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Wylie and the Wild West to receive prestigious 'Wrangler Heritage Award' in April
Wylie and the Wild West next month will receive the exclusive "National Cowboy Museum Wrangler Heritage Award" for Outstanding Original Western Composition at the 2015 Western Heritage Awards in Oklahoma.
Wylie Gustafson, lead singer of the Conrad-based western group, said this award is a huge honor for them, saying it's, "the most prestigious award we can get."
"It's like the Grammys of the western world because it also encompasses movies and television shows. It's kind of a cool idea because they do a good cross section of western culture." he said. "I've attended the award show ceremony as a presenter a couple of times but this has been one of the awards that has eluded us for a long time. I guess finally persistence has paid off."
There ceremony itself is set for April 18 at the National Cowboy Museum in Oklahoma City.
Gustafson said he's proud of the fact that they've received this award for singing all about what makes Montana a great place to live.
"The music I do is very Montana," he said. "People say write what you know, and I know about Montana. Maybe it tends to get overlooked sometimes compared to Texas or California, but Montana is my favorite place and it's what I sing about and what I celebrate — be in the landscape, or the people. It's just, as an artist, what I feed off of, this wonderful place we call home."
This award also is an exclusive one as Gustafson and his band are one of only three musical performers being recognized this year. The song they're being awarded for is "Where Horses Are Heroes," which was released on the group's compilation album "Song of the Horse."
Gustafson said he's encouraged by the fact that the National Cowboy & Western Heritage Museum has started to expand it's scope to more modern types of music, whereas he said in the past his work would have been considered too "modern" to be even considered for the award.
"The purpose of the Western Heritage Award is to promote western culture and they've acknowledged that the west is changing so you know, maybe that's why they did give us a nod and that's great," he said. "We're one of those western bands not doing all traditional western music. We're trying to reinvent western music a bit and take it into the 21st century."
Getting back to the type of music that inspires him, Gustafson said he's always been especially touched by music that represents culture and the geography around the musicians at the time.
"My favorite kind of music I listen to celebrates the place where the artsits are from, whether it's New Orleans and the Cajun music, or the Chicago blues, I think I love to hear when artists are celebrating their place, or their home."
Later this year Gustafson will again perform in China representing Montana for a cultural diplomacy function.
The group played in China in 2013, also, but Gustafson said this time will be different because Max Baucus is currently the US Ambassador for China.
"Now that (Baucus) is ambassador we have that Montana link in common so we'll play for Max and the embassy on one of the evenings so that'll be fun," he said. "I love cultural diplomacy in general because music is such a powerful medium and our music seems to be universal in a sense that people might not understand every word I sing, but they get the feeling of our music, and I know with the yodelling part especially. It's something I cherish, having the ability to represent Montana and it's music in far away places."
For more on Wylie and the Wild West, check them out on Facebook, Twitter. and Soundcloud.


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'Traced in Air' remixed & remastered on CD Digipak with 20-page booklet.
CYNIC usher forth a renewed edition 'Traced in Air'. Devoid of death metal vocals, featuring new tracking by virtuoso bassist Sean Malone and a vibrant new mix by PERIPHERY's Adam "Nolly" Getgood (ANIMALS AS LEADERS, DEVIN TOWNSEND, HAKEN), and mastering by Ermin Hamidovic, 'Traced in Air Remixed' underscores the record's importance within the genre. Over three decades of career, CYNIC have garnered a cult following for shaping the prog metal genre with their impressive creativity. 'Traced in Air Remixed' is no exception to this, only further lending to CYNIC's undisputed legacy.
|Traced in Air Remixed
|Season of Mist
|Generic musical style
|Prog Rock / Prog Metal
|Detailed musical style
|Progressive Metal
|Catalog #
|Release Date
|27 Sep 2019
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"We can each define ambition and progress for ourselves. The goal is to work toward a world where expectations are not set by the stereotypes that hold us back, but by our personal passion, talents and interests." Sheryl Sandberg
In every research article or corporate board report, the struggle to attract, identify, develop and retain critical skills and key talent is a key business risk and strategic priority. And yet a vast number of organisations acknowledge that their capability to implement intelligent and sustainable talent processes are still in their infancy and not very robust.
Need for talent
In the 2016 Bersin Deloitte Global HC Trends Report, 89 % of executives rated the need to strengthen, reengineer, and improve organizational leadership as an important priority. 28% of survey respondents reported weak or very weak leadership pipelines. The traditional pyramid shaped leadership development model is simply not producing leaders fast enough to keep up with the demands of business and the pace of change. The findings suggest that organizations need to raise the bar in terms of rigor, evidence, and more structured and scientific approaches to identifying, assessing, and developing leaders, and that this process needs to start earlier in leaders' careers.
There is also a need to develop new evolving capabilities to cope and thrive in turbulent times, such as agile leadership, strategic responsiveness, cross boundary collaboration, leading multiple diverse teams, motivating cross-generational individuals, building change ready cultures, fast-tracking innovation and decision making, working in a globally competitive, transparent, digitally connected world AND managing health, personal effectiveness and energy.
It is well documented that differentiated investment in key talent results in significant benefits and reduces Human Capital risk. The key factors under risks and benefits are outlined in the diagram below
Key risks include retention risk, succession risk and transformation risk.
Retention risk: the recognised cost of loss of key talent Rand value is between 1 and 1.5x annual salary of the person concerned. (TCTC). This amount increases, the higher up an organisation you go and the more critical and scarce the role is.
Succession risk: there is significant cost to the business if a Mission Critical Position (MCP) remains vacant for more than a few months, or the MCP is filled with a person not fully ready to fill the role. Poor leadership or strategic and operational decisions can cost the business millions.
Transformation risk: These costs include the cost of non-compliance and not meeting BBBEE targets. Costs can include actual financial fines but also loss of business and loss of a future diverse pipeline of leaders that don't feel like they belong in an environment that does not recognise their talent.
Key benefits of managing talent effectively include leadership and decision making, engagement and potential and resource security
Leadership and decision making: multiple studies have shown that key leaders and talent in high leverage positions can impact up to 70% of the organisation culture in their area of influence and a significant portion of individual and organisational performance.
Engagement & potential: Organisations that manage talent effectively tend to have more engaged employees. Employees that are highly engaged are 87% more likely to stay and organisations with a large percentage of engaged employees show 3-4 x more profit than those with less engaged employees.
Resource security: Ensuring a pipeline of key leadership and technical talent for the future reduces the cost of finding and developing talent in the long run. A culture of Innovation and learning, often brought about by high potential talent, not only engages and retains talent but creates products and services that contribute to the bottom line.
Typical talent identification
In many organisations where we asked to assess or develop their talent capability, "talent" is identified subjectively by manager's sending a list of people they think should be assessed, participate in a leadership development program or fill their shoes as a potential successor. Criteria is vague or does not exist, and most often includes a track record of performance and attributes such as goes the extra mile, reliable, good leader or interested in higher level roles. Many managers without targeted training, will default to looking for mini-me's that suit their personality preferences and lifestyle and that are easy to relate to i.e. similar interests of life experience. Unfortunately, this excludes a diverse selection of talent across cultural, racial, age and gender boundaries. It also tends to maintain the status quo of culture, ideas and performance, which a more rich and diverse group of talent might provide. In addition, past performance is not necessarily a good indicator of future performance.
The research
A Corporate Executive Board Study (2014) reports that high-potential employees are seen as almost twice as valuable to their organisations as employees who are not high-potential. Organisations with stronger leadership bench strength show double the revenue and profit growth of organisations with weaker leadership bench strength. However, many high potential programs fail to deliver the right people due to focussing efforts on the wrong people who are unlikely to succeed. Only 15% of an organisation's high performers are likely to be high potential. A strong track record of performance to date is the starting point and not the defining factor in what drives the success of employees in high-potential programmes. So what are the factors that determine future potential?
Definition of Potential
Potential can be defined as the capability (talent and underlying qualities) to move into more complex leadership or specialist levels in the organisation i.e. more complex in terms of decision making, geography, technical depth, budget, # reports, etc.
CEB considers the primary indicators of future potential as ability, aspiration and engagement.
- Ability can include leadership behaviours, cognitive potential and certain defining characteristics i.e. self-awareness and drive.
- Aspiration includes a unique combination of motivations and preferences i.e. fast paced environments that offer autonomy, flexibility, commitment, challenge and influence. Those who are more likely to achieve an executive position also tend to take initiative and responsibility, take calculated risks, push for results and invest in their own personal development.
- Engagement includes
- Current Engagement – a combination of past experiences with an employer (positive or negative) and their current experiences in their job, role and work environment
- Future Engagement – their future expectations about their job, career and employer
Nearly 60% of high-potential employees with high engagement levels have a high intent to stay – more than double that of high-potential employees with lower levels of engagement. It is therefore important to assess the likelihood of retention and the risk thereof.
Our experience has shown us that there are other factors to include:
Readiness of the individual to perform at the next level plays an important role in understanding potential. Readiness is the estimated amount of time it might take to develop the required experience and competence to perform at the next organisational level. Typically this is done through a person to level and role matching exercise, as well as an estimation of the person's learning ability. It helps to have clear leadership and technical pipelines with performance and competence standards that makes person to level and role matching possible. HR systems can make the matching process effortless if all the person, role and competency matching aspects are accurately captured and regularly updated.
Also to consider in the identification of potential are mobility preferences and demographic risk factors such as age, race, gender and tenure. It is useful to know how many years away from retirement someone is, whether they would still consider a geographic move even with a stable family set-up, and how they might contribute to the Employment Equity and gender targets.
The table below show some key assessment dimensions and tools to consider when thinking about assessing potential
|Person to next level match
A comparison of the current level of competence (knowledge, skills, experience and behaviour) with the future required competence at the next level – and how long it would take to develop to the next level in the current context.
|Role profile comparison
• Knowledge – qualifications
• Experience – # years, industry, function
• Skills – demonstrated skills
• Behaviour – demonstrated behaviours
• Est. # years to develop – linked to IDP
Learning ability can affect the pace of learning
Demonstrates willingness to travel extensively and/or relocate for the advancement of their career
|Talent conversation to explore the following questions:
• Willing to work for another division – Y/N – SA/Africa/global
• Willing to work in another geography – Y/N – SA/Africa/global
• Willing to relocate – indefinite time – Y/N – SA/Africa/global
• Willing to relocate – limited time i.e. 1 year – Y/N – SA/Africa/global
• Willing to travel – extensive i.e. 2 weeks a month Y/N – SA/Africa/global
• Willing to travel – ad hoc i.e. < 1 week a month Y/N – SA/Africa/global
• Any pre-requisites or preferences?
|Risk Factors
Factors that indicate a potential risk to the business of investing in the individual in the short-term. These factors must be carefully considered to ensure fairness is applied and assumptions are avoided
|Combine data with observable evidence to assess cost-benefit and risk of investment
• Age – potential to exit the organisation if close to retirement or very early in career wanting variety and flexibility
• Race – potential to exit organisation prematurely (based on EE statistics)
• Gender – potential to exit organisation or reduce working hours due to family commitments
• Tenure – if less than 2 years in organisation, no proven commitment yet, if many years in organisation and slow progression, may indicate a risk
The choices
These are a lot of factors to consider, assess and discuss for robust talent identification. Assessment of potential is best when it includes a combination of observable evidence, psychometric assessment, multiple and relevant feedback sources and robust discussion to weigh up the match of business requirements to individual preferences, aspirations and potential. Psychometric assessments can be expensive, so may need to be used only where the impact of the decision warrants the investment. In the absence of psychometric assessment, observable evidence against clear criteria can be used.
Managing subjectivity
The challenge with talent identification is always that of subjectivity and comparable data. You will never be able to completely remove subjectivity, however you can follow a robust process with clear criteria and effective facilitation of talent forums and appropriate training for managers. The more exposure a manager has to understanding potential, competence and fair assessment, the more accurate and comparable the assessment is likely to be. Assessment of potential is not a once-off exercise and should be reviewed regularly to cater for people changing and growing. It is well known that Leadership Competence and Emotional Intelligence can be developed, depending on the amount of effort a person puts into their learning process. Avoid "boxing" people at any stage in their career and always give the benefit of the doubt and test the evidence you may have.
A strategic talent review of peers is more likely to consider multiple factors and views than a manager only assessment. Our best and most accepted talent identification results follow a rigorous process of building capacity with executives on how to facilitate meaningful talent conversations, interpret psychometric reports, complete an accurate competency review and participate in robust debate in strategic talent reviews or forums in order to consider the investment required to accelerate development and readiness in certain high potential talent. Whilst this may feel time consuming, it is a critical strategic priority. Talent needs to be seen as a strategic asset that with the right short and long-term investment will deliver an excellent return
CEB Talent Report 2014: Improving the Odds of Success for High-Potential Programmes
Bersin Deloitte Global HC Trends 2016


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Aaron Carter shot to stardom on the age of 10.
Now 30, the singer is able to launch his first album in 15 years, LøVë, out Friday. However that's not all.
It's no secret Carter has been by way of his justifiable share of troubles through the years. Final yr alone, he was arrested for DUI and drug possession, and went to rehab – however he's hoping different younger stars moving into the business can study from his errors, and even profit, with some change.
"One in all my issues that I needed to do and one of many issues I'm nonetheless striving to do is to create a brand new legislation," Carter advised ET solely throughout our Fb Stay chat on Wednesday.
"Paul Petersen created the 'Coogan Legislation' that places 15 p.c of child's cash right into a block belief fund account earlier than they flip 18, however there are some faults in that," he defined.
"You simply flip 18 and also you've obtained all of this cash, like, what are you going to do? So, I actually wish to attempt to recreate a brand new legislation referred to as the 'Carter Legislation' that makes children need to undergo enterprise schoolings and so they get their cash by way of increments all through a 10-year interval after they flip 18, in order that they really study to handle their very own funds and so they don't blow by way of it and so they're like, 'Oh, I'm so grateful that 10 years later I had a 3rd of my belief account nonetheless ready for me after I study extra about life and experiences.'" he added.
Carter says he has already began taking first steps.
"I truly met with Paul Petersen, um, it was some time in the past, however… it is going to be powerful to do, however that's one in all my objectives and one of many issues I wish to go away as my legacy is that I went by way of sure experiences after which I created this legislation defending children from themselves basically and from their lack of expertise," he shared.
And that's not all. Carter says he's speaking about writing an advice-filled e-book aimed toward younger, aspiring stars.
"That's one thing that my crew and I've been speaking about," he revealed. "Doing a e-book and actually getting in-depth although and never simply making it some tell-all."
"I feel my experiences can educate lots of people a number of issues about this business and rising up and there's a number of younger children that, like, are being put into this business and I see it and I desperately wish to discover methods to guard them as a result of I grew up, you already know, with mother and father that did not do the most effective job managing cash and funds and even elevating their children and instructing them proper from incorrect," Carter famous. "I realized a number of issues just a little bit later in life due to the business that I had rising up."
The "Sooner or Later" crooner says his previous has taught him a heck of loads, and now he's centered on the longer term. Not solely is the brand new album out on Friday, however his tour kicks off on Feb. 22. And past that, he's actually in search of a wholesome relationship and a household.
"Shifting ahead, I would like to have the ability to be an excellent father, be wholesome, have children," he admitted. "I am going by way of sure issues which can be actually difficult… Going to rehab, getting arrested. It is all a testomony to my character and constructing my character as a person. Each single factor in my life I take as a lesson."
He is additionally hoping to discover a accomplice who's "dedicated, affected person, actual," including, "All of us need to be beloved. I feel I have been beloved for a number of the incorrect causes. I do not wish to be in a relationship with somebody who tries to determine me out by Googling me."
Carter additionally revealed his ex-girlfriend, Riverdale star Madelaine Petsch, impressed a sure music on the brand new album. For all the small print, watch the video beneath – and take a look at the total interview right here.
Aaron's new album, LøVë, is out on Friday.
Aaron Carter Says 'Riverdale' Star — and Ex-Girlfriend — Madelaine Petsch Inspired New Music (Exclusive)
Aaron Carter Addresses Prescription Drug Use: 'I Stopped All of It' (Exclusive)
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I'm one of those girls who has a husband who would rather do almost anything than have his photo taken. However, he reluctantly agreed to doing new family portraits with me when we were in Italy last month. Tiffany Kirchner-Dixon AKA The Fancy Farmgirl was the event photographer at "La Dolce Vita", the retreats I was co-hosting, and she kindly agreed to take some photos of Rick and I when he came to Italy in between the two retreats.
It had been 7 years since our previous 'real' photoshoot with a photographer so I will forever be greatful to Tiffany for capturing these images for us. I love Rick to distraction and LOVE having our relationship captured in images. And, while I can't claim that Rick had a miraculous about face and now likes having his photo taken, truth be told, Tiffany made the shoot fast and fun, and Rick didn't mind it! The only problem I have now is that I can't decide which to print for the house....what a great problem to have, eh?


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DANISH SVEND SKIPPER BUTTONED LEATHER LOUNGE CHAIR 1960s
Description: Made in Denmark by Svend Skipper, this beautiful armchair is upholstered in soft brown leather, featuring loose buttoned cushions on the seats and back standing on tapered teak legs.
Condition: In excellent vintage condition with lovely patina, structurally sound.
Condition: In excellent vintage condition with lovely patina, structurally sound.
Dimensions: Chair H:78cm D: 80cm W: 80cm
Very beautiful and stylish would make a great addition to any modern home.
Delivery: I can arrange delivery across the UK, Europe, and Internationally, please supply your postcode and we will come back to you with a quote. please note free postage quoted relates to UK delivery within London and the M25 area. Collections welcome. All our furniture is shipped directly from Denmark to our UK shop. Please allow 10-21 days for delivery.
Returns: All our items are vintage and used, some items will show signs of age and general wear, any major defects will be mentioned in the description or show on the photographs on the listing. Buyers will be refunded the cost of the item minus the delivery once the item has been received by the seller and is in the same condition as when sent.
Any queries please e-mail me.


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Below you will find some of the many examples of offerings available to you when you decide to work with GMLC.
We invite you to directly inquire about which specific opportunities would be best suited for you or your organization.
We are in the midst of one of the most exciting yet turbulent times in history. The leaders in companies and agencies who can keep talent from jumping ship will be those who take the time to respect, trust and develop their employees. It's just that simple!
This workshop will address solid strategies to 7 common questions and challenges on leaders' minds and plates today. From decision-making, risk taking, innovation, change to relevancy, retaining talent, staying current, keeping to the mission.
This workshop is for top, middle and front line mangers who see that success in their company requires a new way to lead, one that works in tandem with employees and promotes truth, accountability, and respect in the workplace. Calling all leaders who want to make a difference in their personal and professional lives and the lives of those they serve as leader!
Challenge 1: Decision Making: How do leaders avoid analysis by paralysis and make timely and quick decisions in a chaotic work environment and trust that the decision they have made can be trusted?
Challenge 3: How do you get employees engaged, motivated and staying true to the mission you are trying to accomplish?
Challenge 5: Change: How do leaders navigate the rocky roads of change without destroying the team and the company?
Challenge 7: Relevance: How do leaders create an environment so that their top employees' contributions are keeping the company relevant in today's world?
Challenge 2: Innovation: How do leaders master risk taking and innovation and move the company forward without losing the shirts off their backs?
Challenge 4: How do you stay an authentic leader without destroying your credibility?
Challenge 6: Knowledge and skills: How do leaders prevent employees from getting recruited and jumping ship with the knowledge they have invested in and empowered them with?
Now more than ever, both women and men are exercising more economic control over their lives in the family and in the workplace. Entrepreneurs are leading the way in business and doing it holistically. Striking that elusive balance of family, work, and community is a top priority.
Let's face it. You know you are excellent at what you do, but you also want to celebrate and plan your family, careers, and business with intention and focus. In short, you want to live and work yourself happy!
Coaching allows for those positive, lasting changes to happen both at home and in the meeting room. This powerful collaborative process will help to engineer holistic and strength-based solutions and to clarify, set and achieve personal and professional goals while nimbly balancing career, family and business.
Participants will discover the advanced and key coaching principles, practices and tools to self-coach, and will leave with a Blueprint for Success template to guide their personal and professional endeavors to succeed. This workshop is hands on, highly interactive, fun, and highlights a balance life for success
Are you a manager responsible for the development of others?
Do you have team leaders and supervisors who want to get the best out of their people?
As a Line manager, do you want a structured and effective system to hold short, respectful and powerful weekly and monthly meetings with staff?
Are you ready to transform the way you work as a manager and have your staff asking for more of your expertise?
If you answered yes to even one of these questions, then I invite you to a fun, highly participative and practical 1-day workshop designed to provide you with the tools and skills necessary to become an outstanding coach
Coaching is the quickest and most effective method of developing your staff..
You'll have a good time with like-minded professionals sharing their expertise in a powerful learning community. This is a must-attend workshop for anyone who wants to inject the power of coaching into their management style!
Also for couples who have partners and significant others who are considering "what's next" too!
Women and Men 50 and up are facing empty nests, career stagnation, upcoming retirement or just an overall uncertainty about this next phase of their lives.
In other words, they're asking themselves "what's next?"
The good news is there IS a Next, and chances are this "next" phase could be a span of years equal to your entire working life. That's way too much time to fill with 24/7 leisure, and way too much time to face without a plan.
In this workshop we will look at money, leisure, volunteering, travel and what's holding you back from making this new chapter in your life the best it can be.
The workshop will be highly interactive, taking you through a series of powerful questions that will begin to prepare and shape a future using your best talents and making choices that reflect what's best for you.
This workshop will assist the supervisor, manager, director and team leader to celebrate and build on what they do well and create a plan for fostering a coaching culture in their organization.
Coaching is a leading management style that keeps employees motivated, happy and producing successful outcomes. Corporations and private and non-profit organizations are utilizing coaching principles, competencies, and tools for meaningful, relevant and helpful communication, preserving the integrity and creativity of the individual and the team.
This workshop is packed full interactive and fun training for all.
Today's workplace is dynamic, jam packed with 'hot spots' that can either make or break the success of your organization–and your sanity.
Now more than ever it's time to Sharpen your management vision and skills, Identify your leadership challenges and Become the Coach that your employees have been waiting for.
In this workshop you will learn how to create instant rapport with your employees, clients and customers and not only keep them loyal, but actually wanting to contribute to your success.
Stop Managing, Start Coaching
Coaching is a collaborative process in which a supervisor helps an employee clarify and achieve personal and professional goals. The Manager as coach is a strong leader who coaches the employee to see new perspectives and possibilities and access his or her own untapped potential.
This one day training workshop is carefully designed with the manager as Leader in mind. It aligns with leading best practices in the workplace today, including a holistic, strengths based, results oriented and effective customer service approach. It is interactive, highly participatory, practical and fun. Managers will be introduced to new knowledge, skills and tools necessary to become effective coaches in the workplace.
Jo Romano, Certified Comprehensive Professional Coach and Teacher of Adult Dialogue Learning will facilitate the training workshop.
Imagine your employee thanking you for supervising and managing them!
Coaching is the quickest and most effective method for supporting CEO's, Managers, and Supervisors to excel on the job. It also teaches the manger how to lead, model, and activate peer coaching and mentoring among employees, resulting in high performing teams and employee happiness and satisfaction.
Employee happiness = stellar team performance and high ROI
Coaching builds upon a manger's existing skills and expertise to help them quickly and easily learn coaching skills and successfully and immediately transfer them to the work environment.
This is the quintessential training for managers who want to reach new plateaus in employee engagement, loyalty and productivity.
Are you a parent, neighbor, advocate, supervisor, and community member who wants to collaborate effectively with children, youth, and families?
People, organizations, and communities are turning to coaching to make positive and lasting change at home and in the meeting room. Coaching is a powerful collaborative process in which children, youth, parents, and family advocates co-create to find holistic and strength-based solutions and to clarify, set and achieve personal and professional goals.
Participants will discover the advanced and key coaching principles; practices and tools to immediately put into action back at home and work. Jo's workshops are acclaimed to be interactive, highly participatory, practical, and fun
Women are leaders and leaders identify with coaching principals and techniques.
Women across the world working at home, in community, or at the office are reaping the benefits of adding coaching essentials to deepen their knowledge, skills, and attitudes for fulfillment.
Coaching is a map to success in building dynamic and lasting professionals relationships and reaching goals that are meaningful and relevant in women's lives.
This workshop will provide powerful thoughts and techniques to enrich the lives of women and all they come in contact with.
Attendees will learn coaching tips to skyrocket their communication skills, find practical ways to intervene, get their point across, and ask for what they want.
Are you a substance abuse, mental health and health care professional, social worker, parent, supervisor, and community member who wants maintain a respectful rapport while providing services to women and adolescents with co-occurring disorders?
People, organizations, and communities are turning to coaching to make positive and lasting change when providing services. Coaching is a powerful set of competencies and tools to add to your professional toolkit when treating and serving women and adolescents.
Co-create holistic and strength-based solutions with your clients. Clarify, set, and achieve personal and professional goals. Participants will discover the advanced and key coaching principles and practices to immediately transfer in their work.
Jo's workshops are acclaimed to be interactive, highly participatory, practical, and fun.


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Archive for September, 2013
"We Aren't the World" – Required Reading Before Going Global
What do we really know about human behavior and motivation, worldwide?
Sustainable business models and social enterprise models count on our ability to understand why our customers buy and use our products and services. Our most successful clients have developed an uncanny sixth sense ability to know the customer's motivations better than the customer.
On their home turf.
"Home turf", for many of our clients, means WEIRD countries. Now before anyone takes offense – WEIRD stands for Western, Educated, Industrialized, Rich, and Democratic. As long as they grow their ventures into other WEIRD markets, that sixth sense about customer motivation can serve them. But go beyond, and it's a different story (to which our clients with global reach can attest).
Why is this so? Why do some of our instincts about customer motives in foreign markets turn out to be wrong – and sometimes waaay wrong??
"We Aren't the World" is a brilliant article / interview about three researchers at University of British Columbia who, according to author, Ethan Watters, "are shaking the foundations of psychology and economics—and hoping to change the way social scientists think about human behavior and culture."
Their work has taken them around the world, testing how perceptions, behaviors, and motivations vary by culture. Along the way, they discovered significant biases in the research methods of "…a vast amount of scholarly literature in the social sciences—particularly in economics and psychology…"
"As the three continued their work, they noticed something else that was remarkable: again and again one group of people appeared to be particularly unusual when compared to other populations—with perceptions, behaviors, and motivations that were almost always sliding down one end of the human bell curve.
In the end they titled their paper "The Weirdest People in the World" (pdf) By "weird" they meant both unusual and Western, Educated, Industrialized, Rich, and Democratic. It is not just our Western habits and cultural preferences that are different from the rest of the world, it appears. The very way we think about ourselves and others—and even the way we perceive reality—makes us distinct from other humans on the planet, not to mention from the vast majority of our ancestors. Among Westerners, the data showed that Americans were often the most unusual, leading the researchers to conclude that "American participants are exceptional even within the unusual population of Westerners—outliers among outliers."
Given the data, they concluded that social scientists could not possibly have picked a worse population from which to draw broad generalizations. Researchers had been doing the equivalent of studying penguins while believing that they were learning insights applicable to all birds."
How could this happen?? (Did you guess: 'European colonialism and political correctness'?)
"The last generation or two of undergraduates have largely been taught by a cohort of social scientists busily doing penance for the racism and Eurocentrism of their predecessors… "
I cannot overestimate the importance of developing acute cultural sensitivity when going into regions affected by European colonial expansion, which began in the 15th century and whose impact is felt to this day.
Also, don't assume you have to cross oceans to find such cultures. I owe a debt of gratitude to my aboriginal clients and friends – members of Coastal First Nations in British Columbia. They helped me through one of the most powerful, disturbing experiences of my career as I learned about the terrible history of abuse of aboriginals in residential schools in Canada. For more information, please visit Canada's Truth and Reconciliation Commission site.
For any colleagues heading into similar territory, the site above, as well as the book: Decolonizing Methodologies: Research and Indigenous Peoples may help heighten your cultural sensitivity.
"To avoid stereotyping, it is rarely stated bluntly just exactly what those culturally derived qualities might be… Economists and psychologists, for their part, did an end run around the issue with the convenient assumption that their job was to study the human mind stripped of culture. The human brain is genetically comparable around the globe, it was agreed, so human hardwiring for much behavior, perception, and cognition should be similarly universal. No need, in that case, to look beyond the convenient population of undergraduates for test subjects. A 2008 survey of the top six psychology journals dramatically shows how common that assumption was: more than 96 percent of the subjects tested in psychological studies from 2003 to 2007 were Westerners—with nearly 70 percent from the United States alone. Put another way: 96 percent of human subjects in these studies came from countries that represent only 12 percent of the world's population."
But it gets worse. From the research paper:
"Even within the West, however, the typical sampling method for psychological studies is far from representative. In the Journal of Personality and Social Psychology, the premier journal in social psychology—the sub‐discipline of psychology that should (arguably) be the most attentive to questions about the subjects' backgrounds—67% of the American samples (and 80% of the samples from other countries) were composed solely of undergraduates in psychology courses (Arnett 2008). …"
No. Way. Epic experiment design assumption goes horribly wrong and throws a shadow over an entire field of study. Oh – and anything else that is based on the field in question.
The magazine article concludes:
"And here is the rub: the culturally shaped analytic/individualistic mind-sets may partly explain why Western researchers have so dramatically failed to take into account the interplay between culture and cognition. In the end, the goal of boiling down human psychology to hardwiring is not surprising given the type of mind that has been designing the studies. Taking an object (in this case the human mind) out of its context is, after all, what distinguishes the analytic reasoning style prevalent in the West. Similarly, we may have underestimated the impact of culture because the very ideas of being subject to the will of larger historical currents and of unconsciously mimicking the cognition of those around us challenges our Western conception of the self as independent and self-determined. The historical missteps of Western researchers, in other words, have been the predictable consequences of the WEIRD mind doing the thinking."
So take heed – if your organization has plans to operate in a foreign cultural context and marketplace:
- Read the article, research paper, and anything credible you can find about the culture.
- Find local cultural guides and take a learning journey, immersive far beyond the 'airport hotel and tour bus' visit. The aim is to experience firsthand the nation, the people and their culture – down to the specifics of where and how they will buy and use your offering. (Be prepared to put aside anything you've read in favor of direct experience.)
- Given all you have learned, localize your business model, offering and approach.
Maybe then, the locals won't dismiss you as too WEIRD.
A shout out to Fleurette Sweeny at SelfDesign Learning Foundation for turning us on to this article!
– Gary Ralston
© 2013 Ralston Consulting Inc.


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In our news wrap Thursday, President Obama urged Congress to focus on passing immigration reform. Also, two people have tested positive for polio in Syria in the first outbreak of the crippling disease there in 14 years.
Read the Full Transcript
The people who built the government's health care website pointed the finger today at the government. The contractors told a House hearing they tested their own components, but that the Department of Health and Human Services didn't do comprehensive testing of the entire system before its Oct. 1 launch. We will have more on that right after the news summary.
The Food and Drug Administration is calling for new curbs on prescribing commonly used narcotic painkillers. Today's recommendation affects Vicodin and similar drugs that contain hydrocodone. The FDA says it wants limit access to those powerful medications by reducing the number of refills allowed. The new rules could take effect next year.
President Obama urged Congress today to pass immigration reform by the end of this year. With the government shutdown crisis over, he said now is the time to complete work on the immigration issue.
We have got the time to do it. Republicans in the House, including the speaker, have said we should act. So, let's not wait. It doesn't get easier to just put it off. Let's do it now. Let's not delay. Let's get this done. And let's do it in a bipartisan fashion.
The Senate approved a bipartisan overhaul bill this past summer, but it remains stuck in the Republican-led House. Still, House Speaker John Boehner said this week he believes his chamber could gather the votes to act by year's end.
German Chancellor Angela Merkel called today for restoring trust with the U.S., amid allegations that her cell phone calls were intercepted. But Merkel insisted that spying among friends cannot be. The German Foreign Ministry also summoned the U.S. ambassador for an explanation. We will hear more on the diplomatic fallout from U.S. surveillance later in the program.
Syria has reported its first outbreak of polio in 14 years. The World Health Organization said today two people have tested positive for the crippling disease. At least 20 others are suspected of contracting it. Aid groups are planning vaccination campaigns.
The governors of New York, California and six other states pledged today to put more than three million zero-emission vehicles on the roads by 2025. The states taking part also include Oregon, Massachusetts, Vermont, Rhode Island, Connecticut, and Maryland. Their compact calls for offering financial incentives, creating more electric car charging stations, and buying clean cars for their government fleets.
In economic news, Ford reported a record profit for the third quarter of the year, after selling one-and-a-half million cars. And Southwest Airlines reported sharply higher earnings as well. That was welcome news on Wall Street. The Dow Jones industrial average gained more than 95 points to close at 15,509. The Nasdaq rose almost 22 points to close near 3,929.


text: Volleyball defeated Yavapai in five games to win the Region I and District B Championship. Scores were 24-26, 25-21, 16-25, 25-21, and 15-11. Lady Monsters advance to the NJCAA National Tournament November 16-18th in Hutchinson, KS. AveRee Knowles (Freshman from Logan, UT) was named MVP. Congratulations to Coach Shari Kay, Assistant Coach Rachel Bingham, Averee, and the Lady Monsters!


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Adventures in crafting, cooking, and life.
Friday, January 30, 2015
You're Not as Great as You Think You Are... And Neither am I
Why oh why would I start a post by telling you that you are not that unique, wonderful, magical, amazing person that you secretly (or in my case not so secretly) think you are? Does lower self-esteem increase the odds of achieving goals? Well no, but considering yourself realistically does increase the odds of accurately predicting your future actions, and that is very important to achieving your goals.
Saturday, January 10, 2015
Break it Down Now
Now that you have your SMART goal(s) and you're filled with possibly too much optimism, where to start?
When eating an elephant take one bite at a time-Creighton Abrams
|What did you just say?!
Wednesday, December 31, 2014
Resolutions and Goals, The Things We Promise Ourselves
It's that time of year, namely the beginning of a new one, which for many people means it's time to come up with a New Year's Resolution. This is typically something that we genuinely want for ourselves. It's a little ambitious but doable. And we almost always fail. Is there something we can do to increase our odds of success?
Saturday, December 20, 2014
Kindle Stand/Case
It's probably too close to Christmas now to think of giving this as a gift, but should you be on the receiving end of a new Kindle or tablet here's a great pattern for making your own case!
I found the link above a while back and made my case. I haven't taken my Kindle out of it since!
Monday, June 30, 2014
Redying a Salvo Dress
I found this great tie-dyed maxi dress at the salvation army for $4. Someone had given up on this beauty because of bleach stains. I thought it would make a fun project for playing around with some Rit dye and a Rit redying kit I picked up at Walmart a while back.
|Original dress with bleach stains in lower right.
|Newly dyed dress!
Tuesday, May 27, 2014
Spring has been very busy, as per usual, on the farm. I've been working a lot in the gardens and we have a new greenhouse!
So, if you'd like to see what I've been up to, read on (lots of pictures)!!
Sunday, May 11, 2014
Finn's Flower Garden
So, um... sorry. I know I haven't been around in a while, and I have a TON of very good excuses, don't we all when we're caught slacking. ;)
The only craft project I've been working on is a gift for one of the few people who I know reads this blog, so no pictures of that. I have been doing a lot of gardening. 'Tis the season! I don't have any pictures of the vegetable garden because frankly it's not that impressive looking yet. I mean, plant seeds and for a while it just looks like dirt. So, I'll get some pictures of the veggies once the garden starts looking more gardeny.
Yesterday we went for a drive to find the new greenhouse that put up signs near my house. Now, I live in the middle of nowhere, so having something nearby is both strange and very very exciting! We found the place, not very large, but I guess they're expanding in July with a much larger greenhouse. Yay! I picked up some hot pepper plants since my seedlings succumbed to repeated and prolonged abuse and kicked the bucket a couple days ago. Whoops. I let Finn pick out some flowers (with no plan for where to put them).
While I was putting some lettuce into the little herb garden near the house I was struck by inspiration and decided to make Finn his own little flower garden to care for.
|Watering in his pansies.
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Tickets for Marvel's Black Panther are in so much demand that even one of the film's stars, Oscar winner Lupita Nyong'o, had trouble buying any.
RELATED: How Marvel's Black Panther Fights Superhero Fatigue
Pre-sales for director Ryan Coogler's film outpaced those of 2016's Captain America: Civil War the first 24 hours of release, to become the bestselling entry in the Marvel Cinematic Universe. Nyong'o, who stars as Nakia, one of King T'Challa's bodyguards, attempted to purchase tickets for the film's opening night, but walked away empty-handed because of the high volume of sales.
@THR says @theblackpanther is @MarvelStudios best-selling movie in terms of presales after JUST 24 HOURS! Don't I know it: I even tried!!!! #Throwback to a video I made last night. pic.twitter.com/aoJcdaqfhi
— Lupita Nyong'o (@Lupita_Nyongo) January 10, 2018
She recounted her disappoint in a video she posted on Twitter. "It's Jan. 9, and yesterday the Black Panther tickets went on sale," Nyong'o said. "I put it on my social media, I was so excited -- 'Get your tickets now! -- and then it occurred to me that I should get my tickets too so I can be there when the movie hits theaters and I can experience it with everybody. Fifteen minutes later -- I kid you not, 15 minutes later -- I was trying to purchase tickets and they were sold out. Sold out!"
RELATED: Black Panther Lives (For the Beat) in the Latest TV Spot
The ticket-buying frenzy is only the latest aspect to the excitement surrounding Black Panther. When the film's cast was announced in 2016, the film became one of the top trending topics on Twitter. Most recently, it's been announced that Kendrick Lamar and TDE are producing the film's soundtrack with the soundtrack's title song, "All the Stars," out now.
Directed by Ryan Coogler from a script he co-wrote with Joe Robert Cole, Black Panther stars Chadwick Boseman as T'Challa, Michael B. Jordan as Erik Killmonger, Lupita Nyong'o as Nakia, Daniel Kaluuya as W'Kabi, Letitia Wright as Shuri, Danai Gurira as Okoye, Angela Bassett as Ramonda, Martin Freeman as Everett K. Ross, Andy Serkis as Ulysses Klaue, and Forest Whitaker as Zuri. The film opens Feb. 16.


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Council President's Statement Regarding Westchester Decision
January 9, 2018
Erin Murphy
Contact: 317-617-8524
At the request of a resident I assisted in convening a meeting with residents on Saturday morning January 6, 2018. At this meeting, the developer, the township trustee, the Woodwind Golf Course representative, the Council representative for that district and a member of our APC were also in attendance. I coordinated this meeting as an At-Large Councilor to meet with constituents who had concerns about items that had previously been brought up in public meetings.
After Saturday's meeting, suggestions from concerned residents were put in writing for the developer to address. It was then up to the developer to respond to those concerns prior to Monday night's Council meeting.
This is the third developer to bring forth a proposal that was met with opposition in the last three years. If a decision was not made soon the Woodwind golf course would close taking away Westfield's only public golf course. In order for a development to move ahead, I wanted to do what was best for the residents, which is why this meeting was so important.
As an elected official it is my responsibility to assist with the growth of the community while taking into considerations the concerns of our citizens.
Sincerely yours,
Jim Ake
City Council President


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Chris Van Allsburg is probably one of my favorite children's authors of all time. He weaves incredibly exciting stories (several of which have been turned into movies!) and sketches the most amazing illustrations. You will likely see me write about several of his books in this series! Today I want to focus on another book that is one of my boys favorites: Zathura.
This book was turned into a movie quite a few years ago. My cousin purchased this book for my sons when they were toddlers, and it was always one of their favorites. In the story, brothers Walter and Danny stumble upon the box for the game Jumanji while playing outside (yes, Van Allsburg wrote that book too, and the two tie in together). However, when they take it home, they discover ANOTHER game stuck in the box. Danny, the youngest brother, decides to play the game (Zathura) instead, and much like Jumanji, the events in the game start to happen in real life.
On this adventure, the boys venture into outer space and battle gravity, aliens, robots, and black holes. Through the story, the brothers learn how to work together in order to return home to Earth. Van Allsburg is able to perfectly capture the relationship between a boy and his little brother (at least, much like it is at my house 🙂 ) and the story is full of adventure and humor! I would really recommend any of Van Allsburgs books, and because of their depth, the work for little and big kids. In fact, next week I will be sharing one of my favorite Van Allsburg books that I used in my middle school classroom as a tool for creative writing! (and I still use it in our homeschool for the same purpose) Make sure to check back next week to read about that book. If you know anyone who might be interested in hearing more about books, feel free to share this post. And if you have a comment about this book or another of your favorites, I'd love to hear from you!


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Monday, August 22, 2011
Switzer Performance R1K in our very own backyard
What's a Switzer Performance R1K GT-R? It's a 1000HP tuning package offered by Switzer Performance, a garage that builds some of the worlds craziest GT-R's and Porsche's.
What started out as a Solid Red CBA-R35
Moved on with a Tommy Kaira Ebbrezza-R Aero Kit fitted...
Then the madness began, it was shipped off to have its power mods done.
Here's a short clip...
Source: ZeroToHundred and LowYat forums.
14 comments ¨¨¨¨¨:
- jf4640 said...
- August 22, 2011 at 6:40 PM
- Isyraq said...
my god... i thought only japanese/us have that... im surprised...
- August 22, 2011 at 9:50 PM
- Leo said...
Really Dad?! Our imaginary GT-R is faster? *laughs*
You'd be surprised mate. Plenty of high rollers in East Malaysia with plenty of money and no where to spend it!
- August 22, 2011 at 11:00 PM
- hmph said...
Amazing stuff man - wish I had the dosh for one :-)
- August 23, 2011 at 10:09 PM
- saasro said...
do you mind crediting the original photographers and source of these pics? we all know identity and art theft is frowned upon and it happened to you before, so do practice what you preach.
- August 27, 2011 at 1:44 AM
- Leo said...
My apologies, I forgot to mention my sources are LowYat and ZeroToHundred forums. I shall put it up soon. I should mention that I never claimed possession of these pictures, neither have I removed or altered the watermarks.. Don't point fingers at me and lecture me to practice what I preach.
- August 27, 2011 at 12:05 PM
- E-0nE said...
Hye Leo, eWAN here :D I'm kinda surprised to see my pictures here but dont worry, you can always use any of my pictures. Cheers.
- August 28, 2011 at 10:27 PM
- Leo said...
Thank you! ^_^
- August 29, 2011 at 2:41 AM
- Navin said...
Btw, it is using Brunei plates as it is registered there.
- September 6, 2011 at 11:05 AM
- abduul.aziz said...
- This comment has been removed by the author.
- September 11, 2011 at 2:54 PM
- E-0nE said...
The owner sold it for 2012 GTR dy. How sad. http://www.nagtroc.org/forums/index.php?/topic/61398-2012-blue-dilemma-vs-2010-red-tommy-kaira-1000hp/page__p__762085#entry762085
- September 20, 2011 at 8:49 AM
- Leo said...
Hey eWAN...
Really!? His 3rd GT-R already?! Whoa... Do you know who it was sold to and how much?
- September 20, 2011 at 10:20 AM
- lasapka said...
the same plate number is now puttong on a pre 2012 blue GTR
- September 20, 2011 at 2:33 PM
- E-0nE said...
Leo, yea. Its his 3rd GTR already. Nope, haven't got info to whom he sell to. For sure the price is not gonna be cheap. Cant wait for his Aventador though :D
- September 20, 2011 at 4:27 PM


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The Hearing Clinic has specialized in the evaluation and treatment of hearing loss for over 20 years. We perform diagnostic testing to find the cause of the hearing loss. We explain the results to our patients in clear, easy to understand language. Based on the results from our thorough testing, we make recommendations that provide persons with hearing loss the help they need. People with hearing loss often come directly to us for services. We also work very closely with area physicians when our special diagnostic skills are requested in the evaluation of hearing. Dr.Rana A. Masood and his team are experts in finding solutions for hearing loss through fitting and adjustment of hearing aids and other assistive devices.
Being a leading solution provider in the hearing health care and development conducted by experts who are dedicated.
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text:
The Northern Knights and the Greater Western Victoria Rebels have played out the first draw of the TAC Cup season on Sunday afternoon at Eureka Stadium in Ballarat.
In a see-sawing contest, a late Sam Binion goal for the Knights helped tie the scores with minutes remaining as both teams held off late surges forward to score the winning points.
The Knights battled on manfully as they went down to just one on the bench in the late stages with injuries to Mitch Wild, Ryan Bowkett, Anthony Fable, Jack Petruccelle and Nick Mayne.
Coach Justin Wenke says it was a weird feeling at the end of the game but was proud of the boys.
"The feeling after the game was a bit indifferent," Wenke said.
"It was disappointing to be in that position after such a promising start, but to the boys' credit to fight back and tie the game and after so many injuries was pleasing to see."
"For us to hold them out late in the game and eventually move it down our end was fantastic but time just beat us in the end."
Nick Mayne on debut kicked the first goal of the game, while Patrik Della Rocca kicked two in the first term including a terrific snap from deep in the pocket as the Knights kicked 3 goals to 1 to take a 14-point lead into the first change.
The Rebels fought back in the second term as the Knights injury toll continued to grow and took the lead in the third term as they kicked three goals to one to take a four-point lead at the final break.
"We really struggled in those second and third quarters and we were cleaned out in the midfield, but everywhere else it was an extremely close game and the scoreboard reflected that."
The Knights helped steady the flow by the Rebels in the last quarter and couldn't finish off the locals and headed back down the highway with two points in the bag.
On return from school football commitments Kye Yodgee and Tom McKenzie both played outstanding games.
"Kye was great down back and competed really well, while Tommy played a great game on his wing and with his six inside 50s we got three goals out of them."
The Knights will have the week off this week as a result of the TAC Cup Development Weekend before taking on the Bendigo Pioneers at Preston City Oval on the following Sunday.
About Match
Greater Western Victoria Rebels: 1.1 4.1 6.5 6.8 (44)
Northern Knights 3.3 4.5 5.6 6.8 (44)
Greater Western Victoria Rebels: K. Gray, J. Taurau, L. Dawson, T. Clark, T. Reed, S. Carlin
Northern Knights: P. Della Rocca 3, J. Shea, H. Grace, S. Binion
Greater Western Victoria Rebels: T. Reed, N. McRoberts, T. Scott, L. Dawson, A. Domic, J. Taurau
Northern Knights: A. Federico, T. McKenzie, K. Yodgee, M. Lentini, J. Petruccelle, M. Baker


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Mothercare Swim Jacket is rated out of 5 by 2.
Rated 5 out of 5 by Warmers from What a find !!!!! Our steriliser broke the day before we went on holiday and had to rush to Mother care to get a replacement one and whilst there just grabbed one of these jackets as I knew our 2 year would be a nightmare trying to keep her armbands on. My god this life jacket was perfect within the first 20 mins of my daughter wearing it she was jumping in and out of the pool and her a level of confidence with the water went through the roof. Amazing product, allowed us just watch our daughter enjoy the pool with no stress what so ever.
Date published: 2019-10-30
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Questions & Answers
Hi. Can a mothercare swim jacket be worn over a swimsuit? Also, what size/ weight is it suitable for? My child is just two but quite small for her age
Hello, Thank you for your query. This is suitable for use over a swimsuit - if you are unsure on sizing, we would advise to test this in your local store. I hope this information is of use.
Date published: 2019-04-22
Will this jacket keep my Lo afloat in the water in an upright postiton?
Hi, Thank you for your query. This Swim jacket is designed for buoyancy and will keep your child afloat however, this may not be in an upright position. I hope this was helpful.
Date published: 2019-09-26
I have thrown away instructions by mistake. Can you explain how to use float system please.
HI, Thank you for your query. Once your child is comfortable with the Jacket, and when you feel that he/she is ready to learn buoyancy more him/herself, you may start by removing the pairs left-A with right-A. Always remove in pairs. Open up the Jacket and you'll see alphabets on the inside of the Jacket. To remove the left-A and right-A floats, open the outlet at the bottom of the left-A float. Remove the white foam. Do the same for the right float. Now, let your child wear the Jacket without the A-pair floats and make sure that he/she still can wear it snug fitting, and that the Jacket do not "slide" to his neck i.e. floats up, when in water. This will ensure that your little one is wearing the Jacket correctly and that it still can "carry" his/her weight in water. Please understand that with lesser floats, your child may sit lower in the water. So please be within arms' length from him/her. If the Jacket becomes too loose to wear without the floats, you may have to put the floats back. Else the jacket cannot function correctly. Once you child gets used to the buoyancy without the A-pair floats, then you may want to remove another pair which is the left-B with right-B. For their safety, we currently do not recommend removing more than two pairs of floats as your child is still learning to swim. But just for your info after removing the As and Bs, if you would like to remove more floats, take the left-C with right-C out and lastly left-D and right-D. I hope this is of help.
Date published: 2019-09-27
What are the measuments for this jacket?
Hello, Thank you for your query. Suitable for 2-3 years. As each child grows differently we would recommend you pop into your local store for sizing. I hope this helps
Date published: 2019-04-29
Hi, does this product act as a float for the toddler? Thanks
Thanks for your query. There is a removable float system to reduce buoyancy, as the wearer's ability progresses. Regards, Mothercare .
Date published: 2019-06-05
Hi! I am interested on swimming vest. i need to know the correct size. the kid is 4 years and 3 months and the weight is 14kg.
Hi, Thanks for your query. This is available in sizes 2-3 years and 4-5 years. We hope this helps.
Date published: 2019-06-13
Do you ship this item to israel? If so what is the rate?
Hello, Thank you for your query. This item can be shipped to Israel. The base cost for delivery is Israel £32.95 then £4.00 for every kg of clothing. I hope information is of use.
Date published: 2018-04-07
Hello what's the minimum weight for this please? Lots of 2-3 years swim vests say 15-18kg, my LG is only 11.5kg but is 2. We can't go to a local store to try because ours closed
Hi, Thank you for your query. With this swim jacket, we do not have a weight restriction listed and this is sized for 2-3 year olds. If this was to be ordered and unsuitable, we have a 30 days returns policy for a full refund. I am sorry for any disappointment caused but I hope this is of help.
Date published: 2019-08-29
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Availability: Out Of Stock
Ex Tax: $43.99
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Snatch Seasons 1-2 DVD Special Features
Actors: Rupert Grint,Lucien Laviscount
Language: English
Boxed Set: Yes
Number of discs: 6
Condition: New
Region: Region Free
Weight: 0.6 kg
Format: Support both NTSC & PAL
Rated: NR (Not Rated)
DVD Release Date: 2018
Snatch Seasons 1-2 DVD Photos
Snatch Seasons 1-2 DVD Overview
Boris gives Franky a revolver in exchange for a favour. Franky is to place a bet on Boris behalf at Brick Tops bookies. Avi,Snatch Seasons 1-2 DVD knowing Franky has a gambling problem, flies to London with his bodyguard Rosebud to claim the diamond personally. Boris hires Vinny and Sol, two small time crooks, to rob Franky while he is at the bookies. The robbery goes awry and Sol, Vinny, and their driver Tyrone are caught on camera, but manage to kidnap Franky. Instead of throwing the fight, Mickey knocks his opponent out with a single punch. Infuriated,Snatch Seasons 1-2 Brick Top robs Turkish of his savings and demands that Mickey fight again, and lose this time. Meanwhile, Boris retrieves the diamond and murders Franky with a pistol.
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14.17 acre SE Kelowna orchard estate with expansive pastoral, lake, city and mountain views in two titles* with an impressive main home and two additional farm help dwellings. Turn-key meticulous farm comes with an complete equipment package and a productive apple orchard with Honeycrisp, Ambrosia, Gala, Mac & some Spartans. The current owners were awarded the prestigious Golden Apple Award in 2018. The walkout rancher home features approx. 4400 sf with soaring 12 & 9 foot ceilings, impressive glazing throughout. On the main, a chefs kitchen with ample counter & cupboard space, a full width deck to soak in the amazing views. Two more bedrooms, bathrooms and a luxurious master suite with steam shower and soaker tub. Full in-law suite downstairs with 9 ceilings, high end finishing, two beds and full bath. The quaint secondary home on its own septic was originally Mary Irwins home and has had some updates over the years including an addition, and is now nearly 1600sf with a lovely view of the mountains and carport. Also on property a 75 mobile home on its own septic with large deck. The 2000 +/- sf shop has an outdoor bathroom, wood shop, and six bay shop, complete with power and RV hookup. A clever storage building for gas and diesel tanks with attached spray shed keeps things tidy. *(2nd title previous SEKID ROW has no road access and bisects property). Call the Geen + Byrne Real Estate Team, the Okanagans farm and acreage experts 250-878-6545 or visit OkanaganFarms.com (id:35966)
Property Overview
Property Specifications
Building Features
NOTE: MLS® property information is provided under copyright© by the Okanagan Mainline Real Estate Board. The information is from sources deemed reliable, but should not be relied upon without independent verification. The website must only be used by consumers for the purpose of locating and purchasing real estate.
MLS®, Multiple Listing Service®, and all related graphics are trademarks of The Canadian Real Estate Association. REALTOR®, REALTORS®, and all related graphics are trademarks of REALTOR® Canada Inc. a corporation owned by The Canadian Real Estate Association and the National Association of REALTORS®.


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Temperature for July 1963
In July 1963 the average high temperature in Victoria, TX was 92.4°F, and this was 1.0°F cooler than the average of 93.4°F. The hottest day in July 1963 was 21 July when the temperature reached 98.1°F. Overnight the average temperature in July is 75.0°F and in 1963 the average overnight temperature was 0.7°F warmer at 75.6°F.


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The Annual Performance Review is Dead
The case to get rid of annual performance reviews is overwhelming. Run a quick search on annual performance reviews and you are likely to find supporting stats, more stats, opinions, editorials, and a bunch of four-letter words. Mention annual performance reviews at work and see your colleagues roll their eyes.
It's true. You want data?
- 95 percent of employees surveyed in the marketplace said they hate their company's annual review process
- 90 percent of HR heads believe annual reviews do not yield accurate information
- 58 percent of executives believe their current performance process does not drive employee success and performance and is not an effective use of anyone's time
Even General Electric, which basically invented the annual ratings driven performance management system, has recently scrapped its archaic process.
Here at Endurance, we surveyed our employees and guess what happened? Only 8 percent of our employee base thought annual performance reviews were effective. (Gulp!) So, yes, we changed too!
As the great Bob Dylan once said, "The times they are a-changin'."
Axing the traditional review process? Here's what to do instead:
Focus on frequent and consistent conversations that will help correct and support the behaviors you want to see from your team and in the workplace.
Theoretically, performance management should happen every day.
This isn't a hard concept to grasp. Think about it this way: In sports when a coach observes a player doing something wrong that could affect his or her performance and more importantly, impact the outcome of the game, does the coach wait until after the game is over to coach the player? I don't think Belichick and Brady won four super bowls together following that plan.
In the tech industry, innovation drives change in markets, products, and services every day. Information happens in real time. More than ever, employees need to know where they stand and what is expected of them. Confirmation, coaching, encouragement, and empowerment are critical success factors in driving employee engagement and company performance. Waiting for some annual process to share this information with (or reward) the employee is crippling the employee, the company, and you.
To be legitimately effective, performance management not only requires frequency, but transparency and accountability as well. Make it a two-way conversation.
Employee and manager conversations belong to the employee! The best performance review systems and processes create the platform for the employee to provide feedback to their manager. Carve out time for the employee to give you feedback.
Part of your responsibility as a manager and leader is to eliminate roadblocks and obstacles for our employees. Invest the time in learning what those obstacles are and overall what you can do to help. At Endurance, we coach our leaders to ask the question, "Do you have any feedback for me?"
Finally, when you change up your performance management philosophy, make sure you stay with and improve it. This isn't "set it and forget it" — nothing happens without work.
Managers and leaders need to be trained and coached, and trained and coached again as the organization evolves. The messaging and communications of its importance also needs to be maintained and consistent. Any good program is closely managed.
Marcus Tgettis is the Vice President of Global Talent at Endurance International Group. Follow him on Twitter: @marcustgettis
Image via Shutterstock


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Community Assessment of LGBTI Adults in Northeast Florida
By Taylor Brown, Kerith Conron
June 2018
The largest survey of lesbian, gay, bisexual, transgender, and intersex (LGBTI) adults ever conducted in Northeast Florida finds that three-quarters of LGBTI respondents have experienced "everyday discrimination," such as being disrespected, threatened or harassed in the past 12 months. Many also reported lifetime experiences of major discrimination in the workplace, including being unfairly fired from a job, passed over for a job for which they were qualified or denied a job promotion. Respondents most frequently cited their sexual orientation or sex as the reason for the discrimination.
Data from the study also showed that most sexual minority respondents, including those who identify as LGB and those who reported same-gender partners, reported being out as lesbian, gay, bisexual, or queer to someone in their lives, and large majorities said they were out to all of their LGBTI friends, immediate family members and current health care providers. A substantial majority of those who were out reported acceptance from all, most or some of the people who knew they were a sexual minority.


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I just bought the new graphics card and i installed correctly and have met all the requirements but it is still not being read. The BIOS is set to PCI Express which is and all my drivers are up to date. My motherboard is an A780gm-A ultra and I believe it is compatible with the card. My dad says that it may be due to the fact that I only have one of the power supply cables plugged in but it is recommended that I have two. The only problem with that is I don't have anymore possible cables to connect it with.
ps: a red light is on and the fan is running
If it requires 2 power connections, your father is right. The fan spinning means it's getting power, but not enough. If you don't have the connections, you will need to upgrade the psu. The 6870 requires 28 amps on the 12 volt rail, and a 500 watt psu. If you're going to replace it, look for a psu that only has one 12 volt rail, like the Corsair line. Open the case and look at the label on your psu. What are the amps on the +12 volt rail ? You may want to consider a different card.
I switched power supplies with my dad and all is well thanks.
Glad to hear it.


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As per this study the Global Acetylacetone Market was valued USD 338 MN (by revenue) in 2018 and is anticipated to reach USD 445 MN by 2025 with a CAGR of 4%.
Acetylacetone or pentane-2,4-dione is a colorless to pale yellow colored liquid with a characteristic pleasant smell. Synthesis of acetylacetone is done by performing condensation of acetone and acetic anhydride by using boron trifluoride as catalyst under the presence sodium ethoxide. It is used as gasoline and lubricant additive, as desiccant in paints & varnishes, as chemical intermediates for the production of drugs and pesticides and also used as a catalyst in petroleum cracking.
Market Dynamics
Growing demand and consumption from end-use industries is driving market growth. Use of acetylacetone as a chemical intermediate in the preparation of pesticides such as methyl mepanipyrim, mepanipyrim and herbicide pyrazosulfuron-methyl are fueling the market demand. Rising application as stabilizer for PVC & Polyesters, Fragrances, Biomolecules, and agrochemicals is again pushing the market growth. However, processing of acetylacetone leads to evaporation of VOC compound, which may obstruct the market growth.
This detailed market study is centered on the data obtained from multiple sources and is analyzed using numerous tools including porter's five forces analysis, market attractiveness analysis and value chain analysis. These tools are employed to gain insights of the potential value of the market facilitating the business strategists with the latest growth opportunities. Additionally, these tools also provide a detailed analysis of each application/product segment in the global market of acetylacetone.
Market Segmentation
The broad acetylacetone market has been sub-grouped into application. The report studies these subsets with respect to the geographical segmentation. The strategists can gain a detailed insight and devise appropriate strategies to target specific market. This detail will lead to a focused approach leading to identification of better opportunities.
By Application
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Dr Sandip Desai
Deputy Teaching Support Manager (Chemistry)
Medway School of Pharmacy
- firstname.lastname@example.com
- +44 (0)1634 20 2940
Sandip has a doctorate degree in Chemistry and works as a Deputy Teaching Support Manager in the Chemistry and Drug Delivery Group. He has previous research experience in Drug Delivery and has expertise in the field of Synthetic Chemistry, Pharmaceutical Technology and Analytical Chemistry. Sandip joined the Medway School of Pharmacy in October 2007.back to top


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I have a problem with my BIOS update.
I have a Toshiba Satellite A210-27M (PSAELE).
I spoke to two experts and they both said that I should flash my BIOS.
I search for find my BIOS but there were only update of my BIOS so I update it.
The problem is that I start the flash and the screen freeze at "Programming block 4 of 17".
The screen is frozen, the keyboard is blocked, same for the mouse.
But the hard drive still working, the ethernet port still sending data and the computer answer to the ping requests (like the OS still working).
I do not shutdown the computer and I need to know if my BIOS is dead or not.
If it's dead, why the OS still working ?
If it's not, what's happening ?
What do I do ?
Thank you.
message edited by yoshi_26_03
The problem with flashing the BIOS from within Windows is that is Windows is corrupt, the flash can go bad. And since you're asking about a laptop, the flash should have been performed using AC power, not battery power. What problem were you trying to fix? It seems that you have no choice but to hold the power button until & shuts down, then hope that it will boot up again.
I had boot problems (very slow and beeping some times, I tested every components and formated Windows and then I spoke to more experienced people that tell me the problem can come from a BIOS failure).
So, before force shutdown, I want to know why does the OS still working (answer ping, let me access to the shared folder) and why I can't do something to undo the flash (access to Windows and restart the flash).
If the flash is failed it means that the BIOS is corrupted and I don't know what to do if it's happens (I don't want to change the motherboard).
Is there some security system on the Toshiba computers (like HP emergency BIOS restore system) ?
PS: Toshiba give only flash within Windows...
Contact Toshiba Tech support and see if they have a solution. If Toshiba told you to update your BIOS and you had a problem then they should be responsible to get you straight. If it was someone else, they still may be able to help as they know their machines best.
You have to be a little bit crazy to keep you from going insane.
Windows is still working because once it boots the computer the bios doesn't do much. With a socketed bios sometimes you could even remove the bios chip after bootup, insert another and program the second chip, all with the computer running.
As already mentioned, you probably have no choice but to force a shutdown and hope for the best. If it's dead you may want to consult the 'experts' again and see if they know of any bios recovery method for that model.
There are some manufactures such as Dell and HP that have the option to revert back to the original BIOS settings for just such occasions as this. You will have to check with Toshiba to see if this option is available for your laptop.
I am gonna call the Toshiba Tech Support.
If they say that they cannot do anything, I power off the computer and see the BIOS state.
If Windows is still working, is there a way to make a remote access and start the flash again ?
Well, cannot shutdown (power button do not answer after pressing it during one minute)
Update: Windows won't boot and setup DVD make bsod HAL_INITIALIZATION_FAILED
I think I need to flash the ROM manualy but I don't know how
message edited by yoshi_26_03
To flash a bios from a dos bootdisk you need the basic system files to make the disk bootable. Then you add the update file and the flasher which installs the update file. Sometimes you can use the update file meant for a windows install and sometimes you can't. I can't say for your situation but Toshiba tech support should know.
I have the windows install file (exe) and a ROM file.
I have tried Phoenix Biox Crisis Recovery but I don't really understand how to use it (I tried to make a usb drive but the PC don't do any flash).
When you say "dos bootdisk", it is USB or DVD and how to format a drive like this ?
Toshiba Satellite A210-???. the model you gave cannot be found. The A210 models is already old. 2GB for windows 7 /64 is bare minimum. (if I look at my system almost 5Mb is in use and not running anything heavy but a browser).
Can you check the model again or write down the serial number?
There are a whole lot of models with "Satelite" and it seems that all models have a specific BIOS depending on location (Europe?)
message edited by sluc
It's probably easiest to create a bootable USB drive using Rufus:
I've never had to use it so I can't give precise advice but it's supposed to be the best way. Remember it has to be a FAT32 partition for dos--not NTFS.
Your windows installation file--the flasher--won't work from dos. You'd have to find a flasher that's compatible with the particular bios chip in your toshiba and I have no idea what that is. I'd expect toshiba tech support would be able to help you out. There used to be universal flashers but they sometimes acted flakey.
The rom file would probably work with the correct dos flasher.
The PC is not powerfull, I bought it with Vista and switch to W7 (it cannot be worst than Vista). It's a very old PC (Toshiba put it in the archive).
The informations on the PC are:
Model name: SATELLITE A210-27M
Model No.: PSAELE-04K01KFR
Serial No.: 38164926K
It's a Phoenix BIOS, and I can start the Phoenix Recovery mode (Fn+B), the computer start with full fan speed and every lights are off except the USB that blink 10 sec and some times 2 min and after that nothing, fans are still running and 10 min later I shutdown with power button (no flash has been done).
I will try to flash from dos, I'll update the pose.
Thanks for your help!
Check some of the links in this google search for additional info:
I search on Google for the last two days to try to use this crisis recovery tool and every time the flash isn't done.
Toshiba Tech Support tell me the files to make manual flash are not distributed but I still believe there is something on the internet that can save me from send the computer to Toshiba.
I continue to search...
Update: I don't find anything about how to use this Phoenix Crisis BIOS Recovery mode for my notebook (nothing that worked) so tomorrow I'll contact the Toshiba Tech Support.
Update 2: Toshiba Tech Support can't tell me how to use it because they are level 1 tech support and only the tech support level 2 know how to do it so I think I'll have to take my laptop to them.
Update 3: After some searches, I found that I need a file named PLATEFORM.BIN to flash the BIOS but I don't know where do I found this file. Does anyone know this file ?
Thanks for helping me!
message edited by yoshi_26_03


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Obtaining Consent from Data Subjects in order to process their data has long been an area of ambiguity, open to broad interpretation across EU Member States. The GDPR certainly tightens the rules and clearly defines Consent. However, there are still areas where further guidance is being sought and areas which may still be open to interpretation. Here is our 10 point quick guide:
1. Definition of Consent
The GDPR defines Consent and states that it must be "freely given, specific, informed and unambiguous" and it must be given by a "clear affirmative action by the data subject". Furthermore the regulation stipulates that different types of data require different consent. It is not permitted to present individuals with an all or nothing approach. It's also specified that Consent is not be valid where there is "a clear imbalance between the data subject and the controller".
2. Inactivity Inadequate
When Controllers are gaining Consent, GDPR presumes "silence, pre-ticked boxes or inactivity" to be inadequate. The UK Regulator already takes a dim view of pre-ticked boxes. In the ICO's Direct Marketing Guidance (March 2016) it states: a pre-ticked box will not automatically demonstrate consent, as it will be hard to show that the presence of the tick represents a positive, informed choice by the user. This will be further tightened under the GDPR, and organisations won't be able to rely on inactivity to gain consent, i.e. an individual simply not responding to a communication.
Copyright DPN
The information provided and the opinions expressed in this document represent the views of the Data Protection Network. They do not constitute legal advice and cannot be construed as offering comprehensive guidance on the EU General Data Protection Regulation (GDPR) or other statutory measures referred to.


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Tune in to Resonance 104.4 fm on Tuesday 16th June, 5 pm, for episode 11 of RAFT!
This month's credits:
"Son of Thunder" written and performed by Bird Radio.
"These London Bones" written and narrated by Chiara Ambrosio with soundscapes by Bird Radio.
"Jesus' Blood Never Failed Me Yet", a conversation with composer Gavin Bryars.


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My journal is a huge part of how I remember ideas, when I come up with possible names for characters, ideas for side characters, titles or just general thoughts about my characters or what I want to happen. I write pretty much everything from research I have done into personality disorders to what colour hair I think a character should have.
I really recommend it to anyone going into writing because not only does it order your thoughts for what is going to happen, you can look back on what you had planned and see what has changed.


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LOTD: 070 – Teachers Pet
Hair: Moon – Luna (Blondes) Choker: Foxy – Thin Velvet Choker (Group Gift) Glasses Cubic Cherry / Clique Event –Continue Reading
Explore, Fashion, Life
Hair: Moon – Luna (Blondes) Choker: Foxy – Thin Velvet Choker (Group Gift) Glasses Cubic Cherry / Clique Event –Continue Reading
Hair: RAMA Salon – Bella Hair (Blonde Pale) Ears: Swallow / Kustom9 – Noldor Elf Ears Eyes: CURELESS[+] / FiftyContinue Reading
I always have at least one espresso a day. Are you a coffee lover too? Hair: Clawtooth / Fifty LindenContinue Reading
Inspired by the new movie coming out… Red Sparrow Hair: Monso – Yuri (mixed) Harness: Kokoro / Whore Couture FairContinue Reading
Hair: Entwined – Lexie (Light blondes) Choker: Kunst – Lucy Choker Rings: Kibitz – Adelie rings (Gold) Nails: Slack GirlContinue Reading
So recently I have started a new position as a personal trainer at the new role play sim The VistasContinue Reading
Hair: Sintiklia – Hair Leda (Naturals) Necklace: Supernatural – Hilde Set (Gold) Rings: Kibitz – Adelie rings (Gold) Dress: EspionageContinue Reading
Hair: Spellbound – Silent night (Blonde) Choker: Kunst – Alexandra Collar Rings: Yummy – Raining Diamonds Top: Pseudo / Kustom9Continue Reading
Hair: Foxy/ Kustom9 – Muse hair (Natural Ombres) Nose piercing: Punch – Double Stud Septum Choker: Kunst / Kustom9Continue Reading
Enjoying my new pool. I think I may have to plan a pool party soon… Hair: Rama. Salon/ Whore CoutureContinue Reading


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I gave a LIFETalk at my school's convocation about our responsibility to undo oppressive narratives about our kids. This is part 1 of 3 of the speech, edited and expanded to better fit a written format.
I love to see movies. Every week, I try to make it out to the movies at least once. People with children tell me this is a great source of jealousy for them, as the movie-going days end when the little ones take center stage. I will probably forgo having children for a long time.
Being a known moviegoer makes me the go-to guy amongst my friends for recommendations. I often attempt to convince people to see movies that are not in the never-ending Marvel universe. If I have negative feelings toward something, I will ask people general questions about their preferences before saying anything too specific. "Do you enjoy cliché romantic endings? Oh, you do? Then yeah, you'll love it." I'm very helpful and nonjudgmental in this way.
On one hand, I enjoy being a trusted source of movie recommendations for people. It's a source of pride for me. It is also a source of tension, because I hate when people try to form my opinions for me, so I worry that I do the same to others when I talk a movie up or down.
Everyone wants to know what to see and what to avoid so they save themselves time, hassle, money, boredom. Put simply, we want somebody else to tell us what to love and what to hate. It is amazing when someone who has not seen a movie rattles off everything that is wrong with it because so-and-so who writes for so-and-so told him so. We let somebody else form our opinions about things we will never experience for ourselves.
And there is more hate in movie reviews than anything else. A recent review of Adam Sandler's new movie Pixels said that a justifiable reason to see the movie would be "having a loved one held for ransom" or suffering "a serious blow to the head."
A review of Paul Blart: Mall Cop 2 said it offers "possible evidence of a civilization in decline." Look, I'm not thrilled about Kevin James's career choices either, but the most harm he is doing to anyone on that Segway is himself.
It's easy to be negative; it can even be fun.
It's also poisonous.
Our problem in education (and the world at large) is that we read the reviews about our children before we give them a chance. Inevitably, the beginning of the school year brings a lot of jitters and chatter about which unlucky teacher got 'That Child'. We look over each other's shoulders and groan in sympathy when a teacher has one of our former troublemakers on their roster. We begin to recount stories of disaster and mayhem that we ideally think will prepare that teacher for what misfortunes are about to befall them.
What we really do, however, is write that child off before that child gets to write themselves a new chapter. We deny that child's right to be better than before. We silence the possibility that people can change. We oppress our students before they even enter the classroom.
When people hear that I teach in Oak Cliff, their eyes all but pop out of their heads. They make some comment along the lines of, "Wow, those kids must be so rough."
Nine times out of ten these people have never been to Oak Cliff.
Ten times out of ten these people have never met the wonderful children I am lucky to have known for two years.
They have read the negative reviews and spat them back out as facts. They know all about a movie they haven't seen.
Make no mistake: this review-reading and regurgitating is nothing short of oppression. When we make assumptions about people who are young, or black, or brown, or live in a certain neighborhood, or look a certain way, we willfully and actively push down a group of people we have not begun to try to understand. With the multitude of obstacles that children face in the 21st century, our ill-informed assumptions are just one more roadblock they will have to overcome on their journey in becoming. Turn the news on: some aren't even getting the chance to prove they are more than these categorical reductions.
So what do we do—as educators, as adults, as advocates for our kids—in order to unravel these oppressive threads and allow our children to write their own narratives?
The actress, writer, and producer Mindy Kaling tells a story in her book about Steve Carell, whom she worked with on The Office. It's rumored that Steve Carell is the nicest guy in Hollywood, and Mindy's evidence of this is that anytime the cast of The Office gossiped about someone, and asked Steve to weigh in, he would (at most) say, "Wow. If all they say about him is true, that is nuts." He would then "politely excuse himself to go to his trailer." She said it was infuriating. But you know what? The world needs more Steve Carells and less TMZs. The world needs more moviegoers and less movie reviewers.
We need to take it even farther than Steve Carell. There are so many negative narratives about our kids that it is becoming more and more urgent for us to push back on these narratives with better, truer stories.
When people make ignorant comments about my kids, I feel angry, awkward, and ill-equipped to respond. But I have slowly grown to counter these microaggressions with stories that I believe diffuse the moment's tension without making a scene. One person went so far as to say that teaching in Oak Cliff must be "scary." I lowered my voice as if I was about to share a spooky story by the campfire and replied, "Yeah, on my last birthday, my children threw me a surprise party. They planned it for weeks and had snacks, gifts, and hugs all around. Very scary."
Let's make a promise to each other: Let's not read the reviews before we meet our children. Let's not hear the story from someone else. Let's not return to our classrooms and start gossiping about kids we haven't met, or about kids who haven't finished growing yet—which is all of them.
If you aren't an educator, be careful how you speak about children you don't know.
If you are an educator, be careful how you speak about children you do know.
Let's recast ourselves not as critics ready to write scathing reviews of our kids, but as active participants in the movie of these children's lives. Imagine that our names will appear in each child's credits, and realize how important it is that every child gets to tell the story they set out to tell.
There is an incredibly inspiring, daring, challenging story inside each of us—we all deserve to tell it our way.
Chang, Justin. (2015, April 17). 'Paul Blart: Mall Cop 2' Review: Kevin James Heads to Vegas. Variety. Retrieved from http://variety.com/2015/film/reviews/paul-blart-mall-cop-2-review-kevin-james-1201474644/
Kaling, M. (2011). Is Everyone Hanging Out Without Me? And Other Concerns. New York, NY: Crown Archetype.
Mohan, Mark. (2015, July 22). 'Pixels' review: Adam Sandler battles video-game space invaders; why won't someone say 'Game Over' to his career? The Oregonian/OregonLive. Retrieved from http://www.oregonlive.com/movies/2015/07/pixels_review_adam_sandler_bat.html