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I was at a Napier University Event at the Scottish Parliament last night – I'm alumni of Napier and it holds a special place as one of the four Universities in Edinburgh – much of the emphasis is on knowledge & research into practice – linking students with commerce & work, but with an academic underpinning. It's a model that worked well for me when they put me on placement in HR at Russell Athletic and I was shadowed by an excellent HR professional, who really helped me see how the theory needs to be adapted and used lightly to fit with the reality of the HR Practice ( a Twitter conversation I sort of had with @HR_Cass recently about using SWOT & PESTLE lightly… anyway)
Professor Helen Francis is passionate about dialogue. Through Napier University business School and the Edinburgh Institute, she is looking to set up a cadre of practitioners that can work with big business and SME's in Scotland to improve the quality of conversation, raise the capacity for holding difference and debate in the workplace and get a better working life for the majority of people in organisations. This is music to my ears. I attended her Professorial debut a few weeks ago where she mapped her research and thinking for the future and I got really enthused about what could be on offer here in Scotland. Helen used to tutor me when I studied my CIPD at Napier, back in the day and I have the utmost respect for her, so I sought her out at the Scottish Parliament event we attended last night.
We started talking Dialogue – what fuchsiablue is up to, what Napier & the Edinburgh Institute are up to – and we reached a conversation about David Kantor's 4 player model of conversation ( a foundation stone in some of the work we do – much like the GROW model in Coaching or SWOT in strategy). I'm fond of the Kantor model. I like it's simplicity, it's fluidity…. so I'm nodding as we talk about how this can be used….
and then we reach a point in the conversation where Helen is talking about a questionnaire and tool to help measure the extent to which folk move, follow, bystand….. and how we can use this tool to analyse conversation in organisations and offer gap analysis to Boards… and I made this noise: " nooooooooooooooooooo" and then I blushed deeply…..
here was my response ( not all spoken out)
Please? Please not another tool to measure and analyse? Not another MBTI/ Here is your box solution? Please don't let's keep going to Boards and pointing out the gaps? Please let's not do this with Dialogue? My Dialogue is lively and human and contextual. My Dialogue depends on who is in the room, who speaks, who shuts up. It is dynamic and unpredictable. It is emergent and creative and connected and argumentative and edgy. As a practitioner, I want to be able to stand in front of Boards and say quite simply and categorically that you cannot measure the dynamic of a team. You can watch it and nurture it and nudge it and challenge it but you cannot quantify it.
this is about joie de vivre, je ne sais quoi, magic, chemistry – the chemical reaction you have in your body when you are angry or lit up. The chemical reaction I had in my body when I said NO and blushed to the roots of my hair at the boundary I'd overstepped.
Please? Can we just trust ourselves as human beings that we "know" intuitively, intellectually, emotionally – what is going on around us and whether that is right or wrong, with out a measuring stick or a sodding tick box?
And trusting ourselves, can we then go back to leaders and Boards and shareholders and say "you know what? this just doesn't feel right"
Oh Lord… I can Hear John Lennon again…..
At 15:09 on April 29th 2012, I posted the first ever fuchsia blue blog post.… ( I will always be indebted to Niall Gavin @niallgavinuk for nudging me to be brave & publish the thing that Sunday afternoon)
So I'm indulging myself in a wee moment of reflection. As I read back over old posts, I see snapshots of moments in time – small glimpses of my thinking – how some of that has moved on, how some of it has remained, how some of it has grown deeper and more solid.
Throughout the year, I have strived to be an authentic voice – blogging what I notice and experience, placing that into the virtual world with some care and hope that it will generate thought, comment or pause, perhaps.
A massive thank you to all readers, contributors, supporters and challengers.
What next then?
See Blog post: What's your Contribution? Right now, I'm interested in curating stories and gathering folks' contributions to the question:
Please do drop in and comment – so far there are themes of being human, compassionate, honest, curious, appreciating difference, being able to challenge without harsh judgement, holding a lightness of touch and working with humour.
PS: Reasons I love the Twitter community: thank you to Simon Heath @SimonHeath1 for the following Birthday Blog gift:
There seemed to be lot of interest and comments on this week's blog post, which is always satisfying.
And there were some great examples of how people are contributing – what they are bringing to organisations or organisational conversations…..
and yet I find I want to re-press the point, ask again to see what comes back from readers of the fuchsia blue blog:
What is your contribution to being agile or adaptable in your work? What do you bring to your work conversations that is different or useful or necessary?
Are you innovative? Do your bring order? A good grip on data & measurements? Are you provocative? Political? Can you raise a smile in the midst of heavy conversations? Do you handle conflict well? Can you sit with difference? Is it good public speaking? Or the ability to have small, trust-filled conversations? DO you have a fantastic eye for commercial potential? can you tap into the "feel" of a conversation well? Do you bring compassion? Practicality? A particular interest?
I'm looking for the marvellousness and the minutiae. What do you bring?
I'm asking because I'm genuinely interested . I suspect your stories will be lifting. I suspect there are wonderful positive stories from people about what differences and contributions people are bringing to their work space.
I'm particularly mindful there were no comments from women, this week, other than via DM or conversation and I REALLY want to bring those voices forward, because I don't feel I have and have a suspicion there is a rich narrative there.
and in case anyone is feeling self-conscious about stating their contribution, I offer Come To The Edge as an enticement
Come to the edge.
We can't. We're afraid.
Come to the edge.
We can't. We will fall!
Come to the edge.
And they came.
And he pushed them. And they flew.
So. Friday/ Weekend invitation to bring your contribution stories here. I would, simply, love to hear from you.
"We live in a "vuca"world….it stands for volatile, uncertain, complex and ambiguous and it is being used as a short hand for what I think of as our new normal. In such a world, there has to be a huge premium for organisations that can understand and respond rapidly to changes or new trends by being agile and adaptable…." Peter Cheese, CEO of CIPD, Welcome note in People Management magazine, April 2013
I read this editorial and was lifted and a little cynical all at the same time. Lifted at the acknowledgement of complexity and ambiguity in organisations, because I experience working in complex, adaptive client environments where politics, budget, tradition, culture, pace, apathy, enthusiasm etc all influence how well or badly something is delivered (if at all). Lifted also because the words agile and adaptable are appealing, somehow – they speak to me of a working environment which is functioning, healthy, where there is a swiftness and smoothness of movement and decisions, where folk can innovate where needed and this is seen as a good thing.
And I'm cynical for all the same reasons. As a consultant, I have the privilege of working with a number of different organisations and cultures simultaneously, so comparing and contrasting what is out there is kind of inevitable. On the whole? I'd say agility is altruistic and that my cynicism is founded in feeling the enormity of the task: How do we make whole organisations agile and adaptable?
In truth, I struggle to get my head round the "whole organisation" question. It feels huge. I'm not sure I can do much with a whole organisation ( Is there such as thing as an organisation? Hmm… another blog post, perhaps) – but I can work with people who will influence and shape their world. I can work to have conversations that can pack a punch across a business….perhaps that is the best anyone can do?
I'm thinking that, as we work in complex adaptive spaces, surely we need complex, adaptive responses? Yes, we need learning technologies and innovations that allow our businesses to be cutting edge and informed… but who will run and ensure that the technologies and innovations work? It's people. Brilliant, bored, excited, stubborn, pissed off, playful, serious, awkward, destructive, creative amazing people.
What's my contribution?
My response to a world that is volatile, uncertain, complex and ambiguous is that we must help people live, talk and work in that world well. But this made me think. What do I bring? What am I offering to the Organisational, UK plc, HR/OD/L&D conversation? If the call is being put out for those who will support agility and adaptability, what is my contribution to that?
I'm increasingly taking up a space that revolves around getting people to talk with more confidence and consideration in their day to day work. The Dialogue work I am so passionate about is compelling because it is so simple: in conversation you can advocate a point of view (in favour or against) or you can inquire into what is being presented (asking more, opening up thinking). You might think of it as tell/ask. You might think of it as push/pull. What happens though is there is a dance, a complex, adaptive, ambiguous conversational dance between the advocating & inquiring. We make tiny conversational choices (or great big old bold ones) to advocate or to inquire and these impact and influence those around us.
When you begin to understand your conversational dance moves, you feel more confident, more able to try new moves, more able to dance well with others. It is compellingly simple, elegant, complex and clumsy all at the same time.
Whether it is one-to-one coaching conversations, or group work using dialogue (and I'm about to risk bull sh*t word bingo here), my client work typically revolves around building people's capacity to be resilient in the face of ambiguity and recognise their own brilliance and staying-power in environments that can feel hostile, volatile or confusing. You get individuals to see their worth, their contribution and the value they bring to the organisational party? You enable people to speak for or against a course of action with some clarity, confidence and conviction? Well then bring on the complexity and ambiguity, my friend, it will not faze.
What I bring is a little old fashioned – my stuff is about communication, talking, relating, being considerate and compassionate in the world. Oh and challenging well. Really well. Being able to put your opposition to an idea across with care and conviction so you are heard. Actually? Perhaps my stuff isn't old fashioned… perhaps it's classic.
My contribution to support living in a "vuca" world well and to the request to support leaders and managers to be rapidly responsive and agile, is a constant invitation to the people I work with to be "human" (see above – brilliant, stubborn etc) and to talk well with others. In order to work, my contribution also needs to be supported by those who can add technology in the mix, those who are creative, those who have the capacity to deal with data and finances brilliantly. I am part of the overall system – contributing and relying on others to support or challenge me. In a complex world, I don't have a panacea or a simple answer( and nor does anyone else, Guru, Thought Leader or "Expert").
I do, however, have a contribution to make in a "vuca" world.
And I'm interested. What is yours?
Further action :
fuchsia blue Exploring Dialogue Sessions are running May 8th & 9th, London
Please comment below or contact me if you want to discuss further.
Further reading :
David Rock's work on Quiet Leadership (particularly the Dance Toward Insight chapters)
Ronald Heifetz, Martin Linsky's work on Adaptive Leadership
Margaret Wheatley's Leadership and the New Science - example of writing here
David Bohm's Dialogue work ( See article Dialogue: a Proposal here)
In the second Guest Blog on Dialogue for fuchsia blue, Gemma Reucroft (@HR_Gem on Twitter) writes on talking well and not so well in organisations. I was lucky enough to meet Gemma in person at the Manchester L&D connect event in March and I'm looking forward to more conversations with her about employee relations and how we generate varied, fair and strong conversations in the workplace.
Her blogs are insightful, candid and wonderfully readable – a must for anyone who wants honest human insight into organisational life. I'm delighted she offered to guest here. Enjoy:
When Julie tweeted about talking well in organisations, I'll confess that my first thoughts were actually of examples where the opposite has occurred. Talking badly if you will, or perhaps not talking at all. Every HR professional has I'm sure picked up the pieces of poor conversations, or simply the lack of them.
The first manager that came to mind was actually a bully. The conversations he had with his team were aggressive and inappropriate. When he talked to his managers, most of his conversations started with the sentence 'tell me why'. He would then lead into picking apart whatever was going on in the business at the time, constantly questioning their decisions and dismissing their answers. There was no dialogue, he simply talked at them. The people he was talking too would shift in their seat. They would sweat and stumble over their words. Grown men would visibly shrink in stature as the conversation progressed. How do I know this? Because the manager in question sat in the middle of an open plan office, and that is where he conducted his 121s. It was my first role in HR, and I didn't have the confidence or experience do to something about it, but I've never forgotten how listening to those conversations made me feel. Is it surprising to know that this manager got results? Results by fear, but results. He is still talked about today in that business.
The other manager that came to mind is one that many HR professionals will recognise. He was the manager that has performance issues with an individual, but just hadn't dealt with them. He knows what he should have done, he just hadn't done it. Poor performance had gone unremarked, the employee was blissfully unaware that he wasn't delivering. Objectives had not been clearly set, and feedback had not been timely, if at all. It got to the point that the manager couldn't tolerate it any longer, and tried to cram a year's worth of performance problems into one appraisal meeting. It went wrong and then he arrived at HR looking for a quick solution. I guess we have all seen a variation on this theme. A case of not talking at all. I ended up talking to the employee while trying to facilitate a resolution to the problem. How did he feel? Confused.
Writing this blog has reminded me of one of my favourite quotes from Maya Angelou: 'people will forget what you said, people will forget what you did, but people will never forget how you made them feel'.
What we say is important – words have great power and so do managers. We all know the theory; proper SMART objectives, giving timely feedback, being honest and authentic as a manager, good quality performance appraisals. There is nothing new in this list, but you do need to make sure that line managers have the tools and techniques. What you say and how you say it is important, but it is the feeling that those words leave you with that will resonate longer than what is actually said.
fuchsiablue offers training to support and improve dialogue and conversations in organisations. For more info contact firstname.lastname@example.com
image courtesy of behappy.me .
Here is the first ever Guest Blog for fuchsia blue. Amanda Ridings has been mentor, teacher and friend to me since we met at a dinner in Edinburgh and I subsequently attended Pause for Breath in the glorious Scottish Borders 4 years ago. (details of this years P4B are on the link below. If you are thinking about any sort of personal development or gaining some thinking time this year, it is worth enquiring into)
Amanda is author of the award winning book Pause for Breath: bringing the practices of mindfulness and dialogue to leadership conversations (She saysPractice 10 and Practice 33 are particularly relevant to this post.)
Talking well….
.…begins with listening well, at least in my experience!
By listening well, I mean becoming aware of how I listen, and how I don't listen, and seeking to really listen, in a way that is profound and respects another person's perspective and potential.
When I was taking my early steps in my own deeper development, I read a passage, in a somewhat unexpected book, that evoked in me a visceral sense of how I wanted to be received, and understood:
'He listened in the way that we dream of others listening, his face seeming to reflect on everything said. He did not start forward to seize on my slightest pause, to assert an understanding of something before the thought was finished, or to argue with a swift, irresistible impulse – the things which often make dialogue impossible.' Anne Rice, Interview with a Vampire.Looking back, I wonder whether it was this passage that inspired me to begin exploring dialogue. In a world where it can seem hard to find people who have the time to listen at all, what would it be like if more of us made a commitment to try and listen well?
For me, listening well involves listening externally to what someone is saying, and also listening internally to the response being evoked in me – what am I thinking, what am I experiencing, what am I sensing? Skilfulness lies in bringing 'just right' attention to both others and self, alighting on each with what one of my clients calls a 'butterfly touch', and moving between them in the right kind of balance.
For example, I might be listening to a request for support from an associate, and wanting to meet that request yet feeling uncomfortable for some reason. Internally I have both a 'yes' and a 'no'. To listen well, it helps me if I 'note' these internal responses, and return my attention to listening to my associate. If I am not able to find this balance, I may get caught up in an internal story of being 'caught' between 'yes' and 'no', becoming anxious about what I will say when they eventually stop speaking. My premise, drawing on Leadership Embodiment principles, is that the other person will sense my involvement in my own concerns, and 'know' that they are no longer being heard. Any connection will be diluted in that moment.
If I can find a skilful balance, I'll enter the conversation only when they have finished speaking. At this point I have choices. I might:
- Ask for more information and/or seek more understanding – why are they requesting support? How did they come to think of me? What options have they considered? This might help me weigh the balance between my 'yes' and my 'no'.
- Offer my current experience – I would like to support you, and yet I feel uncomfortable because…This allows the other person to understand the impact of their request on me, which they can then factor into their perspective.
There are other options, of course. Many will be variations on a theme of bringing more information into the field of the conversation in a way that allows for further exploration.
As well as attending to the whereabouts of our attention, listening well also involves calibrating the intensity of it: too much can feel smothering, or like pressure, and too little can seem like disinterest or lack of care. There is a 'goldilocks zone' for attention, where we accept what is said, and hold it lightly, and with respect, even though we may disagree or feel unsettled. In doing this, another person will 'know' that we hear and acknowledge them, just as they sense if we get caught up in our own concerns.
The intensity and whereabouts of our attention are just two factors that influence the quality of our listening. In our humanness, there are many ways we distract ourselves from listening well, or misinterpret what we hear, or overlay our own map of the world inappropriately on someone else's perspective. To listen really well, we need to develop awareness of our particular human foibles and how they colour what we hear. However, to begin to listen well may take only intent and a little mindfulness.
The potential rewards of making a commitment to begin to listen well are great. Listening well means that you hear not only what someone says, but also the way they say it, and what they might be leaving unsaid, possibly to protect themselves, or you. Listening well to another offers the opportunity to make an appropriate and skilful response. To make the most of this, it helps to pause, and to listen well to ourselves: what are we thinking and feeling, truly? This moment of presence to our own experience creates the opening to speak with authenticity, even if we are concerned about how we might be received. If we embrace this opening, we will indeed 'talk well'.
Amanda Ridings, Originate,
If you would like to explore the ideas in this post, please consider joining the Pause for Breath leadership retreat (13 to 17 May, Scottish Borders).
For free, see my blog!


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Back to News Release Index |
For Release: August 5, 1997 Dave Drachlis RELEASE: 97-180 SOUTHERN ILLINOIS UNIVERSITY PROFESSOR COMBINES ROCKET SCIENCE WITH ACADEMICS Dr. Chu Tsuchin, professor of mechanical engineering and energy processes at Southern Illinois University, is spending the summer at NASA's Marshall Space Flight Center in Huntsville, Ala., conducting important research for the space program while at the same time enriching his teaching skills. Tsuchin, a participant in NASA's Summer Faculty Fellowship Program, is working with a NASA colleague on composite materials. The program pairs a professor with a NASA colleague to stimulate an exchange of ideas. "Over the summer the visiting faculty member will contribute to Marshall's research objectives," said Dr. Jim Dowdy, director of Summer Faculty Fellows. Program participants attend weekly seminars during the 10-week program to learn about various Marshall projects. At the end of the summer, the faculty members will present reports of their research findings to their NASA colleagues. "We want the Summer Faculty Fellowship Program to further the professors' science and engineering knowledge as well as enrich and refresh their teaching activities. Hopefully, they will use what they have learned to better guide students in science and engineering," said Dowdy. NASA established the fellowship program in cooperation with the American Society for Engineering Education in 1966. Since its inception, approximately 7,000 faculty members have taken part in the program NASA-wide. |

subset: commoncrawl


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Watch short videos on how to use PhotoSync.
Ask a question, share an idea, or report a problem
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The Real Tragedy Of Japan And What We Should Take From It.
The Japanese people have become as fierce an ally and friend as they were an enemy. As a young Marine I studied the campaigns of the Pacific War, where American Marines and Japanese Imperial soldiers threw themselves at each other in some of the most savage battles in the history of armed conflict. I saw a couple of those islands, actually walked some of the places where the battles were fought.
During a training cycle I had occasion to spend some weeks in Japan. I traveled the countryside when I could. I met many ordinary Japanese people in their day-to-day lives. I talked to an English teacher… a fisherman… a tank commander in the Japanese home defense forces… farmers, students and businessmen. Without exception they were sincere, friendly people. I was invited into complete strangers' homes and treated like an honored guest… It occurred to me that perhaps it was because I made a sincere effort to learn the language and customs, and I exhibited a lively curiosity which they were only too happy to satisfy.
We are watching a people who have just suffered one of the great tragedies of the modern era… the death toll is going to be horrendous. Far higher than the figures we've seen up to now. What has been remarkable has been the response of the Japanese people to an event which would have prostrated many other countries outright. Grieve?… Hurt? Yes, they grieve and they hurt, but they immediately begin the long path to recovery. There are no bleating cries for others to do for them what they can do themselves. read more »


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- Federal and State Filing Requirements for Locals
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(MLO, H-166, Steward's Army) - Eduardo Diaz Union-To-Union International Solidarity Fund
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A - Z Index
University Home
Diversity & Human Rights
Leadership Profiles
Student Groups
News & Events
Entire UI Site
This Site
Diversity, Equity & Community
Facilitating and overseeing diversity-related curriculum transformation and development and teaching
The University of Idaho seeks to transform and broaden diversity in every respect as it relates to our campus culture and climate. Our commitment to engage with diversity, utilizing it as a learning opportunity, and to celebrate and embrace the opportunities and challenges that life in a genuinely multicultural campus community brings is reflected in the Strategic Plan. Notably, diversity is a consistent thread throughout the conceptual framework and mission of the University, with the desired outcome that it be woven into the very fabric which makes our institution great.
Division Highlights
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Working towards a University of Idaho in which diversity is woven into all we do.
» President's Diversity Council
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See the University of Idaho Register for Upcoming Events
» Check Events
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Training, leadership and professional development programs for students, faculty & staff
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There are many other diversity-related programs and sites of interest at the university
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Office of Human Rights, Access and Inclusion
focuses on practices that make all members of the UI community feel welcome, wanted, accepted, respected and supported. Chief amongst these practices is providing professional and authoritative advice with respect to University matters that concern access and inclusion in all aspects of the university, in particular representation in the classroom and in the workplace that is reflective of the broad diversity of people, ideas and perspectives that is the United States and the world. The Office also has one set of responsibilities addressing and redressing of issues related to discrimination and harassment. The Director and co-Chief Diversity Officer, who reports to the President, is a member of the Cabinet and the Executive Leadership Council - oversees those issues. In addition, the Director and co-Chief diversity officer manages general diversity and equity issues in the role of the university's Affirmative Action/Equal Opportunity Officer by ensuring compliance, reporting and enforcement in the areas of employment practices, equal and equitable educational opportunities and the discrimination and harassment of students, faculty and staff.
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Hinsdale Central grad making his mark in college
Dan Cassin presents some of his thoughts at the 2012 Hinsdale Central Commencement exercises. | Jon Langham~for Sun-Times Media
Article Extras
Updated: March 22, 2013 6:10AM
Dan Cassin has picked up during his freshman year of college at New York University exactly where he left off as a 2012 graduate of Hinsdale Central. The Clarendon Hills resident was involved in several plays, the volleyball and speech teams, the Breaking Down the Walls club, National Honor Society, a spot on the 2011 homecoming court, and a speaker's role at the 2012 Commencement. Cassin didn't waste any time getting involved at his new school.
Q. While getting acclimated to a new school and a new city, you chose to run for president of the Freshman Class Board at NYU. Why did you decide to take that step?
A. That's mostly about creating activities and programming to help other freshmen get involved. I have a passion for creating events to help freshmen to get to know each other. I figured there was nothing to lose by doing this. I want to experience everything I can here, and this is a part of that.
Q. Have you always been someone who is very involved and never seems to slow down?
A. I'm constantly moving and doing something. I came to college here to study drama, but I want to experience everything I can, not just drama. Hinsdale Central taught me how to balance my life and do multiple things, to not be a one-trick pony.
Q. Many of the activities in which you were involved at Central were about helping others. You're doing that again now as a college student. Is helping others a conscious focus of your involvement?
A. I think just about everything I do helps other people beside myself, but I get great satisfaction out of helping other people.
Q. As a freshman at Central, you came out. You were persecuted by some students when they found out you are gay. Do you regret that happening?
A. If I could go back and change it, I wouldn't. I was able to help so many people because what I went through. It totally shaped me to become the person I am today. High school is hard for everyone, and some people need someone else to laugh at. I established myself as not caring about what others had to say. By the time I was a senior, people knew who I was because I didn't let what some said or thought stop me from anything, and I was involved in so many things.
Q. Boy Scouts of America has been considering a change in its policy that excludes gays as leaders and youth members. How do you feel about that?
A. I was in Cub Scouts, but only until fourth or fifth grade. It's a private organization, so I guess they can do what they want. But it does seem hypocritical for an organization that is supposed to be all about fraternity and values to have a policy that bans some from being a part of those things.


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...blogs for gamers
Star Wars: The Old Republic (PC) by dkirschner (May 24th, 2013 at 22:48:31)
Kinect Adventures! (360) by dkirschner (May 22nd, 2013 at 20:05:57)
Super Columbine Massacre RPG (PC) by ajg993 (May 20th, 2013 at 12:26:28)
Super Columbine Massacre RPG (PC) by ajg993 (May 19th, 2013 at 20:14:53)
Super Columbine Massacre RPG (PC) by ajg993 (May 18th, 2013 at 21:53:42)
GameLog hopes to be a site where gamers such as yourself keep track of the games that they are currently playing. A GameLog is basically a record of a game you started playing. If it's open, you still consider yourself to be playing the game. If it's closed, you finished playing the game. (it doesn't matter if you got bored, frustrated,etc.) You can also attach short comments to each of your games or even maintain a diary (with more detailed entries) for that game. Call it a weblog of game playing activity if you will.
.Hack Infection (PS2) by serates
[read this GameLog]
games - logs - members - about - help - recent updates


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Police Re-Routing Traffic After Wednesday Water Main Break
Verona Police are telling residents to plan alternative routes.
Verona police are urging residents to avoid several township roads while Verona Department of Public Works crews work to fix a water main break.
Closed roads are:
- Hillside Avenue between Lakeside Avenue and Mountain Road
- Forest Avenue between Morningside Avenue and Gerdes Avenue.
Police are asking residents to plan an alternative route.
Since temperatures are above freezing, police said, there is no risk of ice causing dangerous conditions.


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Perfect for a couple wanting privacy. Aspen is the only stand-alone cabin and has been traditionally known as the Honeymoon suite. This cabin is closed in the winter.
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Pricing is not listed on the website and varies depending on the season, cabin type, number of people in each cabin. The C Lazy U Ranch recommends that you call 970-887-3344 to inquire on pricing and availability.
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Ironwood Pharmaceuticals To Host Third Quarter 2012 Investor Update Call
Ironwood Pharmaceuticals, Inc. (NASDAQ: IRWD) today announced it will host its third quarter 2012 investor update conference call and webcast at 8:30 a.m. Eastern Time on Tuesday, October 16, 2012. Individuals interested in participating in the call should dial (877) 643-7155 (U.S. and Canada) or (914) 495-8552 (international) using conference ID number 37414107. To access the webcast, please visit the Investors section of Ironwood's website at www.ironwoodpharma.com at least 15 minutes prior to the start of the call to ensure adequate time for any software downloads that may be required.
The call will be available for replay via telephone starting October 16, 2012 at approximately 11:30 a.m. Eastern Time, running through 11:59 p.m. Eastern Time on October 23, 2012. To listen to the replay, dial (855) 859-2056 (U.S. and Canada) or (404) 537-3406 (international) using conference ID number 37414107. The archived webcast will be available on Ironwood's website for 14 days beginning approximately one hour after the call.
About Ironwood Pharmaceuticals
Ironwood Pharmaceuticals (NASDAQ: IRWD) is an entrepreneurial
pharmaceutical company dedicated to the art and science of great
drugmaking. Ironwood is located in Cambridge, Mass. To learn more, visit
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Here is something under development between Nick, Wes and myself. We are going to start series of small interviews of different local drivers so you can see what everyone is up to. Also this helps by putting a face with a car to a screen name. Hopefully this will overall strengthen our community.Enjoi: oh and don't forget to pick up a tee shirt at V16. New design is over in the hard parking forum. Buckey Small | Large
Sorry mellnasty


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- Local every day in
Tri-Cities Readers' Choice 2012
Recent posts
Reader's Choice: What's Your Favorite Place for Mother's Day Brunch?
We're going to do this week's Reader's Choice a little like Ike and Tina Turner used to perform Proud Mary: We'll start nice and easy, and we'll end nice and rough. "Rough" because t...
Last Day to Vote Reader's Choice: What's Your Favorite Bike Shop?
2nd Editor's note: Due to an internal error, comments that were left on this story for All Spoked Up and The Bike Rack will count the same as a posted review. The option to leave a review...
Dick's in Geneva is Readers' Top Sporting Goods Store
We have some winners! Patch readers have spoken, and Dick's Sporting Goods in Geneva was selected as the Favorite Local Sporting Goods Store. Dick's was chosen by having the hig...
UPDATED Readers' Choice: What's Your Favorite Sporting Goods Store?
Editor's note: This contest was updated Tuesday afternoon to include Play It Again Sports in St. Charles and Dick's Sporting Goods in Geneva. Also Geneva Kayak Center was removed because ...
Readers' Choice: For Tax Prep, It's Loberg, Miki & O'Brien!
We're in the final days of tax-prep season, and financial folks throughout the Tri-Cities are probably getting near the point of those accursed 18-hour days they have to put in to meet al...


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Congrats to it. I was so hot for the PC that I too settled for a black one since I couldn´t wait for my favorite red to re-surface. Meanwhile I´ve made my peace with the color and consider it a very deep tanned red .
P.S.: Sanding down the neck was one of the best decisions, though I left mine bare afterwards. Might give the wax/oil-thing a try someday but not right now.


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1360 WTAQ AM, 97.5 WTAQ FM, 1330 WHBL AM, stream at wtaq.com, whbl.com, 8:30 to 11 am. Topics subject to change:
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What the state didn't want you to know about two prison escapees.
Tom Nelson's sgt. Schultz impersonation


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Durango install
Damn, this thing is loud. Impact of the drums is something I can feel, voices are quite clear and accurate, but the soundstaging needs work.
Well, out for a drive(listen).
Here's one pic that turned out
I'll have Sherry take some better ones tomorrow.
later, ray
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The Dumb Friends League has a history of service. For more than 100 years, we have sheltered and cared for lost, abandoned and abused pets.
Thanks to wide community support, we offer programs that help both pets and people.
We are proud to be the metro-Denver area's local humane society. You are invited to visit our website and our two shelters to learn more about us.
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Friday, 27 April 2012
What Does it Mean to Be a Christian? (Part Eight)
I'm realizing that I have a lot of fear in my life. It's been around for so long, and I'm so familiar with it, that I think, in a lot of ways, I've become accustomed to it and I just let it be there. Fear can be a hard thing to get around or get rid of; I mean, how do you just stop being afraid? Hard, right? It's a very basic human emotion and often, one of the strongest. You can choose not to react to it, but how do you just stop feeling it?
I'm a regular human being; just an average Joe on the street that many people wouldn't take notice of. And even if you did, I'd probably walkaway from our conversation without you thinking that I'm weird. My friends know I'm weird, but to the causal conversationalist, I'm just a normal guy. But, whether like a lot of people or unlike them, I'm afraid of a lot of things. Afraid of what people might think of me, afraid to stand out, afraid of confrontation, afraid of the future, afraid of unhappiness.
I'm also afraid of giving my life totally to God, because I won't be able to control what happens to me -- even though, ultimately, I can't control that anyway -- or how I become in that future. This is a silly reaction because I am confident in God's infinite love for me, and because of that love, I can be confident that any plans God has for me are great plans. This is what He means in 1 John 4:18, when He says, 'perfect love casts out fear...' Because of God's love, and because of our love for Him, we shouldn't fear His plans for us. Our future as a disciple of God may not be easy, but it will be alongside, and drawn nearer to, our God, whom we love. So it should always be good.
Another thing not to fear is other people. I'm terrible with confrontation. I'm not good at it. I back away when I should be standing up for myself or for my faith, and I don't argue very well. I have a little bit of a punk streak in me, but I nearly never let it out because I don't want to be confronted about it. I don't care what people think of me, and I'm not bothered by their disapproval -- as long as they are quiet about it. As someone who has had to stand up to a lot of confrontation and look it in the eyes with confidence, I should be comfortable with it by now. I should be much more confident. But I still tend to shrink away, and I still try to avoid confrontations with people. I've face confrontation for being a Christian who is open about my faith. And now, as a Christian who is bold enough to say, 'This is not enough,' I'm even more familiar with confrontation. As a gay man, I'm familiar with confrontation from 'Christian' culture. I should be used to it by now, right? Wrong. I still shy away from it.
Perfect love casts out fear. If I did not have fear, I would be a much bolder, more confident person. I would wear my own style without apology. I would be louder about my Christianity, and more so about my love for God, as I should be. Luke 12:4-12 I would be, in a word, unapologetic. And because of that, I would be more honest. People often get the wrong idea about me because I stay quiet when they're wrong. And so, because silence is acceptance, my not speaking up becomes a lie.
There is such a thing as good fear, but there's only one kind: our fear of God. This translates to respect, reverence and obedience (Revelation 14:7, Luke 12:4-5, Ecclesiastes 12:13, Psalm 19:9), the fear of an awesome and powerful God. We have no fear of punishment from Him, and so our fear is not the same as those whose fear is of the wrath of God; our fear (reverence) is the beginning of love and obedience to God (Psalm 111:10). Their fear (terror) is the beginning of death and the destruction of their souls. (Matthew 10:28)
My point? Fear no one but God. Be bold in your love for Him and do not hide it. As a disciple of the Lord, your responsibility is to no one but Him. Living for God requires sacrifice that many are not willing to make. Even those who mean well will not understand what you do, and will try to talk you out of it. (Matthew 10:16-23, 32-39) Listen only to God, and follow Him with all your heart.
Psalm 23, Psalm 27, Matthew 10:24-31
What does the fear of God look like in your life? How has fear prevented you from fully living out your Christian walk?
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Posted 27 June 2012 - 12:25 PM
This Card cannot be Normal Summoned or set. This Card can only be Special Summoned from your hand by sending in the graveyard 3 monsters from your deck that all have together stars equal to this monster. <Yogg-Saron The Liquid Dream> can only be Special Summoned on your opponents side of the field. As long as this card remains on your opponents side on the field your opponent cannot attack with other monsters. This card forces your opponent to loose 1500 life points each turn and to enter draw phase once every 2 turns. Yog-Saron is ineffected by Monster Effects.
Posted 30 June 2012 - 12:24 PM
someone lock this thread repeat for more than 3 times.
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CSW Lenneth VS Walkure UPDATE!!!!! Hell yeah!!!!!!!!!
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The Sopranos star died suddenly in Italy.
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MTA: Did you see the thread from the chick pregnant with number 11? If that were me I would be getting my alcohol through an IV
A Saucy Wench
Mostly because of the remorse question. But I wasnt sure if remorse because of the calories consumed was technically what they were looking for. Dieters guilt.
I gotta stick to Guinness. Relatively low cal and I get full before I drink too much of it. Really it is a diet wonder drink.
I have become Death, the destroyer of electronic gadgets
"When I got too tired to run anymore I just pretended I wasnt tired and kept running anyway" - dd, age 7
More Cowbell!
When you're on your deathbed, you won't be wishing that you'd spent more time at the office. But you will be wishing that you'd spent more time running. Because if you had, you wouldn't be on your deathbed.
OCD If you don't laugh ...
A wimpy 5
"Way to make Borat look overdressed"
I know between the ages of 21-24 I wrote > $12,000 of checks to bars
Work must block it - I cannot get a score - I am sure I am below 8 ... right.
45. I got extra credit. I try never to think about how much money I have spent on alcohol in my lifetime. I could be retired by now.
2013 Goals ~ Mar < 3:00, 5M < 29, 10k < 35
9. Mostly because of younger son and the focus in middle school health classes on "alcohol and drug education". They now have the kids thinking if Dad has a beer with dinner and another after his run, he's an alcoholic and must be warned every time he does that he's on the road to ruin.
Connecticut Runners Group on RA (newly revitalized!) // RA Running For Weight Loss
Bars take checks?
Well, at least I think I have finally tipped over to the side of SUMalcohol(age15:20.9999)<SUMalcohol(age21:todaysdate). Mostly thanks to WG and our 2 Monkey meetups.
No, but you might be on the road to battleship demise.
It took me a while to figure out the math there. Does that mean I need a drink, or that I should stop?
I cant say I've ever seen this before. But I have been to bars that have "check cashing" windows adjacent.
BTW, I presume that we're all on the same page that butt-chugging ≠ drinking for the purposes of this exercise.
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Michael Fischer, M.D., M.S., is an assistant professor at Harvard Medical School. He is a practicing primary care physician at Brigham Internal Medicine Associates and does research on prescription drug utilization and policy in the Division of Pharmacoepidemiology and Pharmacoeconomics at Brigham and Women's Hospital.
Muscle cramps are very common. Unfortunately, it can be difficult to stop them completely. It makes sense to first think about the possible causes, and then see if there are any steps you can take to relieve the symptoms.
Some people develop muscle cramps due to problems in their feet and legs. If you have a history of foot, ankle, or knee problems, ask your doctor whether that might be related to your muscle cramps. Sitting in the same position for long periods of time can worsen cramps, so you should avoid doing that. Make sure to wear supportive shoes, especially when walking on hard surfaces.
Some people develop muscle cramps due to dehydration or an imbalance in the level of electrolytes in the body. This may occur more often in people taking diuretics, or "water pills." There are several other drugs that can cause muscle cramps. Ask your doctor if any drugs you take may be contributing to the muscle cramps. But dont stop taking any medications until you talk it over with your doctor.
In rare cases, muscle cramps can be a sign of a more serious disease. Your doctor can determine if any testing is needed.
Your doctor may suggest medications to help control the muscle cramps, but unfortunately no medications consistently relieve these symptoms.


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Stand up and paddle for farm animals next month in Lake Tahoe
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Walk for Farm Animalls
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California man faces gun charges after traffic stop
TribLocal - Orland Park » NewsA 28-year-old Pasadena, Calif., man allegedly caught in Orland Hills with a silver-and-black Kahr Arms 9mm pistol and a silver six-round Kahr Arms magazine is …... -
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TribLocal - Naperville » NewsThe following items were taken from Naperville police reports. Theft Locks were pried on a vehicle in an attempted burglary between 11 p.m. April 13 …... -
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May in animal news: Five questions with Farm Sanctuary president and co-founder Gene Baur
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09 November 2011
The Oscars' famous red carpet was recently rolled out for a glamorous 'Gala Night' held in the Fortress Suite of the Corinthia Hotel St George's Bay, to honour the hotel's team members' achievements throughout the year.
Over 250 hotel team members, together with their partners, were invited to this very first 'Oscars Night', which was compered by popular presenter Peter Carbonado.
The 'Oscar Awards' were created for the first time this year on management's initiative, in collaboration with the hotel's Sports & Social Committee, with the aim of enhancing employee's engagement in their workplace and increasing their involvement in all hotel matters.
The Awards were split into three categories, namely: the Fun Oscars nominated and voted for by the team members themselves. These included the Golden Smile Award, the Best Listener Award, and other interesting Awards that created a lot of fun and enthusiasm among those present; the Departmental Oscars, whereby each head of department chose a team member as the highest achiever for the year, based on specific criteria including customer service, integrity, job performance, team spirit, commitment and grooming ;and the two Special Achievement Oscars, chosen by the general manager, awarding a Department and an individual for best performance and best improvement throughout the year.
Announcing the Oscar Awards, hotel general manager Stuart Chappell, said: "It is truly great to see the involvement I saw tonight. I thank all the staff members who helped to make today possible, by voting, organising the lovely evening, preparing and serving the delicious food for us, and also by simply being present here tonight. These Awards are a small way by which we thank our staff members for all their efforts throughout the year. I would like to thank all of you for your contribution and once again urge you to continue with your efforts in consolidating our resort's reputation as a top class establishment with the best service and product."
Winners of the Oscar Awards were as follows:
FUN OSCARS: The Golden Smile– Sarah Camilleri - position, Best Listener– Elizabeth Cutajar - position, Best Pamperer– Victor Brincat - position, Best Positive Attitude– Sarah Camilleri - position, Best Greeter– Victor Brincat - position, Most Artistic– Domenic Cilia, - position, Best Comedian– Mario Scerri - position, Best Charmer– Keith Cassar - position, Best Groomed– Aldo Calleja - position, Most Friendly– Diane Mamo - position, Best Performing Female– Donna Doyle - position, Best Performing Male– Jesmond Farrugia – position. DEPARTMENTAL OSCARS: Best for Kitchen – Nicholas Portelli - position, Best for Front Office – Jesmond Farrugia – position, Best for F&B – Anabel Muscat - position, Best for Admin Support – Aaron Galea - position, Best for Housekeeping & Public Area – Joanne Zammit - position, Best for Security – Chris Zarb - position, Best for Maintenance – Daniel Balzan - position, Best for SPA – Natalia Busuttil - position, Best for Sales, Reservations & Revenue– Estelle Borg - position.
OVERALL ACHIEVER OSCARS: General Manager's Award for outstanding departmental achievement – Finance Department, General Manager's Award for outstanding team member achievement – Anabel Muscat - position.
The Corinthia Hotel St George's Bay is located at the mouth of picturesque St George's Bay, within its own landscaped gardens and private beach front, yet just minutes from the prime entertainment areas in Malta. All 250 rooms and suites have uninterrupted sea views. The hotel boasts extensive conference and leisure facilities, including the Apollo Day Spa. A prominent feature is its large and attractive cascading pool complex, flowing all the way down from the restaurant level to the hotel's own lido, offering a wide range of water sports and speciality restaurants right at the water's edge.