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Nonprofit Leadership Transition: Sustaining Organizational Success When a Founder or Long-Term Leader Departs
- Aileen Cooper
- 3 years ago
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1 Nonprofit Leadership Transition: Sustaining Organizational Success When a Founder or Long-Term Leader Departs Nonprofit organizations are predicted to transition their chief executive at a staggering rate for the foreseeable future. Many of these organizations are led by founders, or long-time leaders who have functioned as founders. Succeeding a founder or long term leader can be especially challenging for the new chief executive. In our experience working with organizations through these types of transitions, how the organization s board, departing chief executive and staff plan for and manage the transition is a critical factor in the success of the new leader and sustainability of the organization. We founded TransitionWorks in 2007 to help organizations manage leadership transitions. This White Paper illuminates two distinct transition scenarios. One in which the founders, staff and board recognized the inherent challenges transition presents and collaborated thoughtfully and engaged in careful planning for the transition, and another where the founder managed hierarchically and directed all aspects of board governance, in an environment that failed to recognize the inherent challenges leadership transitions present. This paper presents two organizations and the distinct challenges presented when a long-term leader or founder departs. Both organizations experienced transition challenges. The difference is that one organization was planful, anticipated some of the challenges, was willing to address them openly, and retained outside expert help whenthey hit a roadblock. The other organization suffered from traditional Founder s Syndrome, a label normally used to refer to a pattern of behavior on the part of the founder of an organization that, over time, becomes maladaptive to the successful accomplishment of the organizational mission. It is particularly common where there has been only one person leading the organization since its inception or early stages. Organization A Founders looking to the future 1
2 Organization A represents a successful transition of an organization that planned and managed the process effectively. This organization is an $8 M regional arts center that was founded in the early 1990s by two individuals who had been consultants in the field. As founding directors, they shared all aspects of leadership of the organization, and were directly involved in all aspects of coordinating the arts and culture programs. Like most founder-led organizations, the co-directors set strategic direction and for all intents and purposes, directed and led the board. Over time, they built a team, but like many founders, struggled with delegation and accountability. The co-directors had been in their roles close to two decades when they began to think about career transition for themselves. One director wanted to formally leave the organization to pursue personal artistic endeavors, while the other co-director determined that staying in the organization and taking the program manager role was the goal. Unlike many founders, particularly those exhibiting what is known as Founder s Syndrome these codirectors knew they had to develop a careful plan to create a transition that would ensure their legacy as well as sustainability and growth for the organization. They began by consciously strengthening the board and preparing board members for leadership and governance. A transition committee was formed and included staff representation. Over time, the board began to step into a more active governance role, although the founding leaders continued to create the agenda and manage and lead the board meetings. Our firm was retained following an unsuccessful search for a new executive director. We immediately recognized that despite being very proactive in their transition planning process, board leadership and staff had not anticipated the degree to which candidates had concerns about: Succeeding founders as the next leader; Coming into an organization that retained one of the founders; Staff concerns and anxiety around change. Board and staff leadership knew the organization might need to change in order to grow, but they were not fully able to articulate what kind of change they could support or the candidate profile of someone who could effect change. The consultants worked closely with the board and staff to identify the key 2
3 characteristics and competencies sought in a new leader. Open discussions were initiated about the potential impact on a new chief executive of having a founder remain. Change management workshops were held with board and staff to help them talk about and process the impending leadership change. One consultant worked extensively with the founders to help them manage the transition, and the other consultant managed the search process. Together, the consultants worked closely with the staff and board on evolving transition issues. Ultimately, a high profile candidate with extensive leadership experience was identified and subsequently hired. During the search process, the board continued to step up into an appropriate level of governance and oversight. The consultants advised the board and staff in the development of an appropriate event to recognize the co-founders and welcome the new chief executive. Executive coaching was provided to the new leader during the first three months to facilitate the onboarding process, including work with board, staff and managing the presence and role of the remaining founding leader. The board worked collaboratively with the new chief executive, and had fully evolved into a performing governance board by the end of the first year following the departure of the co-founders as executives. The new chief executive was able to facilitate a number of changes that have strengthened the organization, increased revenues, expanded staff, and provided entrées into new areas of research that are well funded at this time. Factors that contributed to the successful leadership transition in Organization A are: Willingness on the part of the organization to address transition issues honestly and transparently; Interest in retaining outside expertise to help the board manage the more challenging aspects of transition; Receptivity to exploring the difficult issues surfaced by the consultants related to change and transition. Organization B Founder without a legacy 3
4 Organization B presents a vivid example of what happens when the challenges of succeeding a founder/leader are not managed and planning for transition does not occur. A $50 M national nonprofit organization that coordinates neighborhood revitalization projects was led by a founder/leader for over three decades. Almost all members of the senior leadership team had been in their roles for the same amount of 4 time, and no one served as a number two or deputy to the founder/leader. The board and its executive committee were personally selected by the founder/leader. When the high profile founder/leader decided to step down, an internal search committee was formed; there was no staff input or representation, and the exiting founder/leader assumed a role in the selection of the organization s successor. Minimal external stakeholder input was sought, and the search was conducted without the guidance of a search professional. Organization B was in the throes of Founder s Syndrome. We have observed a number of negative outcomes that can occur when a founder/long-term leader seeks to maintain disproportionate power and influence. Indications of the resulting organizational dysfunction may include: over time, the organization becomes overly identified with the founder/leader; no succession plan exists; the founder/leader is at the center of all decision-making; the organization becomes reactive, rather than proactive, and there is little input from staff or board into decisions; staff loyalty, rather than ideas and expertise, ensures the founder/leader is surrounded by cheerleaders rather than challengers; limited or lack of professional development of existing staff leadership reinforces and solidifies the founder/leader s power; the board is often selected by the founder/leader, and their role is often relegated to support the leader/founder, rather than to lead the organization. The Board may be a rubber stamp and unable to probe basic financial or programmatic questions. 4
5 As a consequence, the succession planning occurs when the founder/leader decides to retire or leave the organization. The mad scramble to manage the leadership change and address succession is often done with a sense of panic and urgency. As staff have not been developed professionally, there is no internal succession. Ideally, the board would create an interim leadership plan, allowing time to identify organizational and leadership challenges with a focus on the future. This is often not the model embraced by founder-led boards, as they rush to fill the leadership vacuum. Crisis set in for Organization B s board when an external candidate was selected without the blessing or approval of the exiting founder/leader. The founder/leader attempted to block the hire and advocated strongly that another candidate in the pool be selected as the successor. The departing founder/leader then refused to participate in events and celebrations planned to honor their tenure and welcome the new leader. Moreover, the founder/leader openly disparaged the board s selected successor within their professional networks regionally and nationally. The urgency to quickly find a successor enabled the panic to exacerbate to fear within the staff and board. Everyone was worried that the founder/leader would not give their blessings to the named successor and initially, frantic attempts were made to engage the exiting founder/leader in the transition. Once the crisis escalated, our firm was asked to step in and help with the transition of the new chief executive in the following ways: Develop a transition strategy in collaboration with board leadership; Assess the senior leadership team s strengths and provision of coaching through the leadership change; Provide on-boarding coaching to align and integrate the new chief executive. The crisis worsened once the founder/leader departed, as a multitude of financial and organizational issues began to surface. Problems surrounding facilities, finances, funding, and staff competencies began to surface quickly. Board leadership succession was not planned, and the end of the current board chair s term coincided with the departure of the found/leader. This meant that the new chief executive and a newly selected board chair were forced to navigate the rocky waters together. The nature ofthe legal and 5
6 financial issues was critical to organizational viability and sustainability,and required immediate resolution. This prevented the new leader from enjoying an optimal period of on-boarding to learn and navigate the organizational culture. Critical lessons can be learned from observing the chaotic aftermath when a lack of transition planning accompanies the departure of a founder/leader. Several key insights to be noted are: Board recruitment and governance need a system of checks and balances. Succession planning needs to be tied into strategic and business planning;ensuring on-going leadership development within the organization. The board must require full disclosure of operations, including financials, facilities, contracts and human resources to stay fully informed. Obtaining feedback from internal and external stakeholders is a critical and useful component of the ongoing assessment of the chief executive. Transition planning should be initiated prior to the planned departure of a chief executive, to allow for the necessary time and professional guidance that ensuresa smooth transition and the sustainability of the organization. The role of the departing founder/leader during and following the transitionshould be clearly defined; it is ill-advised for them to continue to be involved in a board capacity. Six months have passed since the departure of the founder/leader. The major legal and financial issues have been addressed and are approaching resolution. Assessments of the senior team have led to changes in role definition and team composition. The board is addressing governance, and strengthening the role of its executive committee. The new chief executive succeeded in preventing the potential failure of the organization, and is now assuming a leadership role that incorporates a fresh vision for a changing organization. 6
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Property Details
Property Location
With a stay at Satya Hotel in Da Nang (Da Nang City Centre), you'll be steps from Han Market and 3 minutes by foot from Han River. This 4-star hotel is 0.1 mi (0.1 km) from Danang Cathedral and 0.5 mi (0.8 km) from Museum of Cham Sculpture.
Make yourself at home in one of the 88 air-conditioned rooms featuring fireplaces and LCD televisions. Rooms have private balconies. Complimentary wireless Internet access keeps you connected, and cable programming is available for your entertainment. Conveniences include phones, as well as safes and desks.
Take time to pamper yourself with a visit to the full-service spa. You're sure to appreciate the recreational amenities, including an indoor pool and a 24-hour fitness center. Additional amenities at this hotel include complimentary wireless Internet access, concierge services, and gift shops/newsstands.
Satisfy your appetite for lunch or dinner at the hotel's restaurant, or stay in and take advantage of the room service (during limited hours). Quench your thirst with your favorite drink at the bar/lounge. Buffet breakfasts are available daily from 6:30 AM to 10 AM for a fee.
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Featured amenities include dry cleaning/laundry services, a 24-hour front desk, and multilingual staff. Free self parking is available onsite.
Property Policies
Extra-person charges may apply and vary depending on property policy. Government-issued photo identification and a credit card or cash deposit are required at check-in for incidental charges. Special requests are subject to availability upon check-in and may incur additional charges. Special requests cannot be guaranteed.
Important Information
Please note, there is important information about this property to know before you arrive.
The following fees and deposits are charged by the property at time of service, check-in, or check-out.
- Fee for buffet breakfast: VND 400000 for adults and VND 200000 for children (approximately)
- Rollaway bed fee: VND 450000.0 per day
The above list may not be comprehensive. Fees and deposits may not include tax and are subject to change.
- -24-hour fitness facilities
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Compliant with 802.11n technology and with the wireless speeds of up to 300 Mbps, the NBG-418N Wireless N Home Router can upgrade your home networks and provide more stable and reliable wireless connections for Web surfing, Internet sharing, and multimedia streaming. With one-click WPS button, you can easily set up the wireless security in few seconds. Green features, including low power consumption, wireless scheduling, wireless output management, and auto-adjusted power consumption by detecting cable length and link status, make the NBG-418N an eco-friendly router for your home network. System Specification :Wireless Standard - 802.11 b/g/n Wireless Transfer Rate - Transmit: 300 Mbps* - Receive: 300 Mbps* WLAN Features - Access point mode - Client bridge mode - Universal repeater mode - Wi-Fi Protected Setup (WPS) - Wi-Fi Multimedia (WMM) - Wireless scheduling - Wireless output power management - Auto channel selection - MAC address filtering Routing - NAT - WAN connection type: Static IP, DHCP, PPPoE, PPTP - DHCP server - Dynamic DNS VPN Pass-through - IP Sec - PPTP - L2TP Firewall - Denial-of-service (DoS) attack prevention Green Features - Automatically adjust the power consumption by detecting the link status and cable length Hardware Specification:WAN: One 10/100 Mbps Ethernet RJ-45 port with auto MDI/MDIX support LAN: Four 10/100 Mbps Ethernet RJ-45 ports with auto MDI/MDIX support LED indicators - Power - Ethernet (1~4) - WAN - WLAN - WPS Two 5dBi fixed antennas Button - WPS button - Reset button Power: 5 V DC, 1A Physical Specification:- Item Weight : 230g(0.51lb) - Item Dimension : 162(W)x115(D)x33(H) mm(6.38"x4.53"x1.3") - Packing Weight : 520g(1.15lb) - Packing Dimension : 272(W)x60(D)x194(H) mm(10.71"x2.36"x7.64") Environmental Specification:Operating environment: - Temperature: 0Degree Centigrate ~ 40Degree Centigrate / 32-F ~ 104-F - Humidity: 10% ~ 90% (non-condensing) Storage environment: - Temperature: -30Degree Centigrate ~ 70-C / -22-F ~ 158-F - Humidity: 10% ~ 95% (non-condensing) 5 in One, 300 mbps Wi-Fi Router, 4 port 10/100 Key benefit:The ZyXEL NBG-418N Wireless N Home Router provides more stable and reliable wireless connections for Web surfing, Internet sharing, and multimedia streaming. Better yet, its rich green features bring you an energy-saving wireless network without compromising performance. Better wireless experiences Compliant with 802.11n technology, the ZyXEL NBG-418N Wireless N Home Router can upgrade home network with faster wireless speed of up to 300 Mbps* to provide more stable and reliable wireless connections for Web surfing and multimedia streaming. With Wi-Fi Multimedia (WMM) technology, the NBG-418N enhances your experiences for audio, video and voice applications over wireless network by the capability of prioritizing different types of network traffics to optimize performance. Secures wireless environment Equipped with a Wi-Fi Protected Setup (WPS) push button, establishing a secure wireless network could not be easier. The WPS takes only a few seconds to set up a secure wireless network without any complicated procedure. Besides, 64/128-bit WEP,WPA-PSK, and WPA2-PSK are supported to provide stringent protection for wireless transmissions. Saves energy smartly Featuring power-saving mode, the NBG-418N can automatically save energy waste when there is no transmission traffic. In addition, the NBG-418N can detect the length of connected Ethernet cables and adjust power usage accordingly. The shorter the Ethernet cable length is, the less power it consumes.
The images represent actual product though color of the image and product may slightly differ.
For warranty-related claims, please contact the brand service centre.


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At this time of year, you may notice your pet shedding profusely. Spring and warm weather is on the way and your pet is slowly but surely releasing their winter coat. This can be an irritating time for you as it will feel like you can't clean the hair up fast enough, but please remember it can also be a bit irritating for your pet too!
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Please remember that seeing bald patches is NOT normal and could be a sign of a more serious condition. If you notice this or any rashes or skin irritation, please schedule a visit with us right away.


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Understanding Retirement Points SFC Ryan Sturm Actions & Retirement NCOIC CAARNG
Topics to be Discussed Anniversary Year Awarding Retirement Points Minimum Retirement Points for a Satisfactory Year Verifying your Retirement Point Statement (AHRC 249-2-E or NGB 23B) for Accuracy Recovering "Lost" Points
References AR 135-205, Qualifying Service for Retired Pay Nonregular Service, 1 Jul 87. AR 140-185, Training & Retirement Point Credits & Unit Level Strength Accounting Records, 1 Jul 87. DODI 1215.07, Service Credit for Reserve Retirement w/ change 1, 7 Nov 08. Memo, USD (P&R), Subject: Policy on Reserve Component Electronic-Based Distributed Learning Compensation, 29 Jun 08.
Anniversary Year Full year periods are used to credit retirement points. Anniversary dates are established upon entering into service. "01/01"
Anniversary Years cont. Anniversary year may be adjusted by a break in service. Credit for partial years of service occur when a break in service occurs. Days: 300 Minimum Points Required for Credit: 42
Awarding Retirement Points Maximum Points Awarded (IDT+Mem+ACCP): Prior to 23 Sep 96: ………………….60 pts 23 Sep 96 – 29 Oct 00: ……………75 pts 30 Oct 00 – 29 Oct 07: ……………90 pts 30 Oct 07 and after: ……………….130 pts
Awarding Retirement Points cont. Who can receive retirement point credit? Members of a regular or RC component. Members in a Ready Reserve Status (DEP). Retired RC members ordered to perform duty.
Awarding Retirement Points cont. Who can't receive retirement point credit? RC Member not in an inactive status: - Inactive Reserve - Retired Reserve - Inactive National Guard - Fleet Reserve
Awarding Retirement Points cont. Retirement Point Credit: IDT: max of 2 pts / day (1 pt per UTA, equivalent training or training meeting; at least 4 hrs in either a paid or non-paid status) Membership: 15 pts / full year ACCP: 1 pt / 3 credit hours
Awarding Retirement Points cont. Retirement Point Credit: Active Service: 1 pt / day Funeral Honor Detail: 1 pt / day (at least 2 hrs)
Minimum Retirement Points At least 50 pts for a good year 15 Mem + 14 AT + 21 IDT = 50 pts
Verifying Your Retirement Points USAR Soldiers can retrieve their AHRC 249-2-E at the HRC My Records Portal: www.hrcapps.army.mil/portal ARNG Soldiers will receive an NGB 23B from their unit administrator during their birth month audit or upon request.
Recovering "Lost" Points "Good" Supporting documents: LES, MMPA or other types of pay vouchers. DD 214 for active service. DA 1379, DA 1380 (Record of Training). Retirement Point Statements.
Recovering "Lost" Points "Not so good" Supporting Documents: Orders. NGB 22E for National Guard Service. Bank Statements. Bribes.
Recovering "Lost" Points Submit supporting documents to your unit administrator. Gray Area Retirees must submit a written request & supporting documentation to HRC.
Understanding Retirement Points
Summary When in doubt, check the regs! Review your statement at least annually! Share your knowledge!
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Tyranny and Music - (Hardcover)
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Approaching the topic from several subdisciplinary points of view within music studies, this edited collection addresses the role that music plays in opposing tyranny or solidifying tyrannical power around the world.
Number of Pages: 263
Genre: Music
Format: Hardcover
Publisher: Lexington Books
Language: English
Street Date: December 26, 2017
Item Number (DPCI): 248-58-8966
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There is a misconception that picking the right bike is easy. They think that all they have to do is pick out which bicycle looks the prettiest to them and allows them to sit comfortably. However this is not the case, there are plenty of things you need to consider when looking for the right bike. There is more to it nowadays than there used to be. Cycling is increasing in popularity in many areas of life, such as sports, hobbies, transport etc. we now have many different bikes to choose from. It is popular in modern times to use a bike as a serious mode of transport. Lots of families have taken up cycling as a family hobby. If you want to know those important things to look out for when selecting a bike, read the following.
One way to choose the bike that fits you is to sit on the bike and see if your feet will rest flat on the floor, in case you need to stop yourself. Some experts, however, say that this is not a good idea. They state the best way to choose a bike is to leave a few inches between your feet and the ground so you can have a more comfortable ride. The seat will usually sit a little low and too close to the crossbar if you are able to bend your knees while your feet are on the ground and your backside is on the bicycle's seat. Your knees will cause interference as you are pedaling, because they will come up higher than they should, which is a result of your knees being bent when you are at rest with your feet down. The type of handlebars you choose is also important. As you probably know, there are many different types of handlebars. It's easier to handle a bike over rough terrain with handlebars that extend straight out. They are also better for distributing your body weight over a larger area. If you plan to use your bike for racing you will likely want to go with a different type of handlebar, such a handlebar is thinner and allows you to lean over the bike while you ride, this makes you more streamlined and allows you to cycle faster. If you aren't using your bike constantly, the best thing to choose is something that is simply comfortable and allows you to store your bike easily when it isn't in use.
Be certain to leave adequate room between yourself and your bikes crossbar. When selecting a bike make sure you move the seat up slightly, to around a few inches above the height of the crossbar. Make sure you can place both feet on the ground if need be. Which bike you get will greatly alter the clearance you will require. If you are buying a touring bike, for example, you only need an inch or so of clearance. However for read review a mountain bike you will need 3" between the crossbar and yourself.
Lots and lots of different features and options are out there as you look for a new bicycle. From how safe the bicycle is to what it looks like, there are lots of choices to make. It's perfectly normal for you to feel a little overwhelmed and perhaps a little perplexed when starting out. Do your research and then you'll feel better prepared to choose your new bike.
Take your time to learn about your options before you shop. It will pay off in the end.
- 123 Visitors


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Romano Mussolini (September 26, 1927 – February 3, 2006) was the fourth and youngest son of Benito Mussolini, fascist dictator of Italy from 1922 to 1943. Romano was never involved in politics, but rather was a well-appreciated jazz pianist, painter, and an unsuccessful film producer.[1]
A native of Villa Carpena, Forlì (Emilia-Romagna), Romano Mussolini studied music as a child playing classical pieces with his father on the violin.[2]
After World War II, he started playing jazz under an assumed name and by the mid 1950s, he had formed a trio. Romano Mussolini released a self-titled record through RCA Records in 1956. By the 1960s, he had formed the "Romano Mussolini All Stars", which became one of Italy's foremost jazz bands.
The All Stars recorded a well-received record Jazz Allo Studio 7 in 1963 with At the Santa Tecla following a year later. Mussolini's band toured internationally with artists including Dizzy Gillespie, Duke Ellington, Helen Merrill, and Chet Baker. In the 1990s, Mussolini recorded two more albums, Perfect Alibi and Soft and Swing. His playing style has been described as "...like a slightly melancholic Oscar Peterson. Occasionally inspired, he was always efficient; he made the refrain run on time."[3]
In 1962, Mussolini married Anna Maria Villani Scicolone, the sister of actress Sophia Loren. They had two daughters, Elisabetta and her elder sister Alessandra Mussolini, who is currently a member of the European Parliament, and leads an Italian right-wing neo-fascist party, Alternativa Sociale. Romano Mussolini composed the party's official anthem, "The Pride of Being Italian".[3] With his second wife, the actress Carla Maria Puccini, he had a third daughter, Rachele, named after his mother (Donna Rachele Mussolini).
Mussolini was very reserved about his family history. It was only in 2004 that he published a book, entitled Il Duce, mio padre (Il Duce, My Father), followed by a similar book in 2005, collecting personal memories and accounts of private confidences and discussions with his father.
He was the last surviving child of Benito Mussolini. He died, aged 78, in a hospital in Rome of undisclosed causes.
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text: I recently tried to install the Obsidian Black Menubar theme for Mavericks (10.9.1), and although it successfully installed, the white text for the menu never showed up- it stayed black. I uninstalled the theme, but I now have one (very small) issue- When I click one of the menu extras on the menubar on the right, then mouse over to another extra beside it (like the wifi icon or sound icon), the drop down menu will not follow the mouse (like it does if I tap the file menu and move to the edit menu etc). I tried deleting the com.apple.systemuiserver.plist file in my preferences folder, but the issue appears after a restart. I know it's a small problem, but it bothers my OCD Any ideas are appreciated! Also- has anyone gotten Obsidian to work in 10.9.1??


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On Dec 14, 8:32 pm, meekerdb <meeke...@verizon.net> wrote: > On 12/14/2011 4:29 PM, Craig Weinberg wrote: > > > How do you know that it's not the computation which is only an > > appearance emerging from the physical universe, which inherently > > includes the potential for consciousness? If you ask computation which > > is primitive, it can only tell you that it is because it has no > > capacity to make sense of anything else. If you ask only myself what > > is primitive, I say awareness. To me, the primitive is the symmetry of > > the two and the function of that symmetry in influencing perspective - > > which is to me, sense-making. > > Of course if you set out to explain consciousness one possibility is to just > assume > consciousness, i.e. awareness, if fundamental. But then you need explain > everything else, > physics, Platonia,... in terms of awareness. Ordinarily "awareness" is a two > part > relation: A is aware of B. So do you need another primitive to be the object > of awareness?
I think the subjective / objective relation is actually the primitive. One side is just the opposite or exterior of the other, heads and tails. That's what I'm trying to get at by using the word 'sense'. You can't get more primitive than sense, and it inherently requires a detector and a detection. Sense is always something touching something, either literally or figuratively. Making contact or bridging the gap. Really both A and B need to be able to detect each other, although what they detect is the object side of the other. A sees B only as something like (ɐq - A), ie, for us the exterior of A is (ɐ) (our body, sense organs, nervous system, cells, molecules, etc), the exterior of B is (q) (size, shape, behavior, context, etc). and the subtraction of A is the absence of subjective identification - objectification. That loss is mediated by the degree to which (q) resembles the reflected image of (ɐ), which would be (a). The more you seem like me, the more I identify with you. What you seem like to me is not actually you as you are to yourself, but as you are to me. If I'm a person, an ant is a pest. If I'm an ant, another ant is a family member. Craig -- You received this message because you are subscribed to the Google Groups "Everything List" group. To post to this group, send email to email@example.com. To unsubscribe from this group, send email to everything-list+unsubscr...@googlegroups.com. For more options, visit this group at http://groups.google.com/group/everything-list?hl=en.


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Syria aid convoy on hold, top UN official appeals for calm
BEIRUT (AP) — A top U.N. aid official appealed to the Syrian government and its Russian backers for a cessation of hostilities in eastern Ghouta on Thursday when a second convoy with desperately needed aid was postponed after government forces split the enclave in two, creating an evolving, unpredictable situation on the ground.
Jan Egeland said it is "impossible" to deliver aid to the rebel-held eastern suburbs of Damascus amid the current fighting, which he described as the worst ever.
"I'm very worried for a repeat of very many of the bad things we saw in the final days of the battle of Aleppo but to some extent this is worse," he told The Associated Press in an interview from Oslo, Norway.
Recapturing eastern Ghouta, a short drive away from the Syrian capital, would mark the biggest victory yet for President Bashar Assad in the seven year war. It would also be the worst setback for rebels since the opposition was ousted from eastern Aleppo in late 2016 after a similar siege and bombing campaign.
Eastern Ghouta is larger and more populated, with some 400,000 people believed to be living there, trapped under a relentless air and ground bombardment and a crippling years-long siege. More than 800 people have been killed just in the past three weeks.
In rapid advances overnight, troops and allied militiamen seized more than half of the area, including a stretch of farmland, isolating the northern and southern parts of the territory, cutting links between the rebels and further squeezing opposition fighters and civilians trapped inside, state media and a war monitor reported.
Videos released by the opposition's volunteer rescue group, also known as the White Helmets, captured the inferno in eastern Ghouta, including a shell exploding as an ambulance sped through the street after loading in an apparently wounded person.
The government forces advanced from the east and were only about a mile away from linking with forces on the western side of eastern Ghouta. The military gains have caused wide-scale internal displacement as civilians flee government advances toward areas in the territory still held by the rebels.
The most densely populated areas in eastern Ghouta are still under rebel control, including the towns of Douma, Harasta, Kfar Batna, Saqba and Hammouriyeh. As government troops bombed their way into the town of Beit Sawa on Wednesday, many terrorized civilians fled east to the towns of Arbeen and Hammouriyeh.
"The fact is we have seen possibly the worst fighting ever in eastern Ghouta in these last 24 hours and in that kind of situation you cannot deliver anything," Egeland said. "It is impossible to cross into the frontline and to go in to help desperate civilians, women and children that we know are on the starvation point."
Egeland said there are intensive diplomatic efforts for a humanitarian pause that would lead to the evacuation of 1,000 priority cases for medical treatment and expressed hope that another convoy would be able to make its way there today. He called on the Syrian government and Russia as the stronger parties, but also on countries that have influence over the armed rebel groups, to secure a period of calm.


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New Step by Step Map For gymnastic equipment for girls
The Beam Retail outlet Suede Beam: This exercise beam is 2 inches over the ground as well as the normal beam width of four inches. It's got a padded top rated, and is also fabricated from suede to give it the feel and appear of a contest beam. Great for rookie or State-of-the-art gymnasts that want a beam a little bit elevated off the ground.
Your son or daughter can begin to build the upper human body power they want in order to perform on the rings.
Hello, my name is Jane Clark and I'm trying to run this Site and share with you my passion for sports activities and mats. You may examine more about me listed here.
Assembly: The typical time it's going to take to assemble or disassemble is about 5-ten minutes. That's how quick it is. The sole screws fitted on it are the ones at the cross beam. When disassembled, it can easily be stored absent from the closet, under the bed or while in the attic.
Tumbl Trak Cartwheel Beam Mat: A cartwheel coaching mat is an efficient choice for a younger gymnast (2-5 years old). The hand and toes placements assist gymnasts understand a cartwheel. It may also help instruct or perfect a cartwheel.
Newbies: A secure and enjoyment introduction to rolling, bouncing, twisting and all around motion awaits every single little one that enters our gym! From warming up their muscles to going the wrong way up within the uneven bars, they're going to encounter it all! We emphasis initially on expertise in the equipment and their ease and comfort stage with Just about every party they visit. Immediately after introduction to vault, uneven parallel bars, equilibrium beam, flooring exercising and trampoline (oh Indeed, there are actually trampolines!
Sticky Toes are two straps with Velcro on them which you position about our toes. The straps are intended to Allow you understand when your toes arrive aside although practising. This is a superb Resource that will help you learn to maintain your toes collectively, considerably quicker. You could Look at them out listed here on Amazon.
Non Skid Mats. When putting a follow mat or possibly a landing mat over a laminate ground or on tiles, the mats tend to skid about when practising on them. To prevent this from going on, non skid mats were being made by Tumbl Trak. Even so for my part these mats a tad modest for their goal.
There are several unique forms and dimensions, and positively, the grips fluctuate for guys and ladies. When it arrives time in your gymnast to start out applying grips, ask the coaching staff to aid establish The sort required – then you can put an get.
A 2" thick polythene foam is covered with non-poisonous and sturdy vinyl protect, with Velcro straps for connecting extra mats.
Security: As I discussed, this bar has the longest help beam in comparison to any other mini bars to choose from, thus this getting quite possibly the most steady bar for youthful gymnasts.
Bar Top: It ought to be tall adequate that the gymnast can utilize it, even though nonetheless having the ability to be saved in your home.
Rookie beams are easy beams fabricated from foam that are laid read more immediately on the floor. if possible with a mat. They may be fantastic for minimal gymnasts who are merely getting started.
Max Skill Amount: Some are only sturdy more than enough for newbie gymnasts, While other mats can grow with all your gymnast as she progresses.