view will shift, young people will be made more aware of the risks and more people will find the courage to step away from what is no longer serving them or what's not in their best interest.
Many health advocates and people that are very cautious with regards to what they are putting into their body are still completely overlooking alcohol as a harmful substance. Now, there is no judgment to anyone who chooses to drink, but I think it's time to take a good hard look at these things and at least have the awareness behind it. Surely, it can be fun from time to time to relax, to loosen up, to be silly, but when we are relying on it to escape our unhappiness from our current situation, well then maybe it's time to face these situations head on, rather than escape them and change whatever is encouraging us to reach for that glass of wine, whiskey or beer in the first place.
How Can We Support Others?
The fact of the matter remains, many people who drink can do so sparingly, not in excess and not very often. They have a handle on it and it doesn't interfere with their lives in a negative way. However, for the ones who have struggled — with drinking too much, too frequently, with black outs, it can be difficult to even know if it's a problem because of how acceptable it is in our society.
If someone says, no thanks I'm not drinking, don't ask why, and instead try, right on! And no peer pressure. I've had problems with drinking, have quit and relapsed twice, currently I'm sober. Before I stopped drinking this time around I would open up to some people about it, questioning my use and whether or not it was harmful, many people would tell me, ahh don't be so hard on yourself! We are allowed to enjoy life, or shut down from time to time if we need to. If someone is expressing to you that they are concerned they might have a drinking problem, don't make them second guess themselves, if they are opening up about it please try to support them. We don't always know what others are going through — apparently even if they flat out tell us. This may also challenge our own relationship with alcohol, but if you can keep that separate.
Do You Have A Problem?
If you are concerned that you might have a drinking problem, you probably do. Keeping in mind that having a problem with alcohol doesn't necessarily make you an alcoholic. You may have a problem with alcohol if you can identify with any of the following scenarios:
- Spending a lot of time obtaining, using, and recovering from the effects of alcohol.
- Cravings, or a strong desire to use alcohol.
- Being unable to cut down on alcohol use despite a desire to do so.
- Continuing to abuse alcohol despite negative interpersonal or social problems that are likely due to alcohol use.
- Using alcohol in physically dangerous situations (such as driving or operating machinery).
- Drinking more or for a longer time than originally intended.
- Continuing to abuse alcohol despite the presence of a psychological or physical problem that is probably due to alcohol use.
- Being unable to fulfill major obligations at home, work, or school because of alcohol use.
- Giving up previously enjoyed social, occupational, or recreational activities because of alcohol use.
- Having a tolerance (i.e. needing to drink increasingly large or more frequent amounts of alcohol to achieve the desired effect).
- Developing symptoms of withdrawal when efforts are made to stop using alcohol.
A great way to get things in check is to commit to a period of time without any alcohol consumption and monitor how you feel, what you accomplish, and if you feel uplifted. You may need to ask your friends to support you during this time and have some sober activities prepared! Board games, cards, movies, sports, hiking — all these things can be great sober fun!
If your problem is more severe than this, or you are needing help in any way, reach out to a trusted friend or family member or you may benefit from your local Alcoholics Anonymous meetings for a whole slough of support and resources. If that's not your jam, check out Hello Sunday Morning for assistance in moderating your use.
My hope is that in the near future it will be more common not to drink and doing so will be more like taking a drug, or having an experience that is typically out of the ordinary.
It is never too late to make a change, first step is to get really honest with yourself…
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Alternative News
Joe Rogan May Take Down The Original Criticism Of "The Game Changers" Documentary
In Brief
- The Facts:
Joe Rogan recently had James Wilks, the maker of "The Game Changers" documentary on to discuss the benefits of a plant base diet and to refute a previous episode where Chris Kresser debunked it.
- Reflect On:
When it comes to health, it's important sometimes to suspend what we believe and have been made to believe, and simply look at the information from a neutral perspective.
Joe Rogan has long 'criticized' vegans in various ways, and has also emphasized his belief that one cannot be optimally healthy on a vegan diet. He's done this a number of times, which was hard for some onlookers to watch and listen to who have educated themselves on plant-based diets. Until recently, Rogan mainly focused on guests that were geared towards promoting meat-eating as optimal, and there's nothing wrong with that, but a balance of understanding and information can go a long way to educating people.
One of the most recent examples of Joe Rogan and his guest '"debunking" a plant-based diet came from a critique of a recent documentary that is now airing on Netflix, called "The Game Changers," made by filmmaker, James Wilks – a retired English mixed martial artist. The film was executively produced by James Cameron, and features interviews with the top scientists and doctors in their field who present an abundance of research and publications showing the benefits of a plant-based diet.
Not long ago, health coach and author Chris Kresser came on the "Joe Rogan Experience" after the documentary received a lot of attention, and the title of the podcast was titled: "Chris Kresser Debunks 'The Game Changers Documentary.'
For someone like my self who has done a lot of research into the topic, it was frustrating to listen to it given the fact that it was quite clear, for me and others who had actually done thorough research from a neutral standpoint, that Kresser wasn't really addressing all the facts, and was simply a big believer in what he was saying without even examining the information on the other side.
The challenge is, Rogan's podcast was listened to by millions of people, and many came away actually believing the information that was said in the original debunking episode – information we later find out was completely incorrect. These types of episodes that massively mislead people are not just an issue with people who have large followings discussing vegan diets and health, but it's a big issue with many other topics. This is why it was great that Rogan decided to have James Wilks on for a chance to defend his documentary, and the truth is he absolutely destroyed Kresser's claims that were presented as facts in the previous podcast with Rogan. The best part was Kresser was on the show as well so he had a chance to truly make sure everyone was on the same page.
Wilks addressed every single criticism made by Kresser in the previous episode, from topics such as B12, protein amount, and protein quality, among many others. He also brought up the fact that we shouldn't be listening to people like Kresser on such topics, but should be relying on properly published peer reviewed research that's repeatable, non-industry conflicting research, as well as information that comes from the world's leading scientists in the field of biology and nutrition, many of whom were presented in the Game Changers documentary. Or, people like Wilks, who have throughout done their research. This episode really exposes how Kresser is not accurate or factual in his position on this topic, an important note for his followers.
It's important to keep in mind that not everything Kresser said previously had time to be addressed in this podcast, but it could have been. 100 percent of Kresser's criticisms that were addressed were 100 percent completely debunked by Wilks, so much so that this is what Joe Rogan had to say via an Instagram post:
View this post on Instagram
Vegans, you're gonna LOVE this one! @lightningwilks, one of the producers of "the game changers" came on to challenge some of the criticism that Chris Kresser presented about the movie, and to say he did well would be a tremendous understatement. James knocked it our of the park, and defended himself and the film quite spectacularly. So much so that I'm actually considering taking the original breakdown of the film offline. This podcast will be up today at noon PT.
If interested, you can watch The Game Changers documentary on Netflix, and check out the podcast in question below.
Some Quotes From The Game Changers Documentary
One of these experts is Dr. Christina Warinner, who earned her Ph.D. from Harvard University in 2010 and received her postdoctoral training at the University of Zurich (2010-2012) and the University of Oklahoma (2012-2014). She became a Presidential Research Professor and Assistant Professor of Anthropology at the University of Oklahoma in 2014, and is currently a Leader in Microbiome Sciences at the Max Planck Institute for the Science of Human History.
Her work has led to some very interesting findings and conclusions:
"Humans do not have any specialized genetic anatomical or physiological adaptations to meat consumption. By contrast, we have many adaptations to plant consumption." (The Game Changers documentary)
She goes deeper in her presentation at the 2016 International Conference on Nutrition in Medicine, and in this TEDX talk she gave a number of years ago.
Gradual increases in brain sizes of early humans have also been attributed to meat, but research is showing that "because there is not a very strong match between meat consumption and gradual increases in brain size, scientists have looked to other options. And given that plant foods are such an important part of modern humans that hunt and gather foods, the money is on plant foods and shift in the kinds of plant foods as being the major driving factor in increasing brain size." – Nathaniel J. Dominy
"We have a brain, that just is desperate for glucose. It's such a fussy organ, that's the only thing it really takes in for energy. Well, meat is not a very good source of glucose, to have a big brain like this you need to eat something different. And the most efficient way to get glucose is to eat carbohydrates." – Dr. Mark Thomas, geneticist, University College, London (The Game Changers documentary)
With overwhelming scientific evidence to many of the most common deadly diseases, I discovered that the meat, egg, and dairy industries have been engaged in a covert response, funding studies that deny this evidence while burying their involvement in the fine print. One of the hired guns paid to conduct these studies is Exponent, INC. A company whose research was used by the Tobacco industry to deny the connection between second hand smoke and cancer. For more than 50 years, Exponent has generated studies that challenge the health-risks of everything from asbestos, arsenic and and mercury, to animal foods." – James Wilks, "The Game Changers" documentary
"The formula, works beautifully for people selling food, it works beautifully for people selling drugs to treat the diseases that bad food causes, and it works beautifully for the media, which can give us a new story about diet, everyday. But despite the appearance in our media of confusion, there's massive global consensus about the fundamentals of a health-promoting, and it's a diet that every time… In every population, every kind of research, it's a plant food predominant diet, every time." – Dr. David Katz, Founding Director of Yale University Prevention Research Center (The Game Changers documentary)
A Related CE Articles With More Information:
Humans Are Not Designed To Eat Meat – Leading Microbiome Scientist Explains
12,000 Doctors Urge The FDA to put Cancer Warnings on Cheese
Scientist: Milk From Cows Has "The Most Relevant Carcinogen Ever Identified" & "Turns on Cancer"
Scientist Explains How Cow's Milk Leeches Calcium From Your Bones & Makes Them Weaker
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Alcohol Is Killing More People Than The Opioid Epidemic. So Why Aren't We Talking About It?
In recent years, we have been hearing a lot about the opioid epidemic that is sweeping the nation. The Center...
Humans Are Not Designed To Eat Meat – Leading Microbiome Scientist Explains
There are many experts in the fields of anthropology, biology and all other sciences who have been creating awareness about...


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I know it is winter still, but dayum that winter sun can be really bright when you are driving to work in the morning! Being 5 foot also my sun visor does absolutely nothing for me so I am always after a decent pair of sunglasses for year round use
Sunglasses Shop let me pick a pair from London Retro, which was such a hard choice by the way, and this is the pair I opted for. The London Retro Jude Gold
I opted for an aviator style of sunglasses as I consider them a timeless classic frame, and one I have actually never owned before. I decided to go for them in Gold also rather than Silver so that the gold tones and the browny-gold glass can help make my face look a bit warmer visually
London Retro has been making sunglasses since 2011 and have been making the vintage eyewear trend more accessible to the general public, as well as being one of the few serious alternatives to high end eyewear brands
This pair of frames offers gradient lenses as well as a shorter frame style which means they fit my small head perfectly! I can't buy Ray Bans as they are just too big for me, I have tried relentlessly, but these are just perfect for me and are also UV400 protective, as well as being cheaper than the Ray Ban alternative. The perfect dupe
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Can a sports bra save a life?
When that sports bra is signed by a professional athlete and sold to raise money for the Keep-A-Breast Foundation, they can.
North Carolina Courage midfielder McCall Zerboni and 11-year-old Emma Bayer have teamed up since 2010 to help raise money by selling signed sports bras from professional women's soccer players and then donating the funds to the Keep-A-Breast Foundation.
I asked Emma's father, David, why the duo settled on Keep-A-Breast for their fundraising efforts. "Keep-A-Breast is focused on educating young women, so it seemed like a good fit for McCall & Emma, and the players of the soccer league. KAB has been very supportive. They send us literature, which we pass on to bra buyers and contributors."
Bayer and Zerboni don't just stop at the once a year auction, David explained. "In September, we went up to North Carolina for McCall's game. It was breast cancer awareness night. We had done a Gofundme and raised $620 for a local charity up there (Pretty in Pink Foundation)."
Zerboni's teammates have more than stepped up to help the cause. Abby Dahlkemper, Ashley Hatch, Darian Jenkins, Debinha, Denise O'Sullivan, Elizabeth Eddy, Jaelene Hinkle, Katelyn Rowland, Kristen Hamilton, Lynn Williams, Makenzy Doniak, Meredith Speck, Sabrina D'Angelo, Samantha Mewis, Samantha Witteman, Steph Ochs, Taylor Smith, Kelly Glendenning, and Brittany Bock have all signed and decorated sports bras in support.
A lot can be said for the league going back to the well of making NWSL players into role models. But in this case, I think Zerboni is showing that the players do play some role in showing the next generation they can do some good in the world.
If you are interested in bidding on one of the sports bras the link can be found here. Their Facebook can be found here, MZ & Emmers Sports Bra Auction for Breast Cancer.


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Food Fraud Education Schedule – Quarterly Update
by John Spink • April 27, 2017 • Blog • 0 Comments
For GFSI, FSMA, Sarbanes-Oxley or other requirements, addressing Food Fraud is not optional. Even if you have a low 'fraud opportunity' you must have a written document to support your claim. To not formally address Food Fraud could lead to a recall and could be a federal crime for your company… or YOU.
The MSU Food Fraud Initiative (FFI) offers courses ranging from the two 2-hour free MOOCs (massive open online courses) to the Graduate Certificate in Food Fraud Prevention. Choose from a broad selection of Food Fraud education and training opportunities:
- Graduate Certificate in Food Fraud Prevention:
- Received after successfully completing four MSU graduate courses.
- Graduate Courses – Three-credit, MSU graduate courses
- Food Fraud (Anti-Counterfeit and Product Protection, VM/PKG/CJ 840); online;
- Next Event: May 15, 2017 for 15 weeks until August 18, 2017; fee is $2700; offered continuously since 2008;
- Registration link: http://foodfraud.msu.edu/resources/programs-courses/
- Future event: Quantifying Food Risk (Food Quality, Food Safety, Food Fraud & Food Defense, VM825), August 2017
- Food Fraud (Anti-Counterfeit and Product Protection, VM/PKG/CJ 840); online;
- Executive Education Series – Onsite, non-credit, Short Course
- Food Fraud Business
- Next event: July 18-20, 2017; at MSU; fee is $1950; a version of this course has been offered continuously since 2009;
- Registration link: https://commerce.cashnet.com/msu_3794
- Flyer: http://foodfraud.msu.edu/wp-content/uploads/2017/04/MKTG-Flyer-FF-FFBusiness-Short-Course-Exed-2017-v26.pdf
- Future event: September 26-28, 2017
- Food Fraud Vulnerability Assessment Workshop
- Next Event: July 20-21, 2017; at MSU; fee is $1200; offered since 2016 and based on a scholarly journal article;
- Registration link: https://commerce.cashnet.com/msu_3794
- Flyer: http://foodfraud.msu.edu/wp-content/uploads/2017/04/MKTG-Flyer-FF-Exed-FFIS-FFVA-2017-v27.pdf
- Future event: September 28-29, 2017
- Food Fraud Business
- Food Fraud MOOC (Massive Open Online Course) series – FREE
- Food Fraud Overview MOOC;
- Next Event: live lectures May 18 & 25 at 9-11 am USA ET; online; fee is FREE; offered twice a year since 2013
- Registration link: https://www.canvas.net/browse/michiganstate/courses/food-fraud-overview
- Future event: Food Fraud Audit Guide MOOC; June 8 & 15, 2017
- Flyer: http://foodfraud.msu.edu/wp-content/uploads/2017/04/MKTG-Flyer-FF-Audit-MOOCA-2017-v7.pdf
- Food Fraud Overview MOOC;
Please feel free to contact us if you have any questions or require additional information. FFI


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Repacing Rotten Deck Core, Part I
As I mentioned in this post one of the major repairs on my boat is a section of deck where the upper fiberglass laminate had cracked, allowing water into the balsa core and starting a cycle of rot and delamination which led to this:
|Close-up of the worst damage. These cracks go all the way through the fiberglass.
I knew this project would take more than a few days so before starting I made a series of dams out of plywood so that I could protect it with a tarp and not have rainwater running into the repair area. This worked quite well except that the waterproof tape was a real chore to remove afterwards.
To gauge the extent of the problem I drilled 1/4″ holes outward from the cracks searching for dry core. You can glean quite a bit of information about the state of your deck from taking these 'core samples'. The main thing you want to learn is where the edges of the damage are but samples can also tell you a bit more.
With a balse-cored deck a dark or black pulp indicates advanced stages of rot while water welling out of the hole shows you've got lots of moisture coming in somewhere, more than might come in through just some poorly bedded fasteners. Balsa which is wet but has a nice fresh color and doesn't feel rotten may mean that you can get away with just drying it out rather than replacing it and of course dry wood shows that you've found the edge of the damage.
|This balsa is quite pulpy and saturated with water – not a good sign.
Once everything is nice and dry it's ready to be made into a deck again. But I'll save that for next time. Here in New Orleans it is Mardi Gras season and I've got some all-important work to do on a costume!
This article was syndicated from Safe At Harbour But Meant For The Sea: DIY Sailing with Paul Calder


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Yolanda, Lisa (New Mom) and Susie
My super sweet friend and her husband welcomed a new baby girl! I am so excited to meet her. I have seen some pictures and she is beautiful & I believe already 1 week old today.
12-23-2009 Miya Yvette Escobedo
Congratulations Thomas & Lisa


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Tim Russert is NBC News' Washington bureau chief and host of Meet the Press. He regularly offers MSNBC.com's readers his insight and analysis into questions about politics past, present and future.
MSNBC: Tim, George W. Bush is a 58-year old man, twice-elected governor of the state of Texas and now twice-elected president of the United States – the second time by a margin of 3.5-million popular votes and at least 274 electoral votes. No one can dispute the fact he won this election.
Other political news of note
Animated Boehner: 'There's nothing complex about the Keystone Pipeline!'
House Speaker John Boehner became animated Tuesday over the proposed Keystone Pipeline, castigating the Obama administration for not having approved the project yet.
- Budget deficits shrinking but set to grow after 2015
- Senate readies another volley on unemployment aid
- Obama faces Syria standstill
- Fluke files to run in California
- Animated Boehner: 'There's nothing complex about the Keystone Pipeline!'
Tim Russert: Absolutely.
His chief strategist, Matthew Dowd, has written a memo pointing out the historical significance of the size, shape and scope of the president's victory – more votes for President Bush than any other presidential candidate in history and on and on.
It was very important to President Bush that he had a popular vote and Electoral College vote that was substantially bigger than he had in 2000, so there could be no doubt that he was, in fact, re-elected on his own merit and his own record.
MSNBC: So, George W. Bush has won his second term. Now what?
Russert: I thought Vice President Dick Cheney used a very interesting word in introducing the President. He said, "consequential presidency".
George W. Bush believes that his presidency is consequential and potentially historic. If he can bring democracy to Iraq and Afghanistan – two challenges that are in the fledgling stages, we should say. But also, reform the tax code and reform Social Security – reform Social Security in a way that is going to set off a seismic debate in this country about that program.
A very important point about second terms – people forget – Ronald Reagan, in his second term, went about an arms control pact with the Soviet Union – his arch-enemy.
For George W. Bush, his first term was for the voters. I think the second one is for history and he'll try to fix Social Security and Medicare as his top priorities.
MSNBC: Before President Bush made his acceptance speech in Washington, DC, Sen. John Kerry offered his concession remarks from Boston. What are your thoughts on hearing Sen. Kerry?
Russert: John Kerry is not a distant, aloof man – as he's most often described.
I have never seen anyone who runs for president not changed profoundly. It tempers you. It really finds a way into your heart and soul and you become a much different person. And you remember those individuals you met along the campaign trial for the rest of your life.
Anyone who's ever done it marvels at the breadth of this nation… as you go in hamlets in New Hampshire and farms in Iowa… and he was deeply touched by that. You can not run for president without feeling an enormous bonding with the country.
Senator Kerry, I think, has grown enormously and emotionally as a candidate for president and this was an extremely gracious exit and one that is in the best interest of the country.
MSNBC: Concession day is about reaching out. But what will be going on within the next days and weeks – the second guessing about what went wrong for the Democrats, so that they don't make the same mistakes going to 2008.
Russert: It's already started with the whole emphasis of whether or not John Kerry should have talked more about health care and more about Social Security and the economy, as opposed to the past week spent talking about munitions in Iraq. I've already gotten the phone calls.
There's also talk about the future of the party. You've got John Edwards and North Carolina, with his supporters suggesting it's going to take a southern Democrat like Jimmy Carter and Bill Clinton. Others saying, "No, You need a true believer. Howard Dean could have rallied the base and gotten an even bigger turnout than John Kerry." Or, maybe Hillary Clinton saying we can go back to the good old days of Bill Clinton. It's already started – positioning for 2008. And there's going to be a deeply philosophical battle within the Democratic Party over those issues.
They're all stepping forward, saying, "Well, perhaps we ought to start thinking about 2008." They won't do this publicly yet, but it's a party that has to really has to look inward and say, "Who do we want to be and how do we connect with the country as a whole about issues like faith and things that really do connect and matter to people. It's a big challenge.Video: What happened?
MSNBC: John Kerry now goes back to the U.S. Senate. What can we expect from him as a senior member there?
Russert: Well, John McCain went back. He didn't win the nomination. It was a brutal primary fight against George Bush. McCain has thrown himself into issues, trying to define himself as a senator and, I think, a potential candidate for president.
I look for John Kerry to immerse himself in the issue of health care, in the issue of intelligence and world affairs. I think he found a home with those issues. I'm sure he entertains in the back of his mind trying to run again in 2008, but it very difficult. The Democrats are very unforgiving when it comes to their nominees. Ask Al Gore.
MSNBC: What do you think the political landscape will look like in 2008?
Russert: I think we're going to have two open primaries. I believe Hillary Clinton will run for president. I think John Edwards will run. I think Howard Dean will run. I think Bill Richardson, the governor of New Mexico, will run.
On the Republican side, I think John McCain, will run at age 72. Rudy Giuliani will run. Bill Frist, the Majority leader of the Senate, will see Giuliani and McCain – two moderate Republicans – and he'll run to the right. I think there will be Republican governors who will run. If Arnold Schwarzenegger can change the constitution, he'll run.


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Title 1 Program
Yvonne Taylor Brandon Jiles
Title I Teacher Mathematics Interventionist
firstname.lastname@example.com firstname.lastname@example.com
248.336.7620 248.336.7620
Categorical Programs supported by Federal Funds
• Title I, Part A Improving Basic Programs
• Title I, Part C Education of Migratory Children
• Title II, Part A Teacher/Principal Training/Recruiting – Class Size Reduction
• Title II, Part D Enhancing Education Through Technology (ARRA Recovery Funds only)
• Title III Limited English Proficient (LEP) Sub Grant
• Title V Innovative Programs (REAP-Flex authority for SRSA REAP Districts only)
• Title VI, Part B Rural and Low-Income School Program
Title 1 Program Purpose
- Designed to help disadvantaged children meet high academic standards
- Provide supplemental instructional services to identified children in both schoolwide and targeted programs
OPPA's Title Services Program
Oak Park Preparatory Academy's Title program is a Schoolwide program. This means that we are here to serve ALL of our students in increasing student achievement. Students may be targeted for additional support with our intervention team based on their demonstrated need.
- A comprehensive needs assessment of the entire school based on information that includes the performance of students in relation to the Michigan Education Academic (MSTEP), as well as achievement data https://www.mischooldata.org/DistrictSchoolProfiles/ReportCard/EducationDashboard3.aspx
- School-wide reform strategies
• Implementation of Advisory (Link to Advisory Lessons)
• Afterschool Learning Lab (Link to application for Afterschool learning lab)
- Activities to ensure that students who experience difficulty mastering the proficient or advanced levels of Michigan State Standards will be provided with effective, timely additional assistance –Title Services and Intervention support teachers. If you feel your student is in need of such additional support or services, please email us at email@example.com
- Strategies to increase family involvement
• Parent Involvement Plan (Input link to Parent Involvement pdf)
• Parental Involvement Compact (link to parental Involvement compact)
• Annual Parent survey link http://www.advanc-ed.org/survey/public/8369426
We truly value all of your support and input throughout the school year. Please join us at our evening title meetings or drop in coffee and conversations throughout the year.
Links to online programs and parent resources
Parent Compact
Parent Involvement Plan
Math textbook and resources
A Parent's Guide to MAP - NWEA
• Spring 2017
• September 2017
Ms. Yvonne Taylor – OPPA Title Services teacher
Mr. Brandon Jiles – Mathematics Interventionist
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Discovering a performance issue in a global team July 6, 2009Posted by rickbron in Bronder On People, Coaching, Diagnosing performance problems, Fixing performance problems, Global communication, Global leadership, Leading globally, Performance issues.
Tags: Diagnosing performance problems, global, global interaction, Global leadership, global team, global team member performance issue, leading global teams, Signs of remote performance issue
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The Big Dogz know that the biggest problem with managing performance of a remote worker is to identity that there is a performance problem. Time, culture and technology can mask the signs that a remote employee is having a performance problem. The effective global leader is aware of potential performance problem signals. What do you look for?
Here are some specific signals your global team member may send you:
- Does not respond to email or voice mail
- Does not make regular contact with you
- Deliverables are late, does not notify you
- Other members of your global team complain to you about the work products or delivery schedule
- Does not participate in team conference calls
- Misses status reports
- Tries to redirect the performance conversation
- Turns off the IM software
- Is absent unexpectedly
- Becomes defensive about questions
- Updates are unclear or poorly worded
- Claims computer systems problems keep from getting the work done
- Describes problems in email rather than a phone call
- Spending more time surfing the internet
- Tell you everything is going "great"
- Productivity is dropping
- They are excelling at mundane tasks — ignoring major project tasks
- They do not have awareness of project or company news
Observing these signs does not guarantee there is a performance problem. A general principle to follow is "Is there something unusual happening?" When you see behavior that is not normal, this is a good indicator that something is awry. If it is not a performance problem, then it is probably something you need to become involved with anyway.
The Big Dogz use these signs as guidelines — something to start investigating. As with all performance problems, you will first want to check the person's ability to do the task assigned. Of course, the Big Dogz do that when they give a SMART objective; but if that assessment was incorrect, now is a good time to adjust. Use the performance feedback process to get the person's action plan to bring performance back in line with your expectation. Include in your analysis, the workload, the priority in the team for this task and other factors that may affect the person's ability to perform. Help the person to take action to fix these issues.
If the cause of the performance issue is not ability, then explore the willingness or motivational component of performance. They may have a confidence issue relative to the task. Perhaps you will have to increase your relationship activity with this person, such as encouraging them.
Responding to remote performance issues requires the use of the same techniques and approaches you would use with a co-located performance issue. Of course it will take more time, require the use of technology and adaptation to some cultural issues. The Big Dogz know that paying attention to the potential performance issue signs will pay off in the long run.
Feed the Big Dogz March 21, 2009Posted by rickbron in Bronder On People, Coaching, Feedback, Fixing performance problems, Getting what you want, Management, Performance issues.
Tags: Coaching, coaching for top performance, differentiuate coaching, feed the Big Dogz, getting the most from people, handling substandard performance, high performance, using coaching to increase productivity
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Do you want to get even more from your top performers? The Big Dogz know that it is very effective to spend your coaching time with the Big Dogz rather than the low performers! However, some managers tend to spend their precious coaching time with the low performers trying to get them to perform at the acceptable level. Although this strategy may sound effective, it does not represent the optimum use of your time and energy. Just where am I supposed to focus? Let's look at the range of performers you may have to manage, and then map an effective approach to investing your coaching effort with each of those performers.
Star performer — this is your go-to person. The star is highly motivated, willing to learn and is ambitious. The star performer is always looking for ways to improve productivity in your team. Normally they are self-starters and need little of your time. Just the kind of person you want on your team.
Spend most of your coaching time with this performer. It is effective to schedule very frequent coaching session to develop the contributions of this performer. It would not be an ineffective use of your time to meet with this person 2-3 times per week to provide coaching. Give them effective feedback and provide opportunities for them to develop and contribute. These performers will take up more than 50 % of your coaching time and effort. Coaching this performer will most likely stretch your coaching skills to the highest level and you will grow in your capability to coach. So, there is some personal benefit for you by spending time and energy with this performer.
Rising star performer — this performer is also highly motivated, willing to learn and ambitious. What makes this performer different from the star performer is the level of skill and experience. They really want to do whatever it takes; they just need some guidance. The rising star has some ideas about how things could be better, but is reluctant to come forward. And, by the way, this person will seldom ask you for help. Having performers like this on your team is an opportunity waiting to be developed.
This performer is your next highest ROI (Return On Investment) for using your coaching time. Encourage them to come to you for advice and support. Meet with them as often as you can; at least once per week. Have a detailed agenda on what topics you will coach this performer. Use a consistent coaching model to have them perform self-reflection on the coaching focus areas. Identify learning opportunities for them and provide encouragement. Look for opportunities to pair them with a star performer on a team activity. These performers are generally the easiest to coach. They want to learn and be successful.
Solid performer — this performer is motivated, somewhat willing to learn and is not overly ambitious. The solid performer is a person you can count upon to deliver quality work in a reasonable time. The solid performer has the process figured out and will accomplish what needs to be done. They do not feel it is their responsibility to make changes to the work process. However, they always have ideas on how things can be done more effectively. You can count on them to deliver what they say they will deliver. Having people like this on your team can allow you the opportunity to develop the stars and rising stars.
These performers are not necessarily interested in making larger contributions, nor are they slackers. They may have other higher priorities in their lives. Meet with them on a regular basis, perhaps 2-3 times per month to discuss development activities.
This performer is a good source of ideas for development opportunities for your stars and rising stars. The solid performer sees things that could be changed or improved, but is not motivated sufficiently to actually make the changes.
Some mangers try to convince the solid performer to make the effort to become a rising star. I know this because I was one of those managers! Do not take this approach. It will just irritate the solid performer and frustrate you. If the performer does express an interest in raising the performance level, be sure to take advantage of the opportunity. Often management has neglected and taken the solid performer for granted. Value the solid performer and appreciate their contributions. This performer is usually self managed and will allow you time to coach the stars and rising stars.
Struggling performer — this performer is not well motivated, wants things done the way they have always been done and is not ambitious. The quality of their work is low and it takes them longer than the performers above to get something done. They complain about the process of getting work done and have many excuses why they are not able to perform. They often give the appearance of "trying hard". Having a struggling performer on your team is a major drain on you and the other members of your team.
This performer may have been mis-managed in their career. Probably, this performer is frustrated in their job. For almost every situation, they will explain to you why they cannot be successful. It is always someone else's fault. Helping a struggling performer to become a solid performer is hard work and one of the most difficult coaching tasks. If you are not successful, then move them out of your team. Do not invest in regular coaching session with this performer. Effective coaches use a one time coaching approach to help the performer improve. The first step in this coaching process is to determine the source of the performance problem. Is it ability or motivation?
To find out if it is ability, ask the struggling performer what they are doing to accomplish their work. If they obviously do not know how to do it, then arrange for a development opportunity for them to acquire the skill. Monitor this process closely to insure the person has the opportunity to acquire the skills necessary. The time allocated to this activity will be in the 30-60 day window. If they cannot acquire the skills, then you will have to move them into a position where they can be successful or move them out of the business.
To find out if it is motivation, ask them how they feel about working in your team. If they have the ability to do the job, why aren't they doing it? What motivates them? If you can, set up an environment where they will receive the motivation they need. If this is not possible, then you clearly state the consequences of poor performance. In most situations, you would put them on a 30-60 performance improvement plan. Work with your HR professional to help you meet statutory requirements.
Coaching the struggling performer takes a great deal of time and is best limited to a one-time effort on your part to help this performer improve. When you are successful in moving them to the solid performer category, treat them like any other solid performer in terms of your coaching time and effort. Many struggling performers are stuck in this category because of poor management and coaching. By paying attention and holding them accountable, you may experience one of the most positive outcomes of this type of coaching engagement. You have a high probability of helping this performer skip the solid performer category and vault to be a rising star!
Unsatisfactory performer — this performer is not only personally un-motivated, but is a demotivator for others on your team. Their work products are often incomplete and of poor quality. It is amazing how these people continue to be on the payroll. They show up late, leave early and complain about everything. Having a performer like this on your team makes more work for everyone else and drains your personal power for not handling the situation.
This performer has moved from being a struggling performer to a performer who has given up! You may have worked with this performer and they have not responded. They are most likely not skilled enough for the position and have a poor attitude about the job. Usually, when you inform the unsatisfactory performer of their status, they will make an effort to improve. However, this effort does not last, nor is it sufficient. In most cases, unsatisfactory performers lack the ability to do the job. This lack of skill is serious. A reasonable skill development activity cannot overcome this deficiency. The unsatisfactory performer is most likely suited somewhere else.
Coaching this performer is also a one-time activity and is usually a much shorter engagement than coaching the struggling performer. Get your HR professional involved because your objective is to get this person out of your team and into the job or profession that suits them.
Where are you spending your coaching resource? Are you getting the most effective ROI on your investment of time and energy?
Take a quick inventory of how you are spending your coaching time. For the next 25 business days, take a couple of minutes at the end of each day and answer these questions:
Whom did I coach today?
How much time did I spend on that coaching engagement?
(Be sure to include any preparation time you spent)
What result did I get?
After the 25 days, you will be seeing more improved results with your coaching investments! Remember, feed the Big Dogz.
Handling feedback from your manager December 5, 2008Posted by rickbron in Bronder On People, Coaching, Feedback, Managing up, Performance issues.
Tags: behavior feedback, constructive criticism, criticism, getting feedback, handling your manager, manager feedback
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Ouch! Getting corrective feedback is not always pleasant. The Big Dogz know that corrective feedback is the most powerful feedback — it helps you grow! So how do we handle feedback from our manager? Here is the Big Dogz view on feedback.
First, we must understand there are two types of feedback — performance feedback and behavior feedback. The former is most easy to deal with. When your manager gives you a performance objective, ask your manager to provide a SMART objective.
Actionable and aligned
Time phased
In addition, make sure you can check on your progress without having to interact with your manager. With these conditions, you can assess your progress on the task and seek help or coaching when needed. These feedback sessions will not be a surprise to you. The Big Dogz take responsibility for their performance on an objective and keeps everyone informed of the progress.
It is the behavioral feedback that catches us by surprise. Of course, there are two types of behavioral feedback — positive and corrective. We sometimes associate the words compliment and criticism with these types of behavior. The first thing the Big Dogz do when getting behavior feedback is to look at the feedback as a positive event. Whenever your manager gives you behavior feedback of either type, try to associate the feedback to some objective or goal you are trying to achieve. Do not take it personally!
For example, if your manager told you that you were effective in answering question at your steering committee presentation, relate that feedback to your desire to gain positive visibility in the organization. If the feedback was corrective, for example, your responses to questions were ineffective; this feedback affects the same goal.
Not everyone is competent at giving behavior feedback. Be tolerant of managers who blurt out stinging remarks. They just do not know how to deliver feedback. Do not let their lack of competency impact the value you can get from feedback. In any feedback event, ask your manager to provide specific examples.
Stay calm and do not get defensive. Make sure you understand the examples. You do not need to agree that the examples are either positive or corrective! This is the best part of getting behavior feedback. Whatever the feedback, you now know how to respond to questions when your manager is present!
After you get this type of feedback, thank your manager for taking the time to help you grow. Go back to your cubicle or quiet place and reflect on the feedback you received. In most cases, the feedback has a great deal of truth associated with it. Try to find this truth and identify how you will be more effective in the future.
If you have an opportunity to be in a similar situation with your manager again, ask them to provide you with feedback after the event. With the right preparation, you can turn a corrective feedback into a positive feedback.
Although it is sometimes painful to hear behavior feedback, the Big Dogz always ask for it. In my own situation, I have learned to value corrective feedback more highly that positive feedback! It seems that I intuitively know when I engage in successful behavior. When I engage in ineffective behavior, I tend to shift responsibility (blame) to other factors like the timing, the environment or the other person. When I learn that I contributed to the ineffective result, helps me avoid those situations in the future.
Be one of the Big Dogz! Start asking for behavior feedback today.
Free resources!! October 17, 2008Posted by rickbron in Achieving goals, Bronder On People, business strategy, Changing behavior, Coaching, Increasing Your Profitability, Management, Performance issues.
Tags: doing more with less, effective, efficient, productivity
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Thought that might get your attention! The Big Dogz know how to get additional resources for free. They do it by focusing on the resources they already have. Most people in the workplace are doing the best they can. They are giving you their concentration and commitment to producing at a high level. Sometimes it is the work that gets in the way of the work getting done. Here is how to get more for less in your team.
Convene a meeting with your team members and tell them you want them to answer two questions for you.
- What can we do to be more efficient?
- What can we do to be more effective?
Notice that the question is "What can we do..", not "What can be done…". This is an important distinction. The Big Dogz know that if you ask the latter, you will get suggestions on what others could do. The focus is on us, and what is in our control.
Let me define efficient and effective. I borrow the distinction from Tom Peters in his book, In Search of Excellence.
Efficient — doing things right
Effective — doing the right things
So you ask your people to focus on those two questions and then you leave the meeting. Tell them you will return in 45 minutes to review their suggestions. I can hear some of you saying, "Yeah, right, they will have nothing to say!' Well, you are probably right. The first time you ask them to do this activity; they will usually produce nothing. They provided suggestions in the past. And, they have been ignored! It is no wonder that they will be reluctant to give you ideas.
Thank them for their time and concentration. Schedule another meeting within 30 days to address the same two questions. This will get them to thinking you are serious about being more efficient and effective. Keep having the meetings until they actually come up with a suggestion. Now do your secret management stuff and get that thing done! If you don't, you can save time by not having these meetings once a month!
The people who know how to be more efficient and more effective are the people who do the work. Too often managers come up with brainstorm ideas of their own on how the department can be more efficient or effective. Most of the time these ideas could work. People like to have their own ideas. They are more likely to implement a suggestion they came up with rather than one you came up with.
The Big Dogz know that patience pays off. Keep asking your people how to do more with less and they will respond. If you have five people and they improve productivity by 20%, you have gotten another full person for free!
So, now in the next 30 days, you schedule a productivity improvement meeting with your folks. Send me an email at email@example.com. I want to know how it works for you.
Developing managers October 10, 2008Posted by rickbron in Bronder On People, Coaching, Management.
Tags: develop talent, development, executive development, manger development, middle manager development, new managers, spot talent
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All organizations need managers. The Big Dogz know that having effective managers is no magic act; it takes effort to spot and develop managers that will lead your organization. Three levels of management need to be identified and developed. The three levels are first level, middle and executive management. Here is a look at an approach to spot and develop these managers.
Potential first level manager
What to look for:
1. Ability to manage themselves
2. Strong analytical skills related to problem solving
3. Ability to learn and teach others
4. Motivation to become a leader
5. Concern for others
6. Self awareness
How to develop:
1. Give them team leader assignments to accomplish a goal without giving them authority. If they can get this done, then you can give them position power.
2. Have them chair a task force to investigate a business opportunity within your area of responsibility.
3. Provide them a person to mentor. Set specific learning objectives for the mentee to validate that the candidate can teach others.
4. Ask them to provide feedback on their own performance. Pay attention to insure that they give you balanced, honest feedback. Watch to see if they apply the lessons learned.
5. Ask their opinion about a key organizational issue. How would they handle it? Ask them to justify their answers.
Potential middle manager
What to look for:
- Demonstrated management skill, not just talent
- Demonstrated leadership
- Strong problem solving
- Effective decision maker
- Thinks strategically
- Results that are above average
- Has built strong networks
- Enjoys working through others
- Motivated to advance
How to develop:
- Provide training on higher-level management functions like budgeting, strategic planning, forecasting etc.
- Give them assignments that push skill limits
- Chair a task force that addresses a broad business issue
- Get them in front of higher management to present their team's results
- Have them sponsor a cross functional team
- Let them manage your budget
- Let them represent you on a major project
- Delegate one of your major responsibilities
- Involve them in your decision making process
Potential executive manager
What to look for:
- Constructively challenges how we do business
- Understands the business, not just their area
- Makes an effort to be informed
- Articulates a vision and strategy
- Volunteers to work across business units
- Focuses on results
- Bases decisions on data
- Surrounds themselves with competent people
How to develop:
- Fund or encourage formal education, especially elements of an MBA
- Sponsor attendance at executive level conferences
- Have them present a business problem with alternative solutions and a recommendation to the executive committee
- Point out cross business unit opportunities
- Get them an executive level mentor
- Encourage them to join outside associations
- Give them an assignment to represent the company in the community
- Have them participate in a public speaking program
The Big Dogz know that these ideas are just the beginning. You will need to be proactive in seeking out development opportunities. Once you start to focus on finding development activities, you will see that it gets easier. The key is to find opportunities that will help the person grow while helping your business grow.
Take a few minutes right now and identify people who you can help move into management.
Performance feedback September 22, 2008Posted by rickbron in Bronder On People, Coaching, Diagnosing performance problems, Fixing performance problems, Management, Performance issues.
Tags: corrective feedback, Feedback, feedback makes perfect, performance feedback, positive feedback, practice makes perfect
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Most of us are familiar with the adage, practice makes perfect. And, most of us would be wrong! The Big Dogz know that it is feedback that makes perfect and that practice makes permanent. There are two types of feedback that you provide to an employee. The first of these is behavior feedback — that is how an employee is behaving. You generally do not give behavior feedback unless the behavior is affecting an employee's performance or the performance of others. If the behavior is not affecting performance, you may consider asking permission to give behavior feedback. It is like giving someone advice.
The most common type of feedback you give an employee is performance feedback. Not only do you not have to ask permission to give this type of feedback, it is your responsibility and obligation to provide this feedback. Here are a few fundamental principles about performance feedback:
- Feedback is always linked to an objective. It is about a specific result you have asked the employee to achieve.
- Frequency of feedback is dependent upon the performance level of the employee. When performance is low, feedback is more frequent.
- Feedback is most effective when it is balanced. This does not mean you give them the classic "feedback sandwich" — something good, something negative and something good. Most employees know that traditional management training recommends this approach — and they flinch when the manager gives them positive feedback because they know the "but" is coming. By balanced, I mean give positive feedback as often, if not more often, than you give corrective feedback.
- Timeliness of feedback has a direct correlation to the motivational value and the learning associated with the feedback. The closer you provide feedback to the actual result, the more effective that feedback is.
- Effective feedback is consistent. That means when you give feedback, you follow a repeatable process and your employees know what to expect. In fact, after a few iterations through your feedback process, they will be able to do it themselves. Here is such a process:
• State the objective and get the employee to agree that is their objective.
• Ask for their observation on how they are doing
• Give your observation of specific data related to the objective
• If this is corrective feedback, ask, "What are you going to do?" Stay away from "What can we do?" You want them to own the action plan
• If the feedback is positive, then pursue how you could leverage this accomplishment for more visibility or opportunity for the employee.
• What help do you need from me
• Offer suggestions on how they can accomplish the objective
• Get them to summarize the action plan
• Set follow up meeting to discuss progress — to give them more feedback
• Ask them if there is anything else you they to know
• Encourage them
The Big Dogz know that by following this or a customized process like this one, your feedback skills will grow and you can help your employees become "perfect".
Custom coaching June 19, 2008Posted by rickbron in Bronder On People, Coaching, Uncategorized.
Tags: coaching customization choice results
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- Eager novice — this is an employee who is new at a specific task and is excited or motivated to perform this task. This person needs specific instructions and close control. If we do not provide the instruction and control the employee will become frustrated by having to learn everything by themselves. By providing direction and control, we insure that we build the relationship and achieve the result we expect.
- Reluctant novice — this is an employee who has some ability with this specific task, but might not be so confident in that ability. This person needs encouragement and an overview of how to accomplish the task. As a coach, we need to address any fears or concerns they may have and express our confidence in them to accomplish the task. We allow the employee greater leeway when it comes to control. Although we still set up frequent checkpoints, we are not as rigorous as with the Eager novice. By providing some direction and control along with strong encouragement we positively impact the relationship and achieve the results we are seeking.
- Reluctant master — this is an employee who has more ability with a particular task and may even have done it before under your excellent coaching. Their confidence of "going it alone" may be low, so our emphasis is on encouragement and motivation. Relative to the task instructions, we engage the employee as to how they would do it. If their approach would work, we let them use it. We ask if they would like suggestions and provide them if the response is affirmative. Using this approach, we enhance our relationship with the employee and make sure we get the result we want.
- Eager master — this is an employee who has mastered the task and is confident in their ability to perform the task. Our role as coach is to provide the time and resources to let them complete the task. They need no guidance or motivation. Their confidence is high and they understand the reason and importance of doing this task. We do not need to put elaborate controls in place since they will get the task done without support from us. We offer to provide support if they need it and may ask them to just let us know when the task is complete. Using this style of coaching with the eager master will result in a good relationship and the business result you asked for.
The Big Dogz know that to optimize results, we need to customize our coaching. You can achieve the same level of results by examining coaching situations and customizing according to the development level of the employee.


text:
From Rabbi Blog
--Rabbi Bob 05:41, 12 September 2011 (EDT)
- Corrected Flickr extension
- Added Mediawiki Google Plus +1 button
- Changed banner
--Rabbi Bob 07:47, 30 July 2011 (EDT)
- Corrected new items by using [[1]]
- Pruned External Links list
OLD Updates
Mediawiki 1.24.1
- Updated from 1.16.5 (running on a QNAP box no less)
- Thumbnail issues to resolve (see MW1.20.2 talk)
- Secondary issue (need to recheck the actual image folders to verify the image exists)
- That's what happens when you have 0kb (empty) image files. There are roughly 51 of those 0kb files in the file structure.
Error creating thumbnail: convert: Empty input file `<dir>/9/9e/Thelongweekend2_worms.jpg' @ error/jpeg.c/JPEGErrorHandler/316. convert: no images defined `<dir>/temp/transform_fbce7a10c4ab-1.jpg' @ error/convert.c/ConvertImageCommand/3044. Error code: 1
- Flickr - done
- DynamicArticleList - done
- VideoFlash: pending
- Pending
Mediawiki 1.16.5
- Updated from 1.11.0
- Issues with many extensions, much more than for the MediaWiki 1.11.0 update
- ImageMagick issues to resolve:
Error creating thumbnail: convert: unable to open image `/var/www/rabbibob.com/rbwiki/images/d/d6/Cabinet1.jpg': @ error/blob.c/OpenBlob/2498. convert: missing an image filename `/var/www/rabbibob.com/rbwiki/images/thumb/d/d6/Cabinet1.jpg/150px-Cabinet1.jpg' @ error/convert.c/ConvertImageCommand/2970.
Increased the $wgRCMaxAge variable to 52 * 7 * 24 * 3600 in LocalSettings to increase the amount of items listed in the Last Entries feed (via the News extension). Previous entries are purged from the RC table over time and causes items to fall off the list. --Rabbi Bob 08:13, 19 December 2009 (EST)


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Rhinoplasty before and after, frontal
Rhinoplasty before and after, lateral right
Patient Info
Gender: Female
Procedure: Rhinoplasty
Procedure Description:
Patient desired dorsal hump reduction, downward rotation of nasal tip, and improved tip definition.
* Each patient is unique and individual results may vary.
- Philip S. Schoenfeld, M.D., F.A.C.S.
- Physician
- View profile page
- 5454 Wisconsin Avenue, Suite 1625, Chevy Chase, MD, 20815
- (301) 652-7368


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Obtaining a transportation or logistician job doesn't require years of higher learning, but it does require certain certifications. Fortunately for Soldiers, the Army provides access to a number of credential programs via COOL, and the Certified in Transportation and Logistics (CTL) credential is among them. By obtaining this credential while in the service, Soldiers will enter the civilian working world with immediate access to transportation and logistics careers. It's important to consider taking this course prior to leaving the military – time spent obtaining the credential is time not spent obtaining employment.
The American Society of Transportation and Logistics (AST&L) program offers the designation of CTL to candidates who demonstrate their understanding of the fundamentals of the profession through the successful completion of four modules of required study material, as well as two elective modules. The Society's modules and associated examinations are prepared by a Board of Examiners consisting of Certified Educator Members within AST&L. It is possible for candidates to receive waivers on the basis of education. All CTL candidates must be members of AST&L and have a bachelor's degree or three years of professional experience. The Board realizes that many applicants are employed on a full-time basis and, as such, are limited in the amount of time available to prepare for the examinations so the Board of Examiners has established a five (5) year maximum time limit for acceptance of completed requirements. The five year time period begins after the successful completion of the first examination, or receipt of the first waiver.


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Eber.carmo needed a new wordpress theme design and created a contest on 99designs.
A winner was selected from 69 designs submitted by 19 freelance designers.
Notícias Automotivas (http://www.noticiasautomotivas.com.br)
My name is Eber, and I run the biggest car blog of Brazil, since 2005. Notícias Automotivas has around 6 million pageviews per month, and its time for a complete makeover.
The idea is to have a very modern and professional design, that gives the impression of professionalism and a serious attitude. But that doesnt mean that the design has to be boring, of course.
The audience is mainly composed of men, from 15 to 50 years of age. They check in everyday to see the latest and hottest information on the auto business. Brazilian people are fascinated about cars.
I want something modern and good-looking. Was checking some blogs lately and FreelanceSwitch.com has specially caught my attention. The tipography is amazing! That is somewhat exactly what I want, a blog where everything is well positioned and well explained. No small characters around.


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The Executive Council Committee helps Executive Council members build stronger business relationships by hosting meetings and events for the Executive Council each year. The Committee also sponsors the WLP-CREW Tampa Bay Scholarship program, and facilitates mentoring and other opportunities for less experienced CREW Tampa Bay members to interact with the more seasoned commercial real estate professionals in the Executive Council.
Anne Pollack
Fletcher & Fischer P.L.
(813) 898-2836
Deborah Sheridan
Senior Commercial Banker
Hancock Whitney Bank
813) 868-7844
This Committee provides support to the Membership Director. Committee members help recruit new members at events by sharing their success through membership. Throughout the year there are Member Recruiting Events attached to regular programmed events for current members. Committee members meet quarterly to help develop services to retain existing members.
Robyn Coppola
Workplace Business Development Executive
(813) 625-5940
Blake Williams
Business Development Officer
Wells Fargo
(813) 455-8025
The Member Engagement Committee promotes opportunities for CREW Tampa Bay members to connect with one another. This Committee welcomes new members to the chapter, facilitates member engagement and supports networking among CREW members. Committee members also lead table discussions at luncheon meetings to encourage networking and inclusion. Member Engagement Committee members should be motivated and outgoing volunteers who are always looking to meet members and help build lasting relationships.
Katie Gower
Director of Business Development
Ed Taylor Construction, Inc
(813) 431-4691
The Members Only Events Subcommittee coordinates functions to provide networking and socializing opportunities beyond the chapter's monthly luncheon programs. Members Only events are held throughout the year in unique venues around the Tampa Bay area. Subcommittee meetings are held at least four times a year. Each Subcommittee member spearheads the planning of one event a year.
Erika Matscherz
The Dikman Company
(813) 251-5288
Leslie Benner
Account Executive
Rose Paving, LLC
(813) 226-6686
The PR/Marketing/Communications committee promotes CREW Tampa Bay's membership by representing the chapter and its members' achievements to the media and the business community. If you like writing, editing, blogging and graphic design then this is the committee for you! Committee members have the opportunity to learn about CREW branding, posting to the chapter's social media accounts, drafting press releases, designing graphics for the chapter's signature events and drafting content for CREW Tampa Bay's eblasts, which are distributed regularly to members. The committee meets quarterly, however involvement is ongoing throughout the year with committee liaisons assisting in the PR/Marketing for each of the chapter's committees.
Haley Chase
Tech Data Corporation
(813) 418-0778
This Committee works with the Sponsorship Committee to encourage commercial building operators to light up in pink during the month of October for Breast Cancer Awareness. In addition to being good corporate citizens and giving back, City in Pink is a vehicle to use commercial office buildings as a highly visual connection of real estate professionals in the Tampa Bay area, and to create relationships through CREW with the individuals developing and managing the buildings.
The Finance Committee provides a foundation of financial stability by coordinating the annual budgeting process and maintaining CREW Tampa Bay operations in compliance with the policies, procedures, financial goals and budget established by the chapter. Working with CREW Network, the Committee maintains a detailed and consistent method of record keeping and monthly reporting to the Board of Directors.
Carol Bryant
Senior Property Manager
Commercial Florida
(813) 223-7987
Krone Weidler
First Vice President, Investments
Marcus & Millichap
(813) 843-2365
The Programs Committee assists the Programs Director with planning CREW Tampa Bay's calendar of monthly events, including luncheon speakers, and hosts an annual summer social. Committee members jointly identify topics for the year and engage speakers to provide cutting-edge presentations to our members and guests. Committee meetings are held throughout the year with heaviest involvement in the first and last quarters of the year.
Ashley Jackson
Property Management
Tampa Palms Professional Center
(813) 876-7697
Cheryl Johnson
Real Estate Property Manager
Tampa Electric Company
(813) 228-1187
This Committee works with the Sponsorship Director to secure sponsors for CREW Tampa Bay programs and events. The financial support provided by sponsors assists the chapter in creating programs to retain and build membership. The mission of the Committee is to retain existing sponsors and develop new supporters each year.
Brenna Hooker
Woodforest National Bank
(813) 559-3235
The Economic Summit Committee plans and organizes the chapter's Economic Summit luncheon each June. The keynote speaker for the past few years has been Anirban Basu, a nationally recognized economist from Baltimore, Maryland. This event has also featured the three local mayors from Tampa, St. Petersburg, and Clearwater, who have fielded questions from a moderator. The event has been well attended in past years, and sold out with over 400 attendees in 2017. The Committee meets periodically for approximately six months prior to the June event.
Amy Lauber
Fidelity National Title Group
(813) 769-2832
Megan Murray
Buchanan Ingersoll & Rooney PC
(813) 222-1155
Deb Scott
CRE Consultants
(239) 734-1933
The Excellence Awards Committee organizes and hosts a prestigious gala each fall to honor top talent and recognize significant transactions in commercial real estate. From the beautiful opening cocktail reception to the plated dinner and chic after dinner program, this is THE EVENT of the year for the Tampa Bay commercial real estate community. The Committee meets periodically for approximately 9 months leading up to the event. Committee members are engaged and involved throughout the entire planning process. There are a variety of subcommittee positions which all play integral roles such as: sponsorship, registration, marketing, applications/awards, financial, entertainment and venue/decor.
Jan Chaffee
Brokerage - Office
JC Commercial Brokers, LLC
(813) 335-3951
Alice Tanner
The Perry Company
((570) 856-4354
The GoFish! Committee coordinates CREW Tampa Bay's annual spring fishing tournament. The event, which has been taking place for more than 20 years, is a full day networking and fishing event for fisherman and non-fisherman alike with chartered fishing boats, land-lover activities, great food, drink and camaraderie, and a fun filled award ceremony. The Committee meets periodically for approximately six months prior to the May event.


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Alberto Olmos
Olmos, born in Segovia, made his literary debut in 1998 with A bordo del naufragio, a finalist for the Herralde Prize. Since then he has published the novels Asi de loco te puedes volver (1999), Trenes hacia Tokio (2006), El talento de los demás (2007), Tatami (2008) and El estatus (2009). He is also responsible for the volume Algunas ideas buenisimas que el mundo se va a perder (2009), compiled with texts from the Internet. For three years he lived in Japan, in the Tochigi Prefecture, where he taught Spanish and English. His blog is www.hkkmr.blogspot.com. He lives in Madrid.


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We are thrilled you are considering applying to The Bement School. A personal interview or screening, current and previous school transcripts or school reports, teacher recommendations, and testing are required along with your application to apply to Bement. Day student applicants should submit applications by February 1. Subsequent to that date, applications will be considered on a rolling basis dependent on space availability. Applicants who meet the February 1 deadline will receive notification of admission decisions on or by March 10.
Boarding applicants are considered on a rolling basis. International applicants who would like to be considered in the first round of decisions should complete their applications by December 15. Subsequent to that date, international boarding student applications will be considered on a rolling basis dependent on space availability.
The Admission Committee looks for students who will benefit from and who will contribute to the life of the school.
We are happy to help you with the application process. Call the admission office at 413-774-4209 or email admit@bement with any questions.
Application Requirements
Submission of the Application for Admission form begins the application process. An application fee of $50 (for applications from a domestic address) or $100 (for applications from an international address) must accompany the application.
- To complete our application, click the APPLY button below to create an account. If you already have an account, you may click the button to sign in. Once you sign in, add the student who is applying to your account, and fill out the student application form.
- To complete the application using the Standard Application Online click on the link below.
Writing Sample
Applicants to grades 6 through 9 must complete the following writing sample in their own handwriting. Please mail this with the application or send it separately as an attachment to an email. Click below for the applicant writing sample form.
Recommendation Forms
Confidential recommendation forms should be sent to Bement directly from the applicant's school.
Students applying to kindergarten or grade 1 should have their main teacher complete this evaluation:
Students applying to grades 2-5 should have their main teacher complete this evaluation:
Recommendation Form for Grades 2-5
Students applying to grade 6-9 should have their current math teacher and English teacher complete the following evaluations:
Math Recommendation Form for Grades 6-9
Transcripts and School Records
Transcripts or school records for the current year, as well as two years prior, including all standardized test results, should be sent to Bement directly by the applicant's school.
Please complete the Request for Transcripts/School Reports Form below and provide to the applicant's current school:
Applicants Grades 3-9
All applicants to grades 3-9 are required to submit testing results. Applicants to grades 3-5 should submit the full evaluation and recommendations from WISC-V (Wechsler Intelligence Scale for Children).
A list of local area evaluators is included here to assist you:
WISC Administrators local to Bement
Applicants to grades 6-9 should submit EITHER the full evaluation and recommendations from WISC-V (Wechsler Intelligence Scale for Children) or SSAT (Secondary School Admission Test) results.
If you intend to submit SSAT results, enter The Bement School's code (#1570) on your SSAT registration form and the results will be sent directly to Bement.
Upon review of the student's application materials, the Admission Committee may require additional testing.
School Visit
Please call 413-774-4209 or email us at email@example.com to arrange a campus visit. We schedule visits Monday through Friday from 8 a.m. to 2 p.m. when school is in session.
Day student applicants generally stay for an entire day. Once a day student is connected with their host, parents or guardians tour campus with someone from the admission office. After their tour, parents depart and return at the end of the school day. During the visit, day student applicants will attend classes and lunch. An interview with an admission officer (for applicants to grades 4 through 9) or a screening with our lower school head (for applicants to grades 1, 2, or 3) will take place during the day. Students return to the admission office at the end of the day to meet their family. Kindergarten applicants attend small group screenings scheduled in February and March as part of their application process.
Boarding student applicants and their family usually visit campus for a tour and interview. The tour and interview process usually takes about two hours. If you would like to meet with someone in particular during your visit - a department head, a coach, a member of our music or art department - please let us know at the time you arrange your appointment. After returning from the campus tour, students will interview with an admission officer.
The Bement School uses the Standard Application Online (SAO). To learn more about using the SAO and begin your application, click here.
Admission Deadlines
- December 15 - Applications due from International Students
- January 15 - Decision Notifications sent to International Applicants
- February 1 - Applications due from Domestic Students
- February 1 - Financial Aid Applications due
- By March 10 - Decision Notifications sent to Domestic Applicants


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Huron Peak Climber's Log
cdevenney84 - Aug 12, 2013 12:23 am Date Climbed: Aug 11, 2013Underrated.
What a great 14er. It's not overly strenuous and is very beautiful.
displacedchzhead - Jul 27, 2013 11:17 am Date Climbed: Jul 18, 2013Easy summit
We started from the 4WD trailhead, which cut off 3.5 miles RT. Lots of wildflowers above treeline. About 50 feet shy of the summit, we heard our first rumble of thunder, so we only stayed on top for 3-4 pictures, and got down below the ridgeline quickly. Fortunately, the thunder died down, and we made it back down to the TH before steady rain came.
LadySapphira - Jul 24, 2013 11:49 am Date Climbed: Jul 16, 2013Easy.
Friend drove all the way up to road so it was super short.
Peakbug - Jul 7, 2013 5:17 pm Date Climbed: Aug 8, 2009Huron
Up and down quickly after camping in the valley with rkymtn.
MissH - Jul 7, 2013 3:57 pm Date Climbed: Jul 7, 2013Sunrise on the Summit
First one up and down the mountain today, of course I started at 2:30 am. My first sunrise above 14k (barely, but it counts)! Wanted to beat the oncoming thunderstorms so I decided to catch the sunrise and although it was cloudy, it was great! Woods are spooky by oneself and with no moon. The scenery on the descent was gorgeous - wildflowers are blooming everywhere! Didn't even see a single thundercloud. Guess I beat 'em!
ajberry - Oct 27, 2012 12:24 pm Date Climbed: Jun 27, 2012Third time
Up the main track, and down via Browns Pk, Middle Mtn, and Lulu Gulch. Lovely day, and fine ridge.
milan - Oct 18, 2012 6:21 pm Date Climbed: Jun 14, 2009First Solo
Late start of the season without my common hiking partner who returned to Europe. From now, my fourteener progress slowed down.
telemarkdude - Oct 12, 2012 4:38 pm Date Climbed: Sep 6, 1996Huron Peak - Standard Route
Hiked up Huron using the standard trail from Winfield.
aedwards - Sep 4, 2012 3:54 pm Date Climbed: Aug 7, 2012Standard Route - Great Hike
Standard Route - Great Hike
Hostilejim - May 31, 2012 1:13 pm Date Climbed: May 23, 2012Strong Wind
Made it to the top with very strong cold win. The views were great though!
shanahan96 - Jan 15, 2012 10:28 pm Date Climbed: Dec 23, 2011start of winter?
started winter 2012 with a lovely hike up huron's west ridge. an extremely low snowpack allowed me to save 16 miles of hiking by driving to winfield. here's to a great winter!
chicagotransplant - Jan 9, 2012 10:51 am Date Climbed: Jan 7, 2012Light Winter
Took advantage of a light start to winter with a group of 7 up the standard route from Winfield. Typically the winter maintenance on the road ends 8 mile below this point, so what is normally a 26 mile winter hike was only 10. Can't complain about that! Some new snow might change the ability to drive the road soon, recommend 4WD due to snowpack/icy spots.
Kiefer - Jan 7, 2012 12:48 pm Date Climbed: Jan 6, 2012Stnd and North Ridge
Started off by hiking Huron Peak and hiked north to summit Brown's Peak and UN 13,456. Great weather, sunny and long.
Matt Lemke - Dec 11, 2011 10:34 pm Date Climbed: Dec 11, 2011Huron from Winfield
What a great day. Sunny skies, warm and no wind...in mid-December.
Was a great early winter climb with no one else around to speak of. Great views too!


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What tools similar to GWT's UIBinder exist in other languages? By this I mean a system where you can define your UI layout in a markup language (preferably html+css) and attach the functionality to the layout using the code. I'm most interested in anything for python, but answers in other languages would interest me as well.
I'm interested because the benefits of having a non-programmer work directly on the layout without needing to touch the code and adjust a bunch of UI toolkit method calls is very productive.
I'm aware of Flex for flash, but is there anything else out there?
What search terms might I use to find such frameworks? I've looked around but I haven't found anything concrete.
Edit: I'm not only interested in web frameworks, but desktop applications as well.
Edit2: My question appears to be close to a duplicate of https://stackoverflow.com/questions/2962874/what-are-the-open-source-alternatives-to-wpf-xaml


text: Japanese designer Issey Miyake has long been a fashion innovator. Since handing over daily design duties at his Tokyo fashion house in 1997, Miyake has spent his time exploring new ways to make clothes more efficient, ecological and accessible while remaining stylish and modern. Today, he leads the Reality Lab, a consortium of young designers that, as he explains, "challenges, explores and celebrates the infinite possibilities of creativity."